Writing: Have better 1:1 Meetings People Management Coach / Speaker UX Manager @Shopify 🇿🇼 + 🇨🇦 He / him
Ottawa, Ontario
Joined July 2008
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farai madzima retweeted
The 1:1 meeting can be a key driver of team productivity, morale and engagement...
Our friend @heyfarai literally wrote the book on 1:1's. Farai has shared his tips for effective meetings here - linkedin.com/posts/farai_4-a…
ALT A photo taken of Farai Madzima while delivering a talk on stage at Leading Design San Fransisco 2023. Farai is a young black male.
farai madzima retweeted
For a deeper dive, watch @heyfarai's - What to say in 1:1 meetings from Leading Design San Fransisco 2023 - ondemand.leadingdesign.com/f…
ALT A graphic with the following text - Leading Design San Fransisco - Farai Madzima - what to say in 1:1 meetings. Brought to you by Clearleft - There's also a photograph of Farai presenting on stage during Leading Design San Fransisco 2023.
farai madzima retweeted
I am very excited about this event!
We are excited to announce that Shingai Manjengwa, head of AI education at ChainML and founder of Fireside Analytics Inc., will be a keynote speaker at DDAC 2023! Learn more about Shingai and register for DDAC 2023 August 14-16 in Orlando, FL: bit.ly/3J8rtug
👋🏾 Hey People manager, stop trying to be "nice."
Cake can be nice.
Clothes can be nice.
Weather can be nice.
Nice means comfortable, pleasant, agreeable.
People managers cannot afford to be nice. Being nice leads to being ineffective.
Nice managers:
Don't engage in healthy conflict
- Don't set or maintain boundaries
- Don't push limits of what is possible
- Don't challenge ideas and points of view
- Avoid having difficult feedback conversations
- Don't say the difficult thing that need to be said
👋🏾 People managers, here are 2 tough conversations I know you’ll hate:
Conversation 1 👉🏾The feedback and correction conversation:
“This is not good enough, here’s what I expect…”
“Let’s talk about what needs to change for you to be able to meet these expectations”
Avoiding Conversation 1 (or doing it badly) almost guarantees Conversation 2.
Never have Conversation 2 without having had Conversation 1.
Giving feedback well is a tough but essential part of good people management. Of taking responsibility for people’s careers.
As my friend (and excellent manager) @LolaOye says, “The only way through is through.”
Show up, and show care.
Manage people like you give a damn.
👋🏾 People manager, Do not ignore poor performance. Every:1 on the team can see it happening. And they can see you doing nothing about it 👀.
“Culture is defined by the worst behaviour you tolerate” — @JohnAmaechi
Prevent and address poor performance:
🎯 Set clear goals for teams at project kick-offs and in public channels
🏹 For individuals, set and regularly review expectations in 1:1s
đźš«Â Notice poor performance? Give IMMEDIATE & CLEAR feedback.
💩 Do NOT use the “poop” sandwich feedback
Address poor performance, and you’ll build a culture that values accountability and excellence, and high standards.
I send out a newsletter every Monday with 1 tip that’ll make you a better manager. Join 100s of managers who are levelling up their game. heyfarai.com/newsletter/
farai madzima retweeted
Can we stop saying “impacted”?
“Impacted” is a PR term used by companies to hide a simple truth.
The decisions they’ve made are causing real harm to happen to real people.
Can we stop saying “impacted”?
“Impacted” is a PR term used by companies to hide a simple truth.
The decisions they’ve made are causing real harm to happen to real people.
I recognise this topic might be hard or triggering.
I’m sorry if you’re going through a hard time.
If you’re unemployed in UX I’d be happy to do a portfolio review or interview practice. DM me.
That's a wrap!
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