|
The Three Pillars of Positive Psychology Positive psychology encourages positive and effective behaviors that help to bring out desired traits, and it applies well to many business and technical situations. Leslie Sachs explains the third pillar of positive psychology, which is related to organizational psychology and is of great interest to anyone who wants to be part of an effective institution.
|
|
|
Management Myth 24: People Don’t Need External Credit When you’re the manager, always make sure you know who performed the work, and make sure other people know, too. People want to know you appreciate them. They want to know you are willing to carry that appreciation up the corporate ladder. More importantly, they want to know you are not a jerk who will take credit for the work they perform.
|
|
|
Why You Need a Sense of Urgency to Be an Effective Project Manager If you want to be a stellar performer and a good project manager, don’t treat every assignment as if it were an ultra-high priority, but keep a sense of urgency. Finishing tasks and finishing projects is a sign of a professional. Don’t let yourself get distracted or put off too much.
|
|
|
On Certification, or Something Like It Jon Hagar writes that testers need to thoroughly understand what certification is all about. As a profession, we need to understand what these pieces of paper mean, the promises they can keep, what they may lead to, and some reasonable expectations for them.
|
|
|
Helpful Advice for New Project Managers In the same way that math is a learned skill, project management is a learned skill. You can get better with practice, instruction, and mentoring. Avoid being surprised by the new job requirements, acknowledge it is a new role for you, and seek a mentor to help you navigate.
|
|
|
Broadening Your Perspective with Logic-Bubbles Naomi Karten explains how logic-bubbles, those bubbles of perception within which a person is acting, can help you navigate the relationships between your team members. When people have perspectives different from yours, it could be that they’re misinformed, ignorant, or incompetent. But it could also be that their perspectives are as well-founded as your own when considered within their particular logic-bubbles.
|
|
|
The Rules of Engagement for Workplace Book Clubs Cindy Yuill explains how workplace book clubs can benefit yourself and your team as software testers and developers. In a workplace book club, members get together to form a connection with others, hear different points of view, debate, learn, and get advice and support from each other.
|
|
|
Eat Your Veggies: Using Agile Methods to Focus on Healthy Habits Claire Moss shares with us a personal story on how using agile methods helped her family with managing meals and groceries. By using techniques like a Big Visible board, dinnertime for Moss’s family became less of a chore. Remember, nothing ever goes according to plan, but that's true for any healthy team.
|
|
|
How to Deal With Overly Agreeable People Dealing with overly agreeable people can be fraught with obstacles quite different than those usually associated with the stereotypical stubborn geek who seems unable to bend or compromise. This article will help you understand and deal with the unexpectedly challenging aspects that you may experience interacting with some agreeable people.
|
|
|
Dare to Say Stop! Naomi Karten shares some stories about handling coworkers and managers with negative, problematic behaviors. Sometimes the best way to deal with complainers or bullies is to just say "stop." Of course, that's easier said then done.
|
|