Let’s Just Start Podcast
Region: AU
Sunday 01 February 2026 08:53:10 GMT
391899
9210
88
685
Music
Download
Comments
Terry :
I went to thos talk once, the speaker was a top CEO, he said change management is easy, either the person accepts and runs with the change, or we change them. At the time I was wtf, but he is totally right.
2026-02-01 09:33:41
343
Lerato Mphaka. :
Guys where are you all rushing to?! You will intervene quicker?! For what? For a bottom line? Or is this intervention in the interest of the human probably trying their best and failing because your systems are stuck? Your priorities are not aligned to them? Etc?
2026-02-04 01:01:56
38
legen56500 :
Well when you just push ppl in the jungle with no support how do you expect them to blossom.
2026-02-08 02:43:33
28
PyroOZ2 :
You guys are lucky to have seen this. The amount of leaders that are incompetent are astronomical and they could not address this, let alone have any amount of self awareness to come to this conclusion.
2026-02-01 09:27:19
137
jds :
Sounds like micromanagement
2026-02-01 18:10:44
11
Jaclyn | Life Purpose + Biz :
because intuition (gut instinct) is neutral NOT emotional. Making emotional decisions is a trauma response which is not conducive to peak performance
2026-02-02 13:56:48
28
lettymark :
Same when your an employee you regret not leaving toxic jobs sooner
2026-02-06 05:04:38
29
Rae Desrochers667 :
I agree with him..some of my best employees have been “late bloomers” and just needed a little bit more support and coaching and I couldn’t imagine my team without them now :)
2026-02-06 06:43:44
36
idemopolebac :
just got fired and this is what my fyp is filled with instantly lucky me
2026-02-19 19:39:17
2
K :
I learned this very early in my career when I first became a team leader. You need to intervene quicker and sooner as it is more difficult to address further on down the track
2026-02-09 15:08:09
8
jimcwood :
I was lucky (in a way) that I was on the other side of this very early in my career. I thought I was performing, but months later, I was informed I wasn't!!! If they'd intervened sooner I could have adjusted my approach. Since then, I've learnt to have these conversations immediately - give people the tools.
2026-02-02 05:57:52
7
Chantelle- Right Angle Events :
writing is on the wall its sometimes a 50/50 of having the optimism things will change with feedback and intervention but when trust is broken thats another story
2026-02-01 09:47:10
5
Sam Grewal :
I was talking to one of my colleagues who is also a senior leader and one of the issues is a defeatist attitude or when there’s more reactivity and less pro-activity
2026-02-09 22:23:15
3
V :
We now after 1 week or 2
2026-02-05 02:48:19
2
fairy :
and cost of turnover is high too... cost of recruiting is high too
2026-02-20 01:29:57
4
cfood :
So true
2026-02-04 06:23:08
2
Y :
Setting expectations should be #1 thing u know as a new hire. But that is very unlikely in my experience most companies won’t
2026-02-04 00:17:56
3
Michelle Alise :
It’s good both ways if early intervention happens. Gives people a chance to fix it.
2026-02-02 08:54:19
15
Patricia Griffiths :
Its so much easier for the leadership to ignore the longer term team issues, those poor performers never addressed. They bring someone in new without dealing with the problems and that just creates a reset for those leaders to repeat that pattern after the probationer is gone because its easier it also shows poor leadership that the poor performers take advantage of and another six months given to those poor-performers, that will be harder to correctly intervene or train or coach.
2026-02-01 09:19:02
17
Alessandra :
I feel seen
2026-02-02 02:21:08
3
retiredbartender :
Now as a sr. Leader my patience has gotten less on employees not performing to the expected level and not pivoting. You get they are so nice and positive…I agree and being a good human being doesn’t equal success unfortunately
2026-02-06 19:01:05
3
parker mccumber :
Leadership isn’t about comfort. It’s about stepping in before it’s too late.
2026-02-17 20:18:38
1
stevenberyl :
If you had emotional intelligence as a leader… a 3, 6, 12 month probation should be an easy assessment… why are you waiting for 5, 9, 15 months… to make a decision? When it’s now awkward and potentially litigious. Personally, I think all management positions… whether internal or external should under go EI tests… they should also be tested on Corporate Expectations… and this would end the angst of poor performance. It’s a tough world… 🌍 Rather than wondering if your comms are PC - speak up and get rid of dead talent… and always be pipelining for the future. At all LEVELS 🧠
2026-02-27 00:51:20
2
blacksheep3010 :
This is why government productivity is so low
2026-02-13 00:00:14
1
James Martin6355 :
I'm reasonably new at being a department manager, I've been hired to completely start a department for a company that relied on 1 interstate contractor before my time. 1st I've brought in extra contractors to tend to the existing work load and now I am 6 months on, I've helped develop a process for the company where my department is a part of and I'm about to start hiring and building a full time team. Is 3 month or 6 month proby better in your opinion? my opinion is you know at the end of the first week whether they will work out or not and the rest is just denial? But alot goes into the recruitment process on both sides, there are reasons you hire someone and so would want to circle back to those if poor performance? what would be the timelines and milestones you set? Any other tips?
2026-02-01 10:24:29
4
To see more videos from user @letsjuststartpodcast, please go to the Tikwm
homepage.
