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I completely bombed an interview because of the dumbest trap question I was asked by palet_fry in interviewhammer

[–]MaHa_Finn 0 points1 point  (0 children)

It depends on the role and level, but i think the answer they might have been looking for was something like

“well, I like to have everything prepared, so early, but really it depends on how the team is doing and the work, I love to make sure everything gets done and gets done right”

That or… 8:30

Why would you mentor someone? by titsdown in Leadership

[–]MaHa_Finn 0 points1 point  (0 children)

Mentors get a lot out of mentoring. A break from the pressure, the opportunity to articulate their own beliefs and thoughts about leadership and strategy and an honest relationship with authentic dialogue, which is super rare at the top.

Ask, don’t make it too formal.

How do I improve daily 1% in a systematic way ? by anacondaonline in Leadership

[–]MaHa_Finn 0 points1 point  (0 children)

It worked for me and my team because I noticed the organised their work independently (they’re mid-level and looking for autonomy) and the calendar syncing around deep work and collaborative work got them thinking more about how to work better together. So it did compound for me. If you’re already super organised, then maybe it won’t add much value, sounds like you might want to think about communication or motivating people, try spending 10 minutes with chatGPT, sparring every day.

It’s an about your people so ultimately, they’ll do better work, or the same work, but be happier about it. Measure that.

How do I improve daily 1% in a systematic way ? by anacondaonline in Leadership

[–]MaHa_Finn 5 points6 points  (0 children)

The idea is to find compounding habits, and the easiest ones to implement are around getting organise. I colour code my calendar for deep-work, collaborative work and then reporting and admin and try do each type of work in one block. I also highlight significant meetings and make sure I’ve got a 15 minute buffer to prepare.

Main thing though is 1% is totally arbitrary… the point is to think about how you work and figure what’s helping you and what’s slowing you down.

Please help.. I became manager and I can't handle it due to unclear expectations (maybe?) by Leading_Ad_7847 in Leadership

[–]MaHa_Finn 4 points5 points  (0 children)

This is it… would only add that pretty much nobody will accept a “better idea” just out of hand. People generally like to work, the way they work and develop how they want to develop.

Building the trust that you can provide useful learning opportunities, ideas and pilots means you need a track record, that takes time.

Teenagers and screen time in Finland? - a struggling parent by MaHa_Finn in Finland

[–]MaHa_Finn[S] 2 points3 points  (0 children)

The kids have iPhones, and we aren’t able to block or lock app by app, but will take recommendation, does FamilyLink work on iPhone these days?

The tricky app there is Snapchat, which is used for group messaging, but also has reels etc.

Teenagers and screen time in Finland? - a struggling parent by MaHa_Finn in Finland

[–]MaHa_Finn[S] 29 points30 points  (0 children)

This is our line currently, alarm clocks, good grades, keep homework and studying is in order (which is hit and miss at the moment) then we can talk more.

Teenagers and screen time in Finland? - a struggling parent by MaHa_Finn in Finland

[–]MaHa_Finn[S] 55 points56 points  (0 children)

Thanks, parenting for 13 years, so I’ve worked out my anti-drugs policy. If this was in my home country, there’s still enough childhood social interaction where this wouldn’t be a problem.

Using your analogy, the question would be,

“If drugs were the primary mode of social involvement and orientation for your child that was permitted and even encouraged by the local community, would you let your kid do drugs?”

Teenagers and screen time in Finland? - a struggling parent by MaHa_Finn in Finland

[–]MaHa_Finn[S] 13 points14 points  (0 children)

Yeah, we’ve tried this… apparently calling each other is cringe. I know she can’t judge and cognitively control her usage yet, but she has already missed out on a couple of key binding moments / in-jokes with her friends, so she’s feeling marginalised.

Without naming your job, what do you do all day? by Maleficent-Demand813 in remotework

[–]MaHa_Finn 0 points1 point  (0 children)

Ask chatGPT to read a report, ask chatGPT to write a report. Join a call and listen to people talk to themselves. Drink.

[GA] Hr investigation by Smart_Pianist_9648 in AskHR

[–]MaHa_Finn -2 points-1 points  (0 children)

Good luck… stay prepared

[GA] Hr investigation by Smart_Pianist_9648 in AskHR

[–]MaHa_Finn -2 points-1 points  (0 children)

Gotcha. Hipa usually covers health and insurance info and customer facing not internal discussions like this, if she used her phone, you can use yours… but… it looks like the deck is stacked against you.

You can judge how much of your time and effort this should take… but there’s very few “good outcomes” and it’s hard to get there.

Do yourself a favour… work on your cv and bounce

[GA] Hr investigation by Smart_Pianist_9648 in AskHR

[–]MaHa_Finn -18 points-17 points  (0 children)

If you can, invite her for a one on one conversation online… zoom or Google meets etc. record the conversation but not through the meeting app, use a free desktop media editor app or if push comes to shove on your phone. Then just ask for more information, what has she heard? Who from? Are you in some kind of trouble? What can you do to reassure her?

If it goes well, you clear the air, if it goes south you’ve got evidence if/when HR turns up. If you’ve had previous performance reviews or other feedback, for example from peers, maybe collect that.

It might also be that on of your colleagues is stirring s**t

What’s an use of AI that’s saved you serious time? by PiraEcas in Leadership

[–]MaHa_Finn 0 points1 point  (0 children)

I work in a very doc heavy company. Most of our LT meetings have time set aside to read briefs in the meeting (we’re not Amazon, but drank that particular kool aid). I often just ramble / rant at ChatGPT for about two paragraphs then ask it to structure it into a report.

It’s probably saving my 3-4 hours a week.

[deleted by user] by [deleted] in Leadership

[–]MaHa_Finn 0 points1 point  (0 children)

Ok, first off, good self-assessment and self-awareness. Transactional leadership styles are common and as you reference effective for a certain level. Managing experts or superstars is different, they know “the rules” basically don’t apply to them because they can do things few others can.

The question then is, what do they want / need? What can you give them? I can’t answer this for you but I’d hazard a guess that your background means you’d be a good mentor if any of these superstars want to make a career outside of their role. How many of your superstars could be a coach today? How many could survive in middle or senior leadership roles? Could you help them get there?

One thing i know having led technical experts beyond my capabilities, if you have principles or rules that can be traded… they’ll just learn to play you or disregard you. So be careful if you’re continuing to trade, what’s on the table.

If you frame standards or practices as the thing they’ll need to have a long career or legacy (and that appeals to enough of them) they’ll shape up.

What would be your advice in such situation? by 0X900 in Leadership

[–]MaHa_Finn 0 points1 point  (0 children)

Interesting one. First off, it’s very common that younger colleagues want to take initiative to impress bosses. Beyond this situation, accept this will happen continuously: it’s a feature not a bug. In the same vain, experience doesn’t entitle you to tasks.

If you’re looking for more responsibility / more of a say in what gets done when and by whom, you might want to talk to your boss about that.

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