Sunday, August 30, 2020

How to be likeable as a leader

"Some people cause happiness wherever they go; others whenever they go" - Oscar Wilde

People respond not only to the message but the messenger. Being likeable attracts, being unlikeable repels. Dont fake it, find your version of it.

  1. Develop the right mindset of valuing the person and having the right mindset of exercising positive influence. Smile more than you frown, encourage more than you criticize. Before every meeting, say to yourself, I am happy to be here and I am happy to see you and then act that way. 
  2. Seek and highlight similarities. Similarities in background, experiences and values tend to have the strongest effect. Similarities tend to be more impactful, the more rare the commonality. When you do find similarities, look for authentic ways of using inclusive terms like we, us, our. That subtly and positively reinforces your connection. 
  3. Look for positive qualities and highlight them in a genuine way. You can highlight it by framing it as a question. If you admire their perseverence, that sounds like a significant ordeal you got through, how did you manage it ? 
  4. Give credit to relevant qualities necessary to advance your priorities. If you expect someone to be dismissive of their priorities, you can say something like this : I have heard you are an open minded person who weights all the facts. That will spark their association to be open minded and you bring that quality to the front of their mind and trigger their tendency to act more consistently with that quality. 

Thursday, August 27, 2020

How to smoothen your cross functional project with multiple stakeholders

Are you involved in a cross functional project where

  • ownership is not clearly defined
  • people are dropping the ball
  • you end up working too hard or doing someone elses job because they are doing something else or dont know
  • communication is breaking
  • stakeholders are confused 
  • executive reporting is broken and that makes you look bad
  • feeling burntout
Some or all of the above are true ? Then look no further, this is the framework you need.

R = Responsible (also recommender)
Those who do the work to complete the task.
A = Accountable (also approver or final approving authority)
The one ultimately answerable for the correct and thorough completion of the deliverable or task, the one who ensures the prerequisites of the task are met and who delegates the work to those responsible.
S = Support 
Unlike consulted, who may provide input to the task, support helps complete the task.
C = Consulted (sometimes consultant or counsel)
Those whose opinions are sought, typically subject-matter experts; and with whom there is two-way communication.
I = Informed (also informee)
Those who are kept up-to-date on progress, often only on completion of the task or deliverable; and with whom there is just one-way communication.

You can break down every project into multiple stages and for each stage you can assign a RASCI letter to the corresponding stakeholder. 

Big Tech rally may have room to grow




Google
  • eCommerce ads will be boosted due to increased penetration
  • Move to Cloud expedited as CFOs look to cut fixed software costs
  • move to online ad dollars expedited as offline business stays lukewarm
  • Currently one of the cheaper FAANGs after Apple and Amazon run up
Amazon
  • Can grow further if quarantine christmas becomes a reality as it doesnt depend on foot traffic for holiday sales
Apple
  • This the company that sells mercedes at the price of a toyota

Main themes that can still fuel growth across the board

  • Likelihood of a quarantine holiday season
  • Move to online ad dollars as businesses on the ground stay close
  • Cheap money printed by the federal reserve will find a way to reach real assets and lead to asset price inflation. The longer the Fed has to fight the virus, the more it benefits FAANGs
  • Near zero interest rate benefits FAANGs
  • Internationally diversification is available through the FAANGs. These are the only international stocks that are growing at this point
  • 4th industrial revolution
  • Cloud stocks will earn tax on the future growth of the world as everything will go through cloud

Sunday, August 23, 2020

Thinking in bets - Making smarter decisions when you dont have all the facts - book summary

Thinking in bets - Making smarter decisions when you dont have all the facts by Annie Duke

“Thinking in bets starts with recognizing that there are exactly two things that determine how our lives turn out: the quality of our decisions and luck. Learning to recognize the difference between the two is what thinking in bets is all about.”

“Why did so many people so strongly believe that Pete Carroll got it so wrong? We can sum it up in four words: the play didn’t work . . . Pete Carroll was a victim of our tendency to equate the quality of a decision with the quality of its outcome. Poker players have a word for this: “resulting.” When I started playing poker, more experienced players warned me about the dangers of resulting, cautioning me to resist the temptation to change my strategy just because a few hands didn’t turn out well in the short run.” “Why are we so bad at separating luck and skill? Why are we so uncomfortable knowing that results can be beyond our control? Why do we create such a strong connection between results and the quality of the decisions preceding them? How can we avoid falling into the trap of the Monday Morning Quarterback, whether it is in analyzing someone else’s decision or in making and reviewing the decisions in our own lives?”

