This question, often the interview opener, has a crucial objective: to see how you handle yourself in unstructured situations. The recruiter wants to see how articulate you are, how conﬁdent you are, and generally what type of impression you would make on the people with whom you come into contact on the job. The recruiter also wants to learn about the trajectory of your career and to get a sense of what you think is important and what has caused you to perform well.
There are many ways to respond to this question correctly and just one wrong way: by asking, “What do you want to know?” You need to develop a good answer to this question, practice it, and be able to deliver it with poise and conﬁdence.
The right response is twofold: focus on what interests the interviewer, and highlight your most important accomplishments.
“Remember this sentence, tape it to your monitor, tattoo it on your wrist: You don’t have to ‘feel like’ doing something in order to do it.”
“When I manage to remember that, I’m no longer sidetracked by trying to get into the right frame of mind for daunting projects. Don’t beat yourself up for procrastinatory feelings. Just feel them, and simultaneously direct your limbs to do the work.”
"You’re looking for what is that unique insight, that point of view, that thing that no one else sees. If you can create a conversation where that can really come out, and can give them the comfort to put as much of themselves out on the table as possible, you learn a lot more about them."
“It’s a fact; some people won’t understand your vision. Some people will think they’re being helpful by telling you to give up. At the same time, mentors will never be more important in your career than they are right now. Mentors help us look at problems differently, and see things in us that we can’t see ourselves.”
"Big data is going to make us all healthier. What kind of diet should certain people be on? Are there things people are doing that make them really high-risk for cancer? There’s a whole group of people who are 100-plus and have no disease. Why?”
—Anne Wojcicki, founder and CEO of genetic-testing startup 23andMe, has two goals: bringing the power of genetic testing to everyday consumers so they can better manage their own health care, and using the aggregated data from those tests to help doctors, scientists, hospitals, and researchers discover new cures for diseases that emanate from troublesome genetic mutations. We spoke to Wojcicki about her plans to revolutionize DNA testing
Trying to explain a panic attack to someone for whom anxiety is not an issue is like speaking in a foreign language. You really think your world is caving in. You’re going to have a heart attack. And no matter how many times it happens, it still feels like the world is falling out from your butt every. Single. Time.
So what are you supposed to do when it drifts into your work life and career? I’m lucky in that when I started my own company I had to pitch myself and my services constantly. Doing the things that scare you more often makes them less scary.
According to the Economic Policy Institute, in 2012, average CEO compensation among the 350 largest U.S. public companies was $14.1 million (including income from options), which was a 12.7% increase on 2011, and 37.4% jump over 2009.
Some economists explain this higher-than-the-highest phenomenon by saying that CEOs’ jobs are becoming more difficult, and that they therefore should be paid better. But the EPI favors a different explanation: that CEOs hold the reins of their organizations and can win the compensation that suits them.
An intimate portrait of the world’s most famous CEO, Mark Zuckerberg.
But the moment belonged first and foremost to Zuckerberg, who for years has had his own identity problem: “boy CEO.” Young, arrogant, and awkward—no one believed that Zuckerberg could survive the adult swim of real business, and thanks to his depiction in The Social Network, some folks will forever see him as the fatally flawed psychopathic robot nerd looking to steal your code, your personal data, your girlfriend. “I don’t think about it … much,” he once told me when I asked him how he handles all the noise, measuring his words as he always does. “I understand why people need to have these dialogues, to ask these questions. We have so much to do here, we don’t think about it if we don’t have to.”
Among China’s female workforce in managerial positions, 19% hold the title of CEO, according to the Grant Thornton Business Report released this week. That’s 10% higher than averages in Europe and 14% higher than averages in the United States, according to the report.
Thailand came in first at a whopping 30% of female managers holding the title of CEO and Taiwan came in third at 18%, pointing to a possible emerging trend in Asia for women to more routinely hold the position of CEO. (The exception is Japan, where only 8% of senior managers are women.)
Also of note is that of the companies that employ women in senior positions, 69% work in financial departments, not the so-called softer area of human resources.
"With China becoming an economic powerhouse, its society offers more opportunities for women’s development," said Xu Hua, chairman of Grant Thornton Jingdu Tianhua.
Women in China also make up half of the University student population and 34% of senior management, a 3% increase from two years ago. In the rest of the world, the number of women in senior management positions has actually decreased, from 24% in 2009 to 20%. With Asia increasing in global stature and as the region is increasingly willing to try different approaches in business and innovation, out of sheer competition with the West, the emergence of women may become the new trend.