Position : Shooting guard
Nickname :"Air Jordan", "His Airness"
Height : 6 ft 6 in (1.98 m)
Weight : 216 lb (98 kg)
Nationality : United States
Born : February 17, 1963 (age 44)Brooklyn, New York City
College : North Carolina
Draft : 3rd overall, 1984Chicago Bulls
Pro career : 1984–1993, 1995–1998, 2001–2003
Former teams : Chicago Bulls 1984–1993, 1995-1998Washington Wizards 2001–2003
Awards
ACC Men's Basketball Player of the Year (1984)
USBWA College Player of the Year(1984)
Naismith College Player of the Year (1984)
John R. Wooden Award (1984)
Adolph Rupp Trophy (1984)
NBA Rookie of the Year (1985)
NBA Defensive Player of the Year (1988)
NBA MVP (1988, 1991, 1992, 1996, 1998)
NBA Finals MVP (1991, 1992, 1993, 1996, 1997, 1998)
NBA's 50th Anniversary All-Time Team (1997)
2000 ESPY Athlete of the Century2000 ESPY Male Athlete Decade Award (1990's)
2000 ESPY Pro Basketballer Decade Award (1990's)
2000 ESPY Play of the Decade (for his right to left-handed scoop shot against Lakers in the 1991 Finals)
Thursday, July 5, 2007
Michael Jordan
Michael Jordan Top 10 Dunks
Wednesday, July 4, 2007
Before Interview
An interview is an opportunity to put your best foot forward before a prospective employer. In my earlier features, I gave you some sample answers to possible interview questions.
Unfortunately, most candidates do not indulge in any introspection before going for an interview. While it's important to prepare for common questions from the interviewer, here are the top six questions you need to ask yourself before showing up for any interview.
1. What are your skill sets and how do they apply to the job?
Almost 80 per cent of the candidates cannot identify and/ or describe desirable skills.
A typical question is, "What are your three greatest strengths?" Be ready with answers that include an example or brief experience to illuminate your point. Use specific examples to highlight your accomplishments.
Explicit numbers, results and outcomes give a better description of your accomplishments than subjective statements. You could talk about your action-oriented nature helped the company meet a client-imposed deadline in your last job.
2. Are you a problem solver?
Again, 90 per cent candidates cannot answer 'problem' questions.
You should be able to tell the interviewer why they should hire you and what the company will miss out on if they do not hire you. Show your ability to think logically and demonstrate problem-solving capabilities by asking questions and analysing the information given to you.
3. Have you researched the prospective organisation?
Most candidates do not research companies for information and the problems they are facing. You should develop your own tactful suggestions for solutions without appearing to be a 'know-it-all.'
Read trade magazines to learn more about the specific industry. You could also visit the company's website to get first hand information about their products/ services.
Knowledge about the domain and the company shows the interviewer you are interested. It also demonstrates initiative on your part.
4. Would you hire someone like yourself for the job?
A lot of candidates have attitude problems. Most attitude problems come from fear, but show up as defiance.
Hiring managers want candidates who they can train and rely on, not ones with inability to take instructions or feedback.
Be honest to yourself and keep your eyes and ears open. If your friends always complain about your indecisiveness or poor listening skills, now is the time to pay attention and take some corrective action. If unattended, these can become roadblocks in your career.
5. Can you communicate clearly and with conviction?
A lot of candidates give a negative impression by performing poorly during the interview.
Speak up, speak clearly, make eye contact and use facial expressions.
The first impression you make on the interviewer depends primarily on your communication skills. If you can't get the interviewers' attention in first few minutes, they won't really give you a chance to demonstrate your technical know-how or knowledge.
Ask your potential employers for feedback every time you attend an interview.
6. Can you stay from cribbing and complaining?
Most candidates complain about past employers or bring up personal information. Perhaps it was not your intention to complain or reveal information, but you honestly answered the beguiling 'entrapment' question of "Tell me a little bit about yourself."
Caution! Stay focused on the job interview with answers about your experience, education, skills, and success. Be positive and, remember, never say anything bad about a former employer or give unnecessary details about how your last job ended.
Any employer would love to hear about how you took responsibility for your actions and learnt from your mistakes.
