In my last column, we discussed #growthmindset and how it is necessary to take intentional steps during your career (and life) to improve. 

“You may be whatever you resolve to be.”

In the United States, we are very goal oriented. We have annual goals. 

So far, we have discussed why organizations need sourcing plans, and covered the planning and process of sourcing. This month we’ll continue the conversation and dive in deep into the interview process itself.

In December, we spoke about why organizations need sourcing plans. 

I frequently speak at college campuses and trade apprenticeships. Whether it be to future engineers or contractors, my technical talks typically end up covering non-technical content, specifically career development. 

Do you feel that the company you work for or manage is often trailing staffing needs? 

“Because knowledge rapidly deteriorates unless it is used constantly, maintaining within an organization an activity that is used only intermittently guarantees incompetence,” said Peter Drucker.

Strategy, in my experience, is vastly misunderstood. I often see strategy thought of as “marketing strategy,” and it is applied to business development efforts only, or it is considered to be “not-applicable” as conditions on the ground are changing too quickly to “make a long-term plan” and then not change from it.