No on is a walking, talking C.V.
A walking, talking CV. Otherwise known as: how to kill attention in 10 seconds!
”Hello, my name is Martin and I am an Agile Transformation Consultant and Professional Scrum Master III, with a wealth of experience, operating across a wide range of large multinational organisations and…. “
HEY!... why are you not listening?
How about we start over…
”Hi, I’m Martin! I’m passionate about helping professionals embrace agile ways of thinking. Together we can create real, tangible solutions.
As a neurodiverse person, my brain helps me see the world through a fresh lens, so I bring enthusiasm, efficiency and authenticity to everything I do.
I love meeting new people, am great with detail, and believe in a human-centric approach above all. Oh, and I also love cats…”
My cat, Ru, resisting the urge to sleep on the job
Which statement tells you more about me? Which Martin would you prefer to work with? Both versions are true, but I know which version resonates more with the person I really am. And I know if I was looking to build a diverse and effective team, I’d want to know a lot more than simply: what boxes can I tick to demonstrate someone’s generic professional suitability for the role.
So how can we build working environments and structures that allow a team to thrive as a collective, whilst making space for individuality to shine through? The answer lies in that human-centred approach I mentioned earlier.
When you’re meeting with your teams, do you take time to put people at ease before launching into the specifics? Do you foster a space in which everyone feels able to contribute, without being put on the spot? Do you highlight the value of individual input and expertise?
When you’re holding one-to-ones, are you asking about your colleague’s well-being? Their life outside of work? Their broader interests and challenges impacting their working state of mind, rather than a prescriptive run through of their to-do list?
More importantly, are you actively listening to what they’re telling you?
When you’re reviewing someone’s potential for progression, do you focus solely on the outcomes and returns you expect? Or do you make time to discuss their interests, potential, and reasons for seeking onward development? Do you consider how their individuality could be a benefit to the organisation, and how you can adapt to make sure they’re able to bring their best selves to work?
In short, are you making sure the people you work with feel like, well…people? We’re all unique. We all have talents that deserve to be recognised. And we all individually see ourselves as more than just a checklist of professional skills.
No one is a walking-talking CV - and no one is going to feel seen or valued if we treat them as if they are. If you feel like your organisation or management approach has slipped into broad-strokes ways of thinking, I’m here to help.
Want to learn more about adopting a human-centric approach to onboarding, managing and supporting your team? You can book in for a free 30 minute kick off conversation. Let’s talk!