This weekend I went to UPenn’s Family Weekend. In between parties and darties,* my son Daniel interviewed Vivek Sagi, Chief Technology Officer at Eventbrite as part of the Wharton Advisory Board Conference. It was cool seeing him up there doing what I do for a living!
In addition to questions about the role of AI in a human-mission-oriented company, Daniel asked Sagi about his career and how he thinks about the choices he’s made. Sagi shared something that may have surprised some of the students in the room.
Sagi said that when he’s weighing a new opportunity, he “optimizes for learning.” He didn’t say he looks for more money or a bigger job.
He said that when he isn’t learning, he begins to think about what’s next for him.
Okay, that may seem obvious but a few things struck me:
- Learning isn’t just for early career talent. We all want to continue growing.
- If you want to retain great people—at every level—make sure they’re learning.
That’s why when I speak to companies about what makes a great human leader, taking professional development personally is so important.
What does that mean exactly?
It means to help people move from ladders to lily pads, as I call it.
Okay, so people want to grow up, down, and sideways. And great human leaders keep their employees’ growth top of mind.
But how do you know how your team members want to develop?
ASK THEM!!!
This week, I want to challenge you to sit down with one person on your team. Ask them how they want to develop, and think of ways that you as their manager can make it happen.
It’s not rocket science, but the human stuff is the hardest stuff. And the most important stuff.
So don’t hesitate. Make today the day you bring your human to work.
*Day Parties
10/29/24
