Tag: self-improvement

Book: Marina Pereskokova “Mom, I’m a Team Lead!”

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This year I’ve been reading fewer books on professional topics, but the ones I do read I choose very carefully. I didn’t pick up Mom, I’m a Team Lead! right away: first I listened to colleagues’ feedback, then I looked into what other readers were saying about it. And only after that did I decide it was worth reading myself — because the topic of growing from an individual contributor into a manager has always interested me. I myself spent a long time trying to sit on two chairs at once, until I finally moved fully into “pure” management (although I still don’t shy away from working with my hands when there’s no other choice).

The main goal the author set for herself in this book is to show how any manager needs to grow — starting almost from the very first steps, when just yesterday you were simply an executor (even a highly skilled one), and today you’re already responsible for other employees in the company. Marina breaks down the main fears and typical mistakes along this path. And that alone is extremely valuable, because not every young manager is lucky enough to have a good mentor who can help them deal with such fears and challenges.

I have to admit, though, that at first I reacted somewhat skeptically when Marina mentioned that she gained virtually all of her experience (10 years) in a single company with a single culture — one she was clearly very lucky with. Because she was genuinely fortunate: she had a manager who helped her grow, and the team relationships were built according to healthy rules, judging by her descriptions. But the harshest school of management is learned when things aren’t so rosy. And the lack of such tough experience is felt a bit in the book, because it’s easy to act “correctly” and “by the book” when the company and leadership allow you to. You need to be even more prepared to grow and solve problems in situations where circumstances make that much harder.

Of course, one might say: “Why work at such a company? Go find another!” But that’s not always possible — the job market doesn’t welcome everyone with open arms, especially young and inexperienced managers. And besides, there are no ideal companies in the world. There are better ones and worse ones, and far more of them will be not quite what you’d like (I personally believe that if all companies were ideal, strong managers would barely be needed at all). And finally — the harsh school gives you far more problem-solving skills, meaning you’ll be fully capable of working even in good conditions later on. But the other way around? That’s far from guaranteed.

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Hiring: My Approaches

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Somehow, over the years, although I’ve mostly been an IT manager, I’ve become something of a go-to person among HR and recruiting professionals. Probably because every manager needs to know how to hire the right specialists for their team.

For a few years now, I’ve been actively recommending the book “To Hire or Not to Hire?“ by Konstantin Borisov. It’s concise and very clear, covering most hiring-related topics in our field.

That said, there are a number of points that often don’t get the attention they deserve—and I’ve promised more than once in various discussions to eventually share my own approach. It seems that time has come.

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Bad/good manager

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Since my school years, I’ve wanted to start some kind of business. I tried myself in various roles while simultaneously working as an ordinary developer. Although I spent more than half of my 30 years in IT in GameDev, over these years, I also had the opportunity to work in other interesting fields: educational apps, enterprise software, the semiconductor industry, and a bit in banking and telecommunications.

At some point, I realized that not everything I did turned out great.

Initially, I was upset, realizing that I wasn’t as strong in creativity or in coming up with crazy ideas and inspiring people with them. This is precisely what a leader of the inspirational type excels at (Adizes, in his framework, refers to such people as entrepreneurs).

But then I reflected on what I had done well over these years and what truly resonated with me. And I realized that my strength lay elsewhere. So, I began to develop in that direction. Over time, the list became clearer: I am good at production, evaluating and building effective teams, working with people, negotiations, operations, and administrative tasks. In other words, I am a very good “right-hand man” to a CEO, who is usually the one generating ideas and acting as the driving force. I, on the other hand, am more inclined toward the pragmatic work of “making it all happen.” This role in many companies is often gathered under the COO title or split between the CPO and COO.

And when I understood this, my career and self-esteem took off. Yes, I’m not much of an idea generator. But without people like me, even the best ideas might never be realized.

It’s impossible to be the best at everything; you need to find your strengths, the ones that interest and energize you, and develop them. The key is not to get complacent, not to stop at what you’ve achieved, and to keep learning, always asking yourself, “Am I doing everything right, and could it be done better?” Of course, here you need to guard against two well-known pitfalls. The first is perfectionism (because things can always be improved, but sometimes you need to stop and release a good product rather than chase an unattainable ideal). The second is self-doubt (when you start thinking that you haven’t done enough and that someone else could have done it better. Maybe so, but that person isn’t here, and you’re the one leading the project).

So don’t be discouraged if something doesn’t work out. Find what drives you, what you’re valued for. It’s better to become strong in that than to try to excel at everything. Even Gaius Julius Caesar, who according to legend could multitask like no other, didn’t end up too well. 😉

LinkedIn: Tips for Managing a Professional Profile

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I frequently hire employees, so I decided to share my experience on what I pay attention to. LinkedIn is the de facto leading global resource where people publish their CVs. Therefore, I will review resume formatting based on this resource.

There are countless guides and courses on how to properly format your LinkedIn page to get noticed and hired. I can’t say that there is only one right way. Instead, I’ll describe how I look at the profiles of people who catch my interest or potential candidates.

Let me emphasize that this is my personal opinion, based on three pillars:

  • Personal experience in hiring
  • Common sense
  • Advice from fellow recruiters, especially Tatsiana Malinouskaya, arguably the best recruiter I’ve ever worked with

So, let’s go step by step. Any profile consists of several sections, so let’s briefly discuss each.

