Here is the background on this series, and here is the previous post on this series (Managing Performance). In this post, we are going to try answering the question: What is the most efficient way for someone to manage their 1-1s when one has many direct reports (in my friend's case, 9). Effective 1-1s is … Continue reading Managing 1-1s
In the last post, I discussed the characteristics of a dysfunctional team, based on what the book talks about as well as based on my own experiences. In this post, I will present some of the lessons learned for me about how to identify the fact that you are part of a dysfunctional team. These … Continue reading Are you part of a dysfunctional team?
[Credit: This post refers to a book by Patrick Lencioni, one of the most influencial books I have read in my life. From Wikipedia: 'The Five Dysfunctions of a Team is a bestselling business book by consultant and speaker Patrick Lencioni. It describes the many pitfalls that teams face as they seek to "row together"'] … Continue reading Characteristics of dysfunctional teams
Recently someone forwarded me this post about the fact that Performance reviews are a big fat waste of time. This is a long post talking about why it is so and proposes that we should just lose them. Here are the reasons the post mentions as to why this is the case: Everybody hates them … Continue reading Is Annual Performance Review a waste of time?
As I mentioned in my previous post, I spent a month in India recently (August, 2008) before coming to Shanghai to join Microsoft here. I commented on the education system and related aspects that I observed. In this post, I will talk about my observations on working professionals and how careers are moving (or not). … Continue reading Thoughts from my India Visit – Careers
This is the last article in the series on Measuring Career Growth, which started off by talking about measures of success and implication of having multiple measures vis-à-vis time, and was followed by posts on financial and learning goals, followed by a post on job complexity and satisfaction. As I promised in the last post, … Continue reading Measuring Career Growth – Final (career phases framework)
This is the 3rd post in the series on measuring career growth, and a follow-up to the post on financial and learning goals. In this post, I will talk about 3rd goal (job complexity) and also touch upon the job satisfaction aspect of all these goals, which came up in one of the comments. Job … Continue reading Measuring Career Growth – Part III (Job Complexity and Satisfaction)
This is the follow-up to my last post in which I talked about various measures of career success and the need to prioritize various goals so that trade-offs can be made when time is factored in. In this post, I will focus on two goals and their measures: financial and learning. Financial Goals: Even though … Continue reading Measuring Career Growth (Financial and Learning goals) – Part II
In one of my previous articles, I talked about various measures of success that one can use for their career planning and management. Specifically, I talked about 4 ways: Financial goals Learning/competencies goals Job complexity goals Career Plan goals Note that setting any kind of measurable goal is an exercise in itself (see a series … Continue reading Measuring Career Growth – Part I
I was talking to some of my friends and this question came about: what do I do if I can't change my company even though my career is stuck here. I have observed this many times; discussions about career management (and growth) seem to imply a change in the current company, even though it need … Continue reading Career Management when you can’t change your company