December 1, 2014 at 8:08 pm
Comments posted to this topic are about the item Your Best Work
December 2, 2014 at 3:17 am
I definitely agree that enthusiasm does not equate to value. (I'm boiling it down a little.)
As a professional I know that my clients retrospectively evaluate me in terms of what I have achieved for their company. This can be in terms of what value I directly help the company to extract or enhancing the value of their team in some way such as improved processes etc.
My best project every was building a standardised .NET development framework for a large multinational company. We created a standardised configuration, logging, error handling and internationalisation and installation toolkits, amongst others. All were based on the premise of when using the toolkit it only ever took a single line of code to do anything, where a GUI was possible provide one and all configuration was done via PowerShell (even if from a GUI). This involved careful design, a lot of attention to detail and providing Visual Studio customisations. We delivered, it was fun to do, the team was great but the project was a failure. Technically the project was sound and the output we produced was excellent (I rarely think that). The reason the project was a failure was that it was shelfware: it would never be used. The only value that the company got out of a 12 month project was much improved internal team with much better practices and processes and plenty of experience with delivering and using TFS. If I was a bean counter I doubt that I would have been able to make it all balance or be in the black.
On balance the company did not get value greater than it invested. So in one measure I failed by events beyond my control.
Gaz
-- Stop your grinnin' and drop your linen...they're everywhere!!!
December 2, 2014 at 7:37 am
While enthusiasm may not equate to value, I think it is one means to determine if the candidate has the chance to provide value. If not in the near term, maybe in a longer term.
It may not always be the case, but enthusiasm can indicate somebody that is willing to learn and improve at their trade/skill. I like to see people (when looking to hire a teammate) that want to get better at what they do. They want to figure out a better way to support a client, or maybe a better way to trap errors on a stubborn server. They are usually the ones that will come around and ask questions.
It is hard to gauge how well the person will work out in the team, but usually enthusiasm indicates for me that they will at some point drive more value and so are at least worth a longer look and potential chance. So for me, enthusiasm is at least a part of the measure for a candidate.
Jason...AKA CirqueDeSQLeil
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December 2, 2014 at 8:37 am
I don't see enthusiasm so much of a positive indicator but I do see lack of enthusiasm as a negative indicator. I know it is a subtle difference but I think the level of enthusiasm can be a misleading signal.
Gaz
-- Stop your grinnin' and drop your linen...they're everywhere!!!
December 2, 2014 at 9:22 am
I think I'd answer the question with a question: by which standard are you measuring "best"?
My most effective project was arguably also one of the ugliest ones I was ever involved with. I got dragged into a disaster in progress: the first "phase" of the project was to simply hack and slash in a patch to get past the immediate fire. Once stabilized, the subsequent phases involved building out a support infrastructure and un-kludging" the patch, with some minor improvements. The core code never was pretty but once built out, the core code ran uninterrupted for 17 years (with 3 technology/platform refreshes intermingled); it was finally decomm'ed after the underlying system causing the problem was replaced. From a business point of view, the project was an unqualified success, saving millions in revenue over the lifespan; but even at the end - I always got a little nauseous looking at the code I had to leave in place all of those years.
From a design point of view, most of my "best" projects ended up much like Gary's (beautiful in concept, but never got past the design phase for other reasons).
As of now - I am hopeful that the current initiative I am working on now will be a bit of both: effective AND doing the right things the right way. Fingers crossed - this is going to be a long journey.
----------------------------------------------------------------------------------
Your lack of planning does not constitute an emergency on my part...unless you're my manager...or a director and above...or a really loud-spoken end-user..All right - what was my emergency again?
December 2, 2014 at 9:38 am
Gary Varga (12/2/2014)
I don't see enthusiasm so much of a positive indicator but I do see lack of enthusiasm as a negative indicator. I know it is a subtle difference but I think the level of enthusiasm can be a misleading signal.
Definitely. A lack of enthusiasm is certainly a negative indicator.
