0:05:12 Welcome! Let me know how the sound/image are coming across. 0:05:27 All is working well. 0:05:53 Thank you! 0:09:30 Greetings! 0:11:06 https://adambryantbooks.com 0:11:29 thanks for the link 0:12:33 Yes, 1st time. 0:13:13 Yes, First time for me! 0:15:44 What kind of a manager would you choose? 0:15:48 one who is an advocate 0:15:54 wouldn't change 0:15:57 Consistant 0:15:58 one who empowers others 0:15:59 open & communicative 0:16:03 Someone who cares about me and my growth 0:16:09 Creative, innovative, non micro manager 0:16:18 transparent 0:16:20 I would choose someone who shares clear expectations, they give me access to the resources I need to complete my task, allows me to decide how to get there and gives honest feedback 0:16:24 supportive and an advocate for me 0:16:26 Empowers me and is transparent 0:16:27 I want someone who knows the value of NO. 0:16:31 someone that is driven and well communicator 0:16:45 Someone who will advocate for the team 0:16:56 can accept no 0:16:57 Someone who coaches me along the way 0:17:08 Question between and people leader and process leader. 0:18:39 what is the difference between people leader and process leader. go to the 2,3 point on your page what it means to lead 0:19:28 We have leaders who are really good at leading the process and making sure it all gets done. However, they are not good people-people. We have other who lead the people, assist with skills growth. 0:20:58 ok, thanks for the response. good points 0:25:01 But can't you be a leader without a title? 0:26:15 I believe we have a lot of leaders w/o titles. Coworkers are drawn to them for advice and to learn from them. 0:26:41 Could you say that a manager hires employees but at the same time people also pick there manager 0:28:44 We encourage finding a mentor, someone who is already a leader ( a good one in their eyes). 0:31:10 I feel like I have to push them to the back-burner, but not necessarily let them go completely. Many job posts for managers ask for tech skills before hitting on the managerial stuff. 0:33:11 Just because someone is good at a tech skill, doesn't make them a good leader. 0:39:21 What do you stand for? 0:40:16 No cutting corners with Quality work, Safety procedures and Respect for coworkers. 0:41:03 I stand for accountability to the team, yours and mine. 0:41:07 Honesty, trustworthy, have their back 0:41:23 Integrity, empowerment, accountability 0:41:46 Delivering value to my client and my own firm 0:44:12 True or False: Start doing the job you aspire to. 0:44:19 TRUE 0:44:19 Passion, empowerment, and trustworthiness 0:44:26 My Dad always said, "You are always representing... yourself, your family, your school, your community... How do you want to be seen? If you always give them your best, you can walk away knowing you did what you could for all involved. 0:45:02 True, be what you want to see in the world. 0:45:12 Yes, but... don't drop doing the important stuff of your current job 0:45:51 agree, don't do the extreme. seeing you are ready for the next step 0:45:58 I think it depends...false if you aspire for reasons that don't make sense or that you may not be good at. 0:52:21 Ask others for feedback... How can I improve? 0:55:58 If you want to hear GOD laugh, tell him your plans... 0:56:36 Sometimes we need to step out of our comfort zone. 0:57:08 what are your strategies? 0:59:17 Learn more about the roles you want and then you will have a better framework to discuss with other about this change 0:59:24 actively, make the time, force the time to work on green light, yellow light, and red light relationships 0:59:41 I always try to speak up in those awkward, silent moments in meeting... keeping things flowing. Be fearless in sharing your ideas, or asking others for theirs. It becomes your brand. 1:00:49 Serve others first. For example: Send an article you think a particular person might enjoy - doesn't matter if you know 'em. (I get way too many LinkedIn people contacting me wanting to "help" me.) 1:01:20 I volunteer for the committees, event planning teams and the participate in the activities the company offers, try to sit with other people during lunch and than allow them to share what they are interested in sharing. 1:01:39 suggestions for people who work remote? 1:03:40 Remote is actually easier. Use Teams (or whatever) chats to break the ice, the other person can reply immediately or later. Once you get comfortable, pick up the phone or show up at the office and talk to them. 1:04:12 Yes, I agree, there are a lot of Buzzwords that need to be removed 1:04:48 Bobb Biehl: Wisdom is putting process between opportunity and decision. 1:07:12 Sometimes you need to ask for feedback on perception as well. How do I come off? 1:08:07 https://adambryantbooks.com/ 1:10:28 https://artpetty.mykajabi.com/leadership-caffeine-jam-session-23 1:10:44 art@artpetty.com 1:10:55 👏 1:10:56 Art and Adam, thank you for a fantastic session! Lots of great messages and content! 1:11:01 What a great session! Thank you both! 1:11:04 Thank you! 1:11:08 Thank you Art & Bryant 1:11:10 Thank you! 1:11:11 Great discussion 1:11:12 story telling seem to be the drive for most Agile development 1:11:12 Great discussion!