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Speaker 1: What if your CV was perfect, your cover letter polished,

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Speaker 1: and you still couldn't get a foot in the door.

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Speaker 1: That is the reality many job seekers are facing right now,

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Speaker 1: and with AI making it easier than ever to create

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Speaker 1: flawless applications, recruiters are overwhelmed by a sea of high

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Speaker 1: caliber resumes. So one of the listener questions for today

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Speaker 1: is how do you stand out? Because in today's Asked

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Speaker 1: Me Anything episode, which, by the way, if you missed

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Speaker 1: part one, just go back to last week's episode in

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Speaker 1: your podcast feed, I am going to be diving into

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Speaker 1: listener Tony's question how to differentiate yourself in the job

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Speaker 1: market when everyone else looks great on paper. We're going

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Speaker 1: to explore what I think your secret weapon might be,

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Speaker 1: what manages like me really look for, and how to

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Speaker 1: avoid falling into the trap of AI slop. And also

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Speaker 1: in today's episode, we're going to cover how to build

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Speaker 1: truly high performing teams in a highrid world, why critical

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Speaker 1: thinking is more important than ever in the age of AI,

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Speaker 1: and my best pieces of advice for leaders stepping into

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Speaker 1: management roles later in their career. By the end of

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Speaker 1: this episode, you will walk away with practical, science backed

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Speaker 1: tools that you can use immediately, whether you're job hunting,

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Speaker 1: leading a team, or simply trying to thrive in this

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Speaker 1: very fast changing world of work.

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Speaker 2: Welcome to How I Work, a show about habits, rituals,

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Speaker 2: and strategies for optimizing your day. I'm your host, Doctor

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Speaker 2: Amantha Imber.

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Speaker 1: Okay. First question for part two comes from Tony. Tony's

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Speaker 1: a legend because he actually recorded a voice memo for me,

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Speaker 1: and I will put a link in the show notes

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Speaker 1: if you too are an awesome listener and want to

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Speaker 1: record a voice note for me for the next Ask

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Speaker 1: Me Anything episode that I release. I typically do these

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Speaker 1: about once every three months, sometimes more often. I get

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Speaker 1: a lot of good listener feedback for this, So anyway,

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Speaker 1: Tony or a legend, Let's listen to the message that

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Speaker 1: Tony left.

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Speaker 3: Hi, Amanda, this is tony super potential topic for your

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Speaker 3: How I Work podcast, and it's around It's around ways

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Speaker 3: of differentiating yourself in the job market in this environment.

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Speaker 3: And I've been looking for work myself, and what I'm

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Speaker 3: finding is that through AI, the level of CBS and

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Speaker 3: resumes is at an incredibly high level now and people

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Speaker 3: have become got some great tools to think look fantastic

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Speaker 3: on paper, customize tailor the CV very easily to job

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Speaker 3: descriptions and two roles. And from a recruiters perspective, from

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Speaker 3: what I'm also hearing is it could be getting thirty

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Speaker 3: forty fifty very high caliber applications. We're in the past

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Speaker 3: it was a lot easier to sit through to get

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Speaker 3: a shorter list to start screening and challenging environment. And

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Speaker 3: as I said, the question is really how do you

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Speaker 3: how can you differentiate yourself or what are some tools

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Speaker 3: you can do to do that with the goal of

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Speaker 3: really getting in front of a person face to face

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Speaker 3: or virtually but for a meeting, which is what you're

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Speaker 3: really after. So yeah, challenging time. And thank you. And

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Speaker 3: I'm just on a personal note, I want to I

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Speaker 3: really appreciate it. Thank you so much. I'm doing the

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Speaker 3: GENAI course. I reached out to you not working and

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Speaker 3: you were really helpful and how I could get on that.

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Speaker 3: Thank you. It's been giving me. It's a great course,

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Speaker 3: learning a lot, giving me a really good purpose as

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Speaker 3: well as focus during this time. So I really appreciate

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Speaker 3: that too. Thank you.

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Speaker 1: Oh Tony, that is such a great question. That is

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Speaker 1: such a great question. It's really hard to differentiate yourself

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Speaker 1: in the job market. And I also know from you know,

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Speaker 1: having done a lot of hiring over the years, it's

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Speaker 1: also getting trickier to really, you know, make decisions about

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Speaker 1: who to shortlist for a role because almost everything's AI generated.

