Exploring Startup OpportunitiesBlueprintAbout usFellowshipsCategoriesSubscribeExploring Startup OpportunitiesIssue #006Kasra KhaliliSeptember 27, 2023 Hey there,  Welcome to this month's newsletter, where we're diving into the world of startups and much more.  Ever thought about transitioning your career? Curious about personal branding's power? Ready to conquer networking as an introvert? Or perhaps you're a designer aiming to become a manager? Well, you're in for a treat because we're covering it all.  In this issue, you'll discover insightful articles on these topics and more, each designed to help you navigate your career journey with confidence and purpose.  So, whether you're eyeing that startup gig, pondering a career shift, or looking to boost your professional brand, this newsletter has you covered. It's a roadmap to success, tailored just for you.  Let’s get started! Today’s newsletter is brought to you by Wave, where top-level talent use coaching to deal with the challenges

is brought to you by Wave, where top-level talent use coaching to deal with the challenges they face in the workplace around Leadership, Time Management, and Problem-solving skillsCurrent apps and methodologies for professional growth are outdated.Wave has developed an innovative way to improve your skills by building daily routines.It is measurable and easy 🔥 Leaders from Amazon, Stripe, Google, or Strapi are already using the it.Get started now and skip the waitlist 🙌 Landing Your Next Startup Role Searching for a job in a startups can be exciting, if done right.  In this article, we're going to break down everything you need to know about snagging that dream startup job. Whether you're fresh out of college or switching gears in your career, the startup scene is buzzing with opportunities.  We’ll be tackling this topic with the help of Anthony Nardini, a seasoned expert in talent acquisition and career development. We'll talk about how to be intentional in your job search, set some

and career development. We'll talk about how to be intentional in your job search, set some clear guidelines, network like a pro, and even get a bit creative to stand out from the crowd.  Before we dive into the specifics of landing your ideal startup role, let's get to know Anthony a bit better. Meet Anthony NardiniAnthony Nardini boasts an impressive career that spans over a decade at Goldman Sachs in Private Wealth Management across multiple global offices. He transitioned into the dynamic startup arena, founding his own coaching practice.Beyond coaching, Anthony's impact reverberates through his roles as the driving force behind the On Deck First 50 community, supporting over a thousand fellows in their startup endeavors, and as the Head of Talent at VC firm Contrary, where he cultivated a community for entrepreneurial engineers.  Today, Anthony is the Founder & Chief Job-Seeker Advocate of NEXT, a vibrant community empowering individuals to strategically plan their startup career

of NEXT, a vibrant community empowering individuals to strategically plan their startup career moves. Known for his discerning eye for potential and innovation, he's a sought-after advisor in the startup ecosystem. Running An Efficient Search When you start looking for a new job, it's easy to apply to everything that comes your way.  But a more thoughtful approach can save you time and lead you to better opportunities. Anthony Nardini suggests that you need guiding principles to focus your job search. These principles should cover four areas: Mission, Sector, Stage, and Role.  But, why does this matter? Well, aligning these principles with your search means you'll focus on the right kind of opportunities, essentially increasing the number of "high-quality inputs" in your decision-making. Crafting Your Guiding Principles Guiding principles help you understand what you're really looking for.  Ask yourself questions like:  What is the core mission that excites me?  What sector (tech,

for.  Ask yourself questions like:  What is the core mission that excites me?  What sector (tech, healthcare, finance, etc.) am I interested in?  What stage of a startup fits my career goals?  Am I looking for an early-stage startup or a more established one?  What role do I see myself in?  By answering these questions, you create a filter that you can use to evaluate job opportunities. Setting Personal Goals and Preferences After setting your guiding principles, you should also think about your specific needs and wants. Here, think about your non-negotiables and flexibilities. Keep reading→  A Note from Our CEO:We're currently in an exciting phase of growth, and I'm thrilled to announce we're raising additional investment to take Coho to the next level to make curated peer learning universally accessible. We've already secured commitments from remarkable angel investors, including the Former VP of Data Science @ The Athletic, Product Design Director @ LinkedIn, Talent Acquisition

Former VP of Data Science @ The Athletic, Product Design Director @ LinkedIn, Talent Acquisition Leader @ Synthesia and others.If you're an accredited investor and want to be part of our mission, fill out this form to get our full investment memo. Mindaugas How to Go from Designer to ManagerNetworking for Introverts: Breaking the Ice Without Breaking a SweatWhy People Transition Careers and How to Do It RightNavigating Change in the Modern Workplace with a Culture of SafetyHow Personal Branding Can Propel Your CareerNews you can use:AI’s Bling Can’t Dull the Coding Spark: Think AI will replace software developers? GitHub’s CEO Thomas Dohmke disagrees. Speaking recently, he’s clear: the demand for developers will keep growing, even with AI’s help.Top Countries for Launching Your Career: Picking the right country for your career isn't just about following the money—it's about aligning your professional ambitions with a place that can nurture them. In a world where work has no borders,

professional ambitions with a place that can nurture them. In a world where work has no borders, the 2023 Best Countries for Starting a Career rankings help spotlight nations offering more than just a paycheck.A Free Speech Showdown: X takes on the Golden State in a legal duel over who gets to call the shots on content moderation. It's not just a California tiff; the outcome could rewrite the rulebook for social media across America.August Job Gains: Signal or Noise?: Employers added 187,000 jobs in August, above estimates, but unemployment nudged up to 3.8%. The mixed data raise questions about the true health of the labor market and the endgame for Federal Reserve policies.The Double-Edged Sword of Pay Transparency: Salary transparency is becoming the Pandora's Box of modern workplaces. While it promises to close persistent gender and racial wage gaps, the act of sharing what's on the paycheck also amplifies existing office politics, forcing a confrontation with systemic

on the paycheck also amplifies existing office politics, forcing a confrontation with systemic inequalities that many prefer to sidestep.Tools we recommend: This month, discover Clearword—the world's first AI meeting partner tailored for agencies. At Coho, it’s become our trusty sidekick—automating the boring stuff and letting us shine where it counts. For a smarter, more streamlined operation, give Clearword a try.Unlock Next-Level Leadership with Coho:Apply now for curated small-group learning, actionable insights, and a network of industry leaders that evolves with you. Learn more about Fellowships What career topics are you most interested in?Your input will help shape future issues of Blueprint. Career Growth and Future Trends  Productivity and Decision Making  Leadership and Team Development  Something else... Login or Subscribe to participate in polls.  I hope you enjoyed the articles and insights from this issue of Blueprint.  If there's anything you'd like to share or

the articles and insights from this issue of Blueprint.  If there's anything you'd like to share or discuss, just hit reply.  If you’d like to sponsor this newsletter and get in front of 4,000 leaders in tech, you can submit your details here. Kasra Khalili - Editor, BlueprintJoin the conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief of StaffEngineeringMarketing© 2023 Blueprint.Privacy PolicyTerms of UsePowered by beehiiv

Landing Your Next Startup RoleBlueprintAbout usFellowshipsCategoriesSubscribeLanding Your Next Startup RoleActionable strategies and practical advice to navigate the competitive landscape of startup job opportunitiesKasra KhaliliSeptember 27, 2023 Searching for a job in a startups can be exciting, if done right.  In this article, we're going to break down everything you need to know about snagging that dream startup job. Whether you're fresh out of college or switching gears in your career, the startup scene is buzzing with opportunities.  We’ll be tackling this topic with the help of Anthony Nardini, a seasoned expert in talent acquisition and career development. We'll talk about how to be intentional in your job search, set some clear guidelines, network like a pro, and even get a bit creative to stand out from the crowd.  Before we dive into the specifics of landing your ideal startup role, let's get to know Anthony a bit better. Meet Anthony Nardini Anthony Nardini boasts an

Actionable strategies and practical advice to navigate the competitive landscape of startup job opportunities

role, let's get to know Anthony a bit better. Meet Anthony Nardini Anthony Nardini boasts an impressive career that spans over a decade at Goldman Sachs in Private Wealth Management across multiple global offices. He transitioned into the dynamic startup arena, founding his own coaching practice.  Beyond coaching, Anthony's impact reverberates through his roles as the driving force behind the On Deck First 50 community, supporting over a thousand fellows in their startup endeavors, and as the Head of Talent at VC firm Contrary, where he cultivated a community for entrepreneurial engineers.  Today, Anthony is the Founder & Chief Job-Seeker Advocate of NEXT, a vibrant community empowering individuals to strategically plan their startup career moves. Known for his discerning eye for potential and innovation, he's a sought-after advisor in the startup ecosystem. Running An Efficient Search When you start looking for a new job, it's easy to apply to everything that comes your way.  But a

When you start looking for a new job, it's easy to apply to everything that comes your way.  But a more thoughtful approach can save you time and lead you to better opportunities. Anthony Nardini suggests that you need guiding principles to focus your job search. These principles should cover four areas: Mission, Sector, Stage, and Role.  But, why does this matter? Well, aligning these principles with your search means you'll focus on the right kind of opportunities, essentially increasing the number of "high-quality inputs" in your decision-making. Crafting Your Guiding Principles Guiding principles help you understand what you're really looking for.  Ask yourself questions like:  What is the core mission that excites me?  What sector (tech, healthcare, finance, etc.) am I interested in?  What stage of a startup fits my career goals?  Am I looking for an early-stage startup or a more established one?  What role do I see myself in?  By answering these questions, you create a filter

established one?  What role do I see myself in?  By answering these questions, you create a filter that you can use to evaluate job opportunities. Setting Personal Goals and Preferences After setting your guiding principles, you should also think about your specific needs and wants. Here, think about your non-negotiables and flexibilities.  For example, consider where you want to work, how much you want to be paid, and what type of team culture you're looking for. These are additional filters that can help you narrow down job opportunities. Keep a running list of companies and roles that align with your guiding principles and personal preferences.  Remember, this is an iterative process: the more conversations you have, the more you can refine your principles and focus. So, make it a habit to gather information daily and maintain lists of target and 'anti' companies. Networking Networking is especially important in the startup world. Most job openings aren't advertised; they're filled

is especially important in the startup world. Most job openings aren't advertised; they're filled through personal connections.  You can network in two ways: unstructured and structured outreach. Unstructured outreach Unstructured networking is more casual.  It involves talking to people you already know, like friends, family, and past colleagues. The goal is to learn about job opportunities and gather advice that can help you refine your guiding principles and list of target companies. Structured outreach Structured networking is more targeted.  Here, you're reaching out to people at specific companies or in roles that you're interested in. You may use email or professional networking sites like LinkedIn to do this. When you reach out, be clear about what you're looking for and how the person can help. Follow up every couple of weeks, but if you don't get a response after a few tries, it's best to focus your efforts elsewhere. Creativity With so many people looking for jobs, you need

best to focus your efforts elsewhere. Creativity With so many people looking for jobs, you need to find ways to stand out. Sending resumes is not enough.  Consider writing articles related to your field, or engaging with industry leaders on social media. Before job interviews, do some deep research on LinkedIn to understand the company and role you're applying for.  All these activities show that you're proactive and committed to finding the right job. Raise your talent with talentAt Coho, we understand that the career landscape can be challenging to navigate alone. Regardless of where you are in your career, if you're eager to make an impact, looking for your network, or find yourself on a non-linear career path, we want to hear from you. Browse our fellowships and apply today to see you’re a fit! Learn more about Fellowships Actionable Next Steps Let's summarize what we've covered:  Create a list of your guiding principles  Maintain a list of target and anti-companies  Define your

Create a list of your guiding principles  Maintain a list of target and anti-companies  Define your networking strategy, both structured and unstructured  Experiment with creative ways to stand out  Your next steps should include actively executing your networking lists and making these activities a part of your daily routine.  The journey to landing your next startup role is just that—a journey. It involves planning, constant iterations, and a healthy mix of conventional and creative approaches. But the key ingredient in all of this is you: your intentions, your actions, and your persistence.  So get out there and make it happen! NEXT: Your Partner in Landing Your Dream Startup Role Looking to make your mark in the startup world? If you're a high-achiever in your field, mentally primed for your next career step, and have an entrepreneurial spirit, NEXT is tailor-made for you. This community is designed to help individuals like you find their ideal roles in startups and venture

community is designed to help individuals like you find their ideal roles in startups and venture capital firms. Key TakeawaysImportance of defining your guiding principles: Identify factors that matter most to you in a job and use these as a compass to guide your job search.Networking: Utilize both structured and unstructured networking to access opportunities, particularly in the startup sector where most roles are filled through networking.Iterative process: Be ready to refine your strategy as you learn more about your preferences and the market. Develop a daily habit of information-gathering, get yourself noticed and adjust your targets accordingly.Join the conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief of

peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief of StaffEngineeringMarketing© 2023 Blueprint.Privacy PolicyTerms of UsePowered by beehiiv

When Cross-Functional Teams Clash: The Power of Putting People FirstBlueprintAbout usFellowshipsCategoriesSubscribeWhen Cross-Functional Teams Clash: The Power of Putting People FirstThe Team is Not the Star, The People Are. Period.Elysia BentleySeptember 14, 2023 You've got a developer, a marketer, and a salesperson in a room. It sounds like the start of a joke, but the punchline could be your company's productivity. Co-founder of myTechnie and human dynamics savant Raphael Wong cuts through the noise: "Companies still think employees are part of an equation, a means to an end. They've got it all wrong. Talent is More Than Just a Resume Raphael urges us to think of employees not just as assets but as investors. Now, that's a plot twist. Talent is often wasted, languishing like an undiscovered artist. How about we shift the lens? See employees as micro venture capitalists, investing their time and skills for shared dividends. This isn't benevolence; it's portfolio management for the

When Cross-Functional Teams Clash: The Power of Putting People First

Unlock the full potential of cross-functional teams with a people-first strategy. Forget the fluff—this is how you cultivate real teamwork and drive results.

time and skills for shared dividends. This isn't benevolence; it's portfolio management for the modern age. The Illusion of Open Doors "Most offices have an open-door policy, but no one’s walking through it," Raphael says. Ouch. So what's missing? A welcome sign? Open doors are good for optics but useless if your people feel they're entering the lion's den. Let's replace the sign. Don't just open the door; throw a party on the other side. Make it a space where your team can discuss everything from project bottlenecks to the latest episode of a popular show. That's not time-wasting; that's culture-building. Forget Snacks, Get Real Perks We've all heard it: "Free snacks won’t cut it anymore." And Raphael doubles down on this. But let's evolve the conversation. Don't ask what perks you can give, ask how people want to be treated. No more snack bars or ping pong tables. Think sponsored sabbaticals, flexible hours, or mental health support. This isn't pampering; it's redefining what

sabbaticals, flexible hours, or mental health support. This isn't pampering; it's redefining what work-life balance should really look like. Loyalty is Not a Corporate Fairytale "You're more likely to find water on Mars than loyalty in today’s job market," Raphael remarks. True, but it's not loyalty that’s dried up; it's the imagination to foster it. Companies often play hard to get, offering abstract career paths and mentorship programs that are all sizzle, no steak. Time to flip the script. How about shared leadership opportunities or company-wide hackathons led by the newest hires? That's not a gimmick; it's decentralized power in action. The Final Word: How People-First Leadership Reshapes Cross-Functional Team Dynamics Here's the kicker: Raphael isn't just throwing around witty one-liners; he's sharing a blueprint. His people-first outlook isn't a slogan; it's an operating system. If you want cross-functional teams that do more than just fill a room, you've got to invest in the

If you want cross-functional teams that do more than just fill a room, you've got to invest in the individuality and passion of the people in them. It's the missing link, the secret sauce, the special ingredient—call it what you will. But recognize it for what it is: not just a strategy but the strategy for turning a group of skilled people into a powerhouse team. Key TakeawaysEmployees as Investors: The novel idea isn't just to view your employees as assets but as investors. It shifts the perspective from simply managing resources to mutually beneficial growth. Employees don't just offer labor; they bring unique skills and potential to the table, which should be nurtured for collective success. The Real Open-Door Policy: An open door is meaningless without an environment that encourages people to walk through it. You have to build a company culture where people feel comfortable sharing not just professional ideas but also themselves. The goal isn't to just keep the door ajar but to

not just professional ideas but also themselves. The goal isn't to just keep the door ajar but to create a space that invites meaningful interactions. Redefining Loyalty: Traditional methods of cultivating loyalty, like mentorship programs and career ladders, are often more about company gain than employee benefit. The modern approach is about shared leadership and embracing a decentralized power structure that empowers everyone, from the newest hires to seasoned veterans. Join the conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief of StaffEngineeringMarketing© 2023 Blueprint.Privacy PolicyTerms of UsePowered by beehiiv

Networking for Introverts: Breaking the Ice Without Breaking a SweatBlueprintAbout usFellowshipsCategoriesSubscribeNetworking for Introverts: Breaking the Ice Without Breaking a SweatThe Challenge of Networking for IntrovertsElysia BentleySeptember 06, 2023 Ever feel like the networking world is designed for the extrovert? Trust me, you're not alone. It's an environment built for mingling, small talk, and cocktail chatter—activities that most introverts would gladly trade for a quiet evening at home. The idea of networking can evoke as much enthusiasm as a trip to the dentist, but it doesn't have to be that way. In fact, introverts have their unique set of qualities that can make networking effective in ways extroverts can only dream of. The Importance of Networking in the Modern Professional Sphere Networking isn't just a nice-to-have skill; it's the lifeblood of career progression. Think of it as the secret sauce, the golden key, or whatever metaphor you prefer for something

Networking for Introverts: Breaking the Ice Without Breaking a Sweat

Navigate social settings and make meaningful connections effortlessly. Turn awkward scenarios into golden opportunities for your career today!