“Take a moment to imagine your best decision in the last year. Now take a moment to imagine your worst decision. I’m willing to bet that your best decision preceded a good result and the worst decision preceded a bad result. That is a safe bet for me because resulting isn’t just something we do from afar. Monday Morning Quarterbacks are an easy target, as are writers and bloggers providing instant analysis to a mass audience.”

“When I consult with executives, I sometimes start with this exercise. I ask group members to come to our first meeting with a brief description of their best and worst decisions of the previous year. I have yet to come across someone who doesn’t identify their best and worst results rather than their best and worst decisions.”

“Hindsight bias is the tendency, after an outcome is known, to see the outcome as having been inevitable.”

“We recognize the existence of luck, but we resist the idea that, despite our best efforts, things might not work out the way we want. It feels better for us to imagine the world as an orderly place, where randomness does not wreak havoc and things are perfectly predictable. We evolved to see the world that way. Creating order out of chaos has been necessary for our survival.”

“When we work backward from results to figure out why those things happened, we are susceptible to a variety of cognitive traps, like assuming causation when there is only a correlation, or cherry-picking data to confirm the narrative we prefer. We will pound a lot of square pegs into round holes to maintain the illusion of a tight relationship between our outcomes and our decisions.”

“We need shortcuts, but they come at a cost. Many decision-making missteps originate from the pressure on the reflexive system to do its job fast and automatically. No one wakes up in the morning and says, “I want to be closed-minded and dismissive of others.” But what happens when we’re focused on work and a fluff-headed coworker approaches? Our brain is already using body language and curt responses to get rid of them without flouting conventions of politeness.”

“The challenge is not to change the way our brains operate but to figure out how to work within the limitations of the brains we already have. Being aware of our irrational behavior and wanting to change is not enough, in the same way that knowing that you are looking at a visual illusion is not enough to make the illusion go away. Daniel Kahneman used the famous Müller-Lyer illusion to illustrate this.”

“Our goal is to get our reflexive minds to execute on our deliberative minds’ best intentions.”

“Every hand (and therefore every decision) has immediate financial consequences. In a tournament or a high-stakes game, each decision can be worth more than the cost of an average three-bedroom house, and players have to make those decisions more quickly than we decide what to order in a restaurant.”

“John von Neumann is also the father of game theory. After finishing his day job on the Manhattan Project, he collaborated with Oskar Morgenstern to publish Theory of Games and Economic Behavior in 1944. The Boston Public Library’s list of the ‘100 Most Influential Books of the Century’ includes Theory of Games. William Poundstone, author of a widely read book on game theory, Prisoner’s Dilemma, called it ‘one of the most influential and least-read books of the twentieth century.’”

“Bronowski quoted von Neumann’s response: “‘No, no,’ he said. ‘Chess is not a game. Chess is a welldefined form of computation. You may not be able to work out the answers, but in theory there must be a solution, a right procedure in any position. Now, real games,’ he said, ‘are not like that at all. Real life is not like that. Real life consists of bluffing, of little tactics of deception, of asking yourself what is the other man going to think I mean to do. And that is what games are about in my theory.’”

“The decisions we make in our lives—in business, saving and spending, health and lifestyle choices, raising our children, and relationships—easily fit von Neumann’s definition of “real games.” They involve uncertainty, risk, and occasional deception, prominent elements in poker. Trouble follows when we treat life decisions as if they were chess decisions.”

“Poker, in contrast, is a game of incomplete information. It is a game of decision-making under conditions of uncertainty over time. (Not coincidentally, that is close to the definition of game theory.) Valuable information remains hidden. There is also an element of luck in any outcome. You could make the best possible decision at every point and still lose the hand, because you don’t know what new cards will be dealt and revealed. Once the game is finished and you try to learn from the results, separating the quality of your decisions from the influence of luck is difficult.”

“Life is more like poker. You could make the smartest, most careful decision in firing a company president and still have it blow up in your face. You could run a red light and get through the intersection safely—or follow all the traffic rules and signals and end up in an accident. You could teach someone the rules of poker in five minutes, put them at a table with a world champion player, deal a hand (or several), and the novice could beat the champion. That could never happen in chess.”

