It is becoming customary to include a section of "Key achievements" in the resumes of managers applying for selection processes. Implicitly, these achievements are assumed to be personal. But they cannot be personal, as they always involve projects of such magnitude that they have required the participation of several people (e.g., implementing a strategy for internationalization, the start-up of a new plant, etc., whose success is measured only in economic terms).

Resumes rarely contain any trace of these participations. Not even a reference letter, much less an acknowledgement or a thank you; nothing. Although the participation of other people in successful projects was not only necessary, but ended up marking them positively or negatively, professionally and personally. And this is also result of a project! Even in cases with an undeniable individual part: how many F-1 or Moto GP drivers have you heard thanking the team? Few, unfortunately; some in a way that seems forced. If you have the opportunity to interview the author of such a resume, try the following question: "And... how did the people who took part in that project turn out? Did they grow professionally or personally and are today satisfied in places of greater responsibility? Are they friends of yours; do they appreciate you? Or did they end up fed up and unmotivated, burned out, as they say? Can you give me some of their names so I can talk to them?". You will see how your face changes; I had not thought that this, positive or negative, is also part of your achievements.

Put that question passively: "Who, like mentor, colleague, has helped you in your successful degree program? Where would you be without their example or advice? Can we call you?". Expect an even longer face for an answer. Has it also not occurred to you that more than one person has helped you in your degree program (in addition to others who will have made it difficult for you)? Why don't you put those accomplishments and help on resumes? Fear of sowing doubt about the author's professional quality? Just the opposite is true; his omission denotes that he is not a good manager. Did he not think about the learning of his collaborators, professionally or staff? Did they learn by chance, without him proposing it? Bad manager, because they learned something, for sure.