If you left your last job under less-than-ideal circumstances, don't lie about it. A background check would reveal the truth anyway. Make sure the interviewer understands what happened to cause you to leave your last job was the exception, not the rule.
An honest introspection is critical to your success in an interview. So, put on your thinking cap and impress yourself before you impress a potential employer.
Unfortunately, most candidates do not indulge in any introspection before going for an interview. While it's important to prepare for common questions from the interviewer, here are the top six questions you need to ask yourself before showing up for any interview.
1. What are your skill sets and how do they apply to the job?
Almost 80 per cent of the candidates cannot identify and/ or describe desirable skills.
A typical question is, "What are your three greatest strengths?" Be ready with answers that include an example or brief experience to illuminate your point. Use specific examples to highlight your accomplishments.
Explicit numbers, results and outcomes give a better description of your accomplishments than subjective statements. You could talk about your action-oriented nature helped the company meet a client-imposed deadline in your last job.
2. Are you a problem solver?
Again, 90 per cent candidates cannot answer 'problem' questions.
You should be able to tell the interviewer why they should hire you and what the company will miss out on if they do not hire you. Show your ability to think logically and demonstrate problem-solving capabilities by asking questions and analysing the information given to you.
3. Have you researched the prospective organisation?
Most candidates do not research companies for information and the problems they are facing. You should develop your own tactful suggestions for solutions without appearing to be a 'know-it-all.'
Read trade magazines to learn more about the specific industry. You could also visit the company's website to get first hand information about their products/ services.
Knowledge about the domain and the company shows the interviewer you are interested. It also demonstrates initiative on your part.
4. Would you hire someone like yourself for the job?
A lot of candidates have attitude problems. Most attitude problems come from fear, but show up as defiance.
Hiring managers want candidates who they can train and rely on, not ones with inability to take instructions or feedback.
Be honest to yourself and keep your eyes and ears open. If your friends always complain about your indecisiveness or poor listening skills, now is the time to pay attention and take some corrective action. If unattended, these can become roadblocks in your career.
5. Can you communicate clearly and with conviction?
A lot of candidates give a negative impression by performing poorly during the interview.
Speak up, speak clearly, make eye contact and use facial expressions.
The first impression you make on the interviewer depends primarily on your communication skills. If you can't get the interviewers' attention in first few minutes, they won't really give you a chance to demonstrate your technical know-how or knowledge.
Ask your potential employers for feedback every time you attend an interview.
6. Can you stay from cribbing and complaining?
Most candidates complain about past employers or bring up personal information. Perhaps it was not your intention to complain or reveal information, but you honestly answered the beguiling 'entrapment' question of "Tell me a little bit about yourself."
Caution! Stay focused on the job interview with answers about your experience, education, skills, and success. Be positive and, remember, never say anything bad about a former employer or give unnecessary details about how your last job ended.
Any employer would love to hear about how you took responsibility for your actions and learnt from your mistakes.
If you left your last job under less-than-ideal circumstances, don't lie about it. A background check would reveal the truth anyway. Make sure the interviewer understands what happened to cause you to leave your last job was the exception, not the rule.
An honest introspection is critical to your success in an interview. So, put on your thinking cap and impress yourself before you impress a potential employer.
Tuesday, July 3, 2007
Sunday, July 1, 2007
Your future Boss
People don't leave organisations; they leave their bosses.' This is an old cliche. According to a survey, almost 71 per cent of employees look for new jobs because of problems with their bosses. A recent Gallup survey of over 1,000,000 employees found that, if a company was losing good people, the biggest reason was their immediate supervisors.
What makes it ironical is that, more often than not, it is your future boss who ends up taking your final interview. And while they try and understand the way you fit in with their teams, it is your responsibility to understand their management style as well. So, when you get an opportunity to turn the tables on them, here are some questions you must ask.
1. What are your key expectations from team members?
Often, as an answer to this question, most supervisors start by describing traits demonstrated by their favourite employees in the team. This can be a great clue to understanding what it is going to take to get into your boss's good books. If your boss-to-be says he wants team members to take initiative and perform independently, you know he is not going to micromanage and breathe down your neck everyday. If he says that they expect team members to 'go the extra mile' and work hard, you will spoil your impression by trying to sneak out of office early every day.
