• "Cracking the PM Interview: How to Land a Product Manager Job in Technology"
• "The Product Manager Interview: 164 Actual Questions and Answers"
• "Decode and Conquer: Answers to Product Management Interviews"
• "The Lean Product Playbook: How to Innovate with Minimum Viable Products and Rapid Customer Feedback"
• "Swipe to Unlock: The Primer on Technology and Business Strategy"
• "In the Plex: How Google Thinks, Works, and Shapes Our Lives"

Other great books

• Rise above the noise
• Interview math
• Thinkertoys
• Mobile UI design patterns
• Web UI design patterns

Free stuff

• 90 Product Manager Interview Questions
• sample questions and answers
• thepminterview.com
• Interview Preparation
• ‘The Art of Product Management’

Free stuff

• Cracking the PM interview (video)
• How to ace the software engineering interview (video)
• Quora
• Glassdoor
• Lewis Lin Courses

Free stuff

• “My Personal Formula for a Winning Resume”
• “My Personal Formula for a Winning Resume”

Free stuff

• “standout” examples

Free stuff

• ‘CIRCLES’ method
• pyramid principle
• 3C, 4P, Porter’s 5 forces, Market Entry, etc at the back of your mind

Estimation

• To make your life easier, here is a short (and shabby) fact sheet I created while preparing

Technical

• This YouTube channel by Kevin Naughton is super, super useful
• sorting algorithms - to-data-structures-9134b7d064a6) used. Also brush up your CS fundamentals: OOPS concepts, [Networking frameworks](https://www.webopedia.com/quick_ref/OSI_Layers.asp), how internet works, how WiFi works, what are the different protocols used and so on. Remember, you have to be so well-versed such that you can explain all this even to a 5 year old. To make lives easier, [here’s the word doc I used while preparing](https://drive.google.com/file/d/1BryNH_vXt7PU0I4zbKvDOkZHwDijvlJI/view?usp=sharing), use this and keep adding more.

Behavioral

• multiple sites that give you example behavioral questions

Also

• MBA Mondays - equity-how-much/), [Vesting](http://avc.com/2010/11/employee-equity-vesting/), [Restricted Stock and RSUs](http://avc.com/2010/11/employee-equity-restricted-stock-and-rsus/) and [Options](http://avc.com/2010/10/employee-equity-options/).
• Josh Doody - Salary-Negotiation-step-step/dp/0692568689).
• she negotiated for an additional $15,000 at Yammer - womans-most-powerful-salary-negotiation-tool-silence) can be a great ally in negotiations, and it’s useful to learn how to wield it.

Also

• x - based Product Manager role
• x
• Hiring
• - step approach for questions that involve client-server relationships and back-end structure of algorithms
• - step approach
• - pronged approach to prioritize product features and improvements

📃 Articles

• 5 Phases of Project Management – A Complete Breakdown
• 4 Phases of the Project Management Lifecycle Explained

📃 Articles

• awesome-engineering-management - to-day practice of engineering management & leadership.|
• Project initiation: The first step to successful project management
• Project Initiation: A Guide to Starting a Project the Right Way

📃 Articles

• AWS Architecture Icons - The official AWS icon set for building architecture diagrams
• diagrams.net - Diagram Software and Flowchart Maker
• Cloudcraft - Cloudcraft – Draw AWS diagrams
• Creately - AWS Architecture Diagram Tool | Draw AWS Diagrams
• SketchBoard - Draw AWS Architecture Diagrams Online
• SmartDraw - Easy Flowchart Maker | Free Online Flow Chart Creator & Software
• Figma - Design, prototype, and gather feedback all in one place with Figma
• Canva | Flowcharts - Free Flowchart Maker - Create Flowcharts Online

📃 Articles

• Think Like a Rocket Scientist: Simple Strategies You Can Use to Make Giant Leaps in Work and Life
• ozanvarol.com
• Project management for non-project managers
• Multipliers: How the Best Leaders Make Everyone Smarter
• Project management for non-project managers
• Accidental Diminisher Quiz
• No Rules Rules: Netflix and the Culture of Reinvention
• Powerful: Building a Culture of Freedom and Responsibility

