Harvard Business Review’s Post

The most competitively innovative companies have a tolerance for failure. But they don’t have a tolerance for incompetence.

While your interviewers have what you want (a job) you also have what they need (skills and expertise). When you express your true opinions, you ensure that both sides know what they’re getting.

“If you trusted an individual enough to hire them, you also should trust them enough to get work done when and where they prefer.”

Think accomplishments, not responsibilities. Tangible, concrete examples will get hiring managers' attention.

Vitriolic, punitive, negative — the kinds of leadership we find appealing.

How companies can truly realize their full potential.

“It’s essential to take a more strategic approach, understanding which additional skill sets and capabilities will truly add value to the team and organization — both now and in the future.”

"When your boss gives you feedback that’s constructive or even slightly less critical than usual, acknowledge it."

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Playing to your strengths is great advice. But when you suffer a career setback, it’s rarely because of something you’re doing well.