Think of it as the secret sauce, the golden key, or whatever metaphor you prefer for something profoundly significant. Networking is how you get ahead, discover hidden opportunities, and find out what you don't even know you don't know. From every job I've ever had, whether in the corporate sector or as a freelance content creator, knowing someone on the inside wasn't just a leg up—it was often the whole staircase. The Five Common Scenarios: Maneuvering the Maze Navigating the complexities of human interaction is an art form. Let's discuss five scenes where the introvert often finds themselves uncomfortably center stage. The Elevator Encounter You've heard of elevator pitches, but what about elevator conversations? Those 20 floors of ascent can feel like an eternity if you find yourself sharing the ride with a company executive. I have spent those excruciating minutes anxiously counting each floor until I am free but that is absolutely not something you should be doing. What You

each floor until I am free but that is absolutely not something you should be doing. What You Should Do Resist the impulse to churn out pleasantries about the weather. Instead, make a pointed comment on something current and relevant within the company. This showcases not just your awareness but also your engagement with broader company strategies. Surviving the Office Happy Hour Here, the waters are murky, and the stakes are high. Navigating this social construct is crucial for more reasons than you can count. What You Should Do Don't attempt to be the life of the party; that's not the goal. Aim to have a few significant conversations. Try delving into industry trends, discussing ongoing projects, or even sharing some of your own insights. Quality trumps quantity when it comes to building lasting professional relationships. The Networking Event: Introvert's Nightmare Ah, the quintessential realm of extroverted glory and introverted dread. So how do you approach this? What You Should

realm of extroverted glory and introverted dread. So how do you approach this? What You Should Do Preparation is your lifesaver here. Research the attendees, and know your top picks for conversation. Have an opening line that quickly moves past formalities. Aim for dialogues that not only represent who you are professionally but also who you aspire to become. I have found that preparation makes everything easier. Chance Meeting with an Industry Leader Suddenly you find yourself face to face with someone who could write the book on your field. You could squander the opportunity with star-struck silence, or you could seize the moment. What You Should Do Begin with a direct compliment about their work, but don't keep it broad. Specificity is key to proving you're not just a flatterer, but an engaged member of your industry. The Online Network: The Double-Edged Sword The digital world is a marvel. It brings everyone closer while also pushing us further into our shells. What You Should Do

marvel. It brings everyone closer while also pushing us further into our shells. What You Should Do Engagement is key. Comment on posts meaningfully, share their work with intelligent commentary, and when reaching out directly, be specific about your reason and what you offer. Universal Tips for Networking MasteryAuthenticity: Your most potent tool is your unique self. Don't try to be someone you're not; people can spot a faker a mile away.  Listening: When it comes to conversation, sometimes silence speaks louder than words. Be an active listener.  Be Prepared: Have a roster of interesting topics at your disposal. The latest industry report or a recent article you've read could be your golden ticket to a meaningful conversation.  The Power of Follow-Up: If you’ve made a connection, lock it in with a brief, personalized follow-up message. This isn't just courteous—it’s strategy.  Are you ready to get comfortable with being uncomfortable? Networking isn't merely a hurdle to overcome;

ready to get comfortable with being uncomfortable? Networking isn't merely a hurdle to overcome; it's a skill to be honed. For introverts, it may take a bit more effort, but the rewards are worth the exertion. Each interaction is an opportunity disguised as a challenge. Accept it, and you'll find that networking isn't a chore, but a powerful tool in carving out your career path. Key TakeawaysQuality Over Quantity: When it comes to networking, especially for introverts, the emphasis should be on forming a few meaningful relationships rather than trying to be the life of the party. Deep, one-on-one conversations can offer more lasting professional benefits than superficial chats with a larger crowd. Preparation is Key: Before walking into any networking situation, come prepared. Know who you'd like to talk to and what you'd like to discuss. A little homework goes a long way in making the experience less daunting and more productive. Authenticity and Follow-Up: Being genuine in your

the experience less daunting and more productive. Authenticity and Follow-Up: Being genuine in your interactions not only helps you form more meaningful connections but also sets you apart in a sea of networkers. The effort shouldn’t stop at the initial meeting; a thoughtful follow-up can often be the linchpin in converting a brief interaction into a lasting professional relationship. Join the conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief of StaffEngineeringMarketing© 2023 Blueprint.Privacy PolicyTerms of UsePowered by beehiiv

Career Change Playbook: Strategies for SuccessBlueprintAbout usFellowshipsCategoriesSubscribeNavigating CareersIssue #005Kasra KhaliliSeptember 01, 2023 Hey there,  This month, we're talking about changing jobs or even whole careers.  How many of you have found yourselves staring at your screen, questioning if this is what you will be doing for the rest of your life? Trust me, you're not alone; I've been there too. One of those haunting questions lingers: "Is it time to switch gears in my career?"  Whether you're just starting out or have years of experience, we've got tips and advice to help you get to where you want to go in your career.  So, why should you care? Because the world of work is changing, and we all need to keep pace. Whether it's new tech shaking up your industry, or personal life changes that make you question everything, there are countless reasons to reevaluate and potentially redefine your professional journey.  Got some career tips or strategies that worked for

Skills, Strategies, and Tips for Successful Career Transitions and Growth

potentially redefine your professional journey.  Got some career tips or strategies that worked for you? Hit reply and let us know. We're always looking to share helpful advice.  Let's get started. Today’s newsletter is brought to you by Ramp, the #1 corporate card, bill pay, and reimbursement platform designed to help startups and venture funds save money with 1.5% cash-back on every swipe. Trusted by venture-backed startups from pre-seed through IPO like Morning Brew, Seed, Eventbrite, Discord, and Anduril. Get $500 after you spend your first $1K right here.Why People Transition Careers and How to Do It Right Thinking about changing your career? It's not easy, and it can feel terrifying.  But why do people decide to change their careers, and how can you do it without losing your way? Whether you're just changing jobs or stepping into a new field, you'll need patience, bravery and the ability to adapt.  In this article, we'll explore the insights of Natalia Vargas, a Senior Director

ability to adapt.  In this article, we'll explore the insights of Natalia Vargas, a Senior Director of Product Design at Cariloop and Mentor at ADPList. Natalia has walked this path herself, successfully transitioning her career, and we'll share her wisdom and experience to help guide you if you're considering making a similar move. Her story offers valuable lessons for anyone contemplating a career change. Understanding Career Transitions Career transitions differ from job changes within the same field, as they involve adopting new skills, mindsets, and, often, different industry norms.  Over time, this has evolved, leading to an important question: Why is the nature of careers changing? The Changing Nature of Careers Career paths were often linear in the past, with individuals sticking to one profession throughout their working lives.  The traditional career model is based on the notion of employment from the industrial society, the heritage of the School of Scientific

on the notion of employment from the industrial society, the heritage of the School of Scientific Administration, in which the employees exchange with the company: they offer loyalty and dedication and receive rewards, stability and security. In this sense, being out of work means, in the traditional career, being without a job, without reward, unstable and insecure.  Today, however, careers are more dynamic and flexible, influenced by: Technological Advances: Such as the rise of AI Workforce Demographics: Millennials and Generation Z's values The Gig Economy: The rise of freelance work Lifelong Learning: Continuous updating of skills  This shift has led to a new model known as the 'boundaryless career,' where professionals manage their paths, reflecting an ongoing trend in the professional landscape. The boundaryless career refers to the notion that today's professionals manage their own career paths, as they seize new and often different job opportunities to obtain training, enhance

career paths, as they seize new and often different job opportunities to obtain training, enhance their human capital, and remain marketable. Why People Transition Careers So why exactly do people decide to transition careers? Various factors influence this decision: Personal Fulfillment: Aligning with values or interests Compensation and Rank: Economic factors Work-Life Balance and Security: Balance and stability  Real-World Examples:  A senior marketing manager might transition to a creative agency for innovative projects.  A director of engineering might seek faster progression and better compensation.  Mid-level managers might transition to a more stable industry to ensure job security.  These examples underscore the multifaceted reasons behind career transitions.  Natalia began her career journey in traditional graphic design and advertising, but she quickly gravitated toward the digital aspects of the campaigns she worked on. An opportunity to intern at a mobile app development

aspects of the campaigns she worked on. An opportunity to intern at a mobile app development company presented itself, and even though the initial role was in marketing rather than in the design role she wanted, she took the chance. She shares:  "I just needed that in. I wanted to be surrounded by that culture. I understood the value of what I would learn, even though it was perceived as a step back."  This proved to be a risk worth taking.  Whatever is driving the desire to change, it’s important we can identify that ourselves. Keep reading→  A Note from Our CEO:We're currently in an exciting phase of growth, and I'm thrilled to announce we're raising additional investment to take Coho to the next level. We've already secured commitments from remarkable angel investors, including the Former VP of Data Science @ The Athletic, Product Design Director @ LinkedIn, Talent Acquisition Leader @ Synthesia and others.If you're an accredited investor and want to be part of our mission to

@ Synthesia and others.If you're an accredited investor and want to be part of our mission to redefine leadership development, fill out this form to get our full investment memo. Mindaugas Mastering Task Prioritization With A Deeper Dive Into Urgency, Importance And The UnknownUnleashing Growth through Empathic LeadershipAmplifying Leadership Influence: Proven Strategies for Organizational SuccessUnlock Better Decisions with SPADE: Your Team's Guide to Smart ChoicesUnlocking Dynamic Career GrowthNews you can use:In a world where businesses spend billions on moulding the perfect leader, we're left with an interesting question: Do leadership programs genuinely sculpt better leaders or dent company wallets?US employers announced 23,697 job cuts in July, marking a hopeful 42% drop from June and an 8% decrease from July 2022. This rejuvenating trend signals a resilient labour market's potential to help the economy survive a recession.More than three years after the onset of COVID-19,

to help the economy survive a recession.More than three years after the onset of COVID-19, companies are rethinking remote work and leaning into a 'Structured Hybrid' model. What does this evolution mean for the future of work? Delve into the insights and trends shaping tomorrow's workplace.A survey of over 2,300 U.S. professionals reveals that 41% feel less productive when monitored by their employer. Additionally, 36% are unsure if they're being monitored at all. These findings shed light on the impact of workplace surveillance on employee efficiency and morale.Despite high salaries, the oil and gas industry faces a talent crisis. Undergraduates are losing interest in petroleum engineering, with a 75% decline in the major since 2014—the challenge of attracting new talent forces the industry to rethink its approach.Tools we recommend: This month, meet Clay—an intelligent relationship manager that does the heavy lifting for you. It syncs with your email, calendar, and social accounts

that does the heavy lifting for you. It syncs with your email, calendar, and social accounts to auto-populate and update your contacts' details—photos, bios, work history, and more. Use code "COHO30" for an exclusive discount. Keep your network fresh and organized effortlessly with Clay.Upcoming events:​​Join us with Coho community member Mohammed Abdoolcarim for this fireside chat on practical applications of AI!Mohammed, former Stanford grad who’s worked on products at Apple, Google, Figma, and more, will take us through his diverse applications and designs that have used AI, with a spotlight on Siri. You can expect to learn about leveraging AI to enhance decision-making processes, empowering designers to make informed choices that resonate with business objectives. This session is an ideal playground for designers, decision-makers, and business enthusiasts alike.Reserve your spot today!Unlock Next-Level Leadership with Coho:Apply now for curated small-group learning, actionable

today!Unlock Next-Level Leadership with Coho:Apply now for curated small-group learning, actionable insights, and a network of industry leaders that evolves with you. Learn more about Fellowships What career topics are you most interested in?Your input will help shape future issues of Blueprint. Career Growth and Future Trends  Productivity and Decision Making  Leadership and Team Development  Something else... Login or Subscribe to participate in polls.  I hope you enjoyed the articles and insights from this issue of Blueprint.  If there's anything you'd like to share or discuss, just hit reply.  If you’d like to sponsor this newsletter and get in front of 4,000 leaders in tech, you can submit your details here. Kasra Khalili - Editor, BlueprintJoin the conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced

seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief of StaffEngineeringMarketing© 2023 Blueprint.Privacy PolicyTerms of UsePowered by beehiiv

Master the Art of Leadership PrioritizationBlueprintAbout usFellowshipsCategoriesSubscribeMaster the Art of Leadership PrioritizationLearn to Delegate, Drive Impact, and Define Your Unique ValueElysia BentleyAugust 31, 2023 In the dynamic realm of leadership, making the most of your time becomes the backbone of success. With the overwhelming influx of responsibilities and the pressures of decision-making, finding a roadmap to channel your focus becomes critical. Madeleine Niebauer, CEO and founder of vChief Virtual Chief of Staff Service, with years of experience serving non-profits, startups, and education organizations, provides a lens into the art of setting personal strategic priorities. Merging her expertise with fresh insights, we delve into mastering leadership prioritization. Setting Personal Strategic Priorities: Why It's Crucial Niebauer pinpoints a common oversight in leadership: leaders often fixate on organizational goals but neglect their personal strategic priorities.

Unlock the leadership secret everyone overlooks: it's not just what you do, but what you choose to do first that shapes your success.

leaders often fixate on organizational goals but neglect their personal strategic priorities. She stresses, "This is separate and distinct from that, right? This is what is a leader focusing on with their time."  To begin, let's throw the word "overwhelm" out of the window. Leaders juggle various tasks, but without personal priorities, they're just running in circles. The idea is to focus on tasks that only you, as the leader, can do. What's in the Bucket? Niebauer introduces the concept of "buckets" for priority setting, and here’s our take. Divide your focus into three main categories: Things You're Good At: Do what energizes you. It sounds simple, but you'd be amazed how often leaders stray into areas where they're just not in their element. Tasks that Drive Impact: Whether it's revenue for a business or societal impact for a non-profit, some tasks are too important to delegate. Your Unique Value Add: As Niebauer aptly puts it, "But I think it's important to think about where your

Unique Value Add: As Niebauer aptly puts it, "But I think it's important to think about where your principal can have the most impact that is different than anyone else on the team."  But don't mistake the irreplaceable for the indispensable. Niebauer observed, "Yes, I am good at that, but I am not the only one who can be good at that." Leaders often assume they're the best at something when in reality, others could excel in that role if given the chance. Accountability and Flexibility Once priorities are set, track them. Are you spending 70% of your time on things that are not in your priority list? Red flag! Priorities aren’t static; they’re a living, breathing part of your role. Adjust them quarterly or semi-annually as needed.  Now, what about everything else, the 'non-priorities'? Niebauer's answer is simple: Delegate. Your time is a non-renewable resource. Niebauer suggests, "Give it to your chief of staff or your assistant or someone else on your team." The Review and The Team

it to your chief of staff or your assistant or someone else on your team." The Review and The Team The leadership team and even external stakeholders can serve as accountability partners. Use performance reviews not just as a retroactive assessment but as a proactive tool. Align your personal development areas with your priorities.  Here’s a curveball: delegate priority setting. Yes, you heard it right. As a leader, you don't have to do this alone. Your Chief of Staff or Executive Assistant can help set and track these priorities. Their job is, as Niebauer says, to "help your principal be more efficient and effective at their job and be a better leader." The External Factors Different industries have different organizational goals and thus different priorities for leaders. A SaaS business is not the same as a hardware tech solution. Venture-backed companies have different pressures compared to bootstrapped startups. The landscape changes, but the principle stays the same: Leaders need

to bootstrapped startups. The landscape changes, but the principle stays the same: Leaders need personal priorities, regardless of the setting.  Setting your priorities isn't a one-off event; it's a continuous process. It evolves as you do, and as your business or cause does. So set your buckets, delegate the rest, and hold yourself accountable. Time is ticking, and in leadership, there's no such thing as a timeout. Key TakeawaysDelegating Isn't a Sign of Weakness: Delegating tasks is not an admission of inadequacy but a smart strategy to amplify impact. Delegation frees you to focus on mission-critical tasks that only you can perform. Driving Impact Goes Beyond Staying Busy: In the whirlwind of daily activities, it's easy to confuse being busy with being effective. Making an impact requires honing in on a few vital objectives that align with your broader mission. Ditch the checklist mentality and concentrate on tasks that move the needle. Your Unique Value Matters: Each leader brings

and concentrate on tasks that move the needle. Your Unique Value Matters: Each leader brings a distinct set of skills and perspectives to the table. Identifying and leveraging your unique value proposition focuses your efforts and provides your team with clear direction. Join the conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief of StaffEngineeringMarketing© 2023 Blueprint.Privacy PolicyTerms of UsePowered by beehiiv

Why People Transition Careers and How to Do It RightBlueprintAbout usFellowshipsCategoriesSubscribeWhy People Transition Careers and How to Do It RightTake Risks, Embrace Mistakes, and Aim Higher to Make Career Changes a Meaningful and Rewarding ExperienceKasra KhaliliAugust 31, 2023 Thinking about changing your career? It's not easy, and it can feel really scary.  But why do people decide to change their careers, and how can you do it without losing your way? Whether you're just changing jobs or stepping into a whole new field, you'll need patience, bravery and the ability to adapt.  In this article, we'll explore the insights of Natalia Vargas, a Senior Director of Product Design at Cariloop and Mentor at ADPList. Natalia has walked this path herself, successfully transitioning her own career, and we'll share her wisdom and experience to help guide you if you're thinking about making a similar move. Her story offers valuable lessons for anyone contemplating a career change.

Take Risks, Embrace Mistakes, and Aim Higher to Make Career Changes a Meaningful and Rewarding Experience

making a similar move. Her story offers valuable lessons for anyone contemplating a career change. Understanding Career Transitions Career transitions differ from job changes within the same field, as they involve adopting new skills, mindsets, and often, different industry norms.  Over time, this has evolved, leading to an important question: Why is the nature of careers changing? The Changing Nature of Careers In the past, career paths were often linear with individuals typically sticking to one profession throughout their working life.  The traditional career model is based on the notion of employment from the industrial society, heritage of the School of Scientific Administration, in which the employees make an exchange with the company: they offer loyalty and dedication and receive rewards, stability and security. In this sense, being out of work means, in the traditional career, being without a job, without reward, unstable and insecure.  Today, however, careers are more dynamic

without a job, without reward, unstable and insecure.  Today, however, careers are more dynamic and flexible, influenced by: Technological Advances: Such as the rise of AI Workforce Demographics: Millennials and Generation Z's values The Gig Economy: The rise of freelance work Lifelong Learning: Continuous updating of skills  This shift has led to a new model known as the 'boundaryless career,' where professionals manage their paths, reflecting an ongoing trend in the professional landscape. The boundaryless career refers to the notion that today's professionals manage their own career paths, as they seize new and often different job opportunities to obtain training, enhance their human capital, and remain marketable. Why People Transition Careers So why exactly do people decide to transition careers? Various factors influence this decision: Personal Fulfillment: Aligning with values or interests Compensation and Rank: Economic factors Work-Life Balance and Security: Balance and

or interests Compensation and Rank: Economic factors Work-Life Balance and Security: Balance and stability  Real-World Examples:  A senior marketing manager might transition to a creative agency for innovative projects.  A director of engineering might seek faster progression and better compensation.  A mid-level manager might transition to a more stable industry to ensure job security.  These examples underscore the multifaceted reasons behind career transitions.  Natalia began her career journey in traditional graphic design and advertising, but she quickly found herself gravitating toward the digital aspects of the campaigns she worked on. An opportunity to intern at a mobile app development company presented itself, and even though the initial role was in marketing rather than in the design role she wanted, she took the chance. She shares:  "I just needed that in. I wanted to be surrounded by that culture. I understood the value of what I would learn, even though it was perceived

by that culture. I understood the value of what I would learn, even though it was perceived as a step back."  This proved to be a risk worth taking.  Whatever is driving the desire to change, it’s important we can identify that ourselves. Preparing for a Career Transition Though daunting, a career transition is an exciting opportunity to tell your story.  Changing careers isn't just about finding a new job; it's about starting a new chapter in your life. Natalia offers some wise steps to make this big change less scary and more successful: Think about your future story:  What do you want your career legacy to be?  How does your desired job fit into this larger picture, and what can you learn here to propel you forward? Know what you care about and check-in with yourself:   What are your strengths, or what do people tend to know you for?  What inspires you, and how do you align those with what the business needs? Find out what you need to learn: What skills are essential for your new

what the business needs? Find out what you need to learn: What skills are essential for your new career?  Who can you network with to gain industry insights? Make a plan:   What are the key milestones in your transition plan?  What does success look like for you? Tell your story:   When your time at that work place comes to an end, what story do you want to tell about that time?  How is the next chapter going to add to your story?  Natalia's guidance on preparing for a career transition emphasizes knowing oneself, planning, learning, networking and storytelling. It's a holistic approach that goes beyond merely finding a new job to crafting a fulfilling future.  ​​It's a big move but made easier with a clear guide. What To Do In The New Job So you've landed the new job. That's great, but now the real work begins.  Upon entering a new job after a career transition, success doesn't always follow a straightforward path. According to Natalia, the focus should be on becoming an excellent

follow a straightforward path. According to Natalia, the focus should be on becoming an excellent professional rather than solely on mastering specific hard skills.  Key strategies for success in the new role include: Emphasize Soft Skills: It's not just about what you know; it's about how you interact, how you communicate, how you work with others. Natalia tells us to zero in on communication and collaboration. Learn Your Team's Goals: Understand what your team and stakeholders are aiming for. Get to know their objectives, their targets, their 'North Star.' Natalia's advice here is all about alignment. If you're not aligned with your team and stakeholders, you're just spinning your wheels. Under Promise, Over Deliver: This might sound like a cliché, but there's wisdom here. Natalia's urging us to be humble in our promises but bold in our delivery. It's about building trust and gaining a great reputation.  The new job is just the beginning. The real journey is in how you grow, how you