“Just as we have problems with resulting and hindsight bias, when we evaluate decisions solely on how they turn out, we have a mirror-image problem in making prospective decisions. We get only one try at any given decision—one flip of the coin—and that puts great pressure on us to feel we have to be certain before acting, a certainty that necessarily will overlook the influences of hidden information and luck.”

“What makes a decision great is not that it has a great outcome. A great decision is the result of a good process, and that process must include an attempt to accurately represent our own state of knowledge. That state of knowledge, in turn, is some variation of “I’m not sure.” “To be sure, an experienced poker player is more likely to make a better guess than a novice player at determining the chances they will win or lose a hand. The experienced player knows the math better and is better able to narrow down what their opponents’ cards might be based on how players behave with certain types of hands. They will also be better at figuring out the choices their opponents are likely to make with those cards. So, yes, more experience will allow the player to narrow down the possibilities. None of that experience, however, makes it possible for a poker player to know how any given hand will turn out.”

“No matter how far we get from the familiarity of betting at a poker table or in a casino, our decisions are always bets. We routinely decide among alternatives, put resources at risk, assess the likelihood of different outcomes, and consider what it is that we value. Every decision commits us to some course of action that, by definition, eliminates acting on other alternatives. Not placing a bet on something is, itself, a bet. Choosing to go to the movies means that we are choosing to not do all the other things with our time that we might do during that two hours.”

“In most of our decisions, we are not betting against another person. Rather, we are betting against all the future versions of ourselves that we are not choosing.”

“Truthseeking, the desire to know the truth regardless of whether the truth aligns with the beliefs we currently hold, is not naturally supported by the way we process information. We might think of ourselves as open-minded and capable of updating our beliefs based on new information, but the research conclusively shows otherwise. Instead of altering our beliefs to fit new information, we do the opposite, altering our interpretation of that information to fit our beliefs.”

“Given that even scientific facts can have an expiration date, we would all be well-advised to take a good hard look at our beliefs, which are formed and updated in a much more haphazard way than those in science. We don’t need someone challenging us to an actual bet to do this. We can think like a bettor, purposefully and on our own, like it’s a game even if we’re just doing it ourselves. We would be better served as communicators and decision-makers if we thought less about whether we are confident in our beliefs and more about how confident we are. Instead of thinking of confidence as all-or-nothing (“I’m confident” or “I’m not confident”), our expression of our confidence would then capture all the shades of grey in between.” “We can’t just “absorb” experiences and expect to learn.

As novelist and philosopher Aldous Huxley recognized, “Experience is not what happens to a man; it is what a man does with what happens to him.” There is a big difference between getting experience and becoming an expert. That difference lies in the ability to identify when the outcomes of our decisions have something to teach us and what that lesson might be.”

“We have the opportunity to learn from the way the future unfolds to improve our beliefs and decisions going forward. The more evidence we get from experience, the less uncertainty we have about our beliefs and choices. Actively using outcomes to examine our beliefs and bets closes the feedback loop, reducing uncertainty. This is the heavy lifting of how we learn.”

“We all want to feel good about ourselves in the moment, even if it’s at the expense of our long-term goals. Just as with motivated reasoning and self-serving bias, blaming others for their bad results and failing to give them credit for their good ones is under the influence of ego. Taking credit for a win lifts our personal narrative. So too does knocking down a peer by finding them at fault for a loss. That’s schadenfreude: deriving pleasure from someone else’s misfortune. Schadenfreude is basically the opposite of compassion. Ideally, our happiness would depend on how things turn out for us regardless of how things turn out for anyone else. Yet, on a fundamental level, fielding someone’s bad outcome as their fault feels good to us. On a fundamental level, fielding someone’s good outcome as luck helps our narrative along.”

“In combination, the advice of these experts in group interaction adds up to a pretty good blueprint for a truthseeking charter: A focus on accuracy (over confirmation), which includes rewarding truthseeking, objectivity, and open-mindedness within the group; Accountability, for which members have advance notice; and Openness to a diversity of ideas. An agreement along these lines creates a common bond and shared fate among members, allowing the group to produce sound reasoning.”

