Continued from Part 1… I Wrote a Better Book How do I make a better book? I removed all the passive voice. I updated the book with the new sourcing material about Twitter and LinkedIn—neither of which existed when I first wrote the book. I updated the templates, because I’ve learned over the years. I […]
A few weeks ago, Dave Prior interviewed me for Projects at Work. He posted that interview as a podcast. Yes, registration is required. We spoke about Personal Kanban, my process for getting my work to done, how I carve out time for intellectual work, how I protect that time, how I iterate on my work,
I am writing a book about agile program management. I have some portion of the first draft written. I don’t know how much, because I have not had any review. When I write, I can’t tell how much I’ve written until I have my first review. Then I will know how much I have that
Now that I’ve piqued your curiosity about using writing and speaking to recruit in part 1, let’s discuss the details of who speaks and writes, where to speak and write, and when. Who should speak and write? The best people to speak and write are your hiring managers. I realize that this statement puts you
I have a colleague—a development manager—who blogs about once every week or two, speaks at one or two conferences each year, and gives local talks to professional groups in his area. He says candidates send him email asking for a job. Not all those candidates are reasonable candidates for his open positions, but many are.
I’m writing my project management book. I have no idea how far along I am. (Wait, I promise to explain.) When I write, I have several phases: the exploratory phase, where I write articles, the write-it-down phase, where I write the whole thing down (in chunks, of course), and the editing phase. I’m in the