Kim Metcalf's guest appearances

Kim Metcalf

Leadership Jam Session

John Fisher

Jason Ross

Joe Kelly

Jeff Harris

Paul Johnston

Jon Macaskill

James Christie

Amy Blaschka

Philip Zimmerman

Brian Propp

Dave Forman

Matt McDonald

Martine Kalaw

Eddie Dowling

Jordan Mendoza

OwlTail

Paul Catanzaro

Joe Schnebelen

Imagine the following: you have an employee looking to get promoted, but your manager or other decision-makers don't think they are ready. What is the best way to deal with this challenging scenario?Like in most tricky situations in life, the key lies in effective communication. It takes coordinated effort and honest conversation to determine if the employee truly meets the required skills for that promotion. You may have to tell your employee to pump the brakes and work towards getting in the right light to be promoted.And as a manager, you have to make sure you're providing the right opportunities for your employees to demonstrate that those changes are taking place. But your employee owns those action steps. You're helping them to create it and providing them with the action steps, but they own executing that plan as well. That's when actual growth as an employee happens.I'm Rob Fonte, and today I'm joined by Kim Metcalf, Paul Catanzaro, and Joe Schnebelen to discuss the best ways to deal with a promotion when it's too soon.Key Takeaways:Dealing with promotions when it’s too soon (00:00)Keep it to the criteria you’re discussing (03:00)Test the waters (04:00)How to handle baggage and negative perceptions (06:05)Is this the right role for the employee? (08:26)Why teamwork is crucial during the hiring process (12:53)Why it's important to create a culture of redemption (15:55)It’s all about coordinated effort (18:58)Episode summary (21:33)Leadership Resources:How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: https://sartoleadershipgroup.com

Imagine the following: you have an employee looking to get promoted, but your manager or other decision-makers don't think they are ready. What is the best way to deal with this challenging scenario?Like in most tricky situations in life, the key lies in effective communication. It takes coordinated effort and honest conversation to determine if the employee truly meets the required skills for that promotion. You may have to tell your employee to pump the brakes and work towards getting in the right light to be promoted.And as a manager, you have to make sure you're providing the right opportunities for your employees to demonstrate that those changes are taking place. But your employee owns those action steps. You're helping them to create it and providing them with the action steps, but they own executing that plan as well. That's when actual growth as an employee happens.I'm Rob Fonte, and today I'm joined by Kim Metcalf, Paul Catanzaro, and Joe Schnebelen to discuss the best ways to deal with a promotion when it's too soon.<h2>Key Takeaways:</h2><ul><li>Dealing with promotions when it’s too soon (00:00)</li><li>Keep it to the criteria you’re discussing (03:00)</li><li>Test the waters (04:00)</li><li>How to handle baggage and negative perceptions (06:05)</li><li>Is this the right role for the employee? (08:26)</li><li>Why teamwork is crucial during the hiring process (12:53)</li><li>Why it's important to create a culture of redemption (15:55)</li><li>It’s all about coordinated effort (18:58)</li><li>Episode summary (21:33)</li></ul><h2>Leadership Resources:</h2>How are the leaders at all levels of management tackling the toughest challenges each day? Learn more at: <a href="https://sartoleadershipgroup.com" rel="nofollow" target="_blank">https://sartoleadershipgroup.com</a>

041: How to Manage a Promotion When It’s Too Soon with Kim Metcalf, Paul Catanzaro and Joe Schnebelen

Kim Metcalf is a veteran leader in the healthcare industry with over 20-plus years of experience spanning a variety of positions in sales, sales leadership, leading a commercial training team, as well as some of her most recent positions serving as a Vice President for two startup biotech companies, which included Pharmacyclics and Kite Pharmaceutical.Key Takeaways:·      Understand what people are naturally good at and where their inherent talents lie·      As a leader, set expectations for what has to get done, and based on where they are developmentally, provide a framework to help them get there·      Hiring employees who think and operate differently from you is essential·       Have 5-7 people that can be your core group of peers that can serve as mentors, sounding boards, etc., to help you develop and grow as a leaderLeadership Resources:·      DiSC for Managers ·      Situational LeadershipVisit leadershipjamsession.com to stay up to date!

Kim Metcalf is a veteran leader in the healthcare industry with over 20-plus years of experience spanning a variety of positions in sales, sales leadership, leading a commercial training team, as well as some of her most recent positions serving as a Vice President for two startup biotech companies, which included Pharmacyclics and Kite Pharmaceutical.Key Takeaways:·      Understand what people are naturally good at and where their inherent talents lie·      As a leader, set expectations for what has to get done, and based on where they are developmentally, provide a framework to help them get there·      Hiring employees who think and operate differently from you is essential·       Have 5-7 people that can be your core group of peers that can serve as mentors, sounding boards, etc., to help you develop and grow as a leaderLeadership Resources:·      DiSC for Managers ·      Situational LeadershipVisit <a href="http://leadershipjamsession.com" rel="nofollow" target="_blank">leadershipjamsession.com</a> to stay up to date!

001. Developing the potential you see in your people, with Kim Metcalf