“Figure out the possibilities, then take a stab at the probabilities. To start, we imagine the range of potential futures. This is also known as scenario planning. Nate Silver, who compiles and interprets data from the perspective of getting the best strategic use of it, frequently takes a scenario-planning approach. Instead of using data to make a particular conclusion, he sometimes takes the approach of discussing all the scenarios the data could support. In early February 2017, he described the merits of scenario planning: “When faced with highly uncertain conditions, military units and major corporations sometimes use an exercise called scenario planning. The idea is to consider a broad range of possibilities for how the future might unfold to help guide long-term planning and preparation.”

“The most common form of working backward from our goal to map out the future is known as backcasting. In backcasting, we imagine we’ve already achieved a positive outcome, holding up a newspaper with the headline “We Achieved Our Goal!” Then we think about how we got there.”






Location Factors affecting real estate prices in bay area

The old adage in real estate goes, Location, Location, Location. The price of your home may be determined more by factors related to location, rather than properties of your home alone. In the previous article, I outline top reasons of buying a home in the bay area.

Within the greater bay area, there is a huge variance of property prices given location. The goal of this article is to outline top factors for valuing properties within a particular zip code across bay area.

  1. Public Schools : schools are the best long term holder of value for your property. Houses in good school districts hold value during downturns because of low turnover. School districts with elementary, middle and high school rated 10 are the most sought after. If you can buy a primary residence in such a location, then you are set for the next 15 years if you have kids. 
  2. Private Schools : This is a less publicized reason, but proximity to private schools also help houses retain and appreciate in value. Some top private schools in the bay area : Stratford, Harker.
  3. Commute time : Proximity to offices helps reduce commute time. 
  4. Public transport : this can be a secondary proxy to commute. Access to Bart, Caltrain stops can help retain property value. This always means that you are potentially opening up the house to renter population who would need to use public transport to commute to office locations in San Francisco, San Jose. Property values and fiscal benefits of bart
  5. Grocery store proximity (Trader Joes, Whole Foods) : Average home seller ROI for properties near Trader Joes is 51% over 5 years
  6. Parks, hikes, trails, walking area 
  7. Shopping centers, malls
  8. Proximity to Costco, Walmart
  9. Easy access to highways like 101, 280, 680. This is another proxy for shorter commute time.



Things to avoid. These aspects will limit the pool of buyers if you try to sell your house

  1. Proximity to rail road tracks, busy streets, electric wire poles

If you know any locations which tick all these boxes and are priced reasonably, please comment and let us know. 

Saturday, August 22, 2020

Indian Asset Allocation


All Weather Portfolio
  1. Equities - 60% 
    1. HDFC Sensex fund - 35%
    2. ICICI Nifty Index fund - 20%
    3. ICICI Nifty Next 50 - 5%
  2. Bonds - 20%
    1. ICICI Gilt fund - 20%
  3. Gold - 20% - thesis
    1. HDFC Gold fund - 20%

Post Covid Strategy : moving the 20% bonds to equities. Reasons
  1. Federal reserve is going to create a mother of all asset bubbles
  2. Dollar devaluation helps Emerging Markets
  3. Stock market is not the economy
  4. Indian case count will only rise and no moving back from here, most likely course is herd immunity. It doesnt seem like any lockdown is going to come back. 
  5. 20% Gold hedge can help counter any shocks - remaining 80% will capture bull run
  6. Bonds have already run up in the last 6 months. Time to capture the gains. Yields set to stay low in the forseeable future as government will do everything to get the economy back. 
  7. Gold has also had a nice run up, but with fiscal and monetary stimulus may benefit further. 

* Full disclosure : My posts are not investment advice. Its your money, so do your own homework. 

Friday, August 21, 2020

Time Management for Engineering Managers

Audience 

Managers drowning with work load and being always on

Why is time management important for EMs

As a manager you don't own your calendar and you have to make yourself available for the team and collaboration partners. As your surface area grows, the number of fires can also grown. You need to scale through people by hiring strong tech leads. But you also need to manage your time very efficiently. This post summarizes very well reasons for poor work life balance for managers. 

An Engineering Manager scales and delivers through influence and time is their greatest currency. Hence, managing time efficiently is crucial to success.

Goal

This post summarizes various techniques I have learnt over the years from my experiences and talking to peers to improve my time management.

Calendar


Emails


Todos


Meetings


References

Thursday, August 20, 2020

Blogging Yearly Self Review

I have been writing this blog for the last 1 year now.