great reputation.  The new job is just the beginning. The real journey is in how you grow, how you connect and how you contribute. Raise your talent with talentAt Coho, we understand that the career landscape can be challenging to navigate alone. Regardless of where you are in your career, if you're eager to make an impact, looking for your network, or find yourself on a non-linear career path, we want to hear from you. Browse our fellowships and apply today to see you’re a fit! Learn more about Fellowships Continuous Learning Transitioning careers often involves a continuous journey of learning, growth, and sometimes, taking risks that may seem unconventional. Natalia's story serves as an inspiring example for those in a similar situation: Take a Chance, Even if It Seems Risky: From afar Natalia's early career pivot might have looked and felt like a step back but it allowed her to get a foot in the digital design world. Sometimes, the best opportunities might not seem perfect at

get a foot in the digital design world. Sometimes, the best opportunities might not seem perfect at first. Learn Everywhere You Can: Even though Natalia was in the right company and but ideal role she took any free time to learn from those in the role she aspired to.She wasn't afraid to be a beginner and ask for help. You can learn from anyone and anywhere if you're open to it. Mistakes Can Help You Grow: Natalia worked on many projects and made lots of mistakes. But those mistakes helped her learn quickly. If you mess up that’s okay, don't dwell—just learn from it and move on. Keep Growing and Aiming Higher: Natalia doesn't stop learning new skills. These days she embraces her love of people and channels it into a leadership and mentorship role. Over time your career will evolve and change - embrace that.  Natalia's story tells us that changing careers isn't just about getting a new job. It's about being brave, being ready to learn and not being afraid to make mistakes. And most

job. It's about being brave, being ready to learn and not being afraid to make mistakes. And most importantly, it's about embracing continuous growth and change.  Whether you're thinking about a new career or just want to get better at what you do, her story has something for everyone. Move Forward Boldy Changing careers is a common part of today's working world. It's about growing, learning and adapting to new things. It shows how people's dreams and goals change, how industries evolve, and how we all need to be flexible in our jobs today.  Making a career change is a big task that needs a well-rounded approach. It's important to be patient, find mentors, build confidence, connect with others and tell your own unique career story. But it's not just about these strategies. Being kind to yourself, understanding what really matters to you, and fitting your career into your larger life goals can turn a career change into something that not only helps you grow professionally but also

goals can turn a career change into something that not only helps you grow professionally but also makes your life richer and more fulfilling.  In today's world, careers aren't just straight lines; they move and change with us and what's happening around us. Understanding this helps us approach our work with more wisdom, honesty and flexibility. Key TakeawaysDynamic Career Paths: Careers are no longer linear but flexible, influenced by technology, demographics, and the gig economy. The 'boundaryless career' concept reflects this.Reasons for Change: People transition careers for personal fulfillment, economic gain, work-life balance, and job security. Risks are often involved but can lead to growth.Preparation and Adaptation: Successful career transitions require planning, new skills, and adaptability. Soft skills and alignment with team goals are critical in new roles.Join the conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career

your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief of StaffEngineeringMarketing© 2023 Blueprint.Privacy PolicyTerms of UsePowered by beehiiv

Strategies for Amplifying Leadership InfluenceBlueprintAbout usFellowshipsCategoriesSubscribeAmplifying Leadership Influence: Proven Strategies for Organizational SuccessUnlocking the Full Potential of Teams through Influential Leadership TechniquesElysia BentleyAugust 24, 2023 The backbone of effective leadership is influence, not authority. While the latter might secure compliance, the former instills commitment. Influence has the power to articulate vision, build alliances, and drive transformation. Borrowing from Shivani's insights, let’s explore actionable strategies that can substantially extend your influence in an organization. The Core of Influence in Career Growth "Influence is the currency of leadership," Shivani has said. It's not just about climbing the corporate ladder but also leaving a positive impact along the way. Influence is what separates managers from leaders. It’s what allows you to set organizational goals, improve team dynamics, and most importantly, facilitate

Discover proven methods for enhancing your impact as a leader within any organization. Learn how to gain stakeholder buy-in.

allows you to set organizational goals, improve team dynamics, and most importantly, facilitate your own career growth. Shivani advocates that influence should be the key focus for anyone serious about both personal development and organizational impact. The Architecture of InfluenceLeveraging Influence Without Authority In any organization, situations will arise where you don't have formal authority. Here, your ability to influence becomes vital. Shivani underscores the importance of co-creating a shared vision. This isn’t about persuading others to adopt your perspective, but about merging various viewpoints into a unified direction that resonates with the team's goals. Securing Stakeholder Engagement Stakeholder engagement transcends a mere nod of approval. It involves active participation in your vision or project. This isn't achieved through one-off presentations but through ongoing dialogues where you transparently communicate and align your proposed value with the stakeholders'

dialogues where you transparently communicate and align your proposed value with the stakeholders' objectives. Embracing Feedback for Continuous Improvement "Constructive feedback is the mirror that reflects your influence,” Shivani notes. The key lies in soliciting feedback not just from those above you, but from peers and subordinates as well. This 360-degree feedback is instrumental for self-reflection and iterative improvement in your approach to influence. The Multifaceted Art of Co-creation Influence isn't a one-way street. Engaging team members in dialogue to co-create solutions fosters a collective sense of ownership. Shivani emphasizes that co-creation is not just participative management but a strategic approach that ensures everyone is invested in the outcome, thereby amplifying your influence. The Multi-Pronged Approach to InfluenceBuilding Alliances The power of your influence multiplies when you have allies within the organization. According to Shivani, these aren’t

multiplies when you have allies within the organization. According to Shivani, these aren’t transactional relationships but are founded on mutual trust and shared objectives. They serve as your sounding board and can offer different perspectives that can be invaluable in decision-making. Mastering the Craft of Storytelling One of the most effective ways to exert influence is through storytelling. Shivani is a strong advocate for using narratives to distill complex concepts into relatable insights. It's an art that demands practice but can unite teams under a shared vision or goal. The Importance of Co-creation Co-creation is about bringing everyone on board. Shivani underscores that this approach amplifies the team's collective intelligence. This isn't merely about being inclusive but is a strategic approach to problem-solving and execution that leads to better outcomes and increased commitment. Fostering Empathetic Listening To influence, you must also listen. Shivani emphasizes that

Fostering Empathetic Listening To influence, you must also listen. Shivani emphasizes that this isn't passive listening but empathetic listening that aims to understand the deeper emotional undertones and unspoken needs. Data-Driven Influence Numbers talk. Shivani encourages leaders to make data-backed arguments. This not only validates your influence strategies but also sets clear metrics for success or failure. Projecting the Right Demeanor Your demeanor—how you conduct yourself—can be an influencing factor. Leaders need to project a demeanor that's consistent, approachable, and encourages open dialogue, thereby setting the stage for influence. Practical Tips for Aspiring LeadersStreamlining Communication Misunderstandings can be a significant hurdle. Effective communication that's clear and direct is imperative for eliminating these obstacles, thereby paving the way for influence. Making Data-Informed Decisions As Shivani suggests, "Let data be your guiding star." Make it the basis

Data-Informed Decisions As Shivani suggests, "Let data be your guiding star." Make it the basis of your strategies and decisions. Data-driven leaders not only have a stronger influence but also the metrics to prove it. Final Thoughts "Influence is a skill that can be honed," according to Shivani. It’s what separates transactional management from transformative leadership. The key lies in combining strategic elements like alliance-building, storytelling, empathetic listening, and data analysis.  By incorporating these practical strategies, you’re not just broadening your sphere of influence; you're fundamentally transforming the way you lead. And in the process, you’re priming yourself and your organization for success. Navigate Your Leadership Journey with Coho: Designed for Managers, Directors, and Senior Professionals.Coho provides mentorship, community, and personalized growth strategies to help you excel in your leadership role. Join your peers from Netflix, Figma, Spotify,

strategies to help you excel in your leadership role. Join your peers from Netflix, Figma, Spotify, Stripe, and more. Apply today, and if accepted, use code COHOALUMNI for an exclusive 20% off — available only for August. Learn more about Fellowships Key TakeawaysInfluence as the Cornerstone of Effective Leadership: Influence is not a by-product of authority or title but a skill to be developed. Effective leaders know how to blend storytelling, co-creation, and data analytics to foster an environment where everyone feels invested.The Power of Alliances and Empathetic Listening: Your ability to influence is not an isolated skill but is amplified when combined with strong alliances and empathetic listening. Empathetic listening ensures that your influence is a two-way street, encouraging team members to share their thoughts openly.Data-Driven Influence for Measurable Impact: Influence is most effective when it's grounded in concrete data. A data-backed strategy is more persuasive and

most effective when it's grounded in concrete data. A data-backed strategy is more persuasive and enables you to adapt and refine your approach in real time.Join the conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief of StaffEngineeringMarketing© 2023 Blueprint.Privacy PolicyTerms of UsePowered by beehiiv

Unlocking Dynamic Career GrowthBlueprintAbout usFellowshipsCategoriesSubscribeUnlocking Dynamic Career GrowthInsights for Career Transitions in Today's Fluid Work Environment.Elysia BentleyAugust 23, 2023 David Hoang's approach to career development offers profound insights into how modern professionals can navigate the fluid work landscape. Grounded in experience and introspection, his views offer a roadmap to rethinking and reshaping our career narratives. 1. Breaking Away from Conventional Wisdom: David suggests moving beyond the traditional ladder model of career progression. He says: "I think a lot of times we think of careers as this sort of ladder... I always like to frame careers differently." We live in a world where industries evolve rapidly. By thinking of careers as evolving narratives rather than linear progressions, we allow ourselves to be more resilient, adaptive, and receptive to the vast possibilities available.  Have you considered a different roadmap for yourself?

Learn to identify industry shifts, differentiate between your job and your career, and adapt for a more fulfilling and resilient professional life.

to the vast possibilities available.  Have you considered a different roadmap for yourself? Have you developed a strategy for how you want to get there? Note to self - it does not have to be linear, get creative. 2. Recognizing and Capitalizing on Shifts: David's observation is that pivotal shifts often present the most significant opportunities. "One of the things I think about non-linear journeys is just really understanding where the shifts are happening... when you identify those shifts it equalizes things for everyone too." Recognizing shifts isn't only about identifying changes but also understanding their implications. A change in technology, for instance, might necessitate acquiring a new skill set. Similarly, changes in industry trends might suggest a strategic career move or the need for networking in a new domain. 3. Reframing Career and Job: There's a profound distinction between one's career and one's job, as David underscores: "Your job is not your career." A job is a

between one's career and one's job, as David underscores: "Your job is not your career." A job is a role you currently occupy, while a career is an amalgamation of your experiences, skills, knowledge, and aspirations. Understanding this distinction helps in embracing change positively. If a job role no longer aligns with your career vision, it's an indicator to reassess and recalibrate. 4. Harnessing Past Experiences: David's suggestion to "reposition the stuff you've done" is a testament to the power of past experiences.  Every role undertaken has provided a set of skills and insights. During transitions, these can be reframed to fit new roles. For example, a project manager moving into marketing can leverage their organizational and teamwork skills to manage campaigns effectively.  Consider what transferable skills you have that you could apply to a new role in another direction. 5. Staying Fluid in Planning: In a volatile professional landscape, the key is to have flexible career

Staying Fluid in Planning: In a volatile professional landscape, the key is to have flexible career plans.  While it's crucial to set milestones and goals, you should remain agile in approach. This flexibility means continuously updating skills, staying informed about industry shifts, and being open to new roles and responsibilities—even if they weren't part of the original plan. Here are some tips for staying ahead.Self-Assessment: Periodically evaluate your skills, interests, and career goals. Ensure they align with industry demands and your personal aspirations. Continuous Learning: Dedicate time to upskill. Online courses, workshops, and seminars can be invaluable, especially during transitions. Networking: Cultivate and maintain a strong professional network. This can be especially useful in identifying shifts early and navigating them effectively. Seek Mentors: Engage with industry veterans and peers who've successfully managed transitions. Their guidance can provide actionable

veterans and peers who've successfully managed transitions. Their guidance can provide actionable insights and direction.  David Hoang’s insights into career development are more than just ideas; they're actionable strategies. By internalizing and implementing these, professionals can not only manage but thrive during career transitions, ensuring they remain at the forefront of their industries and achieve their aspirations. Navigate Your Leadership Journey with Coho: Designed for Managers, Directors, and Senior Professionals.Coho provides mentorship, community, and personalized growth strategies to help you excel in your leadership role. Join your peers from Netflix, Figma, Spotify, Stripe, and more. Apply today, and if accepted, use code COHOALUMNI for an exclusive 20% off — available only for August. Learn more about Fellowships Key TakeawaysCareers as Evolving Stories: Stop thinking of careers as ladders with a fixed upward trajectory. Instead, consider your career as an evolving

of careers as ladders with a fixed upward trajectory. Instead, consider your career as an evolving story where you can adapt, pivot, or even change directions entirely. This mindset makes you more resilient and open to new experiences.Recognizing Industry Shifts: The best opportunities come from understanding where shifts are happening in your industry. This could be technological changes, new regulations, or even societal trends. Recognizing these shifts puts you ahead of the curve.The Job vs. Career Distinction: Your current job is not your entire career. While a job is a role you have at the moment, your career is made up of all your experiences, skills, and aspirations. Understanding this difference helps you open up the possibility to reassess and make changes that better align with your long-term vision.Join the conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals seeking actionable strategies, timeless

newsletter for career professionals seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief of StaffEngineeringMarketing© 2023 Blueprint.Privacy PolicyTerms of UsePowered by beehiiv

A Deep Dive Into Mastering Task Prioritization BlueprintAbout usFellowshipsCategoriesSubscribeMastering Task Prioritization With A Deeper Dive Into Urgency, Importance And The Unknown.Enhance Decision-Making Efficiency and EffectivenessElysia BentleyAugust 21, 2023 Making decisions can be tricky. We often have many tasks to do and need a way to decide what to tackle first. The Eisenhower Matrix is a tool that can help. It asks us to divide our tasks based on how urgent and important they are. This way, we can focus on what truly needs our attention. Understanding the Eisenhower Matrix The Eisenhower Matrix has four boxes. Tasks are either:  Urgent and important  Not urgent but important  Urgent but not important  Neither urgent nor important  By placing tasks in these boxes, we can see what we should do now, what we can plan for later, what we can delegate, and what we might not need to do at all. Decision Quality is Not Just About the Outcome Michelle Florendo has a vital point to

Elevate decision-making with expert insights on urgency, importance, and uncertainty. Maximize productivity and achieve better results.

to do at all. Decision Quality is Not Just About the Outcome Michelle Florendo has a vital point to make about decisions. She says, "The quality of the decision is separate from the quality of the outcome." What does this mean for the Eisenhower Matrix? It means that just because a task in the 'urgent and important' box was completed and had a good result doesn't mean it was the best decision to do it first.  When using the Eisenhower Matrix, think about the decision to place a task in a box, not just the result of the task. Adding More to the Matrix: The "Interesting" Tasks The Eisenhower Matrix is simple, but can we add more to it? Michelle gives us a hint. She talks about tasks that are "interesting." These are tasks that might not be urgent or important but are still worth looking at.  Every now and then, look at tasks that are in the 'neither urgent nor important' box. Some might be 'interesting' and might give a fresh way to solve a problem or create something new. Breaking Down

'interesting' and might give a fresh way to solve a problem or create something new. Breaking Down Decisions Further Michelle offers a deeper way to look at decisions. She talks about three parts:  What we want from the task (preferences).  The ways we can do the task (options).  The details we have about how each option might work (information).  Using these parts can give more depth to the Eisenhower Matrix. For example, for a task in the 'urgent and important' box, ask:  What is the goal of this task?  What are the different ways to do it?  What details are there about each way?  Before starting a task from the Eisenhower Matrix, use Michelle's three parts to get a clear picture of the task. Dealing with the Unknown in Decisions A challenge in making decisions is dealing with what we don't know. Michelle says it's normal to feel uneasy about what we don't know. When using the Eisenhower Matrix, this unease can come up, especially for tasks in the 'urgent and important' box.

Matrix, this unease can come up, especially for tasks in the 'urgent and important' box.  Michelle gives a way to handle this. She talks about separating what can be known from what can't. This means looking at what details are available and what details will remain unknown no matter what.  For tasks where there's a lot of unknown, figure out what can be known and what can't. For what can be known, think about if it's worth the time and effort to find out. For what can't be known, think about if it's still worth doing the task without that detail. Wrapping Up the Journey The Eisenhower Matrix is a useful tool. It helps decide what tasks to do based on how urgent and important they are. But using insights from Michelle Florendo can make it even better.  By understanding that decision quality is not just about outcomes, by adding the idea of "interesting" tasks, by breaking down decisions into preferences, options, and information, and by learning to handle the unknown, the Eisenhower

into preferences, options, and information, and by learning to handle the unknown, the Eisenhower Matrix becomes a more powerful tool. It can guide not just what tasks to do, but also how to think about those tasks and how to do them well. Join the conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief of StaffEngineeringMarketing© 2023 Blueprint.Privacy PolicyTerms of UsePowered by beehiiv

Mastering Teamwork with Lencioni's Clarity PrincipleBlueprintAbout usFellowshipsCategoriesSubscribeMastering Teamwork with Lencioni's Clarity Principle: A Comprehensive GuideHow to Implement the 5 Key Principles for Enhanced Collaboration, Trust, and Efficiency in Your OrganizationElysia BentleyAugust 15, 2023 Imagine a symphony orchestra where each musician plays without understanding the composition or the conductor's direction. The result would be chaos. Similarly, in an organization, without clear principles to guide teamwork, the result is confusion and inefficiency.  I've seen the impact of team dysfunction. At a sizable insurance company, I was part of the marketing team. In the beginning, our inter-departmental collaboration was commendable. However, over time, a disconnect in priorities surfaced. Instead of focusing on the marketing strategy, various team members were diverted to other projects which didn’t have anything to do with marketing like sales, compliance, and

