All right Mariella, Andy one of my biggest requirements is is to have a good boss I love it
top three reasons why somebody like you Mariella quits their job
I don't believe in the corporate strategy anymore I'm not learning anything and I don't like my boss
how do I go about finding answers to this question when I am sure every boss will
say that they are fair and awesome um uh Mika echoed on Mario's question how do we get the dirt
let's do it this way for both of you high-powered women in the boot camp I show you how to assess
an employer's cultural Behavior check that out no I'm not going to leave you there but go check
that video because I give you the different techniques I would use to ascertain a boss's
um a boss's approach okay Andy it's really important for me that I work with a great boss
I wanna I wanna work with somebody I love respect and can learn from
and I think a lot of that has to do with your working Style
so what do you expect of the people that work with you start there softball get them talking
okay so how do you communicate those expectations
um is it different if somebody's really senior seasoned or versus junior what's the difference
what's the best what's the best thing somebody on your team accomplished
okay separate line of questioning this past year what is it
did they do that on your own or did you influence them what kind of guidance did you give them
checkpoints like you're going after actual information don't ask them right what's your
expectations I want actual information what do you expect right don't don't don't go into
what's your style right you you have to give the specific scenario that you want detail for
so Annie it's really important that I work in a collaborative environment
that's not the question it's a statement right you want to I want a boss who's collaborative
and right because it's important that I mean I'm a senior woman I wanna I want to have an impact
he didn't ask a question yet you're laying you're laying down the groundwork and I'd love to know
um you know what what's your philosophy on collaboration okay let them just let them answer
the philosophy question and then say you know because you're going to get something like this
oh I my door's always open I want to hear your ideas they still haven't told you anything yet
because that's what they believe in their own head and you're not looking for their
philosophy you're looking for evidence of that supports the fact that they are collaborative
so what you're doing is first you're getting this out to get them talking and once you got
them talking they start to relax they know the topic they know where they're going right where
they think they're going and you know when I really try to promote that because I'm you know
on my weekly team meetings we all get together on Fridays for lunch and we have pizza and I
we go around the table and I I listen to their to their ideas I still have not given you not one not
one iota of evidence that I'm collaborative this is what's going on in my mind I'm not trying to
lie to you but based on the way you asked that that question I'm responding in kind okay and
that's really great but Andy geez if you went to the pizza party and all you did was listen
to their ideas and just told them what to do and then everybody had their marching orders
and they went out for the week and did it that's not collaborative right so you're not going to
say that but you're gonna say well you know and I think one great sign of because you're talking
positively of a collaborative team is you know when when you're willing to take on new challenges
um and and you're really listening to the team member you know when was the last time
that somebody on your team you know came up with an idea that you weren't totally in support of
but you let them jump in both feet and and you supported it okay if it takes them longer than
five seconds to come up with something it's he's not collaborative okay you are always
asking questions to elicit evidence of the fact you now need to tell me a story about when you
did that what is this akin to do you not all get asked behavioral interviewing questions how are
they designed to let you choose right the story that you're gonna tell me about a past Behavior
are you not asking the boss to tell you about his or her past Behavior okay this is really
important if you don't know what questions to ask and by the way some of you I know are out there I
haven't looked at this chat and I can't wait till we watch this thing today but if you thought what
I said like if that made you cringe you got to remember that only seven percent of communication
is the word you use right I could smile in my body language or whatever right seven percent is the
words right 38 is the tone 55 is the body language Albert morabium's rule of personal communication
right so so you how you ask what you ask or how you say what you say is just as important as what
you say or ask so what you're doing is you need you need to understand how to set them up and
then what to ask them when you got them there and you're looking for evidence and do not let them
off the line of questioning until you get what you need and if you think that this is intrusive
then you you are not really allowing them to play fairly with you because if they get to do
it to you you get to do it to them what did I say what did I say to kick all this off this is about
making a good choice about whether this is a good company and a good company for you if you're gonna
go and work for a boss who's not collaborative who cannot come up with an example within a
few seconds of what I just put in front of you then it's not they're not really collaborative
okay so so you've got to you've got to stand fast and hold firm when you get into that situation you
got to make sure that your line of questioning is is is fair but it can be firm and I'm I want to
know right what did they do how did you contribute I I want to know who was the last person you fired
why did you fire them if you hear things like well because they were a poor performer then okay what
could you have done to improve their performance any boss who's not going to take responsibility
for having to fire somebody is a bad boss I don't care how bad that person was then you go back to
well did you recruit them right did you pick poorly what could you have known him to be in
the beginning when you were recruiting that person that you would have looked for or done differently
if you ask me the last person I would fire that I fired I would immediately make it about me
you know we we had this situation and the person wasn't performing well and as much as I you know
I take as much responsibility for that because I tried to make sure that I gave them what they
needed I helped them in this or that I would have done this or that I mean you have got to look for
where they lean in the responses and so what I would do is especially as it relates to the boss
is I would look at all the traits that I wanted for a boss I do this with people when we prep the
one-to-ones a lot of times when we're when I'm working with somebody specifically and we will
look at who they're who they're going to be going and speaking to and we look at all the traits that
they want in a particular bus and then we give them the line of questioning and how to go about
doing that and then we give them backup plans just in case they get skittish in the interview but you
have got to know what are my questions the only way for you to have all this in order and not lose
your train of thought when you're under duress is to have that spreadsheet or have a Microsoft table
or a list or something and have it with you in the session and make sure that you can look down at it
you're asking questions right you're just looking at your list of things you want to check off so
that's the way I go about that stuff it's really important that you're that you're getting at it
and the questions need to need to be designed to elicit evidence of the fact right philosophy is
nice but people are always going to give you the best right I love my people I'm really supportive
I have an open door policy you and everybody else so that's a great question both both of y'all