Lately, we've gotten lots of questions from our 28,000+ members about our interviewing series. Because of the uncertainties many are facing today, we thought it might be helpful to return to our guidance on interviewing.

Horstman's 3rd Law of Interviewing: We'll Take 90% Less Ability for 10% More Attitude Every Day of the Week.

When the market is tighter than normal (it's mostly supply driven and not demand based right now), organizations are even more particular about hiring the very best they can find. Sure, hiring companies want great backgrounds, with great accomplishments. But if you're interviewing in the next six months, what ability do you have to change your accomplishments?

What you can change is your preparation, and your attitude of energy and enthusiasm in the interview. As we like to say, here's how.

This cast describes steps to take when you realize early in a job that you don't like it.

One of the things that has changed as individuals have had to take over their own career management is more mistakes made by younger professionals. Years ago, larger organizations had a more complete HR approach, and managed their employees' careers. No longer. Now, younger associates don't have an HR advisor to turn to, or if they do the advisor is unlikely to have solid recommendations for them (or worse, they tell several people of the problem). More experienced managers and executives are often caught off-guard by the mistakes of their junior team members.

So, what to do? Well, first, we recommend you shut up about it. ;-)

This cast describes a simple verbal tool for addressing tension, conflict or other ineffective emotions in the workplace.

Mark has finally gotten around to writing this cast down! Every time Mark teaches this technique to an executive or manager, he turns to Mike and says, "we gotta make this a cast." And then he doesn't. When you see this work the first time, you'll be surprised. In almost any situation, you'll see a noticeable lessening of the tension. You'll probably also feel better at moving forward PAST the frustration or difficulties that are being discussed. When you use this with your directs, it often helps begin the process of solution finding.

And to our good friend Rich Ruh, who told Mark this past week at our San Antonio conference that after reading Peter Drucker he was more comfortable around Mark because he realized all these great ideas weren't Mark's alone . . . Mark didn't make this one up either. ;-)

This cast includes Part 4 of our discussion on how to implement the Manager Tools' Management Trinity (One on Ones, Feedback, Coaching).

This cast includes Part 3 of our discussion on how to implement the Manager Tools' Management Trinity (One on Ones, Feedback, Coaching).