Hey Hey You You – Come “meet the team” – The interview process continues…

So you are working your way through the interview process and you get the call, “Come in for a “meet the team” style interview where you will meet the people you’ll be working with if you’re the candidate we choose.

The style of these interviews are normally much more informal that the previous ones and will give you the chance to get a feel for the culture of the business, as well as allow your potential co-workers a chance to see if you would be a good fit.

They can be tricky interviews, so that’s why I’ve come up with some tips on how to ace that difficult “meet the team” interview.

A False Sense Of Security. Don’t be lured.

Depending on the style of the interview, you might find yourself in a situation where you’re just chatting with some really cool people – but beware!

While they may seem trustworthy and very “friendly”, this could be an act to extract information from you to discover what you’d really be like to work with.

My top tip would be to be friendly, but cautious. You want to connect with these people, but you also don’t want to put your life out there during this final stage.

Be Yourself – But Not Too Much!

Following on from the last point, while this interview is an opportunity to show off your personality and reveal the “real you”, you still need to keep your guard up and portray the best possible version of yourself.

You will feel relaxed and like you can share things with your new prospective co-workers – but they really don’t need to know that you go get drunk at bowling on Wednesday’s or got “laid-off” from one of your jobs for hating the sales manager.

Make sure you still treat this as a professional interview and avoid telling them anything you wouldn’t want your new boss to find out.

Don’t Drink Too Much

Occasionally, these sort of interviews will take place in a bar or restaurant to take the formal edge off the situation.

However, this is dangerous territory as a lot of your potential colleagues will be taking this as an opportunity to indulge in an alcoholic beverage or two – so do you conform or stay sober?

Well, it’s really up to you, but definitely don’t have more than one drink. Do you really want your co-workers’ first impression of you to be drunk you dancing on the table? Didn’t think so!

Show An Interest In Your Potential Co-Workers

Even though this situation is all about getting to know you as a person, it’s also a great chance for you to ask some questions about the people you might be working with.  Yes ask questions!

People love it when someone takes an interest in them, and it shows that you have a real interest and enthusiasm for working with them and at the business.

Now, I’m not talking about questions like “What’s your sign?” or “Are you single, Dylan?”, but asking them how long they’ve been a part of the company, what the work environment is like or how they find working there is perfectly fine and appropriate!


You have your team, but are they coachable?

Yesterday we talked about team building.  I sparked a lot of questions about individuals and small teams.  People wanted to know what to do if the individuals do not seem coachable…so here we go…

Is your team coachable? If not, call us at MCDA – we can help!

In any business, it is the managers’s responsibility to be a leader and coach their direct employees.  You want to lead them and coach them to utilize their full potential.  But how do you know when an employee is coachable and at what point are they not?

How do you coach your employees?

First, an employee needs to be committed.  They need to accept criticism and feedback, try something new, and admit and own when they make a mistake.  It is necessary to have a positive attitude and put effort into constantly improving.  This commitment to excellence is a key ingredient to being a coachable employee.

Second,  the employee has to have the capacity to look beyond their current level, but know what is a reasonable expectation.  For example, even a 50-year-old who works out and is in great shape and who practices all of the time will not make next years New York Yankees roster as a shortstop.  Knowing their limits, and having the capacity and ability to achieve their goals is crucial in coachability.

What if the employee doesn’t appear to be coachable?

If you have an employee that doesn’t seem to be coachable, the first thing you need to look at is their commitment level.  Do they show up on time, do they show up to meetings on time?  Do they take the lead and follow up with you, the leader?  Do they listen to your feedback and are they trying to improve on it?

If the answers to these questions are no, then it’s the manager’s job to address them. Communication skills are critical in this situation. Addressing your observations, concerns, and communicating how to improve is the only way help the employee get on the right path. Sometimes it may be as simple as a miscommunication cue, such as the employee may think you’re too busy to talk, so they don’t come to you for help. But without having this conversation, there is no way to move forward.

Another very common way an employee can appear to be uncuttable is through their ability.  They may be putting in as much effort as they possibly can, but their work could still be at its max plateau.  As a manager it is your job to recognize this and use their talents elsewhere.  Have a conversation with them and after you may want to move them to a different project where their skill set can be maximized in helping the team.  As a manager do not set up and employee for failure if you know what their limits are.

And finally, if the employee was once your rockstar and now seems to be struggling with their work, have a conversation with them.  We are all human beings, maybe something is going on in their personal life that is distracting them from work.  The important thing is to have the door open to be able to check in with them to see what is hindering them from their work and have the resources available to help if they need it. Always have an open door where your employees can trust you and come talk to you whenever they need help so you can help them be the best they can be.

If you would like more information or would like some ideas on how to develop your team further call us at MCDA today! (714) 872-2393

Do not let fear become part of your business.

Have you noticed that Halloween tends to get scarier as the years go by? When I was little Halloween meant dressing up as my favorite cartoon character, going door to door and getting all sorts of candy.  When I was a teenager it was more about dressing up as something “cool” like a zombie with tons of blood and going around door to door for candy, but also mixing in the occasional prank ( I apologize to all of my old neighbors).  Now as an adult with kids of my own I look for a good fright with a scary movie or some haunted house or theme park.

So what the heck does that have to do with anything?  Just remember, no matter what your age may be, fear should never be allowed to work its way into your business.  Fear will absolutely cripple your ability to take action, make necessary improvements and be successful.  So if your business is the scariest thing in your life this Halloween, here is a plan for success to help you conquer your fears.  Ready?

1. Set Goals

Setting challenging but achievable and realistic goals is a great way to get your business in the right direction. Decide what benchmarks you want to meet for the first quarter – the second quarter– and so on and determine how you’re going to measure whether or not you’ve met those goals.  While you sit down to write your goals, write down your method of measurement.  You cannot set a goal if you cannot measure it.

2. Take Action

Look at the goals you’ve set for yourself or your business. What needs to happen in order for you to meet those goals? Do you need to increase sales, increase marketing? Do you need to create a new marketing plan? Do you need to build new business systems? Create an action plan to meet whatever goals you’ve set.  With your action plan, assign the people responsible, it can be multiple people within your organization.

3. Monitor Results

Every few weeks you need to sit down and look at how your action plan is helping you meet your goals. What’s working? What’s not working? If you are able to meet your goal early, celebrate the success and set a new goal. If you’re not able to meet your goal this time, evaluate what you could be doing differently and make changes.

4. Make Adjustments

If you find that the action plan you’ve created to meet your goals just isn’t getting you any closer to those benchmarks, it’s time to make adjustments! For starters, look at your schedule and see where you’re spending your time. If you are able to free up more time by delegating lower level tasks, you can dedicate more time to meeting your goals.  Nothing is 100% set in stone.  Your mindset will make you feel that things shouldn’t change you must allow yourself to be flexible.

5. Take Additional Action

Whether it’s reorganizing your schedule and priorities to focus more on your goals or finding ways to set-up additional meetings with potential clients, sometimes meeting your goals successfully requires taking additional action – or different actions – along the way. Look at what adjustments you decided needed to be made and then take additional action.


Maybe you’ve been successful at meeting your goals and conquering your fears or maybe you still have some work to do. Either way, setting new goals, taking action, monitoring results, making adjustments and then taking additional action will always help you make improvements.

If you still have fear and you just can’t see yourself overcoming these obstacles reach out to one of our business coaches and we will walk you through process and be your protector.  We are not scared, we know how to lead the way.  Your business is the most important thing, let us help you.  Contact us today!