These are the original goals I started with


  1. Get into the writing habit and improve writing skills
  2. Getting viewership on my blog
  3. Document my experiences and learning resources on management, investing and FIRE
Stretch goal : establish a passive source of income

Here is my review on each goal

  1. I did get into the writing habit. I published 115 posts in the last year and a bulk of them have come in 2020(>100). This meant that I spent less time per article than I would like to, but volume of article's published was high. For the upcoming year, I would like to focus on content quality. This may mean refining some of the existing content and polishing them further. At the same time, I will continue to post about new life experiences. 
  2. Blog has 28k views at the time of this writing. I establish a more consistent organic incoming stream of visitors next year and get the blog to above 100k views.  Sub-goal is to get atleast 2 posts viral with more than 10k views for those posts. 
  3. I posted more about management and investing and less about FIRE. Goal is to also post more on FIRE and share some personal experiences. This could help establish a stream of readers interested in the FIRE movement. 

Stretch goal update 

Off course, not a passive source of income, but the blog has started earning some returns. For context, blog had 2500 views this month. 


Monday, August 17, 2020

Engineering Manager Interview Questions

General Questions
  • What is the role of an engineering manager?
  • What was your purpose in moving into management?
  • What are you looking for in your next role?
  • Why are you leaving your current role?
  • Where do you see yourself in 5 years?
  • What is the difference between leadership and management?
  • What is the largest team you have ever managed?
  • What size team are you looking to manage?
  • How big a team are you comfortable to manage?
  • What are the differences and tradeoffs between managing a small team and a large team?
  • What is the composition of your current (or last) team, and how is your team organized?
  • Have you managed other managers?
  • How is managing other managers different from managing individual contributors?
  • How would your current (or last) team describe you?
  • How hands-on are you with the team? Are you involved in coding, design reviews, architecture, etc.?
  • Do you have experience managing remote teams or individuals? What is different about that?
  • What kinds of meetings do you hold to run your team?
Feedback and Performance Management
  • What was some difficult feedback you had to give recently? and why was it hard to deliver?
  • What was some difficult feedback that you received? and why was it hard to receive?
  • How you do coaching and career development?
  • Tell me about a few people on your team and the career development plans you created with them.
  • How do you coach engineers on your team that are smarter and better engineers than you?
  • Have you ever promoted anyone?
  • How have you managed low performers?
  • Tell me about a time you turned around a low performer.
  • How do you deal with difficult team members?
  • Have you ever had to fire someone?
  • How often do you do 1 on 1s?
  • What is the structure of your 1 on 1s?
Hiring Talent
  • What do you look for when hiring?
  • Tell me about the diversity of your team.
  • What do you do ensure you have diversity?
  • How do you recruit and hire in SF Bay Area (because it is so hard and competitive)?
  • How much time do you spend hiring and sourcing candidates? What do you do?
  • How do you work with your recruiters?
Working with Tech Leads and Technology
  • What is the role of a tech lead?
  • What is the relationship between the engineering manager and tech lead?
  • What if all your team is new and junior and you don’t have a tech lead? What if no one on your team wants to be a tech lead, or do the things tech leads do?
  • How do you grow and develop tech leads?
  • Have you ever disagreed with one of your tech leads?
  • What do you do, or say, if one of your engineers is really pushing hard for a new sexy technology (assume: you don’t agree it is the right choice)?
  • How do you ensure (code) quality and keep a lid on tech debt?
  • How do you establish ownership in your teams?
Prioritization and Execution
  • How do you manage multiple requests to your team? How do you deal with competing priorities?
  • Did you ever disagree with your product manager about the priority of tasks or if something needed to be done at all?
  • How do you see the tradeoffs between scope, quality, and schedule?
  • How do you work with product managers, UX team, etc.?
  • Tell me about a project you are most proud of.
  • Tell me about a time you exceeded expectations and went above and beyond.
  • Tell me a time when a project you were responsible for was late or not meeting expectations. What did you do?
  • Tell me a mistake you made that hurt the business.
  • What was your biggest failure?
  • What are you not good at?
  • Explain to me the roles and responsibilities in a Scrum team. (This company was very into Agile and Scrum.)
Conflicts
  • Tell me a time you had a conflict with another manager and how you resolved it.
  • Tell me about a time you did not see eye to eye with your manager and how you resolved it.
  • Tell me about a time there was a conflict between members of your team and how you resolved it.
Other Questions