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Speaker 1: Although having said that, I do find because i'm you know,

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Speaker 1: I'm very much in the AI space, I teach GENAI skills.

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Speaker 1: It is so obvious to me when someone has just

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Speaker 1: created their cover letter and their resume using AI with

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Speaker 1: no human critical thought that's gone into it, And to me,

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Speaker 1: that's a massive turnoff. But I don't think that is

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Speaker 1: the same for all people in recruitment and hiring, but

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Speaker 1: who knows. So my number one piece of advice in

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Speaker 1: is through video like in this world, where anyone can

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Speaker 1: produce half decent content. Although please refer to my episode

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Speaker 1: on AI slop. I will put a link to that

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Speaker 1: in the show notes, because I mean there's a lot

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Speaker 1: of AI slop around and I think the key here

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Speaker 1: is that volume of content does not equal quality anymore

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Speaker 1: or high performance rather, and we you know, just need

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Speaker 1: to change our thinking on that but video. I mean, yeah,

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Speaker 1: sure you can get the AI to do video, but

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Speaker 1: it's still it's not at a stage where, you know,

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Speaker 1: certainly I would recommend using it for recruitment purposes or

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Speaker 1: like you know, job market purposes. So get on Loom

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Speaker 1: or use Teller, they are my two favorite video recording tools.

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Speaker 1: Or just open up your iPhone and record something on

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Speaker 1: your you know, on your mobile phone and communicate. Communicate

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Speaker 1: why why you have applied for this job. Why does

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Speaker 1: it match with what you're about and the impact that

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Speaker 1: you want to have. Why are you perfect for the job.

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Speaker 1: The applicants that I receive that have given me a

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Speaker 1: video stand out so much more so I would highly

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Speaker 1: recommend that. And just a note if you are a leader,

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Speaker 1: a manager, or a recruiter that is hiring, one of

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Speaker 1: the things that I have found really useful in hiring

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Speaker 1: people is, you know, we've used the idea of doing

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Speaker 1: job auditions for a while. Certainly, if someone is applying

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Speaker 1: for a job as a facilitator or inventiologist as we

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Speaker 1: call them at Inventium, we have a job audition where

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Speaker 1: they will actually come and run a virtual workshop for us.

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Speaker 1: But for people that are more behind the scenes, let's

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Speaker 1: say in a support or an OPS or an admin roll.

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Speaker 1: Something that I have recently started doing is giving people

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Speaker 1: a job audition task, but asking them to as they're

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Speaker 1: doing the task, record a loom video of giving me

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Speaker 1: their thought process of how they're approaching the task, because

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Speaker 1: I want to know how they think as well as

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Speaker 1: what they can do, but I really want to know

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Speaker 1: how they think. So that is a little tip out

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Speaker 1: there for people that are hiring. Okay, next question is

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Speaker 1: from Juliet. My question for you is to learn about

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Speaker 1: your techniques for developing high performing teams with the shift

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Speaker 1: to hybrid work, different communication mechanisms, workflow, new generations entering

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Speaker 1: the workforce. I don't think the old pillars work so

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Speaker 1: well now, or perhaps they do, but we need to

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Speaker 1: work on them differently. Would love to hear your thoughts. Oh,

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Speaker 1: I have so many thoughts on this question, Juliet. Okay,

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Speaker 1: So high performing teams well, Look, according to the research,

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Speaker 1: psychological safety is critical. This is where people feel comfortable

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Speaker 1: speaking up, voicing their thoughts. It might differ from other peoples.

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Speaker 1: They feel comfortable taking risks, they feel comfortable failing. Like

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Speaker 1: this is just critical. I feel like this has been

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Speaker 1: talked about a lot over the last couple of years,

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Speaker 1: and a lot of good outcomes flow from this. You

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Speaker 1: have better communication happening between team members, you have better

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Speaker 1: collaboration happening, and you also have better growth happening because

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Speaker 1: people are giving each other honest feedback rather than withholding that.

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Speaker 1: So certainly, like if you're looking for help with psychological safety,

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Speaker 1: my team at Inventium does a lot of this. Please

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Speaker 1: reach out for a chat. So that would that is

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Speaker 1: absolutely huge. Now the other thing, a few other things.

