Public evidence record
Published podcast speaker
Books, apps, and tools
book / recommends
“The first one is Leaders Eat Last. I really like that leadership book by Simon Sinek. Also two non-career related books is The Untethered Soul. It really has taught me a lot about being present and then also the Four Agreements, which is a very short and easy read, but good principles to live by.”
book / recommends
“The first one is Leaders Eat Last. I really like that leadership book by Simon Sinek. Also two non-career related books is The Untethered Soul. It really has taught me a lot about being present and then also the Four Agreements, which is a very short and easy read, but good principles to live by.”
book / recommends
“The first one is Leaders Eat Last. I really like that leadership book by Simon Sinek. Also two non-career related books is The Untethered Soul. It really has taught me a lot about being present and then also the Four Agreements, which is a very short and easy read, but good principles to live by.”
Claim ledger
14 transcript-backed records
01 / belief
“I think that especially in high pressured environments, easy to get stressed and all that stuff.”
02 / belief
“As a growth team, I think one of the big values that we can have is actually giving that feedback back to other teams at the company.”
03 / belief
“I think sometimes when you don't know how you're going to work together, you end up stepping over each other's toes.”
04 / belief
“I would add an advisor if there is probably a knowledge gap on the team is I would say.”
05 / belief
“I do think it's a great question because I think that's a common thing people early in their careers struggle with, which is they could lose focus because they're trying to help everybody.”
06 / belief
“For me, it's not a question, but it's that stage of preparing before the presentation and getting a sense for what it's like to work with each other. I think that has been one of the best ways for me to get signal.”
07 / belief
“I think what it is, and it took me time to develop this, is I have a very people focused approach to how I lead and manage.”
08 / belief
“My intention is to set you up for success. That goes really far and I think that's a great example of how do you deeply care about somebody and give them direct feedback and you're giving them direct feedback because you deeply care and you also believe that they can do things differently.”
09 / belief
“I mean I think you can flat out ask, I'd like to get a sense of how you think about managing folks on your team, how you think about developing talent on your team and seeing what their responses to that.”
10 / belief
“In terms of developing talent, I think of this as stages of the life cycle of your relationship, right? So I think at first actually starts is a very meta as a growth person starts with when you hire somebody, really making sure you're finding somebody that is a good fit for the role.”
11 / belief
“I think in that conversation what's important is also saying, "I believe you can do all these things and I'm doing this to support you." Or, "I'm sharing this feedback because I believe in you.”
12 / belief
“I think that's it. I wanted to make sure, I know I talked a lot about developing people, so thank all the people that have helped develop me in my career and then especially thank all the folks that I've worked with and my team, especially the team at Webflow and particularly wanted to make sure to thank [Xing Lin 01:10:14], Rory Davidson and [Jo Wang01:10:16] who joined me from previous companies to Webflow.”
13 / belief
“The more we can help them by giving them information, making sure they can be successful, it's helpful. And I think guess lastly, it gives them a taste of what it's like to work with me.”
14 / belief
“I think when you have very clear goals, when it's very results-oriented, you could potentially be in a situation where people feel they're competing against each other and you just don't want that.”