How to Implement the 5 Key Principles for Enhanced Collaboration, Trust, and Efficiency in Your Organization

to other projects which didn’t have anything to do with marketing like sales, compliance, and operations. Important tasks yes I know but it led me to having to make do with what I could, definitely not an effective use of my experience.  The leadership's objectives seemed to diverge from the reason I was hired. This misalignment of goals led to an environment where departments worked in isolation, not fully aware of each other's activities, and where the expectations were not in line with what was originally communicated. Introduction to Lencioni's Clarity Principle Enter Lencioni's Clarity Principle—a comprehensive framework designed to unlock the full potential of teams by fostering trust, clear communication, and a shared vision.  Developed by renowned author Patrick Lencioni, this principle seeks to eliminate the common dysfunctions that plague teams and lead them toward cohesive and productive collaboration.  But what exactly is this principle, and why is it so vital? Let's

and productive collaboration.  But what exactly is this principle, and why is it so vital? Let's explore! The Importance of Clarity in Organizations Clarity is more than understanding a task or a goal; it's about aligning a team's vision, fostering trust, and working towards common objectives. It helps in: Creating Transparency: Ensuring everyone knows the "why" behind their tasks. Like a clear roadmap, everyone must understand their path. For example, tech giant Google's clear objectives and key results (OKRs) make everyone aware of what's expected. (Check out Measure What Matters book by John Doerr for more context) Enhancing Collaboration: Encouraging team members to work together seamlessly. A soccer team's coordinated play is an analogy for how team members must work together, just as Toyota’s production teams collaborate for efficiency. Improving Efficiency: Reducing misunderstandings and wasted time. Like a well-oiled machine, clear communication and alignment minimize friction

and wasted time. Like a well-oiled machine, clear communication and alignment minimize friction and waste. I can't agree more wholeheartedly with this point. Of course teams without alignment and great communication are destined to fail. The 5 Dysfunctions of a Team Patrick Lencioni identified five common problems that hinder a team's performance: Understanding Trust: Trust is the foundation of a functional team. For example, Netflix's culture of openness encourages trust among employees. Without trust, teammates hide their mistakes, hesitate to ask for help, and guard their true opinions. Trust allows teammates to:  Openly admit mistakes.  Ask for help when needed.  Share honest opinions without fear.  Building trust requires vulnerability and the willingness to let down personal barriers. Mastering Conflict: Conflict isn't bad. Constructive conflict helps a team to grow. Pixar encourages constructive debates, leading to creative solutions. It's about being open and honest, not

constructive debates, leading to creative solutions. It's about being open and honest, not personal attacks. When managed well, conflict:  Encourages diverse opinions.  Promotes creativity and innovation.  Helps in identifying and solving underlying issues. Achieving Commitment: Commitment is about clarity and buy-in. People must understand and agree with the direction and align their actions accordingly. Amazon's commitment to customer satisfaction is a well-known example. It ensures that:  Everyone is aligned with the organization's vision.  Decisions are made with conviction.  Action plans are clearly laid out. Embracing Accountability: Accountability is about upholding the team's agreed-upon standards. Think of the dynasty that is The New England Patriots, their culture of accountability has contributed to their repeated success. It ensures:  Consistency in performance.  Personal responsibility for actions.  A culture of excellence.  Reflect on your contribution to the team and

responsibility for actions.  A culture of excellence.  Reflect on your contribution to the team and the organization's overarching goals. In past roles, I've seen firsthand how a misalignment and communication gap can derail even the most dedicated among us. I confess, there were times I lost sight of our objectives, and the looming responsibility intimidated me. But true accountability goes beyond individual roles; it's about upholding the team's collective standards and values. Focusing on Results: The ultimate goal is results. Companies like Apple focus on results to continue innovating and staying ahead of competitors. A team that isn't focused on results will struggle to achieve its potential. Focus on results helps in:  Tracking progress.  Celebrating achievements.  Identifying areas for improvement. Implementing Lencioni's Clarity Principle Here's a step-by-step guide to applying the Clarity Principle in your organization. Assessing the Team Start by identifying where your team

the Clarity Principle in your organization. Assessing the Team Start by identifying where your team stands. Are there trust issues or conflicting goals? Action steps:Identify Strengths and Weaknesses: Use assessments and surveys to gauge where the team stands. Understand Team Dynamics: Analyze how team members interact and where conflicts may arise.  I think there is tremendous value in having informal one-on-ones which each team member to get their personal viewpoints. Group brainstorming sessions are also a great way to observe the dynamics. Creating Shared Values Shared values create a united front. These values should reflect the organization's mission and vision.  Action steps: Develop a Mission Statement: Define what the organization stands for. Foster a Culture of Unity: Encourage shared values that resonate with every team member. Setting Clear Goals Clear goals provide a path. Everyone must understand what is expected and how to get there.  Action steps: Define Specific

Everyone must understand what is expected and how to get there.  Action steps: Define Specific Objectives: Goals should be SMART (Specific, Measurable, Achievable, Relevant, Time-bound). Ensure Alignment with Organizational Goals: Team goals must contribute to the larger vision. Regular Monitoring and Feedback Regular check-ins and feedback keep the team on track and help in addressing any issues quickly.  Action steps: Implement Regular Check-Ins: Weekly or bi-weekly meetings to track progress. Foster Open Communication: Create an environment where feedback is welcomed and acted upon. Benefits and Challenges Lencioni's Clarity Principle is not a magic wand, but it provides great value when implemented correctly.  However, implementing these principles is not without challenges. It's like sailing against the wind; the journey requires skill, effort, and persistence. Here are some common obstacles: Resistance to Change: People often resist changes to established routines. Blockbuster's

obstacles: Resistance to Change: People often resist changes to established routines. Blockbuster's inability to adapt to the digital age was a result of this resistance, leading to its downfall. Lack of Leadership Support: Without support from the top, initiatives may falter. A lack of leadership commitment at Nokia led to missed opportunities and eventual decline. Miscommunication: Like a game of "telephone," miscommunication can distort the original message. Organizations must work to ensure clarity in communication to avoid misunderstandings. Overcoming Initial Mistrust: Building trust is like growing a garden; it takes time and care. Initial mistrust can be a barrier, and overcoming it requires consistent effort. Aligning Diverse Goals: In a diverse team, aligning individual goals with organizational objectives can be like fitting puzzle pieces together. It requires patience and a clear understanding of the bigger picture. Conclusion Lencioni's Clarity Principle is not just a

a clear understanding of the bigger picture. Conclusion Lencioni's Clarity Principle is not just a theoretical concept but a practical tool that has proven its worth in various organizational settings. Lencioni's Clarity Principle offers a blueprint for organizational success, but it's not a one-size-fits-all solution. By focusing on trust, conflict, commitment, accountability, and results, it offers a roadmap to organizational success.  Just as a skilled gardener knows when to water, prune, and nurture plants, leaders implementing Lencioni's Clarity Principle must know when to guide, challenge, and support their teams. The result is a thriving organizational culture that fosters growth, innovation, and success.  Whether you're a startup or a multinational corporation, these principles can guide your team to new heights of achievement and satisfaction. Join the conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals

commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief of StaffEngineeringMarketing© 2023 Blueprint.Privacy PolicyTerms of UsePowered by beehiiv

How Communicating the 'Why' Boosts Team Support and ClarityBlueprintAbout usFellowshipsCategoriesSubscribeMastering Strategic Choices with the SPADE FrameworkUnlock Better Decisions with SPADE: Your Team's Guide to Smart ChoicesElysia BentleyAugust 14, 2023 Is your team grappling with complicated, high-stakes decisions? As the saying goes, decision-making is easy when you have limited options. But what happens when the stakes are high, and every choice seems daunting? Enter the SPADE framework by Gokul Rajaram. An interesting approach designed to help teams make decisions that are not only quick but also of high quality. Introduction: The SPADE Framework Overview The SPADE framework emerged from the combined efforts of Gokul Rajaram and his Square colleague, Jeff Kolovson. It stands for Setting, People, Alternatives, Decide, and Explain. Rajaram elaborates, “The right decisions for this system are those so critical they could impact your company, possibly make or break your business.”

Learn how effective communication fosters team understanding and drives successful outcomes.

system are those so critical they could impact your company, possibly make or break your business.” This framework offers a systematic approach, helping teams to quickly arrive at decisions while ensuring they're well-informed. Setting: What, When, and WhyWhat: Rajaram emphasizes the importance of precision. As he puts it, “You’d be amazed at how many people can't articulate what the decision is precisely.” Whether deciding on launching a product or expanding into a new market, clarity is paramount. When: Setting a realistic timeline is just as crucial. Evaluate the timeline's logic to ensure everyone is on the same page about the ‘why’ of the ‘when.’ Why: Understanding the underlying motive of a decision is essential. Differing perspectives can affect every aspect of operations. It is only when we realize "why" a decision matters that we can align our strategies. People: The Decision-makers “The horsepower behind executing a decision is the people,” In his framework, three primary

“The horsepower behind executing a decision is the people,” In his framework, three primary roles emerge: Responsible: This individual is not just in charge of the decision but also its execution and success. Accountability and responsibility should merge, ensuring decision-makers are empowered and feel a sense of ownership. Approver: This individual has the power of veto, ensuring that decisions are of high quality. Consultant: These individuals provide feedback and insights during the decision-making process. Rajaram highlights the importance of listening: “Listening matters. Much, much more than you think. People want the option to chime or chip in, even if their stance is counter to the end decision.” Alternatives: Charting Courses of Action Once the context is set and the stakeholders identified, your teams should brainstorm alternatives. Alternatives should be feasible, diverse, and comprehensive. Using quantitative models to assess each alternative against the decision's core

and comprehensive. Using quantitative models to assess each alternative against the decision's core objective is recommended. Decide: Taking the Plunge After analyzing alternatives and evaluating them against the set objectives, it's time to make a decision. Rajaram suggests employing the same diligence as one would for an M&A deal, ensuring decisions are future-proof. Explain: Transparency in Execution When you make a big decision, always explain why. This helps everyone around you understand and back up your choice. Knowing the reasons behind actions makes everything clearer for those involved. Harnessing the Power of SPADE In a world overwhelmed with information and options, the SPADE framework stands as a beacon for teams aiming for strategic clarity. By breaking down the decision-making process into digestible chunks, Rajaram offers teams a way to navigate complexity efficiently. Coho provides mentorship, community, and personalized growth strategies to help you excel in your

Coho provides mentorship, community, and personalized growth strategies to help you excel in your leadership role. Join your peers from Netflix, Figma, Spotify, Stripe, and more. Apply today, and if accepted, use code COHOALUMNI for an exclusive 20% off — available only for August. Learn more about Fellowships Key TakeawaysDiving into SPADE for Better Choices: It's pretty simple: think about the setting, get the right people on board, weigh up your options, make the call, and then share why you made that choice. Using SPADE is like having a compass when you're struggling with decision-makingTalking It Out After Deciding: Once you've made a choice, it's tempting to just run with it. Take a moment to chat about why you went that way. It’s like giving everyone a behind-the-scenes tour of your thought process. People tend to get on board more when they get the 'why' behind a decision.Knowing Who's Who and Exploring Every Option: With SPADE, it's all about getting roles sorted. Who's

Who's Who and Exploring Every Option: With SPADE, it's all about getting roles sorted. Who's driving the decision? Who gets the final say? Who gives input? It's setting up a team where everyone knows their position. Plus, it's all about brainstorming all possible routes before picking one.Mastering Strategic Choices with the SPADE FrameworkJoin the conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief of StaffEngineeringMarketing© 2023 Blueprint.Privacy PolicyTerms of UsePowered by beehiiv

Navigating Career Transitions Through NetworkingBlueprintAbout usFellowshipsCategoriesSubscribeNavigating Career Transitions Through NetworkingA Guide to Identifying Roles, Understanding Companies, and Leveraging Connections for Successful Career ShiftsElysia BentleyAugust 09, 2023 Networking is often misunderstood.  Many people equate it with attending countless industry events, exchanging business cards, or incessantly promoting oneself on professional platforms. It's seen as a game of numbers where the goal is to know as many people as possible, regardless of the depth or quality of those connections.  But in reality, this couldn't be further from the truth. Importance of Networking Whether you're considering a career shift or looking to grow within your field, embracing networking as a critical component of your professional journey can open the right doors.  Networking isn’t about socializing at events or aggressively promoting yourself. It’s about building real relationships and

A Guide to Identifying Roles, Understanding Companies, and Leveraging Connections for Successful Career Shifts

at events or aggressively promoting yourself. It’s about building real relationships and connecting with people professionally.  Networking events? They're supposed to be the place to meet folks who can help you grow. But I've been to plenty and often come away empty-handed. They tell you it's where you'll find mentors and new opportunities, but that hasn't been my reality. Sometimes, it just feels like wasted effort, and the real connections happen elsewhere.In transitions, particularly career shifts, these connections become the bridge between where you are and where you want to be. Understanding networking isn't merely a professional skill; it’s a life skill.  Let’s discuss why it matters. Identifying the Role You're Targeting Starting with clarity is crucial.  Identifying the role you're targeting is the cornerstone of any successful career shift. It's not merely about switching jobs; it’s about aligning your passion, skillset, and career path. Consider this as a mission statement

it’s about aligning your passion, skillset, and career path. Consider this as a mission statement for your career shift.  This process begins with understanding your strengths, weaknesses, and where you want to see yourself. Research the roles that interest you and align with your long-term vision. List down the required skills and competencies and start building them. Here are a few strategic questions to ask: What role best fits your skills and aspirations?  Why is identifying the role vital for a successful career shift?  Who can help you identify and prepare for the role?  Remember, clarity isn’t the end but the start of this journey. Identifying the Company You'd Like to Join Getting to know a company goes beyond following them online.  It’s about understanding the mission, vision, culture, and how you fit into that picture.  Research the company’s values, their working environment, and growth opportunities. Engage with employees if possible, through professional networking

and growth opportunities. Engage with employees if possible, through professional networking platforms. This research is about the facts and overall feel of the company. Consider asking yourself: Can you visualize yourself contributing to this company's culture?  Does the company's growth trajectory align with your career goals?  Can you connect with someone inside the company to give you insight?  If you answered yes to all three, you're on the right track. Outreach to Connections in That Company Now, it’s time to build a network to support this job search.  When you build connections within a company you’re targeting, you significantly increase your chances of both validating your desire to join and landing the job. Outreach to connections isn’t about sending a bulk of LinkedIn requests. It’s about meaningful interaction and understanding. These connections are potential colleagues, mentors, or even friends.  Connections are more than a networking tool; they're a bridge, a way to

mentors, or even friends.  Connections are more than a networking tool; they're a bridge, a way to foster understanding, collaboration, and insight. They enable us to peer into the very soul of an organization and decide if our paths align.  Consider a story from my past. A friend was aiming to break into a certain company, and I happened to have a strong link to her potential employer. This connection allowed me to champion her skills, resulting in an opportunity for her to showcase herself. She earned the interview, and eventually, the position.  I won't claim credit for her success; she earned it through her merits. But one can't help but wonder: without the bridge, without that shared connection, would the opportunity have even surfaced? Connections, relationships, and understanding the company's core values can pave a smoother path to opportunities that might otherwise remain hidden.  When reaching out, ask strategic questions. Inquire about their experiences, the company's

hidden.  When reaching out, ask strategic questions. Inquire about their experiences, the company's culture, and how they perceive growth within the organization. Here’s a strategic approach to networking: Show genuine interest in the company and the person's role. Ask for a short chat to learn more about their experiences.  Reference a piece of content (blog post, article, presentation, etc.) the person or the company has produced that you found insightful. This shows your genuine interest and can serve as a good conversation starter.  Compliment a specific project or achievement of the company or the person. Express your admiration and ask for a chat to learn more about their journey. Here’s a sample message you could send:Hello [Recipient's Name], My name is [Your Name], and I'm currently exploring new opportunities in [Your Industry]. I'm very interested in the work [Company's Name] is doing and I'm considering career opportunities in this domain. I would love to have a short

is doing and I'm considering career opportunities in this domain. I would love to have a short conversation with you to understand more about the company, your role, and the kind of challenges you solve on a daily basis. Would you be available for a 15-minute chat at a time that suits you? I appreciate your time and look forward to the possibility of connecting. This isn't just about gathering information; it’s about building a relationship with potential colleagues. The Bigger Picture Networking is about creating opportunities for growth, connection, and alignment with your professional aspirations. For mid-to-senior level professionals, it's about leveraging and expanding your existing network. It's about being authentic and offering value to your connections, not just looking for the next big break.  When identifying the role, the company, or reaching out to connections, remember that these are not tasks but fundamental steps in building a fulfilling and dynamic career. The right

these are not tasks but fundamental steps in building a fulfilling and dynamic career. The right connections help you open the right doors, especially when you're considering a transition to senior-level roles or even a different industry. Make the most of professional associations, conferences, or speaking engagements as they can provide higher-level networking opportunities.  Networking isn't just about gathering information; it’s about building a relationship with potential colleagues and industry peers. Embrace it as a critical component of your professional journey. Navigate Your Leadership Journey with Coho: Designed for Managers, Directors, and Senior Professionals.Coho provides mentorship, community, and personalized growth strategies to help you excel in your leadership role. Join your peers from Netflix, Figma, Spotify, Stripe, and more. Apply today, and if accepted, use code COHOALUMNI for an exclusive 20% off — available only for August. Learn more about Fellowships Key

COHOALUMNI for an exclusive 20% off — available only for August. Learn more about Fellowships Key TakeawaysEmbrace Networking as a Life Skill: Recognize that networking is not just about attending events or promoting yourself. It's about building authentic, professional relationships that can bridge the gap between your current position and future goals.Invest Time in Understanding Your Career Path: Start your career transition with clarity by identifying the role you're targeting and researching the companies that align with your vision. Ask strategic questions, list down required skills, and engage with insiders to gain an understanding of your potential fit.Leverage Existing Connections and Build New Ones Thoughtfully: Utilize your existing network and strategically build new connections within the companies you’re targeting. Approach networking with genuine interest, ask insightful questions, and offer value in your interactions.Join the conversationAdd your commentLoginLogin or

questions, and offer value in your interactions.Join the conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief of StaffEngineeringMarketing© 2023 Blueprint.Privacy PolicyTerms of UsePowered by beehiiv

Unleashing Growth through Empathic LeadershipBlueprintAbout usFellowshipsCategoriesSubscribeUnleashing Growth through Empathic LeadershipDiscover how empathy in leadership can unlock innovation, resilience, and growth within teams.Elysia BentleyAugust 07, 2023 Empathy is the soul of leadership.  More than just understanding others' feelings, it's about walking in their shoes, feeling their struggles, and working together towards success. Richard Banfield's perspective on the modern workplace emphasizes the need for more authentic connections, stating, "When work is the source of most of our stress then it's not working." Empathy turns a group of individuals into a connected team and a manager into a leader.  Let's delve into how empathy in leadership can catalyze team growth, innovation, and resilience. Insights: A Closer Look at Empathy in LeadershipEmpathy: Beyond a Buzzword Empathy is more than a trendy term.  It's a substantial shift in leadership, focusing on human connections and

Explore empathic leadership through insights and real-world case studies. Learn actionable steps to foster growth and innovation in teams.

more than a trendy term.  It's a substantial shift in leadership, focusing on human connections and shared experiences. Banfield's observation that "work is complex because it's done by complex people" underscores the importance of empathetic leadership.  It's a guiding principle, steering leaders to not only see the big picture but also the individual colors that make it up. The Power of Authentic Connection Genuine connections don't happen by chance; they are the result of empathic communication.  Leaders who can authentically connect with their teams foster a culture of trust, creativity, and collaboration. Banfield’s emphasis on being “hard on ideas and soft on people” supports the need for genuine connection.  This connection is what turns a working group into a thriving team. Empathy as a Tool for Innovation Innovation requires a safe space where ideas can blossom without fear of judgment.  Empathy provides this nurturing environment, allowing team members to explore,

fear of judgment.  Empathy provides this nurturing environment, allowing team members to explore, experiment, and express. It's not about constant agreement but about mutual respect and the freedom to think differently. Empathy and Resilience: The Building Blocks of Growth Empathic leadership builds resilience, equipping teams to face challenges with grace and adaptability.  It's about supporting each other during failures and celebrating together in successes. Banfield's concept of antifragility resonates here, where performance gains occur when exposed to adversity.  Resilience isn't just a survival mechanism; it's a growth strategy, fortified by empathy. Cultural Sensitivity: A New Leadership Dimension In an interconnected world, empathic leaders recognize the value of cultural sensitivity.  They appreciate diverse perspectives, fostering an inclusive environment that enriches the team's collective wisdom. Actionable Steps: How to Implement Empathy in LeadershipDeveloping Empathic

collective wisdom. Actionable Steps: How to Implement Empathy in LeadershipDeveloping Empathic Listening Skills Empathic listening is more than nodding; it's about absorbing, reflecting, and responding.  Aligning with Richard Banfield's philosophy, empathic listening goes beyond mere acknowledgment; it helps teams connect and understand each other.  Encourage open dialogues and create a safe space for honest conversations. Make your team feel heard and respected by actively engaging in what they say. Personalized Empathy Approach Every team member is unique, and so should be your empathy approach.  Understanding individual communication styles, motivations, and challenges allow you to lead with personalized empathy. This approach resonates deeply and is more effective in fostering growth. Promoting Collaborative Problem Solving Encourage your team to approach problems together.  Apply empathy to understand different perspectives, and foster a collaborative problem-solving environment.