📃 Articles

• That Will Never Work: The Birth of Netflix and the Amazing Life of an Idea

💠 A Step-by-Step Guide to Implementing OKRs

• executive sponsorship
• readjust your objectives and key results
• one-on-one meetings
• OKR software

❓FAQ

• performance management

📰 Articles

• What is an OKR?
• Here’s Everything You Need to Know About OKRs
• 4 Tips for Making Goal Setting Work

📃 Articles

• goal-setting frameworks
• manage performance
• transparent company cultures - down from the CEO to the intern.

💠 Structure

• measurable - do list” for accomplishing an overall goal. KRs help [track progress](https://lattice.com/library/how-to-monitor-and-measure-an-employee-growth-plans-progress) and are generally metrics-driven, using the team’s key performance indicators.

💠 Application

• employee engagement

💭 Conclusions

• use a template - Management/blob/main/FeedBack/LifeLabs%2BLearning%2BProject%2BRetro.pdf) to structure.</li><li>Invite all stakeholders.</li><li>Explain that your goal is to align on project success, then pause to reflect, share feedback, and extract the learning.</li></ul>|
• Want to get better feedback? Ask a better question. Here’s how.
• GroupMap
• Learn more
• inspire the team with questions that frame its goals as challenges to be solved - quality feedback loops](https://hbr.org/2018/08/how-to-motivate-frontline-employees).</p><p>**Instructions**</p><p>Take the following steps to implement fast feedback loops:</p><li>Articulate your team's strategic objectives as **_challenges_**, aka questions to be answered.</li><li>Establish a weekly routine of running experiments as a team to solve your challenges.</li><li>At the beginning of each weekly meeting, share context in the form of stories and metrics to see how the last week's experiments affected performance.</li><li>Given your current context, ideate on and agree to your next set of experiments.</li><li>Every month, reflect on your pace of experimentation. How many experiments did you run? Were they enough? How can you free up more time for experimentation? Or, how can you make each experiment faster and more efficient?</li></ul>|

Web Sources

• Four-part formula
• In Praise of Praising Your Employees
• Understanding When to Give Feedback
• Research: Vague Feedback Is Holding Women Back
• The real reason your team won’t give you honest feedback

Improve on Strategic Thinking

• Atlassian Playbook

🎓 Courses

• Culture Amp
• LifeLabs Learning
• Work Life
• Culture Amp Support Guide
• Products & News
• Radical Candor
• FutureThink - Building|
• Lattice

Organization

• David Allen - to place to record information instead of storing it in memory. The most important CCS types capture:

Improve on Productivity

• Practices include: - making meeting, a brainstorming session? Then stick to that goal, it's frustrating to be in a status meeting that suddenly turns into a brainstorm if you're not involved in that project</li><li>**_Choose a Facilitator and a Recorder:_** the Facilitator is responsible for keeping the meeting on time and topic, but they can't do their job unless all attendees give up some power. The Recorder captures notes, not meeting minutes, but decisions made and next steps.</li><p>_Why?_</p><p>People complain about meetings, but the truth is, in today's collaborative work environment, meetings are how work gets done. Implementing a few simple rules will lead to better discussions, ultimately energizing your team and setting a tempo to your meetings that people want to be part of.</p><p>**Instructions**</p><p>Spend 15 minutes before setting up a meeting to plan:</p><li>Send out the invite with a clear purpose</li><li>Write out your introduction to the meeting to let attendees know the purpose, why their input is valuable, and assign roles and responsibilities.</li></ul>|
• clarity on email response expectations - there is just no expectation that a response will occur until the following work day.</p><p>**Instructions**</p><p>Within your team, determine what the current norms are for sending and receiving emails and messages.</p><li>Discuss what hours employees would like to be 'no response required' times.</li><li>Discuss how this works with people remotely / when travelling / in other time zones.</li><li>Discuss other approaches, like waiting to push 'send' until standard business hours.</li></ul>|