5. What does it take to succeed in a role like this?
This question will help you achieve two things. First, it will help you understand the standards your boss expects you to meet. Second, you will come across as someone who is keen on succeeding. You must also ask how success is measures in the team as it depends on a boss's managerial style. For instance, if it's a sales oriented position, will you be rewarded only for exceeding sales, or are there rewards for customer satisfaction, teamwork etc? Try and get specific answers from the employer, as this will be an indication of where you should focus your energies if you intend to take up the job.
3. Could you tell me more about the composition of the current team?
What you are really asking your boss-to-be is to describe the people in his team. This is a great question to check his or her people skills. You will find out if he or she invests enough time in knowing the team well. Watch out for what is said. Is there pride when he or she speaks about the team? Does the boss know a lot about the team members? Often, a good boss will take pride when describing his or her team, and this will reflect in the tone and enthusiasm. You don't want to work for someone who hardly bothers to connect with you as a person.
4. What is your personal management style?
Ideally, you would want to know the boss's problem-solving approach and the way he or she manages people and resources. Does the boss have a hands-on approach or prefer to delegate responsibilities? He or she may like to take charge and be in control all the time, or may trust the team completely and simply supervise. This is important to know or you may mistake the boss's enthusiasm to help you as interference with your work.
5. What has your experience with the company been like so far?
This is a tricky question, as almost every boss will try and give you a positive response. You need to watch out for body language, tone and overall attitude while they describe their experience. If they show indifference or give you a lukewarm response, it is an indication that what they say is just an attempt to get you into the organisation. If they have a smile on their faces and enjoy describing their experience, you shouldn't have any hesitation about working for them.
Even a great job can turn into a bad experience if you don't get along with the person you work for. Asking the right questions at the interview will save you from nasty surprises later.
What makes it ironical is that, more often than not, it is your future boss who ends up taking your final interview. And while they try and understand the way you fit in with their teams, it is your responsibility to understand their management style as well. So, when you get an opportunity to turn the tables on them, here are some questions you must ask.
1. What are your key expectations from team members?
Often, as an answer to this question, most supervisors start by describing traits demonstrated by their favourite employees in the team. This can be a great clue to understanding what it is going to take to get into your boss's good books. If your boss-to-be says he wants team members to take initiative and perform independently, you know he is not going to micromanage and breathe down your neck everyday. If he says that they expect team members to 'go the extra mile' and work hard, you will spoil your impression by trying to sneak out of office early every day.
5. What does it take to succeed in a role like this?
This question will help you achieve two things. First, it will help you understand the standards your boss expects you to meet. Second, you will come across as someone who is keen on succeeding. You must also ask how success is measures in the team as it depends on a boss's managerial style. For instance, if it's a sales oriented position, will you be rewarded only for exceeding sales, or are there rewards for customer satisfaction, teamwork etc? Try and get specific answers from the employer, as this will be an indication of where you should focus your energies if you intend to take up the job.
3. Could you tell me more about the composition of the current team?
What you are really asking your boss-to-be is to describe the people in his team. This is a great question to check his or her people skills. You will find out if he or she invests enough time in knowing the team well. Watch out for what is said. Is there pride when he or she speaks about the team? Does the boss know a lot about the team members? Often, a good boss will take pride when describing his or her team, and this will reflect in the tone and enthusiasm. You don't want to work for someone who hardly bothers to connect with you as a person.
4. What is your personal management style?
Ideally, you would want to know the boss's problem-solving approach and the way he or she manages people and resources. Does the boss have a hands-on approach or prefer to delegate responsibilities? He or she may like to take charge and be in control all the time, or may trust the team completely and simply supervise. This is important to know or you may mistake the boss's enthusiasm to help you as interference with your work.
5. What has your experience with the company been like so far?
This is a tricky question, as almost every boss will try and give you a positive response. You need to watch out for body language, tone and overall attitude while they describe their experience. If they show indifference or give you a lukewarm response, it is an indication that what they say is just an attempt to get you into the organisation. If they have a smile on their faces and enjoy describing their experience, you shouldn't have any hesitation about working for them.
Even a great job can turn into a bad experience if you don't get along with the person you work for. Asking the right questions at the interview will save you from nasty surprises later.
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