to understand different perspectives, and foster a collaborative problem-solving environment. This approach not only finds innovative solutions but strengthens the team's cohesion. Embracing Failures as Learning Opportunities Shift the team's perspective on failure from a setback to a learning opportunity.  Cultivate an environment where failure is not feared but embraced as a valuable lesson. This empathic approach to failure fuels continuous improvement and growth. Building a Culture of Appreciation Regularly recognize and appreciate the efforts and contributions of your team.  “High-performing teams don’t assume they know how to work with each other. Instead, they work to get connected,” Banfield emphasizes. This simple yet profound practice builds a positive and motivating environment. Genuine appreciation goes beyond rewards; it's about valuing people. Conclusion Empathy in leadership is more than a theoretical idea; it's a real and potent approach to transform teams, foster

is more than a theoretical idea; it's a real and potent approach to transform teams, foster growth, and build resilient and innovative organizations. Banfield's insights into gentle leadership, trust, and antifragility contribute to understanding the human aspects in leadership.  It's about recognizing the human aspects in leadership, nurturing connections, celebrating diversity, and leading with compassion.  Empathy is the soul of leadership.  More than just understanding others' feelings, it's about walking in their shoes, feeling their struggles, and working together towards success. Empathy turns a group of individuals into a connected team and a manager into a leader.  Let's delve into how empathy in leadership can catalyze team growth, innovation, and resilience. Navigate Your Leadership Journey with Coho: Designed for Managers, Directors, and Senior Professionals.Coho provides mentorship, community, and personalized growth strategies to help you excel in your leadership role.

community, and personalized growth strategies to help you excel in your leadership role. Join your peers from Netflix, Figma, Spotify, Stripe, and more. Apply today, and if accepted, use code COHOALUMNI for an exclusive 20% off — available only for August. Learn more about Fellowships Key TakeawaysEmpathic leadership is a substantial shift, focusing on human connections and shared experiences. It's the bridge that transforms a working group into a thriving team.Innovation and resilience in teams can be greatly enhanced through empathic leadership. It creates a nurturing environment for creativity and fosters growth through collaboration and mutual support.Implementing empathy requires actionable steps such as developing empathic listening skills, embracing failures as learning opportunities, and building a culture of appreciation. These steps go beyond conventional wisdom, tapping into the core human values that make leadership truly impactful.Join the conversationAdd your

into the core human values that make leadership truly impactful.Join the conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief of StaffEngineeringMarketing© 2023 Blueprint.Privacy PolicyTerms of UsePowered by beehiiv

Time for Change: Unmasking Broken Workplace CulturesBlueprintAbout usFellowshipsCategoriesSubscribeBuilding a Better WorkplaceIssue #004Kasra KhaliliJuly 26, 2023 Hello and welcome to all you career adventurers and enthusiasts.  This month, we’re talking all about workplace culture.  We're peeling back the layers to discover how it impacts us as individuals, as teams, and as organizations. We’re diving deep into the subject of workplace culture, tackling safety in the work environment, strategies for fostering well-being, and the impact of positive team culture on career growth.  A bit of everything to guide you on your career journey, really.  Before we continue, I'd love to hear from you:  Have any great career frameworks, tactics, or insights you want to share? Feel free to reply to this email and send them along. We're always looking for the best ideas to help our readers thrive in their careers.  Let's dive in… Navigating Change in the Modern Workplace with a Culture of Safety

Explore the role of safety in workplace culture, strategies for fostering wellbeing, and how positive team culture can impact your career.

their careers.  Let's dive in… Navigating Change in the Modern Workplace with a Culture of Safety When you log into your work, does a sense of dread wash over you? Is your voice filled with ideas and concerns?  You're not alone.  The current state of workplace culture leaves many employees feeling unsupported, unheard, and unsafe.  It's a silent signal - our workplace culture needs a revolution.  Change is a heartbeat in today's fast-paced business world. But often, companies chase growth or shrink down, forgetting about the people powering these changes. As professionals, you might feel more like pawns in a larger game than valued contributors.  The result? A workplace culture that prioritizes strategy over safety, and leaves employees feeling unseen, unheard, and insecure. The Importance of Safety But what if there's a better way?  Enter Alla Weinberg, a consultant who specializes in organizational cultures and team dynamics. She suggests that safety—physical, emotional, and

in organizational cultures and team dynamics. She suggests that safety—physical, emotional, and psychological—is the cornerstone of a healthy and productive work environment. "Safety is the foundation of all collaboration," Weinberg says. "Without safety, our brains are too busy protecting us from threats to focus on complex tasks, creative thinking, or innovation."  Safety is the soil in which collaboration grows.  It's about recognizing that people, with their diverse experiences and perspectives, are at the heart of any organizational change. When we feel safe, we're more likely to share innovative ideas, take calculated risks, and contribute to the organization's growth. Safety and Remote Work In a remote work setup, safety is about more than locking your doors or the security of your system.  Physical safety might mean the absence of microaggresions and disrespect. Emotional safety might be about feeling able to express frustration over a difficult task. And psychological safety

might be about feeling able to express frustration over a difficult task. And psychological safety might be about daring to share a new idea during a virtual brainstorming session. Physical, Emotional, and Psychological Safety Weinberg breaks down safety into three key aspects: physical, emotional, and psychological. Physical Safety Physical safety is about ensuring a comfortable and secure physical environment.  "Start your virtual meetings with a body scan," Weinberg suggests. "This not only helps participants feel physically comfortable but also sets a tone of care and attention." Emotional Safety Emotional safety refers to feeling safe to express any emotion without fear of being judged or rejected.  "Emotions are data," Weinberg notes. "They give us important information about our needs and boundaries." By acknowledging and validating our emotions and those of our colleagues, we foster a culture where people are seen and heard. Psychological Safety Psychological safety is about

a culture where people are seen and heard. Psychological Safety Psychological safety is about feeling safe to take risks, make mistakes, and ask questions without fear of punishment or embarrassment.  As Weinberg puts it, "Psychological safety is the belief that you won't be punished for making a mistake. It's about creating an environment where people feel like they can be their full, authentic selves." Everyone's Role in Creating Safety Creating a culture of safety isn't a job for the HR department—it's everyone's gig.  Whether you're an employee, a manager, or a director, you can contribute to a safer work environment. How? By embodying the behavior you want to see, providing space for individuals to express their feelings and concerns freely, and encouraging open communication. The Employee's Role As an employee, your voice matters. Speaking up about your needs, listening to your colleagues with empathy, and respecting others' boundaries can make a world of difference.  Example:

with empathy, and respecting others' boundaries can make a world of difference.  Example: If you're feeling overwhelmed with work, speak up about it to your manager. Don't wait for the burnout to hit before addressing it.  Example: When a colleague shares a difficulty they're facing, listen without interrupting or trying to fix the problem right away. Sometimes, being heard is half the battle. The Manager's Role As a manager, you can create safety by encouraging open communication, acknowledging emotions, and appreciating efforts.  Example: Create a regular check-in routine with your team members. Talk about work, sure, but also about how they're doing emotionally.  Example: If a team member makes a mistake, instead of reprimanding them, appreciate their effort and turn it into a learning opportunity. The Director's Role As a director, you're steering the ship. You have the power to drive the culture of safety at a larger scale. This might involve implementing organization-wide

to drive the culture of safety at a larger scale. This might involve implementing organization-wide policies or providing resources for employees and managers to create safety in their respective roles.  Example: Implement a policy that encourages employees to take regular breaks. It's about preventing burnout before it begins.  Example: Provide training for managers on how to create a safe and inclusive environment for their teams.  Weinberg emphasizes that change starts close in—with your team and your peers. You have the power to influence the culture within your immediate sphere. By promoting safety within your team, you can create ripples that transform the entire organization. Keep reading→  How Personal Branding Can Propel Your CareerThe Rise of People Teams as a Business Growth DriverAce Your Next Interview by Mastering These 3 PillarsWork Isn’t WorkingRethinking Management: Putting Processes Before PeopleThe Ultimate Guide to Finding Your Career North StarNews you can

Putting Processes Before PeopleThe Ultimate Guide to Finding Your Career North StarNews you can use:Between 2020 and 2022, tech employment rose by 11%, with tech companies outpacing other sectors by 2.5. But slowdown in tech company hiring is creating talent opportunities for other industries.While the tech industry is predominantly male, recent layoffs tell a different story. Analysis reveals that since last fall, women accounted for 45% of laid-off tech employees.We’re seeing some relief in tech. A recent report shows layoffs in the US decreased by >50% in June.New York City introduced a law requiring businesses utilizing AI in their hiring processes to demonstrate their systems are free from sexism and racism. Though unclear how it will be enforced, it’s the first of what’s expected to be many more precedents aimed at ensuring fair and unbiased AI employment practices.Workers are walking off the job. About 11,000 workers from the Writers Guild of America went on strike in May.

walking off the job. About 11,000 workers from the Writers Guild of America went on strike in May. They've been joined by 160,000 members of SAG-AFTRA. That's not all—around 330,000 UPS employees are ready to join the club if their contract negotiations don't get sorted by the end of July.Tools we recommend: This month, we're highlighting CleanShot X, a superior screen capture tool. It's the perfect ally for anyone needing to quickly capture, annotate, and share visuals. What makes it stand out to us? CleanShot X offers clutter-free captures, easy annotations, and direct cloud storage for effortless sharing.In this fast-changing world, navigating career challenges shouldn’t be a solo mission. Join Coho.Navigate Your Leadership Journey with Coho: Designed for Managers, Directors, and Senior Professionals.Coho provides mentorship, community, and personalized growth strategies to help you excel in your leadership role. Join your peers from Netflix, Figma, Spotify, Stripe, and more. Apply

in your leadership role. Join your peers from Netflix, Figma, Spotify, Stripe, and more. Apply today, and if accepted, use code COHOALUMNI for an exclusive 20% off — available only for August. Learn more about Fellowships What career topics are you most interested in?Your input will help shape future issues of Blueprint. Career Growth and Future Trends  Productivity and Decision Making  Leadership and Team Development  Something else... Login or Subscribe to participate in polls.  I hope you enjoyed the articles and insights from this issue of Blueprint.  If there's anything you'd like to share or discuss, just hit reply. I read every email :) Kasra Khalili - Editor, BlueprintJoin the conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief

Ace Your Next Interview by Mastering These 3 PillarsBlueprintAbout usFellowshipsCategoriesSubscribeAce Your Interview by Mastering These 3 PillarsHow to leverage mutual alignment, competence, and likeability to your advantageNeha KhurramJuly 26, 2023 Navigating the interview process can be both exhilarating and nerve-wracking.  You may have found yourself leaving an interview thinking ‘that went well!’ and surprised to have had your candidacy rejected. A lack of feedback in today's recruiting cycle often means you miss out on checking for blindspots. While a lot is up to chance, there are factors you can control within your narrative during an interview and improve your chances of landing an offer.  After working with thousands of candidates as a Career Coach and hundreds of employers as a Recruiter, I’ve recognized a pattern in the interviewing process.  To help you breeze through your next round with confidence, consider the following three pillars that most interview questions stand

Secure your next job by mastering the three key pillars of successful interviews. Learn how to showcase mutual alignment, competence, and likeability.

round with confidence, consider the following three pillars that most interview questions stand on. Each pillar represents the underlying motivation behind an employer’s prompt during an interview.  This guide will help you position your responses more thoughtfully. 1. Mutual-alignment  In a job interview, mutual-alignment refers to ensuring that your goals, values, and expectations align with the employer.  It goes beyond evaluating your qualifications and skills. It involves a two-way assessment to determine if the company's culture, timeline, compensation range, and daily workload are suitable for you. It also helps assess if your aspirations and career objectives align with the company's vision and mission. It’s tricky to maintain context and tie your answers back to the role, so remember why you’re in the room (or on zoom!). What it sounds like in an interview Tell me about yourself? How to respond: When faced with this question, resist the urge to share your life story. Instead,

How to respond: When faced with this question, resist the urge to share your life story. Instead, focus on a concise and impactful response that highlights your professional journey. Mention your relevant work experience, key accomplishments, and how your skills align with the role you're applying for. Always keep the company's needs and values in mind and tailor your response accordingly. Make them feel like you’re the one they’ve been waiting to hear from! What inspired you to apply to the role? How to respond: This question offers an opportunity to showcase your research and genuine interest in the company. Discuss specific aspects of the company's mission, culture, or recent achievements that resonate with you. Check their ‘news’ or ‘press’ tab on their website to share something recent and meaningful. Be authentic in your response and avoid generic answers. You may get asked ‘Why are you leaving your role?’ and it’s best to reframe it similarly to what inspired you to apply to

are you leaving your role?’ and it’s best to reframe it similarly to what inspired you to apply to the role. That is, tell a story of what you’re aiming for and how the opportunity matches that criteria rather than what you might be running away from. Variations:What are your career goals?Where do you see yourself in 10 years?Off the cuff: What do you want to be when you grow up? 2. Competence  You’ve got to have the skills to perform well on the job.  The competition can easily pull you out in this arena. Some people may be less likable but they’ve got the right credentials, pedigree, and perhaps more experience that may overpower your answers in this domain. Study up on your accomplishments as best as you can. Use the STAR method ((Situation, Task, Action, Result) or CAR method (Circumstance, Action, Result) when relevant to tell a story about your skills and how impactful your performance has been in the past. What it sounds like in an interview What are your top 3 strengths? How

has been in the past. What it sounds like in an interview What are your top 3 strengths? How to respond: When discussing your strengths, choose qualities that directly relate to the job requirements. When prompted to share examples, back up each strength with tangible results from your professional experiences to demonstrate how you've applied these skills and aren’t speaking hypothetically. What is an area of improvement you are working on?How to respond: This question is an opportunity to showcase self-awareness and a growth mindset. Choose an area of improvement that isn’t a core component to performing the job well but don’t mask the truth with a backhanded compliment either. Demonstrate your commitment to personal and professional development with an action plan on how you are learning/improving. Variations:Describe a project you recently completed from start to finish. Tell me about a time you handled conflict at work.Listen for behavioral interview questions that point to a

about a time you handled conflict at work.Listen for behavioral interview questions that point to a specific result you’ve achieved to test your strengths in action (typically starts with tell me about a time when/describe a time when..)Technical assessment/whiteboarding/case study/skills testOff the cuff: Brain teaser questions to see how you problem-solve and whether you ask good questions in novel situations.3. Likeability Liking the people you work with is only a plus.  We spend a ton of time with our coworkers and deserve to hold each other in high regard, and to find them interesting enough to want to work together and learn from. While you’re not there to make friends it's a blessing when it happens. It doesn’t hurt to be friendly aka personable when meeting someone new that you hope to spend a lot of time working with. While you’ll want to be likable in an interview, keep it professional and avoid cracking jokes. What it sounds like in an interview What do you do outside of

and avoid cracking jokes. What it sounds like in an interview What do you do outside of work?How to respond: People want to work with others they find interesting. You don’t have to be the most interesting person in the room, but you do need to showcase you’re well rounded or have thought about what brings you joy outside of working. Consider what activities you may bond over or what’s something you can teach others about. What kind of work environment do you thrive in?How to respond: You’ll want to have studied the company’s values (and non-values) to share how you are a culture fit or perhaps a culture add. A good company will tolerate differences provided they aren’t dealbreakers. For example, thriving in ambiguity is a good sign for startups. Variations:How would your best friend describe you?What is your professional mission?Off the cuff: What would you consider to be a problem in your life?Preparing for the Ride Let's put this into perspective with a relatable analogy:

in your life?Preparing for the Ride Let's put this into perspective with a relatable analogy: carpooling.  In a carpool, you seek fellow passengers who meet certain conditions: Mutual Alignment: You want them to be heading in the same direction as you. Competence: You hope they can contribute in some way - perhaps by splitting the gas cost, helping navigate, or even taking turns at the wheel. Likeability: You'd prefer them to be good company, making the journey more enjoyable.  However, carpooling isn't always a smooth ride. You may encounter unexpected roadblocks, like having the wrong address, getting into an accident, or discovering a clash in musical tastes with your co-riders.  The journey of our careers can be just as unpredictable.  Much like in carpooling, our professional paths come with their own set of surprises and challenges. The key lies in being prepared. This can help us navigate around potential bumps and allows us to remain resilient when we find ourselves veering

us navigate around potential bumps and allows us to remain resilient when we find ourselves veering off the anticipated route or pace.  To practice your interviewing skills or share your thoughts on this article, email me at [email protected], connect and drop me a line on linkedin.com/in/neha-khurram or on instagram @coach.neha.Key TakeawaysMutual-Alignment: This means how well your goals and values match with the company's. It's not just about your skills but also about whether you and the company are a good fit for each other. When answering questions, focus on your work experience and show that you are genuinely interested in the company.Competence: This is about having the right skills for the job. When you answer questions, choose your strong points that are directly related to the job and give real examples. Also, talk about what you're doing to get better at things you're not so good at yet.Likeability: This means how well you get along with others. During the interview, share

good at yet.Likeability: This means how well you get along with others. During the interview, share about your hobbies and what you like to do outside of work. Also, talk about the kind of work environment you do best in. This can show that you'd be a good fit with the team.Join the conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief of StaffEngineeringMarketing© 2023 Blueprint.Privacy PolicyTerms of UsePowered by beehiiv

Creating a Culture of Safety in the Modern WorkplaceBlueprintAbout usFellowshipsCategoriesSubscribeNavigating Change in the Modern Workplace with a Culture of SafetyAn in-depth look at the role of safety in workplace cultureKasra KhaliliJuly 26, 2023 When you log into your work, does a sense of dread wash over you? Is your voice, filled with ideas and concerns?  You're not alone.  The current state of workplace culture leaves many employees feeling unsupported, unheard, and unsafe.  It's a silent signal - our workplace culture needs a revolution.  Change is a heartbeat in today's fast-paced business world. But often, companies chase growth or shrink down, forgetting about the people powering these changes. As professionals, you might feel more like pawns in a larger game than valued contributors.  The result? A workplace culture that prioritizes strategy over safety, and leaves employees feeling unseen, unheard, and insecure. The Importance of Safety But what if there's a better way?

