I’m catching up with my blog reading, and discovered these two gems: Staying Awake has links to comparing the lack of sleep with too much alcohol. Since I’m a one-drink-one-drunk person (well, ok, not drunk, but certainly not sober), this one resonated with me. And via Steve Norrie’s blog, I discovered this oldie-but-goodie, Personal Chemistry […]
A colleague was wound up in knots. He’d been interviewing with a company where he really wanted a job. The job was a step up in responsibility, the product was “way cool,” and the commute was 10 minutes. His current job was a technology he was tired of, the company was in the decreasing sales
Hiring technical managers is different — and more difficult — than hiring technical people. When I hire a technical person, such as a developer, I look for design, implementation and debugging abilities as part of the candidate’s technical skill set. But when I hire managers, the rules are different. Technical managers don’t need to be
I recently spoke with a manager who’d just added another group of four people to his original group of three. “I was doing fine with my three people before I took over this group. I had time to manage and I was able to contribute to the application. Now, with seven people, I seem to
Contents: This month’s Feature Article: Starting on Strategic Planning Announcements =-=-=-=-= Feature Article: Starting on Strategic Planning Since Esther and I published Behind Closed Doors: Secrets of Great Management (see below for the official announcement), I’ve received several emails asking how to do strategic planning for small groups. Here’s an outline of a technique I’ve
I’ll bet you’re one of those people who have too much to do. (I haven’t met anyone in the past few years who didn’t have too much to do, so it’s not much of a bet.) And, I suspect that you’re so busy with what you’re doing, that you haven’t yet thought of what you
© 2005 Johanna Rothman. Your staff holds the key to some of the best hires you’ll make. Learn how to extract value from their connections. Employee referrals are an excellent source of hiring leads. And if you’ve been hiring for any length of time you already know that. Almost every organization has some employee referral
© 2005 Johanna Rothman. You don’t have to be an artist to put together a presentation that wows them. Normally, I speak to hiring managers, but this column is for candidates. If you’ve been working for more than a few years, or have moved, it’s easy to lose track of previous managers or peers. And
I meet many managers in the course of my work, and they all share a common complaint: They have too much work to do. I ask how they know there’s too much work to do, and they look at me as if I’ve sprouted another head or two. “My staff and I are spread too
© 2005 Johanna Rothman. This column was originally pubished on Stickyminds.com Summary: Resumes only tell a portion of a candidate’s story just like caller ID doesn’t always reveal the caller’s complete identity. Screening candidates over the phone can help extract more of the person’s story if you ask the right questions. In this week’s column,