© 2003 Johanna Rothman. This article was originally published in Crosstalk, Dec 2003. This article is the outgrowth of my original talk/article, Successful Engineering Management: 7 Lessons Learned Successful managers realize that they need to balance the needs of the business, the employees, and the work environment to be effective. In this article, the author
Alan Weiss, of Summit Consulting, is a well-known speaker and consultant. When he talks to speakers (or consultants), he suggests people think about their fundamental value proposition. He says, “Ask yourself how people are better off when you leave?” You don’t have to be a consultant to take advantage of Alan’s tip. When you complete
At a recent presentation, (Managing the Management Balancing Act) I discussed the problems of multi-tasking. I received this feedback: Johanna, I have to say that I think you are off the path in terms of “multiple projects.” 1) Organizations just don’t work this way – it isn’t cost-effective. 2) Today’s emerging workforce (20-30) were
Last week, one of the mailing lists I’m on discussed the glass ceiling. Some participants doubted the glass ceiling exists — that it may be more of a reaction on the part of the person perceiving the glass ceiling. The glass ceiling is real. Sometimes, it’s discrimination against people who aren’t developers (which is
Hal posted his take on creating faster cheaper projects. (See Creating Faster Cheaper Projects.) I see that I did not make my assumptions clear in my original post. Hal had three problems (at least!) with my post: Fewer people increase the length of the project. The longer the project, the more the requirements will change
Performing projects faster and cheaper seems to be the holy grail for most organizations. Here’s the secret: If you really want to perform projects faster and/or cheaper, start them earlier. When you start projects early, you can assign fewer people, so the costs start off lower. When you start the project early, you can
So you’ve developed a phone screen of 10-12 questions, with your elimination factor questions at the top. You’ve hit a snag with a candidate and you’re sure the candidate will not fit your position. What do you do? Stop the phone screen. Right now. Say, “You’re not a good fit for this position. Thank you
If you need a chuckle, read John Kador’s parody of a rejection letter. I laughed out loud. John is writing a book about the brainteaser interview, available in 2004. Since I’m sure not all hiring managers will heed my advice about not using puzzles in an interview, you candidates may want to read John’s book.
Since there’s a (temporary in my mind) glut of candidates, some hiring managers are asking for specific industry expertise, such as: consumer product, enterprise-wide application, or web-content expertise. Unfortunately, that’s shorthand for what I believe people are really looking for: a specific mindset that meets the cultural requirements of the product development process. Here’s an
I spoke at a graduate class last week, presenting my “Interview with Ease” (candidate version, not the hiring version) workshop to the class. One of the questions that arose was: What do I do when I’m faced with a puzzle? In Down with Games and Puzzles, I suggested using an audition instead of a game