Are Whales Standing in for People?

Use Bitcoin to Solve the "Who" Problem

Per Geoff Smart and Randy Street, Who mistakes happen when :

Menageries (managers) :

• Are unclear about what is needed in a job
• Have a weak flow of candidates
• Do not trust their ability to pick out the right candidate from a pool of similar looking candidates
• Lose candidates they really want to join their team

How?

Decide what the MISSION is. What are you trying to accomplish as a team and what will the new hire's mission be. What OUTCOMES must the new recruit realize? Be clear about what COMPETENCIES successful candidates have that enable them to be A players. Be clear about the cultural fit - what needs to exist for ALIGNMENT.

How?

• Create a SCORECARD. This tells you how you'll judge the performance of the candidate after a few months on the job.
• SOURCE lots!!! of high quality candidates.
• SELECT qualifying candidates.
• SELL them on why this position is right for them.

How to efficiently whittle down a bunch?

Use a good phone screen :

• Could you tell me about your career goals?
• What are you really good at professionally?
• What are you not good at or not interested in doing professionally?
• Who were your last five bosses and how will they rate your performance on a scale of 1-10 when we talk to them?

How?

Use a good top-grading interview :

• What were you hired to do?
• What accomplishments are you most proud of?
• What were some of the low points in that job?
• Who were the people you worked with? Specifically :
• -- what was your boss' name and how do you spell that? What was it like working with that person? What will he/she tell me were your strengths and areas for improvement?
• -- tell me about the team you inherited? How would you rate them? What changes did you make? How would you rate the team when you left?
• Why did you leave?

I Hired Your Resume, But I Got You -- Jay Jordan

From the super book "Who" : Street/Smart Who : Critical Competencies for A Players

• . Efficiency. Able to produce significant output with minimal wasted effort.
• . Honesty/integrity. Does not cut corners ethieafly. Earns trust and maintains Confidence. Does What is right, not just what is politically expedient. Speaks plainly and truthfully.
• . Organization and planning : Plans, organizes, dchedules, and budgets in an efficient productive manner, Focuses on key priorities.
• . Aggressiveness- Moves  quickly and takes a forceful Stand without being overly abrasive.
• . Follow through on Commitments : Lives  up to Verbal and written agreements, regardless of personal cost,
• - Intelligence. Learns quickly. Demonstrates ability to quickly and proficiently understand and absorb new in formation. 
• . Analytical skills. Able to structure and process qualltative or quantitative data and draw insightful conclusions from it. Exhibits a probing mind and achieves penetrating insights.
• - Attention to detail. Does not let important details Slip through the cracks or derail a project.
• - Persistence. Demonstrates tenacity and Willingness to go the distance to get something done.
• . Proactivity. Acts without being told what to do. Brings new ideas to the company.

• Ability to Hire A Players (for managers), Sources, selects, and sells A Players to join a company,
• Ability to develop People (for managers). Coaches people in their current roles to improve performance, and prepares them for future roles.
• . Flexibility/adaptability. Adjusts quickly to changing priorities and conditions. Copes effectively with complexity and change.
• , Calm under pressure. Maintains stable performance when under heavy pressure or stress.
• . Strategic thinking/visioning. Able to see and communicate the big picture in an inspiring way. Determines opportunities and threats through comprehensive analysis of current and future trends.
• . Creativity/innovation. Generates new and innovative approaches to problems.
• - Enthusiasm. Exhibits passion and excitement over work. Has a can-do attitude.
• . Work ethic. Possesses a strong willingness to work hard and sometimes long hours to get the job done. Has a track record of working hard.
• . High standards. Expects personal performance and team performance to be nothing short of the best.
• . Listening skills. Lets others speak and seeks to understand their viewpoints.
• - Openness to criticism and ideas. Often solicits feedback and reacts calmly to criticism or negative feedback.
• - Communication. Speaks and writes clearly and articulately without being overly verbose or talkative. Maintains this Standard in all forms of Written Communication including email. 
• Teamwork. Reaches out to peers and cooperates with supervisors to establish an overall collaborative working relationship.
• Persuasion. Able to convince others to pursue a course of action.

Bill Johnson, CEO of Heinz' wish list : Chemistry, Commitment, Coachability, Controlled Ego, Requisite Intellect.

Windows Startup Folder in 5 Seconds

Open a File Explorer window (using icon from Taskbar if necessary )

Then, type startup in the box as shown

Press Enter and you're done. You'll get to something like

C:\Users\\AppData\Roaming\Microsoft\Windows\Start Menu\Programs\Startup

How you're supposed to know that? I don't know. Why did I want to get here? So I could put in a link to Capture2Text!! The greatest piece of Utilityware the world has ever seen

Clark's Tips a la Howard

http://clark.com/

Know : You have a health credit report too... (Milliman, Ingenix)

You can (if you ever need to) order pills of 2x the strength, which cost the same, and then cut them in half for each administration - saving yourself 50%. Nice. See me in 50 years!

Adorable Honesty : Personal History

Some lessons were impressed on me by reverse example. When I was young, I perceived grown-ups behaving quite oddly at times. I remember being shocked or dismayed by things I observed and making silent vows not to behave as they did when I grew up. For instance, my mother, when confronted with a line waiting at the movies, would go up to the box oflice and say, “I am Mrs.  Eugene Meyer of The Washington Post,” and demand to be taken in and seated. At that time, she did indeed get in. l cringed with embarrassment and hoped the ground would swallow me up. It had such a lasting effect on me that I have never been able to deal with headwaiters in restaurants who put you “in Siberia” rather than the better part of the restaurant. I just go meekly to Siberia.

Defensive Programming

Programming Defensively :

Consider designing your code to make bugs easier to track down. Bugs that raise an error far away from the root cause are harder to track down.

For example:

• Declare the expected argument types of one or more of your functions.
• You can either have the platform's evaluator perform the argument type checking or write your own code to check.
• Include assertions in your code that check for a condition that holds if things are in working order.
• Write a function to check that a condition holds and raise an error if the condition does not hold.

Then and Now : How FANGS Loom Large

From visualcapitalist.com

How To "Variablize" Your Environment Settings

You have

export bad_guy='machiavelli_the_3.12.3'
export path = 'x:y:z:/usr/lib/machiavelli_the_3.12.3'
export bad_home='/usr/lib/share/utils/machiavelli_the_3.12.3/bin'

you get the idea. You want to upgrade machiavelli to an even more devious character - once - in ONE place.

So you'd rather see :

export bad_guy='machiavelli_the_3.12.3'
export path = 'x:y:z:/usr/lib/'$bad_guy''
export bad_home='/usr/lib/share/utils/'$bad_guy'/bin'

You get the idea..

This is the best I have .. not even sure how to google this.. Pretty inelegant. Also,  you can't just pipe your existing file through this in your editor :(

#!/usr/bin/perl

$file = shift;
$var = shift;

$sys = "grep $var $file";

$var_line = `$sys`;

$val = (split( /'/ , $var_line ))[1];

print $var_line ;

$sys = q{grep -v }.$var.' '.$file.q{ | perl -p -e 's/\b}.$var_val.q{\b/\047\$}.$var.q{\047/;'};

$rem = `$sys`;

print $rem;

How It's Done : Dov Moran

Congratulations. Enough said..

http://nocamels.com/2013/03/dov-moran-talks-to-nocamels-about-sandisk-comigo-modu/