Reflections on gratitude, empathy, independent thinking, and the plight of humanity I like to do all my writing naked. Here I am rolling around on a fluffy white rug reflecting on the ins and outs of gratitude, empathy, independent thinking, and the plight of humanity. Not. I do not write naked. And this is not […]
I hate it when anyone starts a hiring pitch with some line about how the world is changing fast and how you need to hire highly “adaptable” people with “can do” attitudes who “fit the culture” of your company.
Not only is it a tired line, but I actually believe it is a failing sentiment. Do not get me wrong, I think most of us want to work in an environment where we evolve at a pace that is in line with our personal ambitions, and in line with the real needs of our peers, clients, and customers. But, we cannot lose sight of the fact that, for our health and happiness (both individually and collectively), we should evolve at a pace that is in line with nature.
We use the term “adaptable” with such absentmindedness these days that sometimes I think people forget we can adapt for better or for worse.
You’ve decided to hire a Project Manager (PM). You have a behemoth of a goal (or problem) to tackle, and you’re smart enough to know you can’t juggle all the moving parts without one. Good for you!
Whether you’re instigating a search through a recruiter, or requesting a PM through your existing Project (Or Program) Management Office, there’s some upfront homework you need to do before moving forward.
This post is designed specifically to help you identify the right PM—as opposed to the left one, or the wrong one—starting with bridging the gap between your perceived needs and your actual needs.
You’re sitting in a meeting when two influential colleagues hijack the conversation and turn it into a high stakes game of chicken with your project.
You’re not quite sure how you let it happen, but sheer terror emerges as you recognize overconfident people are loudly and speedily sharing semi-logical information. Yes, semi-logical: sh*t logic wrapped in a delicious layer of good logic.
If you let them continue, the phony information will spread like wildfire. If you interrupt, you’ll be a casualty of involuntary ego-cide, career death by egotistical recklessness. You don’t stop a tiger fight by sending Bambi in as a moderator.
Whether you’ve realized that you can do your boss’s job or that a 4-hour daily reverse commute to an office overlooking a park-n-ride isn’t your idea of a satisfying career, lots of people will tell you that there is no need to quit your job. That a job is a job is a job is a job. And it all comes down to what you make of it.
True, you can wisely devise a plan to create a new role for yourself in your existing org; discuss new options with your boss to telecommute; find a new gig; or you may even go so far as to launch a formal complaint with your HR department to get that internal bullying issue resolved. But let’s face it, you, the only change you have control over is “you”– whether you’re going to own your life or be a jackass in someone else’s.
And that’s a pretty tough dilemma, particularly when around every nook and cranny is another white-faced lie disguised as opportunity.
How do I mean exactly?
I want to believe that I am self-sufficient. That within my ingenious female ecosystem lies impenetrable savvy.
The kind of savvy that will propel me into a position of leadership. A position worthy of a proper title.
After all, I am a strong candidate. A formidable opponent. A listener. A learner. A friend. A skilled and self-sacrificing business woman.
All in the name of the greater good.
I’m not self-sufficient.