Interview on The Pakistani Spectator blog

I had been interviewed for old media before, but I just completed my first blog-focused quiz with The Pakistani Spectator (my interview is here).  Thanks to Ms. Ghazala Khan for asking, arranging, and conducting the interview.

It’s a group blog that is true to its tag-line — A Candid Blog — with tons of contributors with views and topics across every part of the spectrum.  An interesting exercise in free speech, warts and all.

Of course, I’ve really moved up in the world…back in the day, most of my interviews started something like this:

You have the right to remain silent…  ;-)

Travel Tip — Don’t trim facial hair when jet-lagged

Yes, this AM your humble correspondent has humbled himself further.  I went to trim my Van Dyck, oops, it isn’t there anymore.  I’m clean-shaven again, sporting a look I haven’t sported for a while.  Here’s a pic from my younger, more rabble-rousing days.

I guess this is two travel tips in one.  First, don’t trim your facial hair when jet lagged because, second, you’ll likely forget to check the trimmer setting!  One pass with the trimmer and I knew the sucker was doomed…

It will grow back fast, thankfully, so I’ll be back to my old hirsute self soon, though!  Much better look, don’t you think?

Video from pics at

Here’s a cool Web 2.0 site — — that let’s you create a video from jpg, gif, etc. It took me about 30 minutes to pull together a few family pics, select some canned music (I could have uploaded an mp3), and voila!

Curious what folks think…

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Your Platform-as-a-Service Racing Form

Well, not really, but Charles has next best thing: a strong post Handicapping PaaS.  If you’re into noodling about the future of the on-demand “great game,” it is worth a close read. 

Go to the comments as well, some good back-and-forth as well as my take (comment five).

Gestión del conocimiento para los niños

Lo siento, Miguel, me olvidé de este Powerpoint…

New Poll — Corner Cutting in Project Management

Inspired by a post on Sharp End Training’s blog (here), my post (here), and a comment by PM Hut

FYI, moved to right sidebar

Heading to Shanghai…posts may be sparse for a few days

I’ve been able to leverage the miracle of scheduling posts, but I’m not sure I’ll be able to stack up enough interesting material before I head to Shanghai. blogs are blocked in China so I’ll likely only have intermittent access to my blog.

I hope it doesn’t get too dark in here while I’m gone :-)

Knowledge Management for Kids

I had forgotten about these slides from our project debriefing tool and process rollout.  Just in time for summer vacation, here is a beach-related lesson learned from my son…

Has the key to room temperature superconductivity been found?

Nothing to do with project, program, portfolio, leadership, or any or type of management.  Just a very cool potential advance in superconductivity, which I’ve followed for years (here).  Cambridge researchers have been able to peer inside superconducting materials, which apparently was an issue.  As the lead author notes:

An experimental difficulty in the past has been accessing the underlying microscopics of the system once it begins to superconduct. Superconductivity throws a manner of ‘veil’ over the system, hiding its inner workings from experimental probes.

Now we can directly observe the location and characteristics of the structures — so-called “doped holes” — that support room temperature superconductivity. 

Superconductivity holds great potential for energy conservation (here), so practical applications of advances in this field won’t go begging.

Embedding Employee Engagement in your processes

Mike King at Learn This has a fairly long post on promoting employee engagement (here) — one last Hat Tip to the PM Blog Carnival (here).  I liked the thoughts in this passage especially:

Make it Part of The System … In order to ensure that employee engagement is something that gets attention, is measured and has various methods contributing to it, its important that it is part of a system. Not many things work on their own in business and its important to look at ways to embed it into the business practices….  [T]here are always examples where individuals do things right, but unless its fixed at a larger scale, it doesn’t become cultural or lasting…  The more ingrained it is into the system, the more likely employee engagement will expand and retain itself as part of the culture in the workplace. [emphasis mine]

This insight is often missed by human resources and other professionals focused on employee development.  Too many of these colleagues see their practices as somehow set apart from the rest of the business or they don’t have enough commercial experience to do so effectively.  Line managers and HR partners should collaborate to embed employee engagement practices into the way their firm works.

Finally, I should acknowledge Jose DeJesus’s post on employee motivation (here).  One could do worse than to pay heed to his five steps:

1. Listen to your employees.
2. Acknowledge your employees’ achievements.
3. Help your employees develop their own communications skills.
4. Encourage your employees to grow into new roles and take on additional responsibility.
5. Set a Good Example.

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