Julia Ankudinova’s Post

Learn from organizational psychologists and international HR executives about how to build and improve a high-performing team! Edwin B Cohen assembled an illustrious panel: Ken Lloyd, Ph.D., Steven Howard, Ana Monsalve, and Philip Berry, who shared a brilliant presentation on what to look out for when creating a high-performing team. And I'm sharing why I sold cars as a new immigrant, and why my mnemonic device for "dormancy" in a team is "en dormant" (French for "while sleeping").

Building a rockstar team takes time and effort, but trust us, it's worth it! Discover the ways to unlock your team's full potential in scaling your business. Get in touch today 👉 globalteams.com.au/contact #InvestInYourTeam #GrowthMindset #StrongerTogether

Building a rockstar team takes time and effort, but trust us, it's worth it! Discover the ways to unlock your team's full potential in scaling your business. Get in touch today 👉 globalteams.com.au/contact #InvestInYourTeam #GrowthMindset #StrongerTogether

Are you Ready to Grow Your Team? If you've ever questioned whether it's the right time to hire more hands, then this article is for you. I break down 11 crucial signs that signal the need for team growth in a business setting. From feeling overwhelmed with daily tasks to hitting a revenue ceiling, these indicators not only help clarify your decision but also prepare you for next steps. 🎧 Click the link to listen and don't forget to leave a review if you like what you hear. https://lnkd.in/gdsctb9i

I've spoken to many prospects who ask me: "How big is your team?" The answer to that was supposed to be a marker of our quality and reliability. The more people we have, the better it must be. I see many problems with that idea. Firstly, having more people adds chaos to the table. Chaos breaks things. And when things break, quality suffers. But the bigger issue is this: equating team size with quality overlooks what truly matters—talent density. A lean team with the right people, processes, and mindset will always outperform a bloated one. It’s not about having more hands on deck. It’s about ensuring that every individual is skilled and aligned with the mission. At GrowedIn, we’ve built a team that thrives on being nimble yet powerful. Every member is what we like to call 'world-class', committed to delivering exceptional results without unnecessary overhead. So, when someone asks me, “How big is your team?” I think to myself: We’re exactly the size we need to be to deliver the quality you deserve.

Is managing your team starting to feel like herding cats? When everyone’s running in different directions, it’s tough to achieve your goals. But imagine a world where your team is aligned, motivated, and driving the business forward together. Sound too good to be true? It’s not. Let’s explore how we can turn your team into a well-oiled machine that delivers results. Ready to get everyone on the same page? Book a meeting with me, and let’s make it happen. I’ve put my calendar link in the comments below so that you can pick a time that works for you.

Do you know how “one size fits all” really means it fits no one well? The same occurs when we try to lead everyone in the team the same way. Making the adjustments—from either side—will help ensure your efforts pay off and your team takes off. Here are the most common tweaks I’ve found helpful with my clients. Link in the comments.

Uncovering Your Team's Superpowers (and Kryptonite) Hey everyone! Leading a small team is an incredible journey. You get to witness the magic that happens when talented people come together. But let's be honest, sometimes it feels like juggling! Imagine a team where everyone knows their strengths and plays to them, while also supporting each other's weaknesses. Sounds pretty awesome, right? How do you get the best out of everyone when they all have different strengths and weaknesses? Here are some tips I've learned along the way: Coffee Chats, Not Just Coffee Breaks: Ditch the small talk and have one-on-one chats. Ask them about past projects they enjoyed, what energizes them, and areas they'd like to develop. People usually thrive in their strengths, so listen closely! Superpower Spotting: We all have hidden talents! Pay attention to how your team tackles challenges. Who's the data whiz? The creative problem-solver? Recognizing these superpowers helps you delegate tasks that leverage their strengths. Embrace the "Why?": When someone struggles, don't just point out the weakness. Ask "why" it might be happening. Is it a knowledge gap? Are they uncomfortable with the task? Understanding the root cause helps you find solutions, not create blame. Remember, a strong team isn't about everyone being perfect; it's about fitting the right pieces together. Now it's your turn! Share your best tips for understanding your team in the comments below! 

I love case studies. 📈 When I first got started in CRO, all I ever published was case studies on our blog. The things that worked, the things that didn't and what we learned as a team. Here's the most important element most agencies won't tell you about when they publish "sexy" case studies though: The best results (the ones that have a long-lasting effect for clients and drive meaningful growth for them), only happen when a real partnership exists with your client. The real magic isn't the research, the AB tests or the beautifully planned strategies. It's the people. It’s very hard for those beautiful graphs and numbers to happen until everyone you’re working with feels they’re rowing in the same direction, towards the same north star in true partnership. That's exactly what makes working with our wonderful client Strata Identity, so successful. Today we get to publish our first case study together. Inside, you'll see some cool numbers and stats, but the biggest thing you'll see is the emphasis on our partnership and how it was the driver of our success. We LOVE working with them, and we see ourselves truly as part of their team. Link to the case study in the first comment.

The ⒸⓉⓄ Life Diaries - From Weeds to Wonders Based on the size and stage of the company, you may need to switch between strategy and tactical. When it gets tactical, it's sometimes tempting to stay there as we can show our technical expertise. Is that, however, what we have been hired for? The key to success is to seamlessly know when to switch between tactical and strategic. Some pointers to help you: ♠ You need to understand the interplay of components. ♠ You are not expected to be an expert in everything. ♠ You define and refine the architecture roadmap. ♠ You all look for hidden opportunities. ♠ You know when to get in and out. ♠ You empower the team. ♠ You give guidance. ♠ You all succeed. ♠ Repeat. What other strategies have you found successful in balancing strategy and tactical work?