In this episode, we talk to Mark Kinsella, the VP of Engineering at Opendoor, a real estate company in California, about entrepreneurial engineering. He also discusses the four key components of culture in a firm and provides ways on how you can empower your teams to be more productive.
In this episode, we’re kicking off a series where we will be diving into the four key drivers of great engineering managers. I talk to Seth D. Scheilz, Professional Engineer at Black & Veatch in Kansas City, about the first of these four key drivers: providing your team members with engineering career growth opportunities. Seth tells us about the things that he has done to facilitate the growth of the teams he has managed in his career.
The four key drivers of successful engineering managers, based on research we have conducted at the Engineering Management Institute, through the design of an diagnostic tool we are building called the CMAP (Current Management Ability Potential) Diagnostic Tool include:
C: Career Growth Opportunities
M: Management Style that’s Inclusive
A: Ability to Manage Projects
P: People or Interpersonal Skills
Here Are 3 Points to Consider When Providing Engineering Career Growth Opportunities to Your Team:
How to Use the PSI Framework is a guest post by Nader Mowlaee
PSI stands for more than just “pounds per square inch” when inflating tires. It also stands for a meaningful way to enhance your value to a potential new or existing employer, especially during job interviews.
The PSI framework is also a great method you can use on the job to sell a project, product or idea to just about anyone. It’s an amazing tool to convince engineering leaders and managers that there is a problem needing to be addressed and that your solution is the best way to fix the issue.