  • What is the hardest lesson you have learned as an engineering manager?
  • What would you say is the main responsibility or most important thing for an engineering manager to do?
  • Tell me about a project that did NOT go as planned and what you learned from it.
  • What is an area you are working on improving?
  • How have you grown as a manager over the last year?
  • Tell me when you took a risk hiring someone and how it worked out.
  • How do you measure your success?
  • How do you describe your job to people outside the industry?
  • How do you build a team?
  • How do you keep people motivated?
  • What is the point of a 1:1?
  • Think of a mistake or failure you’ve made in the past two years. What did you learn from it and/or do differently in the future?
  • What would a report/peer/manager feedback on you be? Strengths, areas for development, etc.
  • How would you assess if someone is a good manager?
  • Why is management attractive to you?
  • What in your mind are the responsibilities of a manager?
  • What kind of process have you followed in the past and what has worked well for you? What hasn’t worked?
  • How do you institute the right process at the right time? How do you know when you need something more formal?
  • Have they ever removed process? Why or why not?
  • What are you looking for in an engineer when you recruit? Do they prefer to hire only experienced folks? Are they more comfortable with generalists or specialists?
  • How have you optimized the recruiting process in the past? Have they thought about the recruiting funnel and how you can optimize different parts of it?
  • What are their thoughts on structured interview loops vs. non-structured free-form loops?
  • How do you deal with people performance issues?
  • Have you ever had to implement a PIP (performance improvement plan)? What are your thoughts on it?
  • What are the pros/cons of public vs. private titles?
  • How do you identify engineers who could make good managers? How do you help them develop?
  • What do you do when a team completely disagrees with the founder/VP on the direction of a product?
  • How do you bootstrap technical leadership in an organization that has no public titles?
  • How do you handle a great engineer with communication problems?
  • How do you handle someone who really wants a promotion but isn’t ready?
  • Describe a situation in which you were able to use persuasion to successfully convince someone to see things your way. 
  • Describe a time when you were faced with a stressful situation that demonstrated your coping skills. 
  • Give me a specific example of a time when you used good judgment and logic in solving a problem. 
  • Give me an example of a time when you set a goal and were able to meet or achieve it. 
  • Tell me about a time when you had to use your presentation skills to influence someone’s opinion. 
  • Give me a specific example of a time when you had to conform to a policy with which you did not agree. 
  • Please discuss an important written document you were required to complete. 
  • Tell me about a time when you had to go above and beyond the call of duty in order to get a job done. 
  • Tell me about a time when you had too many things to do and you were required to prioritize your tasks. 
  • Give me an example of a time when you had to make a split-second decision. 
  • What is your typical way of dealing with conflict? Give me an example. 
  • Tell me about a time you were able to successfully deal with another person even when that individual may not have personally liked you (or vice versa). 
  • Tell me about a difficult decision you’ve made in the last year. 
  • Give me an example of a time when something you tried to accomplish and failed. 
  • Give me an example of when you showed initiative and took the lead. 
  • Tell me about a recent situation in which you had to deal with a very upset customer or co-worker. 
  • Give me an example of a time when you motivated others. 
  • Tell me about a time when you delegated a project effectively. 
  • Give me an example of a time when you used your fact-finding skills to solve a problem. 
  • Tell me about a time when you missed an obvious solution to a problem. 
  • Describe a time when you anticipated potential problems and developed preventive measures. 
  • Tell me about a time when you were forced to make an unpopular decision. 
  • Please tell me about a time you had to fire a friend. 
  • Describe a time when you set your sights too high (or too low).
  • How do you “run” your team?
  • Tell me when you got feedback about your team and had to make a change based on that feedback. 
  • Tell me about a time you had to make a difficult resource tradeoff.
  • What was your most successful product or project and why?
  • What was your worst product or project and why?
  • Explain your quarterly or long term planning.
  • How do you manage dependencies in your team and across teams?
  • How do you manage existing tech debt?
  • How involved were you in developing features and tech spec creation?
  • How do you ensure quality?
  • What was the interaction like between dev, product management and design and were there opportunities to make improvements?
  • Tell me how you helped drive a process or cultural change across teams or orgs.
  • Tell me how you communicated your roadmap externally.
  • Tell me about a time you received guidance from manager and had get buy in from your team.
  • Tell me about a time you had to lead a team through and org change.

