Bigger IT&C companies always have less important projects used for growing young talents, and identifying the right persons for their teams working on the company's most important products.
Employing unimportant projects for developing the skills of new employees is a good opportunity for exploring their strengths.
It can happen that a product idea proposed by a debutant with evident technical and managerial skills gets at the top of the agenda for some time, even if it's not considered really important by the board of directors. The way a person is dealing with the raise and fall of his or her popularity shows whether he or she is ready to be part of a mature team.
The problems start when the unimportant projects are getting out of the door, and the company’s customers are not informed about the new offer's highly experimental nature.
For an outsider it’s very difficult to make difference between a public beta representing the next member of a well-established company’s product line, and a MVP booked as operational cost rather than investment in the company's future.
In case of startups and free-source teams the early adopters are knowingly assuming the problems caused by unexpected bugs and technical limitations, and respectively the risk, that the product could be discontinued anytime.
Unfortunately it’s a common situation, that a software MVP gains popularity and the original company staying behind it has no willingness to develop and maintain the proper product, or it turns out to be a disappointing manager of a new concept, which needs different approach in comparison with their already mature products.
That's why the to-be product architects with strong personalities, great talent, courage and perseverance are leaving the big companies for building the products they've dreamed of.
Thursday, December 20, 2018
Saturday, December 15, 2018
Procrastination and Bargaining
Although making a to-be or current partner to feel insecure about the future of your cooperation is considered a classic negotiation strategy, I prefer to avoid obligating myself to people with such attitude.
One of these influential but all in all professional interviewers asked me to make them happy by doing things in a manner they considered beneficial for the project I were going to contribute to ...and the least professional dealer I’ve ever met required me to not ask him for any kind of recommendation, because he was not willing to decorate anyone’s CV.
The theatrical nature of such claims is evident for someone accostumed to dealing with people, and they are certainly not easing the communication flow between strangers.
Procrastination is okay when you are in the situation to manage emotional discussions with children or difficult people, who are not ready to participate in a dialog based on facts and logical arguments.
When developing a strong, mature partnership is at stake, applying psychological pressure is counterproductive. It’s understandable if someone is doing small “tests” for exploring his/her new friend's personality and intentions, but these “tests” need to take advantage of real-life situations rather than theoretical quizzes.
The same goes for the trial job period. A good actor may perform better during an interview than a good professional, and there is no way to filtering out people who will eventually fail in certain conditions.
For me an interviewer who keeps showing undecided attitude over more meetings signals that’s time to withdraw my bid.
For well-defined short-term needs it makes sense identifying the human resources, products or services which are currently available underprice, but trying to keep alive a company built on the culture of “cutting costs at all costs” looks a nonsense on a saturated market.
One of these influential but all in all professional interviewers asked me to make them happy by doing things in a manner they considered beneficial for the project I were going to contribute to ...and the least professional dealer I’ve ever met required me to not ask him for any kind of recommendation, because he was not willing to decorate anyone’s CV.
The theatrical nature of such claims is evident for someone accostumed to dealing with people, and they are certainly not easing the communication flow between strangers.
Procrastination is okay when you are in the situation to manage emotional discussions with children or difficult people, who are not ready to participate in a dialog based on facts and logical arguments.
When developing a strong, mature partnership is at stake, applying psychological pressure is counterproductive. It’s understandable if someone is doing small “tests” for exploring his/her new friend's personality and intentions, but these “tests” need to take advantage of real-life situations rather than theoretical quizzes.
The same goes for the trial job period. A good actor may perform better during an interview than a good professional, and there is no way to filtering out people who will eventually fail in certain conditions.
For me an interviewer who keeps showing undecided attitude over more meetings signals that’s time to withdraw my bid.
For well-defined short-term needs it makes sense identifying the human resources, products or services which are currently available underprice, but trying to keep alive a company built on the culture of “cutting costs at all costs” looks a nonsense on a saturated market.
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