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Speaker 1: When it comes to high performing teams, AI fluency is key.

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Speaker 1: I just blanket would not hire someone that wasn't fluent

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Speaker 1: in AI. Although having said that, because we train people

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Speaker 1: in AI, you know there might be exceptions where they

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Speaker 1: are amazing at a whole bunch of other things, or

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Speaker 1: maybe I've worked with them before and I know that

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Speaker 1: through our training I can get them up to speed

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Speaker 1: pretty quickly. But for the average high performing team, you

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Speaker 1: need to develop AI fluency. Again, shout out to Inventium's

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Speaker 1: AI programs. We've had thousands of people go through them.

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Speaker 1: Please reach out if you want to help with that.

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Speaker 1: But if you have a whole team that is really

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Speaker 1: comfortable using AI, you are going to get better results. Okay, next,

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Speaker 1: energy management. I actually think that how people manage their

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Speaker 1: energy is more important than how they manage their time.

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Speaker 1: And look, I'm deep in energy management because that is

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Speaker 1: the topic of my current book, my fifth book that

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Speaker 1: I'm writing that will be out mid next year. And

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Speaker 1: you need to help people. It's not about wellbeing, it's

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Speaker 1: about how do you manage your energy? How do you

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Speaker 1: manage your physical energy, your mental energy, and your emotional energy.

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Speaker 1: You know, again, this is stuff that I've been thinking

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Speaker 1: about a lot. We're about to release some programs on

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Speaker 1: this at Inventium. Drop me a note that's of interest.

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Speaker 1: But you need to think about this because high performing

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Speaker 1: teams are often the first ones to burn out because

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Speaker 1: they don't have boundaries, and that is a very big problem.

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Speaker 1: Final thing that I will note here is that there's

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Speaker 1: a whole lot that you can do with the individual,

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Speaker 1: but you also need to look at the system. Like

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Speaker 1: if you've got people burning out, yes, we can help

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Speaker 1: them manage their energy, but also are they burning out

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Speaker 1: because there's like workload is not evenly distributed. You know,

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Speaker 1: that is an example where the system is just not

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Speaker 1: working or maybe there's you know, like a toxic culture

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Speaker 1: or a toxic person in your team that needs to

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Speaker 1: be performance managed. So please look at the system as

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Speaker 1: well as the individual. Okay, so we've already talked about

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Speaker 1: how to cut through the noise in the job market.

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Speaker 1: Coming up, I am going to share what critical thinking

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Speaker 1: actually looks like in the a of AI and how

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Speaker 1: to build your critical thinking muscle. Next question is from Kate.

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Speaker 1: So Kate asks, I'm a bit wary of the rhetoric

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Speaker 1: if we need critical thinking and people skills in the

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Speaker 1: world of work with AI. Every man and his dog

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Speaker 1: is coming out with that refrain, and it seems like

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Speaker 1: it's a revelation. But we're seeing a lack of specificity

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Speaker 1: or nuance in what critical thinking actually is in this context.

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Speaker 1: What does it look like? What are the teachable qualities

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Speaker 1: and how should they best be taught? What are the

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Speaker 1: applied skills? And how do we know when we're doing

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Speaker 1: good enough? Okay, here are a few thoughts I have.

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Speaker 1: I mean, it's a really big question, Kate and I

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Speaker 1: love this question, and here are a few of my

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Speaker 1: thoughts and observations. So, in the world of AI, like,

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Speaker 1: here's what really good critical thinking looks like it's where firstly,

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Speaker 1: you question everything that the AI spits out, treat every

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Speaker 1: output as a rough draft that needs fact checking. People

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Speaker 1: are not doing this. This is why we are living

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Speaker 1: in this world of AI slop and it makes me

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Speaker 1: so frustrated. I was meeting with someone for a potential collaboration.