Explore the importance of cultivating a culture of safety at the workplace. Learn about the key aspects of safety and the roles everyone can play in fostering.

feeling unseen, unheard, and insecure. The Importance of Safety But what if there's a better way?  Enter Alla Weinberg, a consultant who specializes in organizational cultures and team dynamics. She suggests that safety—physical, emotional, and psychological—is the cornerstone of a healthy and productive work environment. "Safety is the foundation of all collaboration," Weinberg says. "Without safety, our brains are too busy protecting us from threats to focus on complex tasks, creative thinking, or innovation."  Safety is the soil in which collaboration grows.  It's about recognizing that people, with their diverse experiences and perspectives, are at the heart of any organizational change. When we feel safe, we're more likely to share innovative ideas, take calculated risks, and contribute to the organization's growth. Safety and Remote Work In a remote work setup, safety is about more than locking your doors or the security of your system.  Physical safety might mean the absence of

than locking your doors or the security of your system.  Physical safety might mean the absence of microaggresions and disrespect. . Emotional safety might be about feeling able to express frustration over a difficult task. And psychological safety might be about daring to share a new idea during a virtual brainstorming session. Physical, Emotional, and Psychological Safety Weinberg breaks down safety into three key aspects: physical, emotional, and psychological. Physical Safety Physical safety is about ensuring a comfortable and secure physical environment.  "Start your virtual meetings with a body scan," Weinberg suggests. "This not only helps participants feel physically comfortable but also sets a tone of care and attention." Emotional Safety Emotional safety refers to feeling safe to express any emotion without fear of being judged or rejected.  "Emotions are data," Weinberg notes. "They give us important information about our needs and boundaries." By acknowledging and

notes. "They give us important information about our needs and boundaries." By acknowledging and validating our emotions and those of our colleagues, we foster a culture where people are seen and heard. Psychological Safety Psychological safety is about feeling safe to take risks, make mistakes, and ask questions without fear of punishment or embarrassment.  As Weinberg puts it, "Psychological safety is the belief that you won't be punished for making a mistake. It's about creating an environment where people feel like they can be their full, authentic selves." Everyone's Role in Creating Safety Creating a culture of safety isn't a job for the HR department—it's everyone's gig.  Whether you're an employee, a manager, or a director, you can contribute to a safer work environment. How? By embodying the behavior you want to see, providing space for individuals to express their feelings and concerns freely, and encouraging open communication. The Employee's Role As an employee, your voice

concerns freely, and encouraging open communication. The Employee's Role As an employee, your voice matters. Speaking up about your needs, listening to your colleagues with empathy, and respecting others' boundaries can make a world of difference.  Example: If you're feeling overwhelmed with work, speak up about it to your manager. Don't wait for the burnout to hit before addressing it.  Example: When a colleague shares a difficulty they're facing, listen without interrupting or trying to fix the problem right away. Sometimes, being heard is half the battle. The Manager's Role As a manager, you can create safety by encouraging open communication, acknowledging emotions, and appreciating efforts.  Example: Create a regular check-in routine with your team members. Talk about work, sure, but also about how they're doing emotionally.  Example: If a team member makes a mistake, instead of reprimanding them, appreciate their effort and turn it into a learning opportunity. The Director's

reprimanding them, appreciate their effort and turn it into a learning opportunity. The Director's Role As a director, you're steering the ship. You have the power to drive the culture of safety at a larger scale. This might involve implementing organization-wide policies or providing resources for employees and managers to create safety in their respective roles.  Example: Implement a policy that encourages employees to take regular breaks. It's about preventing burnout before it begins.  Example: Provide training for managers on how to create a safe and inclusive environment for their teams.  Weinberg emphasizes that change starts close in—with your team and your peers. You have the power to influence the culture within your immediate sphere. By promoting safety within your team, you can create ripples that transform the entire organization. Courage Over Comfort It takes guts to build a culture of safety.  I bet you've felt it - that moment when you chose to take the high road, even

a culture of safety.  I bet you've felt it - that moment when you chose to take the high road, even when it was steep. It's about choosing what's right over what's easy, and choosing to grow and innovate rather than remain stagnant. It can be uncomfortable and unfamiliar, but the benefits—increased collaboration, innovation, and job satisfaction—far outweigh the initial discomfort. Courage to Speak Up Speaking up about your needs and emotions in the workplace requires courage, especially in a remote setting. But it's the first step towards creating safety.  Actionable Step 1: Start by expressing small needs during casual team discussions.  Actionable Step 2: Share non-work related thoughts in these discussions.  Actionable Step 3: Gradually, build your confidence to speak up about bigger issues. Courage to Listen Listening to others, especially when they express unpleasant emotions or feedback, requires courage. But it's crucial for understanding and addressing their needs.

or feedback, requires courage. But it's crucial for understanding and addressing their needs.  Actionable Step 1: Practice active listening. This means not just hearing the words, but understanding the emotions behind them.  Actionable Step 2: Encourage feedback and be open to it. Regularly ask your colleagues for feedback and receive it with gratitude, not defense. Courage to Change Implementing changes, whether it's a new policy or a shift in your personal behavior, requires courage. But remember, change is the only way to improve.  Actionable Step 1: Start with small changes. If you're a manager, it could be something as simple as starting a meeting with a check-in round.  Actionable Step 2: Communicate changes effectively. Whether you're implementing a new policy or changing your behavior, let others know the context around the change and the choices they have within the change. This can help them understand your actions and adapt accordingly. Conclusion Imagine a workplace where

can help them understand your actions and adapt accordingly. Conclusion Imagine a workplace where everyone feels valued, heard, and safe —a place where change is navigated not with fear, but with empathy and resilience. That's the power of cultivating a safer environment in the workplace.  Where physical distance doesn't lead to emotional distance. Where everyone, from the intern to the CEO, contributes to a culture of safety. This might seem like a distant dream, but with courage and collective effort, it's an achievable reality.  What's one step you can take today to make your workplace a little safer? About Alla Weinberg Alla Weinberg is dedicated to helping teams and organizations create a culture of safety. Through her masterclass, "A Culture of Safety", she provides practical steps and strategies to foster physical, emotional, and psychological safety.  To learn more about her work and how you can promote a culture of safety in your workplace, visit her website or connect with

and how you can promote a culture of safety in your workplace, visit her website or connect with her on LinkedIn. Note: This article is a collection of insights from Alla Weinberg’s masterclass, “A Culture of Safety”.Key TakeawaysWorkplace Safety Importance: Safety—physical, emotional, psychological—is vital for a healthy, productive workplace. It fosters collaboration and innovation, especially in remote work setups where it extends beyond physical security to emotional and psychological safety.Safety Aspects: Safety includes physical comfort and security, emotional safety to express feelings without judgement, and psychological safety to take risks and make mistakes without fear.Roles in Safety Culture: Everyone contributes to a culture of safety by embodying desired behavior, allowing free expression of feelings, and promoting open communication. This requires courage to speak up, listen, and implement changes.Join the conversationAdd your commentLoginLogin or Subscribe to

up, listen, and implement changes.Join the conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief of StaffEngineeringMarketing© 2023 Blueprint.Privacy PolicyTerms of UsePowered by beehiiv

Thinking About a Career Shift? Here’s Your Guide!BlueprintAbout usFellowshipsCategoriesSubscribeUnlocking OpportunitiesIssue #003Kasra KhaliliJune 28, 2023 When I say career transitions, I know it brings a mix of feelings, right?  Career transitions are as real as it gets. Sometimes they’re chosen, other times they choose us. They can be filled with uncertainty, hope, or even be a tad bit scary. But here’s the thing, they’re part of nearly everyone’s journey.  My own path has been quite a ride – from a career in Occupational Safety to the thrills of launching a startup, taking over a restaurant, joining another startup, facing layoffs, and then – through the power of connections – finding another role. Not every step was by design, but turns out I wasn’t alone.  Today, let’s talk shop about what makes career transitions tick. We’ll touch on personal experiences, the things that make it all worthwhile, and how to navigate these waters with a sense of direction.  Here’s what’s cooking in

Get invaluable insights, stories, and strategies to confidently steer through career transitions.

worthwhile, and how to navigate these waters with a sense of direction.  Here’s what’s cooking in this issue:  Ways to build a personal brand and why it matters.  Tips for making a positive impact in meetings, even as an introvert.  Insights into the benefits of role changes.  A framework for self-reflection in career choices.  A look into unconventional career pathways.  And more…  So let's get down to business.  No matter where you are in your career, this issue is for you. Let's explore career transitions together and see where the path leads. How Personal Branding Can Propel Your Career - an interview with David Fallarme Imagine having an ally that works around the clock, advocating for your skills and achievements to the world, creating opportunities even when you are not actively looking.  That’s what an effective personal brand can accomplish.  In an era where online profiles, tweets, and networking have become as integral to our identities as our real-world interactions, the

and networking have become as integral to our identities as our real-world interactions, the concept of personal branding emerges as an essential focus for professionals. It’s the digital-age embodiment of the age-old adage: “First impressions matter.” But now, it's not just about making a good first impression; it’s about cultivating and nurturing a digital persona that can speak volumes even when you are silent.  To better understand the impact of personal branding, we sat down with someone who’s practiced and seen that impact first-hand.  David Fallarme, a seasoned marketing expert, helps us shed light on the subject. With experience in working with scaling startups and a proven track record of driving growth in various companies, David's insights are backed by practical expertise. His marketing acumen has assisted companies in generating revenue ranging from $1m to $25m.  David has built and led marketing teams at companies of different scales - from public companies like HubSpot

built and led marketing teams at companies of different scales - from public companies like HubSpot and Electronic Arts to venture-backed startups like On Deck, ReferralCandy, and App Annie. With a focus on saving teams from trial-and-error execution, identifying wasted spends, and mentoring junior team members, David has seen the "growth movie" a few times and is an authority on the subject.  In this article, we dive into David's advocacy on how a well-managed personal brand can be a powerful tool in one’s career arsenal. Understanding Personal Branding as an AssetThe Concept and Benefits At its core, personal branding is a consistent image or impression created around an individual, often portrayed across various platforms. Personal branding is about creating a consistent image or impression around an individual. It's not just what you say about yourself, but what others say when you’re not in the room.  David believes that your personal brand is an "asset that compounds over time."

not in the room.  David believes that your personal brand is an "asset that compounds over time." He says, "just think of it as an asset... by sheer exposure to new ideas and through the practice of you articulating your thoughts... you’re able to learn faster." A personal brand enhances your professional reputation.  It enables faster learning and solidifies your expertise.  It’s about creating an image that accurately reflects your values, skills, and experiences. Managing Perception Perception is key.  David asserts that managing one's perception can open up numerous paths in a person's career. "The harsh reality is that people who manage their perception... they're just going to have a bigger surface area of opportunity," David explains. He elaborates that this perception can be influenced by how we present ourselves in professional contexts.  Positive perception gains trust and respect.  It broadens the horizon of opportunities available to you.  On one hand this might feel like

It broadens the horizon of opportunities available to you.  On one hand this might feel like extra work, but consider the power you have with the tools at your disposal. The simple notion that we can drive the perception of ourselves is powerful. Building Relationships David lays emphasis on relationship building. He highlights the importance of building relationships, particularly online. He points out, "people are going to need to learn how to manage those perceptions and build relationships importantly, most importantly, in an online setting." Moreover, engagement matters. David states, "Your Slack thread game needs to be strong. Your gif game needs to be strong." Strong relationships can facilitate networking.  Engaging with colleagues is vital, especially in remote work environment. Keep reading→  The Introvert’s Guide to Thriving in Meetings by Risa HiyamaThe 4 Upsides to Changing Roles by Kasra KhaliliThe Power of Pivoting in the Age of Generative AI by By Joselle

to Changing Roles by Kasra KhaliliThe Power of Pivoting in the Age of Generative AI by By Joselle Deocampo-GautamThe Natural Evolution for Design Leadership by Om SutharLessons of Entrepreneurship From Immigrant Parents by Manav ThakerChoosing the Right Career: A Framework for Self-Reflection by Julian ShapiroCareer Hype Doc by David HoangUnconventional Pathways: Kerry's Evolution from Tech Support to Disney Designer by Mindaugas PetrutisWhat career topics are you most interested in?Your input will help shape future issues of Blueprint. Career Growth and Future Trends  Productivity and Decision Making  Leadership and Team Development  Something else... Login or Subscribe to participate in polls. Navigate Your Leadership Journey with Coho: Designed for Managers, Directors, and Senior Professionals.Coho provides mentorship, community, and personalized growth strategies to help you excel in your leadership role. Join your peers from Netflix, Figma, Spotify, Stripe, and more. Apply today,

your leadership role. Join your peers from Netflix, Figma, Spotify, Stripe, and more. Apply today, and if accepted, use code COHOALUMNI for an exclusive 20% off — available only for August. Learn more about Fellowships  I hope you enjoyed the articles and insights from this issue of Blueprint.  If there's anything you'd like to share or discuss, just hit reply. I read every email :) Kasra Khalili - Editor, BlueprintJoin the conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief of StaffEngineeringMarketing© 2023 Blueprint.Privacy PolicyTerms of UsePowered by beehiiv

How Personal Branding Can Propel Your CareerBlueprintAbout usFellowshipsCategoriesSubscribeHow Personal Branding Can Propel Your CareerPersonal branding can be the key to unlocking the next phase in your career.Kasra KhaliliJune 28, 2023 Imagine having an ally that works around the clock, advocating for your skills and achievements to the world, creating opportunities even when you are not actively looking.  That’s what an effective personal brand can accomplish.  In an era where online profiles, tweets, and networking have become as integral to our identities as our real-world interactions, the concept of personal branding emerges as an essential focus for professionals. It’s the digital-age embodiment of the age-old adage: “First impressions matter.” But now, it's not just about making a good first impression; it’s about cultivating and nurturing a digital persona that can speak volumes even when you are silent.  To better understand the impact of personal branding, we sat down with

Personal branding can be the key to unlocking the next phase in your career.

even when you are silent.  To better understand the impact of personal branding, we sat down with someone who’s practiced and seen that impact first-hand.  David Fallarme, a seasoned marketing expert, helps us shed light on the subject. With experience in working with scaling startups and a proven track record of driving growth in various companies, David's insights are backed by practical expertise. His marketing acumen has assisted companies in generating revenue ranging from $1m to $25m.  David has built and led marketing teams at companies of different scales - from public companies like HubSpot and Electronic Arts to venture-backed startups like On Deck, ReferralCandy, and App Annie. With a focus on saving teams from trial-and-error execution, identifying wasted spends, and mentoring junior team members, David has seen the "growth movie" a few times and is an authority on the subject.  In this article, we dive into David's advocacy on how a well-managed personal brand can be a

In this article, we dive into David's advocacy on how a well-managed personal brand can be a powerful tool in one’s career arsenal. Understanding Personal Branding as an AssetThe Concept and Benefits At its core, personal branding is a consistent image or impression created around an individual, often portrayed across various platforms. Personal branding is about creating a consistent image or impression around an individual. It's not just what you say about yourself, but what others say when you’re not in the room.  David believes that your personal brand is an "asset that compounds over time." He says, "just think of it as an asset... by sheer exposure to new ideas and through the practice of you articulating your thoughts... you’re able to learn faster." A personal brand enhances your professional reputation.  It enables faster learning and solidifies your expertise.  It’s about creating an image that accurately reflects your values, skills, and experiences. Managing Perception

an image that accurately reflects your values, skills, and experiences. Managing Perception Perception is key.  David asserts that managing one's perception can open up numerous paths in a person's career. "The harsh reality is that people who manage their perception... they're just going to have a bigger surface area of opportunity," David explains. He elaborates that this perception can be influenced by how we present ourselves in professional contexts.  Positive perception gains trust and respect.  It broadens the horizon of opportunities available to you.  On one hand this might feel like extra work, but consider the power you have with the tools at your disposal. The simple notion that we can drive the perception of ourselves is powerful. Building Relationships David lays emphasis on relationship building. He highlights the importance of building relationships, particularly online. He points out, "people are going to need to learn how to manage those perceptions and build

online. He points out, "people are going to need to learn how to manage those perceptions and build relationships importantly, most importantly, in an online setting." Moreover, engagement matters. David states, "Your Slack thread game needs to be strong. Your gif game needs to be strong." Strong relationships can facilitate networking.  Engaging with colleagues is vital, especially in remote work environment. Authenticity and Relationship BuildingBeing Genuine Online Authenticity plays a pivotal role in personal branding. "So what are the ways you can express yourself online? And learning that language, I think, is going to be important," David notes.  He urges individuals to learn how to manage perceptions and build relationships, especially in an online setting, as "Gen Z is naturally good at this." Be genuine in your communications.  Share experiences and learnings that resonate with your audience.  People relate more to stories than plain facts. Through storytelling, you can

with your audience.  People relate more to stories than plain facts. Through storytelling, you can connect with your audience on a deeper level, fostering trust and admiration. Engaging with Colleagues and Community Let’s talk about engagement. David mentions how vital it is to be part of community discussions or team conversations. "You need to be in these random channels about not just work stuff, but fun stuff. That’s some of the ways that you build relationships with your colleagues," David adds. Offering help, sharing knowledge, and celebrating others' achievements are some practical ways to engage with your colleagues and community.  Be the person who likes and comments on other people’s posts.  Share links to stories/tools with your colleagues that they’d enjoy.  Giving is the focus here and there’s no value in being stingy. Choosing the Right Platform Select the platform that aligns with your brand. David refers to LinkedIn as a "piggy bank" where you store value by sharing

aligns with your brand. David refers to LinkedIn as a "piggy bank" where you store value by sharing knowledge. But don’t forget, there are other platforms too. "Think of [LinkedIn] instead of a vending machine more like a piggy bank where you're just storing value," he illustrates. David points out the importance of adapting to the online setting: “...you got to find the online analogue of that because it again, contributes to your personal brand, which you have whether you like it or not.” It's essential to understand the language of online platforms and adapt accordingly.  The choice of platform for personal branding should align with the nature of your work and the content you wish to share. Whether it’s a blog, video, or podcast, choose a medium that resonates with your audience and showcases your skills effectively. Leveraging Personal Brand for Job OpportunitiesFacilitating Career Transitions David shares his personal journey of transitioning from working at companies to being a

Transitions David shares his personal journey of transitioning from working at companies to being a self-employed fractional marketing leader. He credits his personal branding efforts for this successful transition and mentions how it has helped him land his last five jobs without even applying.  He mentions, "So how do you make it so that you're not just facing a cold start when you're changing industries or changing jobs?" The answer lies in having an online presence that carries momentum. Generating Opportunities A solid personal brand can attract unsolicited offers and opportunities. David mentions that his "last five jobs didn’t apply for it was just because I was posting stuff online."   David shared how his online presence led to job opportunities, notably at On Deck when a subscriber to his newsletter reached out with a job opportunity, as David mentioned, “Gonz, who used to be the marketing person at On Deck...Hey, I used to be subscribed to your newsletter like three years

the marketing person at On Deck...Hey, I used to be subscribed to your newsletter like three years ago. We're hiring you guys. Do you want to join us?...”Email David received for a job opportunity. The expanded surface area of his personal brand contributed to building his credibility, a growing network, and pay dividends in the form of an opportunity. Conclusion Personal branding is a powerful tool that professionals can leverage to propel their careers. By managing perception, sharing experiences, and building relationships, individuals can widen their horizons and unlock countless opportunities. As David aptly puts it, “Your career is not a meritocracy...you have a personal brand. So you might as well be in charge of it.”   Start refining your personal brand today and take charge of your career. Note: This article is an amalgamation of insights from an interview with David, an expert in personal branding and career development. Some statements have been edited for clarity and

in personal branding and career development. Some statements have been edited for clarity and length.Key TakeawaysPersonal Branding as a Compounding Asset: Personal branding is not just about creating a good first impression but cultivating an online presence that represents your values, skills, and experiences. As David Fallarme mentions, your personal brand is an “asset that compounds over time”.Managing Perception and Building Relationships: Perception is integral to personal branding. As David puts it, you have a personal brand whether you like it or not, so “you might as well be in charge of it”.Leveraging Personal Brand for Career Opportunities: A well-crafted personal brand can facilitate career transitions and generate unsolicited job offers. David shares his experience of how his personal branding efforts led him to land his last five jobs without actively applying.Join the conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for

conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief of StaffEngineeringMarketing© 2023 Blueprint.Privacy PolicyTerms of UsePowered by beehiiv

The Power of Pivoting in the Age of Generative AIBlueprintAbout usFellowshipsCategoriesSubscribeThe Power of Pivoting in the Age of Generative AIHow Strategic Agility Helps Businesses Adapt and ThriveJoselle Deocampo-GautamJune 28, 2023This article was originally shared on On Point.  While the adage "Winners never quit, and quitters never win" is well-known, this mindset may limit options for achieving optimal outcomes in the fast-paced world of generative AI. Instead, I suggest  As generative AI becomes ubiquitous and continues to evolve quickly, speculation is rampant on how the technology will transform our lives. Microsoft’s addition of generative AI alone in widely-used products like Word, Powerpoint, and Excel extends its access to millions globally. Business leaders who move quickly and develop effective strategies in an evolving landscape of generative AI are likely to emerge as winners.  The pivot approach enables leaders to discover new growth opportunities faster, resulting

winners.  The pivot approach enables leaders to discover new growth opportunities faster, resulting in better outcomes. This article explores the advantages of pivoting, why the decision to shift gears can be difficult, and provides a framework for determining when a pivot is necessary. Have these concepts handy for your next business review, strategy offsite, or investment discussion. Pro Tip: Read The Economist: How to worry wisely about artificial intelligencePivoting is a strategic investment toolDuring my time leading innovation at PricewaterhouseCoopers (PwC), one of our portfolio investments showed great potential, with elements of first-mover advantage. We decided to increase our level of investment and expand into additional international markets. The initial product market fit tests were positive. However, we later observed a slower rate of traction in certain geographies.  We recognized a need to re-examine our business model in slow growth areas. This led us to change our

recognized a need to re-examine our business model in slow growth areas. This led us to change our activities, slow the pace of incremental investment in existing markets, and pause expansion into new areas. Our pivot enabled us to maintain a strong position in promising markets, learn what did / didn’t work, and avoid over-investment in areas with less potential. Pro Tip: Read: PricewaterhouseCoopers to Pour $1 Billion Into Generative AIPivoting increases the likelihood of successHarvard Business Review surveyed more than 4,700 companies and found that businesses that made bold, strategic moves, including pivoting product offerings, had a significantly higher likelihood of outperforming competitors. Notable examples of pivots include Instagram. The company shifted from a location-based social network to a photo-sharing service, ultimately being acquired by Facebook for $1 billion. Similarly, Netflix pivoted from providing online DVD rental in the US to streaming services globally.

