A Different Kind of Interview

Of the vast and various sources of information about interviewing, none prepared me for the one I had recently. It was different not because I had to wear a chicken costume or audition Tuvan throat singing, but rather because of the information asymmetry.

Most people normally go to an interview knowing the position they are interviewing for, what the job calls for, in general, and what the range of compensation is. However, for this particular set of interviews, I had very little of that data. Further, while the interviewers knew each other, they didn't provide a context as to why they (individually) were chosen to interview me.

The organization I interviewed with, while over 10,000 employees, has a very flat organizational structure. The reason for that type of structure is because they encourage small teams that are nimble and fluid. For anybody working for large companies, this often spoken of, but not regularly executed.

How does one handle this type of interview? I will have to let you know after I get an offer letter! Seriously though, if you are bad with ambiguity, this type of company is probably not for you. If you really value a title and rigid organizational structures, look elsewhere. However, if you like loose structures that are results-focused, this is your type of place.

My suggestions would be to prepare your successes in the type of position for which you are interviewing. Highlight your command of the general base of knowledge, as well as be prepared to offer suggestions as to how the company can do better. Maybe that is a better marketing plan, or different sales techniques, etc.

As always, be honest, confident, and patient. A new and ambiguous situation requires patience. Feel free to think about the questions and ask for clarification. Once you have done an interview of this type, you will definitely be more prepared in the future. You could also find some interview information here.

Manager Q and A

When you face a problem at work, most of the time it is a matter of misunderstanding. Perhaps management doesn't understand the value of your work. In other cases, a co-worker doesn't understand his constant political questioning is inappropriate. In most cases, a frank and open discussion can clear up issues and lead to a greater understanding between parties.

However, there are situations where a course of action isn't so obvious or clear. Some basic principles will help you make the right decision. In all things, honesty is the best policy. It is possible to present your honesty with shades of meaning and nuance, but deceit is long-term loser. Additionally, the Golden Rule, "Do unto others as you would have them do unto you" is always appropriate. Finally, consider your personal moral and ethical code. If you must take action, would you be willing to share the plan with your mother, spouse, or child?

There are many decisions to make in life, they might as well be ones you are proud to speak of.

Criticizing Your Manager

Are you dreaming, a post about criticizing management? Yes, you can safely and successfully criticize your management.

In an article on Management-Issues.com, titled "Criticise a middle manager today – they can handle it!" the author states that middle managers are some of the toughest out there.

From the article,

"Middle managers may also be owners who head small businesses and require the capacity to handle frequent criticism or rejection, to work through tough negotiations and to build credibility by remaining even-tempered," he (PsyMax Solutions chief executive Dr Wayne Nemeroff)added.

It makes sense. Middle managers have to deal with peers, superiors, and subordinates, not to mention customers. In short, they get kicked around lot. What does that mean for you?

If your manager is doing something that could be improved, or just really annoys you, make an appointment to address the issue. Remember to be honest, candid, but also polite. Provide a reason for the manager to change. I criticized my manager for taking on work that I should have been doing. I framed it by saying it took away from my managers time to solve bigger problems, as well as it displayed an unintentional lack of confidence in me.

Because I was honest, sincere, and frank, he changed. Things have been better since.

Authenticity

As I have written in previous posts, honesty is the key to a successful relationship with your manager.

Authenticity is another key trait to bring to the relationship. Enjoy this clip that discusses it deeper.

What Makes a Good Manager also Makes a Good Employee!

I have been asked what makes a good manager. What I think is a good answer is that the traits that make a good manager make a good employee also.

I was reading an article on AllBusiness.com about what makes a good manager. This is what they wrote in part, as key traits:

• Action-oriented;
• Approachable;
• Able to deal with ambiguity;
• A sense of humor.

Why does it seem like this is so much common sense? Because it is! We often get wrapped up in our own expectations and office politics that we create a "work" persona, instead of just being true to ourselves.

Management is all about personal relationships and trying to bring people to unified action. By using common sense, honesty and building personal relationships, one can be not just a good employee, but also a good manager.

Not to be Out Done, Here is Warren Buffet

While much of this blog is focused on money, one should never forget about philanthropy, and more importantly, charity.

As one rises in business success and salary, it is often easy to forget that money isn't about keeping score, rather that it is about improving the lives of others.

Here is a great YouTube interview of Warren Buffet and Bill and Melinda Gates, on Buffets' announcement to donate 83% of his fortune to the Bill and Melinda Gates Foundation. Charlie Rose is the interviewer.

It runs 56 minutes.

Jack Welch Speaks!

In all of the posts so far, I have been the one giving the advice. Ok, there is a Monty Python bit in there, but by in large, it has been my mind at work.

To help provide some context into my thinking about management and leadership, I am posting a link to a video from the Sloan School of Management at MIT. It is 17 minutes of Jack Welch talking about being bold.

This is a good talk for both managers and employees, as well as a generally good life lesson. I hope you enjoy it!

http://mitworld.mit.edu/play/258/