Follow-up on the "Smash the server" test: Decoding the reactions My last post talked about a hypothetical situation I use when interviewing candidates: I ask them to "smash the server." It's not about them actually doing it, but about how they react. Two main groups emerge: Group 1: "Whoa, hold up!" These folks are all about logic. They question the task, talk about the server's importance and cost, and basically say, "Nope, not gonna do that." While this seems sensible, it's a no-go for the type of team I'm building. Group 2: "Orders received, boss." This group gets it. They might make a joke to lighten the mood, but they understand that sometimes, you need action now and explanations later. They're ready to execute the order, trusting that I have my reasons. Group 1 gets a polite "thanks, but no thanks." Group 2 moves on in the interview process. I know what you're thinking: this sounds super controlling! Shouldn't we be finding better solutions? Isn't there room for discussion? And you're right, under normal circumstances. But this is about building a team for a crisis, a full-blown emergency. Here's the thing: - I see the bigger picture: I have more information, a wider perspective than any new team member would. - I've been in the trenches longer: I've had more time to analyze the situation and understand the stakes. - I'm ultimately responsible: If things go south, it's on me. I need a team that can act decisively when I give the word. Don't get me wrong, once the dust settles, open discussion and brainstorming are key. But during the crisis, it's all about execution. This is about finding the right balance between "my way or the highway" and "let's all vote." The best leaders know how to adjust their style depending on the situation, sometimes being more directive and sometimes more collaborative.
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The LinkedIn team has republished my article on time management (i.e., how to rein-in long-winded candidates) on their Talent Blog. Take a peek for 4 specific techniques/strategies to get the "juice" of the story without burning too much time on side-stories! https://lnkd.in/g8HuuEr4
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🤔 Decisions, decisions! Ever get stuck in email tennis because someone hit you with a "What do you think?" grenade? We've all been there - trapped in a game of inbox ping-pong, where the ball is a never-ending thread of "What do you think?" and "Any thoughts?" emails. It's the workplace equivalent of being asked to choose a movie for movie night... with a thousand genres at your fingertips. 😅 But imagine if making impactful decisions in your marketing could be as straightforward as the advice in this post? That's where MNTN steps in - transforming the way you play the game of Connected TV advertising. Instead of vague requests, we give you clear, data-backed strategies. Think of us as the ultimate teammate that doesn’t just pass the ball, but scores the goal! With MNTN, you won’t need to ask "What do you think?" because the #performance metrics will speak for themselves. Let’s chat about making your ad decisions as clear-cut as a well-drafted action item list. After all, who needs a crystal ball when you have crystal clear analytics? 📊🚀
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Stop trying to hire the smartest people! Hire people who show these 9 rare traits instead: Great Share By: Chris Donnelly Original Post Below 👇 👇 👇 "Stop trying to hire the smartest people. Hire people who show these 9 rare traits instead: Employers are too focused on hiring for experience and qualifications. But the traits that truly matter are the ones that can’t be taught. Here are 9 rare traits I see in every High Performer After hiring 500+ people across 3 different businesses: 1. Gets Sh#t Done ↳ They work through challenges even if they are new to them. ↳ They never give up without putting in 100% effort towards a solution. 2. Self-Awareness ↳ They are aware of their weaknesses and want to develop them. ↳ They understand and communicate how long it takes to complete work. 3. Shows Empathy ↳ They understand the struggles of those around them. ↳ Always treat everyone with respect no matter their role or authority. 4. Strong Communicator ↳ They communicate ideas with clarity and speed. ↳ Sharing ideas and concepts very well with all types of people. 5. Great At Simplifying ↳ They respect others' time and keep things short and simple. ↳ Understanding difficult topics and breaking them down into simple bites. 6. Control Over Emotions ↳ They have high EQ and never let emotions affect decisions. ↳ Perspective is important to them and they know when to take a step back. 7. Speaks Up ↳ They don't just accept things for how they are. ↳ They will speak up to make changes for themselves or other employees. 8. Manages Time Well ↳ Is self-organised & self-managing and will provide updates clearly. ↳ They take pride in staying on top of all their tasks no matter the workload. 9. Enjoys Being Wrong ↳ They embrace different viewpoints and perspectives. ↳ They are not afraid to fail as they know that failure leads to growth. Qualifications may land you an interview… But showing these traits will help you make a career. Which is the most important trait for you?" ____________ Discover the best Office Productivity Hacks right here. Follow for the tips and tricks you need.
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Companies, about this question on applications: "Are you willing to work occasional nights or weekends?" Needs more context. Because, for which scenario are you asking? Scenario I: Management overpromised, and now the launch is a week behind unless the dev team pulls some late nights and a weekend. Scenario II: Prod went down on a Friday night, whoever's on call had an emergency and isn't available, and they need the team's help to get it back online. ... Scenario I is a red flag. The correct course of action for scenario I would be for management to deal with their mistake, run it up the chain and push the date. Scenario II is reasonable. ... But anyway, I just check "Yes" for now, and ask what kind of nights/weekend scenario they're referring to if I get an interview.
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