The first outing for this talk was at Deliver Sessions 17th July 2025 in Manchester. It’s based on all the outcomes from the Leaders Lab series from 2024/2025. Links from the talk: Miro Board of the talks / Slides I used miro to present, included are my slides and a bit of a stickies flow… Read More Where do we draw the line at Potential?
Create a word document for each person that includes: Think of this as a long, version of the interview process where someone can prove their skills. Take a version of the next level up when someone feels they are ready for promotion. Use this document for 1:1’s to speak about what the colleague has been… Read More Personal Expectations and Performance record
If your company doesn’t already have a career progression framework, you can check out https://progression.fyi/ for some inspiration. Lots of organisations have published their frameworks on there. As you make hires and create the expectations, as well as the interview form and questions, around a role, you should be able to link it to the… Read More Career Progression Framework
Your company has its own way of doing things, and a good hire knows that. There might be a company induction, but what about any specific engineering standards? Or team ways of working? In some organisations we have taken on a cohort of people at the same time in order to run a group training… Read More Onboarding to ways of working
I’ve spoken about hiring for potential and where do you draw the line? In my recent posts about how I approach the Hiring Process, which helps for when you’re bringing people into your team, but then what? Now you have someone in the team, it’s important for them to understand what’s expected of them and… Read More Engineering Team Development Framework
Gemma Cameron 