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In my Last few roles when i was leading/managing multiple project, i observed one thing about high performer they need complex problems, ownership and freedom to implement approaches which seems impossible.

As a manager, i have to ensure top performers are getting challenging work which keeps them motivated and also helps project to deliver new innovative ideas. In my managing style, i always categorize my team in multiple types, leaders, followers, challengers (top performers). I assign all complex and challenging work to top performers and frequently check with them if they are enjoying work and require any changes in case of feeling overwhelmed.

As a result top performers feel competitive and learn new things which keeps them happy and ahead in their field and this helps project to deliver complex work.

This is a product which we release recently it would check the recent breaches that happened exploiting certain vulnarability in the recent past and also check the vulnarabilties in the infrastructure and then provide a score based on severity. the higher the severity the higher the chance of getting breached. This was a great hit but two of our customers came back with a specialised request, the wanted to quantify the severity in terms of revenue loss so it would help them prioratize fixes on the infrastructure. This not only required heavy research but also defining the scope as well that where it fits in. The reason it was important to think about this feature because it was a big contract and our company wanted close it before the end of Q2. I had a planning sessions with the stake holders and product team, we defined the scope of the feature and then communicated with the customer and got all the buy ins, there had to be some repriorization required to imediatle start working on the project, I had a chat with my team and transperantly explained why this was such a high priority for the company and how it aligns with the company goals. This gave boosted their morale and also they saw the advantages of adding this feature and the moral was high.

Situation: I had a software engineer from my broader team who wanted to grow as a Machine Learning Engineer. This person was transitioned to my team based on his interest.

Task: My task was to ensure that this software engineer grows in his role as a machine learning engineer and becomes successful while ensuring that the work he is doing aligns with the company's goals. 

Actions: Machine learning and AI were areas of high investment for my company. So his individual goals already aligned with the company's goals. I first set up a 1:1 with the new engineer and understood his skills and gaps. He already had taken some ML courses online and had some theoretical knowledge of different concepts like traditional ML algorithms, metrics for evaluation etc. I first identified a user story for the engineer to work on. This story was both impactful at the same time it was slightly less complicated compared to some of the transformer based GenAI solutions that some of the other engineers were working on. I wanted to make sure that the team member makes incremental progress towards their final goal. This project also had a chance of collaboration with other ML scientists working on other area in the company. I setup appropriate goals to track for the quarter and had regular follow up sessions to make sure he was on track. I gave him a chance to showcase his work through show n tell sessions. I made sure exactly what was expected out of the feature and also established metrics to evaluate like the false positive rate etc. 

Result: Through all of these steps the team member completed the task on time and the feature was delivered to our customer and it also got great feedback and good customer satisfaction scores. 

• Self-Motivated: I thrive on challenges and take initiative to learn and grow without external prompts.
• Passion for Exploration: I love exploring new places, immersing myself in diverse environments, and gaining fresh perspectives.
• People-Centric: I enjoy engaging with new people, building connections, and exchanging ideas.
• Mentorship: Mentoring others is something I genuinely enjoy, as it allows me to share knowledge and help others grow.
• Appreciation for Art and Culture: I have a deep love for art, culture, music, and world cinema, which enriches my creativity and worldview.
• Cooking Enthusiast: I love experimenting in the kitchen and trying out new dishes, blending culinary skills with creativity.

Following Answer is written in short answer format. Actual conversation done would of course be much more plosihed and structured.

Use sandwich method. Highlight positive points and then come to improvement points.

Set the expectations clearly for their role, Provide examples wherever needed. For junior roles it will be more specific and for senior roles it can be slightly open ended.

Take actual examples, Be data oriented in the conversation rather than giving opinion that lack the foundation.

Highlight between what happened vs what could have been a better path.

listen throughly with an intent of improvement and not make it about mistakes and what they did wrong.

Listen and help the them identify what approach changes are required.

In the end highlight the points existing string points again and end the conversation with action items