Netflix pivoted from providing online DVD rental in the US to streaming services globally. Raise your talent with talentUnlock your potential in a Coho curated Fellowship, learn from industry leaders and peers for less than $7 a day. Scholarships and flexible payments available. Learn more about Fellowships One of the biggest challenges that business leaders face is knowing when to pivotNobel Laureate Professor Richard Thaler introduced the sunk cost fallacy to explain why such decisions can be difficult. The theory suggests that we are less willing to give up on something we have already invested time, money, and effort into - even if it means more risk and less reward. To stay ahead of the curve, leaders should evaluate five factors: market landscape, competition, financial outlook, talent needs, and innovation investments. This will enable organizations to assess whether a pivot in strategy is necessary to achieve business objectives.  By asking critical questions across the five

strategy is necessary to achieve business objectives.  By asking critical questions across the five factor framework, leaders can gain valuable insights into the health of the business and assess what changes are required. The ability to pivot with speed can mean the difference between winning and merely surviving in the fast-evolving landscape of generative AI. Pro Tip: Read: Making Innovation Work Make your pivot with confidenceLooking for a partner to help you evaluate your strategy? Decided to pivot and need help developing a new operating strategy? Reach out here. We can help you navigate business challenges with strategic, actionable solutions that empower you to lead and achieve at the highest levels. Read widely, learn deeply, be On Point. Key TakeawaysUnderstanding the Power of Pivoting: This is essential in an environment where sticking rigidly to a plan may not always be the best course of action.Recognizing When to Pivot: It's important for business leaders to be

be the best course of action.Recognizing When to Pivot: It's important for business leaders to be perceptive and recognize when a pivot may be necessary. Employing a Five Factor Framework for Decision Making: To determine whether a pivot is necessary, leaders should evaluate five critical factors - market landscape, competition, financial outlook, talent needs, and innovation investments. Join the conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief of StaffEngineeringMarketing© 2023 Blueprint.Privacy PolicyTerms of UsePowered by beehiiv

The 4 Upsides to Changing RolesBlueprintAbout usFellowshipsCategoriesSubscribeThe 4 Upsides to Changing RolesUnlock career growth with a role change! Discover the top benefits, practical insights, and steps for a successful transitionKasra KhaliliJune 28, 2023 There can be big upsides to switching teams, changing roles, or launching something new. I’ll share the top four that influenced me going from startup founder to startup employee.  In June of 2021, our startup had shut down and in typical founder fashion, we started building a new one — this time we committed to doing things differently. Both my co-founder and I decided to keep this a side project and find work of our own to be the foundation.  Ultimately, I found a new role at the startup I was targeting. After just two weeks in my new role, I’m experiencing career-defining catalysts that would have taken years to reach on my own.  If you’re holding out on getting that new job or uncertain about what to look for in your search,

Unlock career growth with a role change! Discover the top benefits, practical insights, and steps for a successful transition

If you’re holding out on getting that new job or uncertain about what to look for in your search, here are four benefits of changing roles that you might want to consider: Domain switch When you switch from one domain to another, you’re not just learning new concepts and gaining the ability to apply them. You’re also exposing yourself to new ways of thinking. In order to take on new responsibilities, you have to consider problems that you’d never thought about before.  Jumping into a new team felt strange and it was exactly what I needed.  After spending four years working at my own pace and operating principle, it became clear that I built some barriers to my mental model of work. No matter your role, the longer you’re in one job the more comfortable you become.  The domain switch allows you to be tested and keep your edge. Financial upside The financial upside can be a big driver for changing roles. By allowing you to take the accumulated experience of previous roles and package it

changing roles. By allowing you to take the accumulated experience of previous roles and package it into a higher-paying opportunity, changing companies or job titles can lead to a significant increase in pay.  My mom had a piece of advice for me when I would get stressed about my pay, “you can always always find a way to make money, and there’s always someone who’s paying more”, she said. It brings into focus the reality that if pay is your driving motivation, the opportunity to reach it will always be there.  As a practice, It’s always worth considering if the compensation you’re receiving matches the current market.  This was less of a priority for me when matched against the learning opportunities and who I could meet, though still important as an appropriate baseline for my family’s security. Learning opportunity You’ll learn something new. Even if your new role isn’t radically different from your old one, it’s likely that there will be differences in how things get done. A shift

from your old one, it’s likely that there will be differences in how things get done. A shift in responsibility can also create opportunities to learn new skills. Joining a team of ambitious people was one of my biggest goals. I was eager to get back into a learning mentality, jumping into a rapidly scaling startup was just the opportunity I was looking for.  It could also be the case that the actual role you’re seeking is not yet within range. This is where a lateral jump within a talented team, no matter the title, could be more valuable than waiting for the perfect opportunity. It really comes down to whether or not you’re learning in your current role.  It pays dividends down the road when you are able to speak to the unique problems you’ve faced and solved for. Raise your talent with talentUnlock your potential in a Coho curated Fellowship, learn from industry leaders and peers for less than $7 a day. Scholarships and flexible payments available. Learn more about Fellowships

for less than $7 a day. Scholarships and flexible payments available. Learn more about Fellowships Expanded network This might just be the biggest benefit of all.  Your network will grow. In any field, your network is your safety net and one of your most valuable assets.  My college Occupational Safety & Health professor used to tell us, “the opposite of networking is not-working.” By far one of the most accurate statements or learnings I left college with.  ❝ The opposite of networking is not-working. Lawrence Mauerman (my infamous college professor) By changing roles, you’ll have an opportunity to make connections with new people who can help you in the future. If you’re lucky, they might even be able to help find your next position down the road.  Building communities and access to networks have long been my passion. In this new role, I wanted to ensure I did everything possible to close the proximity between myself and those I wanted to meet. A new role could be the catalyst you

close the proximity between myself and those I wanted to meet. A new role could be the catalyst you need The four benefits above can be applied to new roles or the one you’re in today. Continue to audit whether the work you do matches the value you receive.  Taking the leap can be daunting, but the benefits can be career-defining. Join the conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief of StaffEngineeringMarketing© 2023 Blueprint.Privacy PolicyTerms of UsePowered by beehiiv

Unconventional Pathways: Kerry's Evolution from Tech Support to Disney Designer.BlueprintAbout usFellowshipsCategoriesSubscribeUnconventional Pathways: Kerry's Evolution from Tech Support to Disney Designer.Explore Kerry McPhearson's inspiring journey from audiophile to Disney designer, and learn how adaptability and empathy drive his success.Mindaugas PetrutisJune 28, 2023 Life is full of unexpected twists and turns, and Kerry McPhearson 📓's journey has been no different. From being a passionate audiophile and college dropout to becoming a designer at Disney, Kerry's path has been anything but predictable. A self-described lover of vinyl records and Pokémon cards, he even pushed Microsoft Publisher to its limits to express his love for design.  Before entering the world of design, Kerry was a technical support worker. In that role, he experienced firsthand the frustration of software updates that only seemed to exacerbate problems for users. That's when he realized he could bring

Unconventional Pathways: Kerry's Evolution from Tech Support to Disney Designer.

Explore Kerry McPhearson's inspiring journey from audiophile to Disney designer, and learn how adaptability and empathy drive his success.

updates that only seemed to exacerbate problems for users. That's when he realized he could bring about change. And so, he decided to switch careers and step into product design, aiming to humanize software in the process.  In his quest for improvement, Kerry adapted the diligent practice he used to become a top musician during his high school and college days. This commitment to consistency and improvement led him to work on products used by millions, from enhancing supply chain cloud management systems at STORD to shaping digital strategy for Inspire Brands' food chains like Arby's, Buffalo Wild Wings, and SONIC.  At Disney, he now faces the challenge of integrating the designs of two giant platforms, Disney and Hulu. But Kerry thrives on challenges. His belief in adaptability - the same quality that had inspired me to believe in his potential despite his unconventional background during his Coho application - continues to be the compass guiding him through his career.  Kerry's

during his Coho application - continues to be the compass guiding him through his career.  Kerry's design philosophy is deeply rooted in problem-solving and empathy. He believes that when a mistake occurs, one shouldn't blame the individual but rather the process. And then, fix the process. His curiosity pushes him to question the status quo, be it a recruiting method or a user interface. He believes software shouldn't force a user to question their humanity, an idea he echoes from designer Amie Thao.  But Kerry's vision goes beyond product design. He wants to transform how we work. To him, leadership is not about having a title. It's about nurturing a team, understanding their needs, and helping them grow beyond their current roles. It's about being accountable to the product, the process, and the people.  This mindset has won him the admiration of his peers. When I asked online for nominations of individuals who deserved recognition, Kerry was modest and nominated others. However,

of individuals who deserved recognition, Kerry was modest and nominated others. However, the responses were overwhelming, with many praising Kerry as a true leader. It was a testament to Kerry's unique bond with those he works with or meets along the way.  Kerry's journey, filled with determination, adaptability, and a strong sense of community, is still unfolding. His story is not just about personal success but about creating a ripple effect of positive change. And this is just the beginning. His journey inspires anyone willing to question, innovate, and extend a hand to those on the same path.  Watch this space; there's much more to come from Kerry. Navigate Your Leadership Journey with Coho: Designed for Managers, Directors, and Senior Professionals.Coho provides mentorship, community, and personalized growth strategies to help you excel in your leadership role. Join your peers from Netflix, Figma, Spotify, Stripe, and more. Apply today, and if accepted, use code COHOALUMNI for an

Netflix, Figma, Spotify, Stripe, and more. Apply today, and if accepted, use code COHOALUMNI for an exclusive 20% off — available only for August. Learn more about Fellowships Join the conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief of StaffEngineeringMarketing© 2023 Blueprint.Privacy PolicyTerms of UsePowered by beehiiv

The Introvert’s Guide to Thriving in MeetingsBlueprintAbout usFellowshipsCategoriesSubscribeThe Introvert’s Guide to Thriving in MeetingsBreaking Myths and Harnessing Your Inner Strengths to Navigate and Excel in a Meeting-Dominated WorldRisa HiyamaJune 28, 2023 Surviving in this world that desires extroverts is hard.  Some meetings turn into a ping-pong match of words and opinions. This takes me out of the game field and makes me feel invisible.  Some may say, “Have you tried speaking up more?” Well… I need time to introspect and reflect when processing information before I speak. And by the time I am ready, the conversations have moved on.  Then others may respond to this and say… “Have you tried preparing for meetings?” “Have you tried recording a video? That’s a great way to share ideas without being interrupted.” “Have you tried doing 5 mins breathing exercises and doing power poses before meetings?”. Yes. Yes. And Yes. I do all of this.  But the truth is, the harder I try to fit

Breaking Myths and Harnessing Your Inner Strengths to Navigate and Excel in a Meeting-Dominated World

before meetings?”. Yes. Yes. And Yes. I do all of this.  But the truth is, the harder I try to fit in and speak up, the more exhausting it becomes.  It doesn’t help when I’m a new person on the team or if English is not my first language. When there are meetings after meetings where I don’t speak at all, imposter syndrome starts to kick in. “I don’t belong here”. “I should be doing more”.  However, after speaking with some of my Coho fellows, I came to several realizations. New mindset. New Results. First, I found that there were many of us feeling the same way. We are all feeling the pressure of how we are supposed “speak up more” in meetings in order to demonstrate our value and leadership.  The goal of this article is to dispel some myths and share some tips so that you can take some weight off of your shoulder, and navigate meetings with ease while leaving imposter syndrome behind. 3 myths about meetingsMyth 1: This is a “me” problem  Believe it or not, many of us struggle with

3 myths about meetingsMyth 1: This is a “me” problem  Believe it or not, many of us struggle with the same doubts and worries.  Last week at work, I joined a confidence-building workshop and I shared my insecurities. I shared how each meeting felt like a paper cut. How difficult it is to speak up because I just don’t want to look stupid. After the workshop, three of my colleagues reached out to me individually noting that they have been feeling the same way. So, take a deep breath and know that you're not alone.  Are you putting too much weight on yourself?  One of colleagues who reached out after he workshop told me that they have seen me ask a question in a large forum in a concise and confident manner. We tend to overemphasize our weaknesses and focus on the things we didn’t do well.  Seek out supportive colleagues who appreciate your insights and value your unique perspective. Engage in one-on-one conversations or small group discussions where you feel comfortable expressing

Engage in one-on-one conversations or small group discussions where you feel comfortable expressing yourself. Together, you can create a safe and welcoming environment that fosters collaboration and respect. Navigate Your Leadership Journey with Coho: Designed for Managers, Directors, and Senior Professionals.Coho provides mentorship, community, and personalized growth strategies to help you excel in your leadership role. Join your peers from Netflix, Figma, Spotify, Stripe, and more. Apply today, and if accepted, use code COHOALUMNI for an exclusive 20% off — available only for August. Learn more about Fellowships Myth 2: Meetings are for extroverts  There is a medium article that talks about how “Quiet people in meetings are incredible” written by Tim Denning. He says, “Quiet people change the world because they hear things others don’t.”  ❝ Quiet people change the world because they hear things others don’t. Tim Denning  Your attentive listening skills, thoughtful observations, and

things others don’t. Tim Denning  Your attentive listening skills, thoughtful observations, and deep thinking can lead to well-rounded decisions and effective problem-solving. So, embrace your introverted strengths and know that you have what it takes to lead.  One of my favorite Coho fellows, Greg Wong, shared a great resource for introverted designers called The Quiet Achiever by Tim Yeo. I have yet to check the course out but seeing myself reflected in leaders like Tim gives me encouragement. Myth 3: Meeting culture can't be changed  It may seem like meetings are designed for extroverted folks, but that doesn't mean we can't make a difference. Challenge the status quo by advocating for changes that create an inclusive meeting culture.  One of my pet peeves is large-size meetings where people talk one by one like a ping-pong match. I frankly think those meetings can feel…  Exclusive. Not only for introverts but also for a newer member of the team. It’s challenging when there are

Not only for introverts but also for a newer member of the team. It’s challenging when there are inside jokes and jargon. Not to mention how challenging it was for me when I was new to English. Thankfully now we have live captioning, but with ping-pong match meetings, those captions fade out very quickly.  Inefficient. This is because only one person can speak at a time. Some people utilize chat features but not everyone types that fast. The worst is when no one is taking notes. Our conversation gets forever lost in the black hole.  For those meetings, I started to take graphic notes in Figjam to keep myself entertained. At first, I was just doing it for myself. However, when I shared my Figjam link with my peers they started to drop live comments and stamps and their ways of interpretation of the conversation. It turned into a virtual bonfire.  Here is a snapshot of how we do our Mastermind Group Session at Coho.  Shoutout to our awesome facilitator Alexis Oh who created this

Mastermind Group Session at Coho.  Shoutout to our awesome facilitator Alexis Oh who created this beautiful and inclusive Figjam space! Asynchronous communication such as Figjam It’s a great way to create a space for everyone to engage and participate.  Whether it's setting up Figjam space to encourage written input, or facilitating smaller group discussions, your voice matters in shaping a meeting environment where everyone can thrive. Leading through action.  Being an introvert in a meeting-centric world can be challenging, but you've got what it takes to thrive. By debunking these myths, reshaping meeting dynamics, and embracing your unique strengths, you can confidently contribute and leave imposter syndrome in the dust. Start by writing a message to yourself and keeping it visible before each meeting.  Let your introversion shine, because the world needs your thoughtful insights and quiet power! Key TakeawaysMany of us suffer from the pressure to speak up in meetings, but that is

quiet power! Key TakeawaysMany of us suffer from the pressure to speak up in meetings, but that is not the only way to bring impact to your work and team. New mindset, new results. Introverts thrive in meetings. Active listening, note-taking, and sharing your thoughts through follow-up communications are all valuable ways to make an impact.Meeting culture and dynamics can be reshaped. Start with small experiments and the rest will follow!Join the conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief of StaffEngineeringMarketing© 2023 Blueprint.Privacy PolicyTerms of UsePowered by beehiiv

Manager to Leader: What's the Difference?BlueprintAbout usFellowshipsCategoriesSubscribeManager to Leader: What's the Difference?Discover the 5 essential principles to seamlessly transition from a managerial role to exceptional leadership.Joselle Deocampo-GautamJune 27, 2023 Career transitions are both exciting and challenging. Whether in the form of a promotion, expanded scope to your existing job, move to a new organization, or new company, transitions can enhance one’s career.  Few transitions are as difficult as transitioning from being a manager to a leader. Manager to leader - what’s the difference? There are overlooked prerequisites that make these moves hard and often result in missed expectations. According to Gartner, 49% of people promoted within companies underperform up to 18 months after promotion.  Becoming a leader requires a change in mindset, capabilities, relationships, and focus.  I share 5 principles to accelerate your next level of growth on your journey to

Discover the 5 essential principles to seamlessly transition from a managerial role to exceptional leadership.

