There once was a Chestnut named Bea Who divided each type into three. It explains lots of tricks, For example, why Six Sometimes wants to fight, sometimes to flee. Beatrice Chestnut is pretty much …
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WCME 057: The 27 Subtypes, with Beatrice Chestnut: 8, 9, and 1 – Pace Smith
There once was a Chestnut named Bea Who divided each type into three. It’s a whole lot of fun, And explains why a One Might be hard on themself, or on me. Beatrice Chestnut is the queen of su…
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WCME 058: The 27 Subtypes, with Beatrice Chestnut: 2, 3, and 4 – Pace Smith
There once was a Chestnut named Bea Who divided each type into three. It explains why some Fours, While they’re wanting what’s yours, Cry an ocean, and some punch the sea. Beatrice Ches…
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How to Have an Open Door Policy (Part 2 of 2) | Manager Tools
In this cast we conclude our conversation on Open Door Polices.
https://www.manager-tools.com/2007/01/how-to-have-an-open-door-policy-part-2-of-2
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How to Have An Open Door Policy (Part 1 of 2) | Manager Tools
You've probably heard of open door policies.
It's possible your company has one, and you don't even know it.
And even if you do know that it does, do you know what it means?
That is to say, do you know what your responsibilities are relative to the policy?
Do you know what to do when someone requests an open door meeting?
We often hear from front line managers, "well, I don't need to worry about that… it only applies to my bosses for when my people go around me to them."
We're not sure what is more dumb about this point of view: suggesting your employees are "going around" you, or indicating that you're somehow not involved or don't have responsibility.
https://www.manager-tools.com/2007/01/how-to-have-an-open-door-policy-part-1-of-2#
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Answering the Question: Where Do You See Yourself in 5 Years? (Hall Of Fame Guidance) | Manager Tools
Our guidance on how to answer the question 'where do you see yourself in 5 years?'.
This is a common interview question. There's lots of facetious answers ('in your boss's chair' comes to mind). Because it's so common though, not having a thought about an answer shows that you are really unprepared. So what is the answer?
(Message to hiring managers - don't ask this question. It's not dispositive. Everyone will give you what they think you want to hear rather than what they actually mean. No-one knows what will have happened in 5 years. Having the answer to this question doesn't help you assess a candidate at all).
Tagged with answer 5 years ?'. interview question answers (' 5 years
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How to Answer the Leadership Style Question (Hall Of Fame Guidance) | Manager Tools
This cast describes how to answer the interviewing question, "Describe Your Leadership Style."
This is perhaps the third most important interviewing question, after, "Tell me about yourself," and behavioral questions.
It can be a tough one if you haven't done some thinking about how you lead and motivate others, and why others perform well when you are leading them.
In this cast, we walk through how to prepare to answer, and how to deliver an impressive answer.
Finally, at the end of the show, we share a crucial test that your answer must pass.
While you already know the answer to the test, it still catches most people off guard.
https://www.manager-tools.com/2007/09/how-to-answer-the-leadership-style-question
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Questions Not To Ask In An Interview - Chapter 1 - Benefits | Manager Tools
Our guidance on what not to ask during an interview.
We do have a list of questions to ask in the Interview Series - as well as some questions to avoid. However, we wanted to spread this guidance more broadly, since we see such awful advice and hear such dreadful stories about what candidates ask in interviews.
https://www.manager-tools.com/2014/02/questions-not-ask-interview-chapter-1-benefits
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Questions Not To Ask In An Interview - Chapter 2 - Working Conditions | Manager Tools
Our guidance on what not to ask during an interview.
We do have a list of questions to ask in the Interview Series - as well as some questions to avoid. However, we wanted to spread this guidance more broadly, since we see such awful advice and hear such dreadful stories about what candidates ask in interviews.
https://www.manager-tools.com/2015/08/questions-not-ask-interview-chapter-2-working-conditions
Tagged with interview series
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The Interview Results Capture Meeting (Hall Of Fame Guidance) | Manager Tools
This cast explains how to capture interview results in a fast and simple meeting.
One of the things we have learned over the years is that bad hiring is easy, and good hiring is hard.
It's easy to hire someone who isn't going to work out - just do one interview, don't dig for details, don't listen to the doubts you're feeling, don't interview for the soft skills.
Of course, this is what happens far too often…and then when there are culture or discipline problems, everyone starts talking about changing the culture, or doing exit interviews.
But the answer lies in smarter — and harder — hiring.
In this cast, we share a simple way for a hiring manager to make a decision about a candidate.
You'll probably hear a surprise or two, so listen in … and you'll also hear Horstman's Law of Bad Hiring!
This cast is one in a series to be called How to Hire, which is part of our larger set of series on Managing Talent.
https://www.manager-tools.com/2008/04/the-interview-results-capture-meeting
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