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In college I learned about chaos theory, sometimes called the butterfly effect, in which small differences in an initial condition result in divergent outcomes in dynamic systems. In layman’s terms, my fellow students and I were fond of saying that when a butterfly flutters its wings over your head, the repercussions will be felt, eventually, on the other side of the world.
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The graphic of the double rod in the link below demonstrates how, by releasing the rods more than once, many iterations of the drawing will appear, resulting in a multitude of graphical outcomes with the same rods.
When I was a student, it was fun to think about how my actions could affect not just my peers in school, but also others many times removed from my classroom or dorm. And now, as an adult, I can see how intensely my actions affect others—especially in the workplace.
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...but how to you find and hire a good manager.
I think few people will disagree that good managers make people more productive, but how do you hire one? Promoting someone from within the organization, who does not currently manage anyone, may be a mistake. This person may not be a good manager, due to inexperience or lack of training. Or you could hire someone from outside the organization who has management experience. This person may have the experience you are looking for, but this does not necessarily make them a good manager. (Anyone who has seen a bad manager can attest to that.) So what questions do you ask them, or what do you look for, that will indicate that they are going to be a good manager?
Finding Good Managers
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