Jason...AKA CirqueDeSQLeil
_______________________________________________
I have given a name to my pain...MCM SQL Server, MVP
SQL RNNR
Posting Performance Based Questions - Gail Shaw[/url]
Learn Extended Events
December 2, 2014 at 11:33 am
I put a premium on passion but not over talent. Take Joe DiMaggio for example, he hated baseball and never liked it, but was one of it's best players ever. Nothing tops talent in my opinion.
December 3, 2014 at 6:06 am
ccd3000 (12/2/2014)
I put a premium on passion but not over talent. Take Joe DiMaggio for example, he hated baseball and never liked it, but was one of it's best players ever. Nothing tops talent in my opinion.
It certainly cannot be applied to this example but I would be concerned about team morale.
Gaz
-- Stop your grinnin' and drop your linen...they're everywhere!!!
December 3, 2014 at 6:18 am
Gary Varga (12/3/2014)
ccd3000 (12/2/2014)
I put a premium on passion but not over talent. Take Joe DiMaggio for example, he hated baseball and never liked it, but was one of it's best players ever. Nothing tops talent in my opinion.It certainly cannot be applied to this example but I would be concerned about team morale.
Definitely, a hugely talented player who doesn't want to be on the pitch can drag a whole team down. Witness the behaviour of your Balotellis, Rooneys and Tevezes and the effect on the respective teams involved.
Disclaimer: this uses the widely opinion that these players are talented and may not reflect my personal opinion. It is not intended to provoke discussion about the relative talents of the aforementioned players.
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December 3, 2014 at 6:26 am
I believe that talent and attitude are the key attributes everyone looks for in a candidate.
Without talent, you can have the best attitude in the world and while you'll be willing to learn, you aren't going to be able to get things done without a lot of study and hand-holding for every single task you're asked to perform. If you have talent and a horrible attitude, you'll be able to get things done but won't get along with others, bring down morale and won't go above and beyond when necessary.
The ideal candidate will have both talent and attitude, along with a real passion for what they do. If you find such an individual, I believe they're worth their weight in gold.
December 3, 2014 at 6:36 am
Ed Wagner (12/3/2014)
I believe that talent and attitude are the key attributes everyone looks for in a candidate.Without talent, you can have the best attitude in the world and while you'll be willing to learn, you aren't going to be able to get things done without a lot of study and hand-holding for every single task you're asked to perform. If you have talent and a horrible attitude, you'll be able to get things done but won't get along with others, bring down morale and won't go above and beyond when necessary.
The ideal candidate will have both talent and attitude, along with a real passion for what they do. If you find such an individual, I believe they're worth their weight in gold.
That is exactly why I considered enthusiams as only a negative indicator when it is missing. I was considering enthusiasm a part of attitude.
Gaz
-- Stop your grinnin' and drop your linen...they're everywhere!!!
December 3, 2014 at 7:49 am
Ed Wagner (12/3/2014)
I believe that talent and attitude are the key attributes everyone looks for in a candidate.Without talent, you can have the best attitude in the world and while you'll be willing to learn, you aren't going to be able to get things done without a lot of study and hand-holding for every single task you're asked to perform. If you have talent and a horrible attitude, you'll be able to get things done but won't get along with others, bring down morale and won't go above and beyond when necessary.
The ideal candidate will have both talent and attitude, along with a real passion for what they do. If you find such an individual, I believe they're worth their weight in gold.
Exactly. While extremely desirable, sentiment doesn't pay the bills.
December 3, 2014 at 8:47 am
Matt Miller (#4) (12/2/2014)
I think I'd answer the question with a question: by which standard are you measuring "best"?
Best is what you bring up. What comes to mind. That's the point of the question. Not for me to define, but for you, the interviewee.
December 3, 2014 at 8:56 am
Steve Jones - SSC Editor (12/3/2014)
Matt Miller (#4) (12/2/2014)
I think I'd answer the question with a question: by which standard are you measuring "best"?Best is what you bring up. What comes to mind. That's the point of the question. Not for me to define, but for you, the interviewee.
Ah, the ol' "give them enough rope..." trick!!!
Gaz
-- Stop your grinnin' and drop your linen...they're everywhere!!!
December 8, 2014 at 1:25 pm
I wouldn't leave it with that one question, but asking it among others would provide an interesting look into their character.
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