and focus.  I share 5 principles to accelerate your next level of growth on your journey to becoming an exceptional leader. You’ll get smarter faster, be more effective, and succeed for yourself and your organization. Recognize That Expectations Have Changed The expectations of you as a leader differ from those of a manager. Managers are expected to be tactical and action-oriented. Leaders are expected to be strategic, visionary, influential.  Early in my career, I got a coveted promotion in consulting: engagement manager. One of my first assignments was to lead a team to craft the strategy for a multi-billion dollar merger.  I no longer simply executed the strategy - I set it. I was also responsible for managing client relationships, mobilizing and motivating my team, creating an environment for high performance execution, and managing upwards to senior leaders.  I learned quickly that the capabilities that got me to my role were no longer sufficient. Raise your talent with

that the capabilities that got me to my role were no longer sufficient. Raise your talent with talentUnlock your potential in a Coho curated Fellowship, learn from industry leaders and peers for less than $7 a day. Scholarships and flexible payments available. Learn more about Fellowships Change Your Mindset Focus less on how to solve a problem. Focus more on defining and deciding which problems should be solved.  In the first two weeks of the project everything seemed to go awry. Client leadership were misaligned, bankers wanted to push up timelines, deal assumptions and deliverables were constantly changing. The scope, scale, magnitude of complexity, and responsibility felt overwhelming.  I needed some serious coaching. I called the Partner in charge of the project.  Me: “I’m managing the situation and stakeholders as best as I can. I’m quarterbacking, but the plays aren’t landing. Things are going south.”  Partner: “sometimes you need to be the quarterback. Other times you need to

are going south.”  Partner: “sometimes you need to be the quarterback. Other times you need to be head coach or general manager. Watch from the sidelines, observe the people and situation, and re-strategize the play”.  Timeout.  Anyone close to me will tell you that sports, especially American football is not my strong suit. But the analogy made sense. I was experiencing a new dimension of growth, one that felt familiar, yet distinctly different.  I needed to shift from running plays to recognizing when to shift roles and influencing the game strategy and dynamics.  As a manager, your focus is on designing process and tactical execution. As a leader, your focus is on aligning people, driving clarity, and influencing outcomes.  This requires you to think fluidly - zooming in and out of details, inferring patterns from various data points, and generating conclusions that lead to decisions. It also requires you to have the confidence to “call timeout”, regroup the right set of thinkers

It also requires you to have the confidence to “call timeout”, regroup the right set of thinkers and players that can help you draw up new plays. An HBR Study found that 70% of employees are most engaged when senior leadership continuously communicates strategy. Read: A more beautiful questionExpand Your Trusted Mentor Circle Leadership is a team sport. While there are many books on leadership (Developing The Leader Within You 2.0, Good to Great) there’s no playbook for every scenario you’ll encounter. You’ll need a set of people you can trust and with whom you can bounce ideas.  Why should you have more than one person to reach out to? I believe in having a set of thinking partners.  You’ll encounter scenarios that will require you to have different leadership modes and outcomes. In one day expect to make swift decisions, learn a new domain, deliver tough news, or be an inspiring speaker. Each of these require different capabilities.  In my situation, I looked to the project Partner

Each of these require different capabilities.  In my situation, I looked to the project Partner for coaching on overall leadership acumen. I also tapped subject matter experts in my client’s industry to sharpen my technical acumen and understand success factors for similar transactions.  Having a set of trusted mentors that you can reach out to and help you get smarter faster is mission critical. Broaden Your Business Acumen One of the most distinctive shifts from managing work products to leading an organization is making decisions that are good for the business as a whole.  Your performance is tied to the performance of the entire enterprise. This means you’re dependent on lots of teams and people to make you successful.  You’ll have a deeper sense of how you might partner for better shared outcomes. You’ll also learn to speak and understand the language of other functions. This is important as you’ll be in a better position to make trade-offs and explain the rationale for

is important as you’ll be in a better position to make trade-offs and explain the rationale for decisions.  In my scenario, I set a learning plan to broaden my perspectives. As I expanded my mentor circle, I asked for additional names of people with whom I should connect to learn more deeply about a topic.  Here’s my tactical plan that I recommend you leverage: Chart out your plan to learn about functions beyond your own Finance  Engineering  HR  Marketing  Product  Procurement  Sales  And so on Ask strategic questions What is your team’s objective?  Who are your key stakeholders and partners?  How do you measure success?  Where do you fit into the broader business landscape? Send a thank you note Share your most insightful learning with you new business contacts Share your findings with your team. Providing your team with visibility and context are valuable gifts. Context boosts overall business intelligence and team morale! Spend Time On What Matters MostTime is the scarcest

overall business intelligence and team morale! Spend Time On What Matters MostTime is the scarcest resource and unless it is managed nothing else can be managed. Peter Drucker  How you allocate your time and your presence is crucial for your effectiveness and for the success of the organization you lead. Where you spend your time is also a reflection of how you lead and what matters most to you -- which trickles down to the organization.  The key to spending time on what matters most is to make room for those things. Critical question: how do you spend your time now?  In my example, I took an inventory of meetings I attended, activities I spent time on, and compared these to achievement points. I found that I needed to reallocate my time to more value added areas that enabled important priorities: reset strategy, align stakeholders, re-direct my team. (see principles 2, 3). Read: How CEOs Manage Time The transition from manager to leader is an exciting journey. It’s also hard work.

CEOs Manage Time The transition from manager to leader is an exciting journey. It’s also hard work. Don’t make the mistake of thinking you simply took on a similar job with larger scale and scope. You took on an entirely new responsibility with a new set of performance measures and expectations. Be proactive about attaining the next set of tools for your success toolkit. Key TakeawaysAdopt Fluid Thinking & Confidence: As a leader, be adaptable in thought processes, navigate through details with ease, and have the courage to pause for re-evaluation when necessary.Expand Acumen & Build Mentor Network: Widen your business knowledge, create a structured learning plan, and develop relationships with trusted mentors to accelerate learning across various domains.Commit to Lifelong Learning: Engage in continual self-improvement with a growth mindset, and actively seek chances to learn and acquire new skills, cultivating your abilities as an exceptional leader.Join the conversationAdd your

new skills, cultivating your abilities as an exceptional leader.Join the conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief of StaffEngineeringMarketing© 2023 Blueprint.Privacy PolicyTerms of UsePowered by beehiiv

The Natural Evolution for Design LeadershipBlueprintAbout usFellowshipsCategoriesSubscribeThe Natural Evolution for Design LeadershipUnraveling the role of design in the ever-evolving organizational structure and how it fosters cross-functional empowerment for teams.Om SutharJune 27, 2023 As the last king of Rome lay siege to Ardea, his sons grew weary of the inaction on the battlefield and left for a surprise visit to their home. At The Beginning Of The End As the last king of Rome lay siege to Ardea, his sons grew weary of the inaction on the battlefield and left for a surprise visit to their home. On their way home, they stopped in Collatia received by the hospitable Lucretia, wife of Collatinus. Lucretia’s beauty sparked a lust in Sextus Tarquinius (the king’s youngest son), eye he returned to claim in the middle of night, sword drawn, coercing her to yield to his sexual demands. Lucretia soon took her own life soon thereafter, after confessing to what transpired in a written

Unraveling the role of design in the ever-evolving organizational structure and how it fosters cross-functional empowerment for teams.

Lucretia soon took her own life soon thereafter, after confessing to what transpired in a written message to her husband and her father. Tarquinius and Lucretia (1610) by Rubens in the Hermitage Musuem A revolt followed which brought an end to the kingship of Lucius Tarquinius Superbus and marked the beginning of the Roman Republic.  The Senate was not granted power to transform Rome into a republic, it was taken. The Senate abolished kingship forcing Tarquin into exile, transferring most of the kings responsibilities to two consuls who were elected to one-year terms in office. Brutus and Collatinus, Rome’s first consuls had equal veto powers that acted as a check on his colleague. If a consul abused the powers of his office, he could be prosecuted after his term expired.  Magistrates were civil officers that carried out the law for a geographic region appointed by the Senate. Magistrates power came from the people of Rome and had certain constitutional powers, including the authority

power came from the people of Rome and had certain constitutional powers, including the authority to command a military force — mostly as a means to maintain diplomacy and the judicial system. Collega was a check on the magistrate’s power — which meant each magesterial office would be concurrently held by at least two people. Provocatio — an early form of due process was another check on the office, protecting all citizens from coercion.  The Roman Senate is celebrated as one of the most enduring institutions in Roman history — surviving barbarian rule, the Roman monarchy and even the fall of the Roman Republic spanning across multiple centuries. For all the merits of the Roman Senate — it had a serious flaw. The influx of slavery that enriched the aristocracy at the detriment of the peasantry. This drove civil unrest which led to a class warfare that sparked a series of civil wars.  Shakespeare’s Julius Caeser (Act 2, Scene 1) Brutus regale as he reflects on his ancestor’s role in

Shakespeare’s Julius Caeser (Act 2, Scene 1) Brutus regale as he reflects on his ancestor’s role in overthrowing Tarquin’s father and the Roman monarchy.  There have been a series of significant changes to the workplace culture and even our expectations from work from the late 90s to the present. The way we define power has shifted from titles to capability. We’re moving from traditional hierarchical models to flat organizations that foster partnership.  The executive era is over and the end user era is in full swing. In this era, the end user is in the driver’s seat. Users expect consumer grade experiences, especially from enterprise software. Design is driving strategic value — and the design maturity of an organization, is now a litmus test of how well the organization can adapt and react to the needs of their users. Donny’s Three Legged Stool You’ve probably seen a rendition of the three legged stool at some point. You know, the one that consists of design, product, and

of the three legged stool at some point. You know, the one that consists of design, product, and engineering each designated as a leg.  Don Norman first visualized “the three legs of human centered product development”: technology, marketing and user experience (Fig. A) in his book The Invisible Computer. The irony is the human is no where to be found in this so called ‘human centered’ approach . PM sits on stool to think, guarding The Gates of Hell. Illustrated by Om Suthar, 2020. Along the way, several thoughtful renditions as well as utter bastardizations of Don’s three legged stool came and went. Alex Schleifer, the VP of Design at AirBnB coined the EPD stool which illustrated the value of each table leg being equal in length (Fig B.). In Alex’s version — he advocates the value of collaboration and equal empowerment of roles amongst engineering, product, and design with a council of cross functional leadership team. This is a major step in the right direction — and no surprise

of cross functional leadership team. This is a major step in the right direction — and no surprise it’s coming from a design lead organization like AirBnB but there’s still one major problem remains unaddressed.  The reality is (Fig. C), that stools are meant for sitting — which made a seat, ripe for picking by an authoritative figurehead. In most cases, this is a PM who is titled as the ‘owner’ of the product by sitting on the stool — is literally sitting on the product and the cross-functional team.  How did we get here? How did the spirit of something so democratic turn autocratic? The cross-functional consuls of experts in tech, marketing and user experience have been usurped by a figurehead that’s assumed control of them, the product and the customers. How Marty Created A Mess Marty Cagan’s infamous book for product managers called Inspired (spoiler alert: actually not that inspiring) is considered essential reading for product managers. Marty’s book is fantastic rallying cry for

is considered essential reading for product managers. Marty’s book is fantastic rallying cry for product leaders to better understand their role, the function of a product team and get inspired to become great leaders.  The book however, is also riddled with contradictions almost as if to intentionally display a conflict of conviction throughout the book. On one hand, Marty defines a product team as “a set of highly skilled people who come together for an extended period of time to solve hard business problems.” (Cagan, 86) And on the other, he encourages product managers to operate as a mini-CEOs of product teams made of empowered missionaries that include a product manager, a designer (optional), and an army of engineers.  Marty makes it explicitly clear that product owners do not have any people management authority over their teams. Yet, his language assumes ownership over designers by using possessive pronouns. For example, “Do whatever you need to do to have your designer sit

by using possessive pronouns. For example, “Do whatever you need to do to have your designer sit next to you.” (Cagan, 129)  Marty defines the role as a product manager as “the sole individual responsible for evaluating opportunities and determining what gets built and delivered to customers (Cagan, 100)… The honest truth is that the product manager needs to be among the strongest talent in the company. If the product manager doesn’t have the technology sophistication, doesn’t have the business savvy, doesn’t have the credibility with the key executives, doesn’t have the deep customer knowledge, doesn’t have the passion for the product, or doesn’t have the respect of their product team, then it’s a sure recipe for failure.” (Cagan, 86) Later he writes, “not one of the impressive product managers I feature in this book has an MBA — or that you need to have all these skills yourself. You must simply have a broad understanding of how a product can affect a business and work with people

must simply have a broad understanding of how a product can affect a business and work with people from your team and across your company to cover everything that’s important.” (Cagan, 113)  Is it realistic for every company that hires product managers to aspire and meet all these virtues? And what happens if they don’t meet that standard? Are they all doomed to then fail? The product role has become a single, critical point of failure for many companies — when they can’t hire product managers to meet a high standard and without a formal educational track it’s hard to understand what sort of product leader you’re getting until it’s already too late.  Inspired advocates for virtues such as lean product development approach, deep customer knowledge and creating empowered teams. Unfortunately, the due to its’ hypocritical nature, the book is also prone to poor translation by aspiring product leaders. For example, a product leader recently told me “PM’s should be authoritative.” This

leaders. For example, a product leader recently told me “PM’s should be authoritative.” This isn’t the first or the last time I’ve heard this from a product leader. Raise your talent with talentUnlock your potential in a Coho curated Fellowship, learn from industry leaders and peers for less than $7 a day. Scholarships and flexible payments available. Learn more about Fellowships The Rise Of Design Driven Organizations A while ago, I asked a question out loud as a thought experiment. What happened next, went beyond my imagination and was eye opening. In the thread you will find everything from product managers who experienced the tweet as a personal slight, to designers concerned they would become as miserable as a PM, to death by workshops and empathy!  ‍And then something unexpected happened! Marty Cagan chimed in with his take on the thread!  The interaction on this thread really inspired me to go deeper into this thought exercise. I started looking for examples of design lead

inspired me to go deeper into this thought exercise. I started looking for examples of design lead organizations. Harley Earl, was a renowned automotive designer at General Motors in its’ heyday where he was designated Head of Design and then later Vice President. Harley is credited as one of the first designers to be appointed an executive position at a major corporation in America. Joe Gebbia, co-founder and chief product officer of AirBnB was trained in industrial design, a graduate from RISD.  I then stumbled upon this tweet..  and discovered more examples of design-led organizations, not just in the consumer space ( AirBnB, Pinterest) but enterprise too (Linear, Quill and Envoy to name a few)!  Design is the natural foundational knowledge for product leadership. The pandemic only accelerated an already declining demand for positions requiring an MBA. This is primarily happening because alternative educational programs are providing industry focused degrees such as CCA’s design

alternative educational programs are providing industry focused degrees such as CCA’s design strategy MBA. Whether it’s engineering, data science or design — all of the alternatives teach a specific trade alongside business, product and financial knowledge. Source: EMSI Analyst The argument I am making is perhaps it’s easier for design leaders to step into product leadership roles than the other way around because of the foundational knowledge of design in this Era of End User.  Kim’s tweet isn’t just sublime, it’s an example of how designers have a better understanding of a product manager’s job than some product managers do.  Concurrently, the role of the traditional product manager seems to be of increasingly diminishing in value as products become more complex requiring more specific knowledge to make. Notice how late the first product manager is hired at some of the most prominent startups.  The first hires at a startup are the most important and all bring specific knowledge that

The first hires at a startup are the most important and all bring specific knowledge that provides a unique capability to help the startup unlock high growth. That’s not all, I’ll go one step further.  Data Science, Behavioral Science, Psychology, Experience Design, Engineering, Anthropology, Growth Marketing & Sales, User Research, and Financial Modeling are some examples of the specific knowledge it takes to make some of the best experiences today. The collaboration of these specific skills creates a successful business.  I took some creative liberty to visualize what that model might look like — keeping consistency with our furniture based analogies. Growth Growth marketing and sales is a combination of sales, marketing and data science skills that uses experimentation to drive towards a specific business goal. Growth starts with a deep understanding of product value for customers. Research User research focuses on identifying and making sense of user behaviors, needs and

Research User research focuses on identifying and making sense of user behaviors, needs and motivations in order to design meaningful products and services. Research is a profession, not just an activity for a product manager to lead with a broad understanding. It goes far beyond conducting customer interviews to validate your ideas. Finance Naturally, a pillar of any business organization is how they make money (revenue model), scale operations and invest in the business to grow. I purposefully put a lot of the ‘business’ responsibilities into this capability so it’s more specific. Engineering Whether it’s software, electrical or mechanical engineering, this is the core function that’s focused on the craft of making a product or service. This grouping includes data science, and business intelligence amongst other roles. Design In this analogy, design is the table top — joining all four core pillars of growth, research, finance and engineering to collaborate in equal partnership and

core pillars of growth, research, finance and engineering to collaborate in equal partnership and empowerment to make a product or service that is meaningful for people.  I purposefully left out product from this model for a few reasons:  I believe product management is better suited as an activity leaders from growth, research, finance, engineering and engineering practice together with more collaboration, creativity and diversity in thought than could ever come from one individual.  Like the Roman consuls, this model has checks and balances built in to save the organization from the whims and errors of one product leader.  Reward people with specific knowledge to be empowered and have skin in the game for the company.  Design is not the new leader or the figurehead, but rather the steward of the cross-functional group because design doesn’t work for the man — it inherently works for the end user.  Authority isn’t given, and though it can be taken -it’s empty and short lived. True

the end user.  Authority isn’t given, and though it can be taken -it’s empty and short lived. True authority is earned through knowledge, experience and effort in the form of trust.  Design is built for navigating uncharted territories, which is precisely where our economy currently finds itself. Design focuses on learning from failure — which most organizations self report being quite low on. Design is self interested in constant change and the lens of this quarantine will only accelerate cross-functional collaboration necessary to compete in today’s market. Design alone will never solve everything, but it does encourage a better framework for collaboration than product leadership ever will.  If you’re a designer, I encourage you to stand in front of the room and aspire to foster cross-functional empowerment for your teams.  If you’re a product manager, I encourage you to gain specific knowledge and make space for distributed ownership of the product.  If you’re the CEO or founder of

knowledge and make space for distributed ownership of the product.  If you’re the CEO or founder of a company, please consider putting off creating a product organization altogether, for as long as possible. You don’t need it. Instead, hire people with specific knowledge, empower them to collaborate cross-functionally and distribute the ownership of the product amongst leaders that exhibit skin in the game.  Viva la revolución.  A special thanks to the leaders of the design industry that have encouraged me to find my own voice, use my own creativity to share what I observe and critically think. It’s nice to know you’re there and that you care! Key TakeawaysEvolve as a Design Leader: Focus on strategic thinking and ensure design aligns with business goals to evolve as an impactful design leader.Build a Diverse Team: Foster innovation and collaboration by cultivating a diverse and inclusive design team, enhancing problem-solving with empathy.Invest in Self-Development: Pursue continuous

design team, enhancing problem-solving with empathy.Invest in Self-Development: Pursue continuous learning, seek mentorship, and build relationships with organizational stakeholders for personal and career growth.Join the conversationAdd your commentLoginLogin or Subscribe to participate.FooterBlueprintA newsletter for career professionals seeking actionable strategies, timeless frameworks, and nuanced learnings from experienced peers.HomePostsAuthorsAbout BlueprintAbout usFellowshipsDesignBiz Dev & SalesData ScienceChief of StaffEngineeringMarketing© 2023 Blueprint.Privacy PolicyTerms of UsePowered by beehiiv