Last week, Effern of The Vision Thing interviewed Hal Macomber, Clarke Ching, and me about project management. He made a podcast at The Sound of Vision: 02/04/2005. I was pleasantly surprised at how well Hal’s, Clarke’s, and my conversations meshed. We didn’t rehearse our answers. Effern, I appreciate you for the time you took […]
I’m familiar with managing defects by severity (how bad the problem is for the user if the user encounters the problem), and by priority (what’s the business value of fixing this problem), but I had lunch yesterday with some folks who use frequency of occurrence to also manage defects. They started this because they
Hiring the Best… is up for a Jolt award (in the general books category). Yes, I’m a Jolt judge. No, I don’t judge—or even see the discussions about—the entire category in which my book is nominated. Yes, I’m excited! And now I get to display the finalist logo.
Mike has a fine (and funny) piece on what to do (and a little about what not to do) as a candidate, Applying for a Java job – HOWTO. His major points: Your cover letter or email should be in readable English Your experience should be relevant Read the bloody job ad (his words, not
I’m on an around-the-world trip in March. I’m speaking at the Software Development conferences in Wellington on March 15, and in Sydney on March 17. Any bloggers interested in getting together for a dinner on March 15 or March 17? I’ll be in Perth for the weekend, and then travel on to Israel (Mar 23-31),
I’m presenting a webconference on Thursday, Feb 10, 2005 (EST) via Kennedy Information called “Detecting and Resolving Cultural Fit Issues.” Here’s the information and signup page. I’ll be discussing: The myth of “corporate” culture as the only culture you need to care about Five key areas to probe for culture issues How to use context-free
Joel has a great essay on how you’re probably not hiring the top 1% — even though you think you are.But here’s what Joel didn’t say: not everyone wants to hire the top 1%. I’ve worked with managers who only wanted to hire people who weren’t as capable as they were. (They didn’t understand why
I will admit it. I am no fashionista. I know what to wear for everyday work, for speaking, for weddings, and for funerals. I’m not so hot at everything else. But I have two daughters who sound just like my mother, “You’re wearing that??” if I make a mistake. If you’re a man, Anthony has
True confessions: I can’t tell jokes. I can do knock-knock jokes, but that’s about it. I received this in email today. With any luck I won’t spoil it 🙂 Want to hire only lucky people? Take your stack of resumes. Divide them in half. Throw one half away — those are the unlucky people. I
Caveat: I just started thinking about this, so I don’t feel particularly articulate. After reading Roy’s post of Kent Beck’s discussion “Invest in the design of the system every day”, I realized that’s what I do for project planning. Every day, I’ll adapt the work I’ve planned to do, to meet the needs of