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Book: Timur Aslanov “I Know What to Tell Them”

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On the recommendation of a good acquaintance, Anton Vert, I read Timur Aslanov’s book I Know What to Tell Them. In the blurb, the author promises to explain how to deal with negative comments about you, your company, and your products online. To do this, he introduces the concepts of the “Light Knight” and the “Dark Knight.” The latter is ready to act tough, respond rudely, and wipe out comments he doesn’t like. However, the greatest benefit comes from the “Light Knight,” who constantly monitors his emotional intelligence and knows how to respond to the substance rather than the tone.

My direct work has never involved responding to user comments; more often I’ve been on the other side of the barricades — and I’ll admit that at times I can be overly emotional in voicing my criticisms. Still, I’ve always tried not to stoop to personal attacks or mudslinging just for the sake of it.

At the same time, I’m active on social media, I have my own blog, and sometimes my position or certain statements can provoke negativity — both from subscribers and from people who just happened to drop by. So I was curious what exactly Timur Aslanov might advise, especially after such a strong recommendation from someone I know.

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Book: Allison Schrager “An Economist Walks Into A Brothel”

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Tell me—how can you possibly pass up a book with the title An Economist Walks Into A Brothel? And on top of that, it promised to talk about risk management. So I couldn’t resist. True, from the title you expect to learn about risks of a very different kind, but still…

In reality, the book is meant to explain the risks in our lives through examples of how people in completely different professions deal with them. And yes, the book starts with a description of how one of the largest brothels in Nevada operates: what risks sex workers face, and how a legal brothel helps address them compared to freelance sex workers.

I have to admit, it’s a genuinely unconventional approach, and Allison Schrager—who specializes in working with risk—managed to attract a lot of readers that way.

And besides sex workers, her examples include paparazzi, a professional poker player, surfers, horse breeders, and even the military. Using those examples, Allison tries to show both what risk is in itself and different sides of dealing with it, including insurance and hedging.

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Book: Egor Yatsenko “IT Recruitment”

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In recent years I’ve been reading quite a lot about hiring specialists, and I find it interesting to look at the topic from both sides. I interview candidates myself, and I’m constantly trying to get better at it. At the same time, when reading books about hiring, I always try to recall how I was interviewed, how I behaved as a candidate, and what I liked or disliked about the people doing the hiring.

About a year ago, Alpina released a new book on IT recruitment. I wasn’t familiar with the author, Egor Yatsenko, but the reviews were generally quite positive, so it would have been a shame not to pick it up.

With this kind of literature, though, it’s always important to understand the qualifications of the “trainer.” Egor Yatsenko is the co-founder of the recruitment agency Wanted: Profi, which specializes in hiring for the IT sector. In addition, he’s well known as a frequent speaker at various industry conferences, regularly giving talks, and he’s also involved in teaching sourcing (a professional term that essentially means targeted candidate search across different platforms).

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Book: Patrick Lencioni “The Truth About Employee Engagement”

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Among some of my colleagues, it became fashionable to poke fun at Patrick Lencioni, since at one point he was practically turned into a cult figure. Nevertheless, I “got hooked” on his books from the very first one I read — a book I’ve now gone through almost three times. And all the others consistently earn the highest praise from me as well. For me, he’s probably business author number one — the writer whose books every manager should have on their desk.

In his book The Truth About Employee Engagement: A Fable About Addressing the Three Root Causes of Job Misery, written in Lencioni’s signature genre of the business fable, Patrick touches on the topic of job satisfaction.

All of us work in one way or another. And those who don’t “go” to work are most likely doing work at home: taking care of children, feeding the family, keeping things in order. That’s work too.

And sometimes people don’t even realize how sick and tired they’ve grown of their daily routine, how reluctant they’ve become to deal with it. A lack of motivation leads to falling engagement, productivity, and proactivity. And it’s unlikely that any leader wants their team — and their product — to be, at best, mediocre, if not outright sliding into a hole.

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Book: Mark Manson “Models: Attract Women Through Honesty”

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Eight years ago, blogger Mark Manson explained to the whole world that living with a sense of not giving a damn is actually the best option — even an art. No need to stress about things. Later, he developed this idea further, clarifying that if you’re still stressing, then it’s absolutely pointless, because really “Everything Is F*cked.”

However, he began his writing career with completely different topics: he explained to men how to properly land a woman. What for many years has been called pickup in the pickup artist community, though in his advice he went much further. Later he slightly reworked this book.

Since I liked his writing style in the first two books, I decided to read this one as well — though to be honest, the subject doesn’t concern me much these days, when I have a wife and five children. But it turned out that the book is not at all what you would expect from its title and annotation.

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Books Worth Reading (2017–2022)

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I am sometimes asked which books I would recommend reading. For the blog, this is generally not difficult — it’s enough to open all posts with the tag “I-recommend.” But since it’s been almost five years now since I revived my blog and began writing about the books I’ve read, I decided to put together a selection of non-fiction books I’ve read during this time that fall into the category of “you must read them.”

I have already written detailed reviews of all these books, so this time I’ve selected only the very best, grouped them by topic. For each book I give only brief recommendations on why they are worth reading, but you can always open the link to the full review. I hope this will be useful to someone. So, let’s begin.

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