Most managers are middle managers, as we supervise people but are not at the top of a company.
I have a secret. I don’t have business cards.
When we talk about privilege, many people automatically think about some standard ways of thinking about where they fall on spectrums of race, gender, socioeconomics and sexuality.
As a manager it can be easy to assume full responsibility for a new employee’s on-boarding.
I recently spoke on a panel for a room of 50 people.
A few years ago I worked for a company that had a great employee appreciation program.
Many of us have been there, gladly accepting a job offer for a position that promises to fulfill us at an organization with a mission that mirrors our individual sense of justice.
I’ve written before about learning to let go of perfect, which is why I’m excited to spend some more time with this idea.
As managers, there is an expectation that you can supervise people who have jobs that you have not done.
If you have an employee with a unique role, or if you are recruiting for a position that is unique, it can be difficult to know how to describe it.
If you’re going for a promotion and the hiring team are people who have already supervised you or know your work very well, you should know that their decision about whether or not you could succeed in the role has very likely already been made.
Managing up is a great skill to develop as it can make your life and your boss’s life easier and more productive.
Unless explicitly stated in your contract with your employer, your professional license is your responsibility, not your employers.
When someone has agreed to serve as your reference during the hiring process, it’s important that you provide them with everything they need to help you get the job.
If you have your eyes on getting a promotion, you should know that your interview for that promotion is weighted a lot less heavily than the company’s knowledge of what you’ve already produced while working there.
Don’t be intimidated by employees who tell you how they want to be managed!
When you’re preparing for a job interview it’s important to spend part of your preparations on learning about the people on the other side of the table.
2017 has been an exciting year for my career. I’ve read many books about women in leadership and career self help.
I used to spend a lot of time—too much time—having conversations with employees who needed to improve their behavior or performance.
Panel interviews are feared by many because having a team of executives shoot questions at you in every direction feels unnerving.