One of the weirder experiences most of us can relate to is being in a meeting where nearly all of the participants disagree with the decision being made, but the power dynamics keep anyone in the room from objecting. It’s never a great feeling, and it seems to happen for a few different reasons
I'm not one to extol the virtues of failure. I get annoyed whenever people talk about “celebrating failure.” That said, there are some benefits to getting your ass handed to you every once in a blue moon.
Investing time, money and energy into a strategy, only to have the market not respond is like taking a punch. You might not get knocked out, but the effect of multiple blows can take a toll on your confidence and enthusiasm.
I nearly scrapped this column, because they’re not bad ideas per se. Both are still in fashion today, especially in the startup-o-sphere, and like many popular ideas there's more than a grain of truth to them. But these two ideas have run themselves ragged, and I see them doing more harm than good when I encounter them.
The right way to evaluate an interview candidate varies by industry, company, and role. But there are universal mistakes to avoid whenever you’re interviewing a candidate for any role. After conducting hundreds of interviews of the last several years and many, many post-mortems, I’ve learned...that I’ve made a lot of mistakes over the years.