Articles

• The SOON Funnel: 4 Coaching Questions the Best Managers Ask

🎓 Courses

• Be There Certificate
• Confluence - management)</li><li>[Confluence Best Practices](https://www.youtube.com/c/k15tsoftware/featured) - A great product with thoughtful documentation enables your users to do what they love. Learn how your team can work together to create thoughtful documentation in Confluence.</li><li>[]()</li><li>[]()</li></ul>|
• MindMeister
• app.diagrams.net
• miro

🎓 Courses

• awesome-leading-and-managing

🎓 Courses

• Deep Questions - rated book, [**“Deep Work”**](https://www.amazon.com/Deep-Work-Focused-Success-Distracted/dp/1455586692).|
• Masters of Scale - Founder of **LinkedIn** who gives his listeners an inside look at how companies grow and scale at large. By testing his theories with legendary leaders, he connects the dots between new entrepreneurial strategies and long-lived best practices.|
• Radical Candor - team/) challenges the status quo by teaching leaders how to practice the principles of [**Radical Candor**](https://www.radicalcandor.com/). This management philosophy is based on balancing empathy with direction to create a culture of feedback, empowerment, and cohesiveness.</p><p>Amy leads discussions with Radical Candor co-founders, Kim Scott and Jason Rosoff, about what it means to be Radically Candid, why it’s hard, and why it’s worth it.</p><p>Dive into actionable tips to help your team do their best work with empathic, specific, and sincere leadership.</p></ul>|
• The LEADx Leadership Show
• At The Table - related situation. |
• Dose of Leadership - world leaders by [**Richard Rierson**](https://doseofleadership.com/)|
• 10 Podcasts That Every Leader Should Have In Their Listening Queue
• The Broad Experience - minute episodes that spark candid conversations about professional careers and success in the workplace. Hosted by journalist [Ashley Milne-Tyte](https://www.ashleymilnetyte.com), “The Broad Experience” tackles some of the biggest issues facing women in business, work, and leadership. |
• Hacking Your Leadership
• Teamistry - winning documentary and feature film director, [**Gabriela Cowperthwaite**](https://www.atlassian.com/podcast/extras?_ga=2.187134312.1758773815.1634399362-704978328.1634399362), “Teamistry” unveils the incredible behind-the-scenes stories of teams who joined together to achieve amazing human triumphs.|
• Radical Candor - team/) challenges the status quo by teaching leaders how to practice the principles of [**Radical Candor**](https://www.radicalcandor.com/). This management philosophy is based on balancing empathy with direction to create a culture of feedback, empowerment, and cohesiveness.</p><p>Amy leads discussions with Radical Candor co-founders, Kim Scott and Jason Rosoff, about what it means to be Radically Candid, why it’s hard, and why it’s worth it.</p><p>Dive into actionable tips to help your team do their best work with empathic, specific, and sincere leadership.</p></ul>|

🎓 Courses

• Product School
• Slack Channel created by Lewis Lin
• FirstRound Talent
• Ken Norton’s
• Culture First community
• Ken Norton’s

🎓 Courses

• Women in Product newsletter
• Women 2.0
• Advancing Women in Product
• Job Search

🎓 Courses

• How Google Sold Its Engineers on Management - performing knowledge workers often question whether managers actually contribute much, especially in a technical environment. Until recently, that was the case at Google, a company filled with self-starters who viewed management as more destructive than beneficial and as a distraction from “real work.” But when Google’s people analytics team examined the value of managers, applying the same rigorous research methods the company uses in its operations, it proved the skeptics wrong. Mining data from employee surveys, performance reviews, and double-blind interviews, the team verified that managers indeed had a positive impact. It also pinpointed exactly how, identifying the eight key behaviors of great Google managers. In this article, Harvard Business School professor Garvin describes how Google has incorporated the detailed findings from the research into highly specific, concrete guidelines; classes; and feedback reports that help managers hone their essential skills. Because these tools were built from the ground up, using the staff’s own input, they’ve been embraced by Google employees. Managers say that they’ve found their training to be invaluable, and managers’ ratings from direct reports have steadily risen across the company.|