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Speaker 1: This is a couple of months ago now, and I

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Speaker 1: was then sent three documents to look through about how

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Speaker 1: this collaboration could work. And I opened these three lengthy

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Speaker 1: word documents and they had not had a critical human

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Speaker 1: eye go over it. And then the ball was in

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Speaker 1: my court to actually go through these documents as a human,

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Speaker 1: spend hours and rework these thoughts when you know, really

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Speaker 1: the person that sent me these documents could have actually

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Speaker 1: just done the human critical thinking work first. So I

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Speaker 1: you know, I feel like when someone senyds AI slop,

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Speaker 1: it's a very selfish move. And you know, I think

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Speaker 1: more and more that will become a career limiting move

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Speaker 1: as well because of the frustration it causes. So when

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Speaker 1: the AI gives you something, challenge the output, like, think

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Speaker 1: about what are the biases that might be baked into

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Speaker 1: this response? What are the perspectives that are missing and

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Speaker 1: try to actively argue with the AI's suggestions to stress

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Speaker 1: test ideas. I've spoken on this podcast before about getting

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Speaker 1: the AI to play Devil's advocate. This is what you

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Speaker 1: need in the world where we're outsourcing way too much

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Speaker 1: thinking to AI. Then some are they just micro skills

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Speaker 1: that we can look to teach, so you know, really

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Speaker 1: prompt people to be skeptical, you know, learn to recognize

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Speaker 1: when your question is actually leading the AI to tell

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Speaker 1: you what you want to hear. Confirmation bias is a

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Speaker 1: dangerous thing where we're just looking for, you know, the

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Speaker 1: AI to confirm us and it will. It's prompted to

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Speaker 1: be a sicker fan. So you really need to approach

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Speaker 1: the output with some skepticism. And also context matters so much.

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Speaker 1: The more context that you can give to AI, the

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Speaker 1: better the output you're going to get. But also thinking

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Speaker 1: about the context that you haven't given it and using

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Speaker 1: that to think critically, and you know, just like when

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Speaker 1: like just as a little test for yourself, how do

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Speaker 1: to know are you doing this enough? Are you thinking

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Speaker 1: critically enough? Think about how often you catch yourself disagreeing

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Speaker 1: with the AI's output more often than nodding along, like

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Speaker 1: when you're using it consistently as a sparring partner as

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Speaker 1: opposed to the oracle of all knowledge. I do recommend

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Speaker 1: going and listening to the interview I had with Bobby Oohanson,

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Speaker 1: who's a Silicon Valley futurist an amazing thinker. He talks

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Speaker 1: about AI not as thattific'sh intelligence, but thinking about how

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Speaker 1: you can see it as augmented intelligence. So you know,

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Speaker 1: in this new world it is not you versus AI,

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Speaker 1: it is you plus AI that is going to get

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Speaker 1: the best outputs. The final question for today comes from Nerel,

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Speaker 1: and she says, I'm late in my career and after

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Speaker 1: a very long time and not the best experience, my

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Speaker 1: role has been uplifted where I will now have direct reports.

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Speaker 1: I'm quite anxious about this, but I also want to

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Speaker 1: do this. Well, do you have any tips, books or

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Speaker 1: podcasts that might be helpful? All right, let me give

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Speaker 1: you a few tips, Nerel. Again, I could do a

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Speaker 1: whole episode around this, but let me just stick to

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Speaker 1: a few things. Okay, Firstly, I think something that is

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Speaker 1: really helpful. We do this with a lot of our

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Speaker 1: clients that invent him and We also do this at

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Speaker 1: Inventium with the team is we have everyone create a

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Speaker 1: one page operating manual or OPOM as we call it.

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Speaker 1: So we actually have a template for this where we

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Speaker 1: get people to, you know, write down their strengths, their weaknesses,

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Speaker 1: or areas they're trying to develop the preferred way of communicating.

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Speaker 1: Are they someone that just prefers to pick up the

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Speaker 1: phone or text message or email? What are their pet

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Speaker 1: peeves or frustrations, and you know, how do they best

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Speaker 1: receive feedback. So there are a bunch of questions that

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Speaker 1: you can ask and what I encourage you to do

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Speaker 1: create one for yourself, but ask all your team members

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Speaker 1: to do this as well, and it will create so

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Speaker 1: much more understanding of how to get the best out

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Speaker 1: of everyone. My next tip is to schedule weekly one

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Speaker 1: on one meetings with all your direct reports. This is critical,

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Speaker 1: This is not an afterthought. This is really important interaction

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Speaker 1: and relationship building. I highly recommend the work of Steven Rogelberg.