EM Interview : What is your management style

What is your management style ?

Why are they asking this question ?

  • They are trying to find out if you are a good fit to the style of their org. May be their org is top down, consensus driven, people driven, etc. 

How not to answer this question ?

  • If you straight away answer this question with your current style, you may get eliminated if it is not a match. This is quite likely as your current org may be different from their situation

How to answer it ? 

  • Uplevel the question first. What does management style enable ? It enables a strong functional team. 
  • Ask what is the goal of management ? Its like a soccer coach who builds a strong team that can win matches against different types of opponents. Pick up the physical queues, that the interviewer agrees to that hypothesis. Now, you can say, based on the opponent, team, season, the coach has to change the management style/strategy so that it is best suited to the job at hand. Now, you can answer in the context of your previous org, what your management style was. 

Similar dissection of questions : 

  1. Do you like to code as a manager ? 

Tips for Answering Engineering Manager Interview Questions


Engineering Manager interviews can be tricky as there are not much resources out there. Here are few things to consider for the EM interview
  • Think, why are they actually answering this question.
    • What are the possible behaviors, qualities, situations, tradeoffs this situation is trying to cover
    • Depending on how I answer, what are the possible followups
  • Emphasize your accomplishment and impact in relative light so that the interviewer can benchmark it. Always think how would your director/VP weigh your team's impact against another team. 
    • You did 30 interviews last half to hire a team of 10. Put that in light of org average, how many does an average manager hire? 
    • Your team got 10% metric win, is it easy/hard with a team of x? Put it in relative light of another team. 
  • Also caveat answers saying that the EM job is to solve business and product problem. Different products and businesses have different problems, so you may not employ the same tactics there. You will calibrate the need and devise the right strategy. This answer is just representative of how you have solved certain problems only. 
  • Dont go into unnecessary details. That will beg more questions and lead to distraction not giving the interviewer enough signal. Revise your answers and keep them crisp. 
  • Behavioral questions can be explained using STAR(Situations, Tasks, Actions, Results) methodology.
  • ABS - Always be selling, but you need to come across as authentic. You need to have the technology, infra, scaling USP(Unique Selling Point) on your resume to justify your engineering complexity that you solved as an EM
  • If you dont have a story, dont say you dont know. Say that this is what you have seen other managers go through, and if you were in that situation, this is what you do based on those observations. This is an opportunity for you to demonstrate, how you would handle a unique situation that you havent faced as a manager before. 
If you are a manager who just finished interviewing, would like to hear about your experience in the comments. 

Friday, August 14, 2020

Problems with positional bargaining - negotiating to yes

Negotiating to yes - book summary


  • Standard strategies of negotiation often leave people dissatisfied, worn out or alienated - and frequently all three. 
  • Soft strategy : The soft negotiator wants to avoid personal conflict and so makes concessions readily in order to reach agreement. He wants an amicable resolution; yet he often ends up exploited and feeling bitter. 
  • The hard negotiator sees any situation as a contest of wills in which the side that takes the more extreme positions and holds out longer fares better. He wants to win; yet he often ends up producing an equally hard response which exhausts him and his resources and harms his relationship with the other side.
  • Other negotiating strategies fall between hard and soft. 
  • Principled Negotiation : It suggests that you look for mutual gains wherever possible, and that where your interests conflict, you should insist that the result be based on some fair standards independent of the will of either side. The method of principled negotiation is hard on the merits, soft on the people.

Real life examples

Why is America Winning


  1. Reserve currency in the world - dollar - can print any amount of it
  2. Military - can win wars and defend the dollar 
  3. Immigration - recruiting the best
  4. Silicon valley - ensures America is innovating and leading the future
  5. Capitalism - enables entrepreneurship and risk taking

Sunday, August 9, 2020

Conflict Resolution


Management is a lot of conflict resolution. Here is a framework to think about all possible kinds of conflicts that this job might entail
  1. Conflict with your manager
  2. Conflict with your manager's manager
  3. Conflict with your PM
  4. Conflict with your collaboration partner/stakeholder
  5. Conflict with a peer team's manager
  6. Conflict with your Tech Lead
  7. Conflict some engineer on your team had with
    1. Their Tech Lead
    2. Another engineer on the team
    3. PM
  8. Conflict regarding technical decision

Gold thesis


  • Negative real interest rates
  • Increasing money supply in the economy as the FED goes in with a bazooka
  • Dollar devaluation 
  • Probability of inflation in the near horizon
  • Chances of another shock to the stock market. Gold is the flight to quality trade
  • A lot of bad outcomes are still possible due to COVID (like bankruptcies)
  • Inflation in asset prices
  • Helps to diversify asset allocation (all weather portfolio)


Historically Gold prices almost doubled from 2008-2011 during the great financial crisis



FAANG PM vs Ivy League MBA

Target Audience
If you can get a FAANG PM role prior to an MBA, this post is for you. If you cannot get a FAANG PM role, MBA might be a good platform for you to start with.

