I did a little bit of work for the ProdBOK (the Product Management Body of Knowledge) earlier in 2012. It was a little bit of work. I had an opportunity to meet Greg Geracie, along with some other very nice people. When the BOK comes out, at some point later this year, I’ll get to […]
In Part 1, you thought about your culture, and built your lists. In part 2, you developed your questions, and thought about the data you wanted to gather. You started with closed or behavior-description questions, so you had a place to start the conversation. Now, in part 3, you’re going to think about when to
I have an article posted on projectmanagement.com. Think Small: Five Tips for Agile Program Management is up. I’ve been quite busy with client work, and was too exhausted to blog. (I know, can you imagine??) Please comment over there.
I wish I could tell you I never had a bad manager day. I wish I could tell you I never screwed up. Nope, that would be a very tall tale. Here’s a doozy. I once told one of my employees to leave his emotions at the door. Yes, I really said that. Luckily, he
If you have an agile project larger than two or three feature teams, you have an agile program. A program is a collection of projects where the objective is one business deliverable. If you’ve managed programs before, you know how difficult it is to keep programs on track. With bigness comes more risk. One of
You have your lists from What Culture Do You Want in a New Job, Part 1. That means you have six lists: Three things you enjoyed talking about at work Three things you shook your head about, or made you say, “Huh, what is going on here?” Three things that you enjoyed about how the
How Effective Are You? A colleague emailed me, asking me how she could tell if her staff was effective. She had developed a few metrics. But her gut was telling her she was looking at the wrong data. She was right. She was looking at the wrong data. Her managers wanted to know how effective
One of the things I suggest in Manage Your Job Search is to think about your culture when or before you start interviewing. How do you do that? An organization’s culture is made of these three things: What’s okay to talk about? How do you treat people? What do you reward? You can’t just ask
One of the challenges in a program is how you manage the checkins, especially if you have continuous integration. I am quite fond of continuous integration, no matter how large your program is. I also like short iterations. (Remember Short is Beautiful?) But imagine a product where you have a platform and layers. I’m separating
Your interview questions and your auditions should sell people on working for you. It’s that simple. You don’t need to sell people on working for your company. When I teach interviewing, that’s what I teach. And, every single time, my workshop participants roll their eyes and don’t believe me until we start crafting their interview