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Speaker 1: Here I will put a link to an interview that

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Speaker 1: I had with him on how to get the most

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Speaker 1: out of one on ones. I also highly recommend his

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Speaker 1: book Glad We Met. It is the best book I've

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Speaker 1: read on how to do one on ones really really well.

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Speaker 1: Be deliberate about them. You dedicate at least thirty minutes

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Speaker 1: per week, potentially sixty minutes per week. This is absolutely

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Speaker 1: critical time now in your one on ones. Another piece

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Speaker 1: of advice I would give here is try to resist

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Speaker 1: the urge to give advice. Instead, try to be a coach.

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Speaker 1: Highly recommend the coaching Habit. There's a book by Michael

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Speaker 1: Bungay Stanier who's also been on this podcast several times,

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Speaker 1: and it is a really simple but effective book on

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Speaker 1: how to coach and the great questions to ask. Now,

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Speaker 1: this is probably where I struggle most. I love giving advice.

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Speaker 1: I love jumping in and solving problems, but that is

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Speaker 1: not your job as a leader. Your job is to

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Speaker 1: help improve your team's ability to solve problems. So I

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Speaker 1: will always I'll pause before I have it advice to give,

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Speaker 1: and I'll ask my team, like, what would you like

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Speaker 1: from me here? Would you like me to help? Question?

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Speaker 1: Like you ask you questions to help you find a solution.

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Speaker 1: Do you think you know what that solution is and

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Speaker 1: maybe you want feedback on that? Or do you want

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Speaker 1: my advice? And sometimes I want advice, so I will

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Speaker 1: give it, but I always try to catch myself before

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Speaker 1: I'm about to jump in and give advice. The final

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Speaker 1: thing that I'd recommend is having some sort of daily

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Speaker 1: reflection technique. We know from research that leaders that reflect

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Speaker 1: daily or that journal daily are much more effective in

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Speaker 1: their leadership. So here are some questions that might help. Firstly,

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Speaker 1: asking who did I help today? By knowing that you're

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Speaker 1: asking this question, it just keeps at top of mind

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Speaker 1: because if you have to ask answer the question who

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Speaker 1: did I help today, you will be geared towards being

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Speaker 1: more helpful a leader. Then think about what do I

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Speaker 1: need to achieve tomorrow? It helps you start tomorrow with

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Speaker 1: more focus. And then finally, who do I need to

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Speaker 1: spend time with? This will help you stay really intentional

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Speaker 1: about where you are spending your time because ultimately your

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Speaker 1: time as a leader is limited, so really think strategically

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Speaker 1: who do I need to spend time with tomorrow. So

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Speaker 1: that is it for it Today's Ask Me Anything. I

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Speaker 1: hope that there were some helpful, helpful tips in here,

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Speaker 1: And if you have questions for my next Ask Me Anything,

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Speaker 1: either drop me a note. I'm very easy to find

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Speaker 1: on LinkedIn about the Inba or there is a link

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Speaker 1: to giving me a voice memo and gosh, I love

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Speaker 1: hearing the voices of listeners, so please do that and

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Speaker 1: I will see you next week. So there you have it,

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Speaker 1: some of my favorite questions from you answered. If you

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Speaker 1: found this helpful, I'd recommend going back and listening to

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Speaker 1: my episode on AI slot. It is a perfect companion

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Speaker 1: to some of the things we talked about today, and

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Speaker 1: you can find a link to that in the show notes.

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Speaker 1: And if this episode gave you something to think about,

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Speaker 1: I'd love for you to share it with a friend

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Speaker 1: or colleague who might need it. And it helps more

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Speaker 1: people discover the show, and I'm so grateful when they do. Finally,

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Speaker 1: if you've got a burning question, you can send me

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Speaker 1: a voice note. There's a link in the show notes.

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Speaker 1: I would absolutely love to hear from you. See you

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Speaker 1: next time. If you like today's show, make sure you

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Speaker 1: hit follow on your podcast app to be alerted when

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Speaker 1: new episodes drop. How I Work was recorded.

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Speaker 2: On the traditional land of the Warrangery People, part of

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Speaker 2: the Cooler Nation. A big thank you to Martin Nimba

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Speaker 2: for doing the sound mix