FAANG PM

Pros

  • Level 3-5 can land somewhere between 300-500k a year. This could lead to half a million to a million dollar payout in a couple of years.
  • Lead products with significant revenue/user impact in the FAANGs
  • Grow silicon valley network
    • Network with the smartest directors/VPs in the valley. Current high ranking FAANG executives are tomorrow's startup founders, thats how the valley ecosystem works. 
    • Network with some of the smartest tech talent in the FAANGs who you can hire for your future startup. Access to top talent is crucial for startup success
  • Jumpstart your career without spending 2 years in B-school and ending up in debt
  • Gain valuable equity through FAANG refreshers

Cons

  • VCs networking may still be hard to come by as a FAANG PM

Ivy League MBA

Pros

  • Build a more diverse network from all backgrounds and all kinds of industries
  • Get more wider set of career options and at least one internship to be experimental without committing

Cons

  • Opportunity cost in terms of $$, network, silicon valley life; not worth it if you have FAANG offers
  • 200k debt
  • MBA job hunting may be hard as batch sizes can be pretty big - 900 at Harvard. If you are already an engineer or PM in a second tier tech company, there may be alternative and cheaper routes to FAANG
  • MBAs may be looked down upon in some tech circles. It may be a liability rather than an asset. In some of the older companies it may be the other way round. 

Wednesday, August 5, 2020

Anxiety and Leadership

If you can understand your own self efficacy around being anxious, you are more able to take a step back and observe the reactions. You can be a powerful communicator when you tune into signals and dynamics in room. You listen more, and that’s a great leadership skill.
Anxiety is part of life and certainly part of a high achiever’s life. To achieve, you need to take risks, push yourself, and drive toward a goal, and anxiety is inherent to this process. It’s really about your reactions.

Sunday, August 2, 2020

How to get better at re-orgs

Goal of a re-org

When the business/product goals change, management resorts to re-orgs to re-align personnel in the organization to the newer business/product goals.

Classifying re-orgs

  1. Management churn : happens when there is a leadership change, some manager leaves the org. This is often the final symptom that is visible to engineers. The root cause is often different, most likely due to disagreement over direction/strategy which may not come out clearly.
  2. Business changes : if some part of the business/product gets de-prioritized over other. 
  3. Early stage organizations : Early stage startups or organizations have often not figured out product market fit. Hence, they are frequented by strategy changes because of new learnings that invalidate some of the original assumptions.
  4. Dying organizations : Dying organizations go through re-orgs often too. A dying organization often has declining talent pool, losing business which leads to a vicious cycle. They try out strategies, which don't work out and the business keeps declining, leading to more iterations and more re-orgs. These are the re-orgs that lead to death by a thousand cuts.
  5. Followups from a bigger re-org. These are like aftershocks from a big earthquake. 

How to better anticipate re-orgs

  1. Engineering managers and directors should anticipate the dimension of change that might be coming : business, product, life-cycle, leadership change. 
  2. Strong and early networking along with good organizational understanding can help them anticipate re-orgs. 
How to execute re-orgs better
  1. Re-orgs : Organization = Refactoring : Code
  2. Similar to code, there are anti patterns in an organization, some of which are listed above. 
  3. Before executing a re-org it is important to list all the options, all the people and project tradeoffs.
  4. Often times, there is no right answer. The key is to reduce the blast radius and setup the organization for future success.
  5. Hence, it is very important to clearly outline the goal of the reorg, what a short term/ medium term success state for the organization looks like. 
  6. People are a key part of the re-org and it is important to involve as many stakeholders as possible. The key here is to neither over-index or under-index on people. It involves them so make sure people are comfortable. At the same time, don't over optimize for a handful and lose track of the original goal. 



Books I am reading