Related: Adam’s on why following your passion is BS...
> https://www.scottadamssays.com/2013/02/21/follow-your-passio...
2,516 karma · joined May 28, 2013
> https://www.scottadamssays.com/2013/02/21/follow-your-passio...
Perhaps Reddit groups for Sales/Marketing/Brand Managers will yield more useful perspective.
File this under Know Thyself.
You may not actually need the professional diagnosis to confirm this hunch. Moving forward, assume it’s likely true.
Incidentally, Peter Shankman has an excellent podcast where he interviews people with ADHD from all walks of life. > https://www.fasterthannormal.com/a-special-love-w-shauna-dan...
Don’t look for a job, instead look for the person you can help.
There is a senior executive out there, a line manager who you can serve and solve problems for.
Get clarity around who this person could be. What kind of organization? Where do they sit? (LinkedIn is a great resource for this). * I’ve found smaller companies, less than 100 people easier to work with.
Now, reach out to them for a discovery conversation. See if your circles overlap.
Essentially, avoid the common trap of filling out job applications, hoping to pass the HR filter.
This article echos Malcolm Gladwell’s David & Goliath theory.
> Second-rate schools can promote first-rate achievement, whereas more-selective environments can squelch it. For example, Gladwell cites a study showing that, in the first six years after receiving their doctorate, research economists published more, and in more-prestigious journals, if they had been standouts at a bottom-tier school than if they had been not-quite-stars at the best schools.
> https://www.theatlantic.com/magazine/archive/2013/10/the-und...
Hiring Managers are part of the problem-
They are largely divorced from the process of identifying, assessing, and attracting talented individuals.
Instead, they delegate that task to feckless, disinterested HR flunkies. (That’s HR’s job, isn’t it?)
More Hiring Managers need to get out in front of the recruitment process—- actually find and engage in conversation with potential hires.
This experience should help inform next steps.
The Built to Sell podcast often features these types of stories from the sellers perspective > https://builttosell.com/
Recognizing weaknesses is a terrific leadership trait.
So, this is a WHO problem.
Essentially, Who can take on the public facing role of evangelizing, marketing, and selling your product?
At this stage, assuming you’re bootstrapping —- Look for individuals you can trust, (people you might afford) with non-traditional backgrounds.
This is mission critical, especially if you are a Line Manager—- and the lack of people is negatively impacting goal attainment (possibly your bonus). You can’t blame HR Bozos. Ultimately, it’s your problem.
Related: There Are Only Three True Job Interview Questions > https://www.forbes.com/sites/georgebradt/2011/04/27/top-exec...
Question: CAN this person do the job successfully?
WOULD they do they job?
Can you LIVE with them?
Sadly, the average corporate recruiter lacks the intellectual curiosity and bandwidth to probe for potential talent.
There are lots of amazing misfits out there, who don’t check off all the boxes.
You’re dealing with an HR flunky at this stage?
Talk to the hiring executive, and possibly a more senior ranking HR leader.
They need to HEAR your voice.
First, That you are inclined to accept their offer and eager to join the team.
Relative to the agreement- It makes sense to get clarity on the IP clause.
If they still push back.
I would get curious as to WHY? Essentially, understand the pictures in their heads.
Those live conversations will inform next steps.
It’s a terrific question.
We tend to mythologize the sensei, or wisened uncle persona. That special Someone, who we hope will patiently, lovingly coach us up.
It seems the best mentor relationships are organic things. Somehow your paths cross, striking up a relationship. When the student is ready, the teacher will appear.
Relative to getting advice-
There is still tremendous value hidden in books. More immediate are podcasts, blogposts, and occasionally Reddit.
So, where do you feel you are struggling? When you think “next level” what images come to mind?
PM if you prefer.
Tulsa Remote's $10,000 grant can now be received upfront and applied directly to the purchase of a home.> https://tulsaremote.com/
18 Reasons I Won't Be Getting a Covid Vaccine > https://www.deconstructingconventional.com/post/18-reason-i-...
Suggest embedding a video of on the site.
Beyond the product/service offering— People buy from individuals the Know, Like, and Trust.
You’ve got a great story to share. Cheering you on!
I’ve been amused to discover on a few occasions— a productive and talented Remote Dev contractor we hired, in reality was a 3-5 person team.
Essentially, find others who can help serve your clients.
Get clarity from leadership on what digital ops SUCCESS looks like.
Who in the manufacturing space are their heroes when it comes to Digital Transformation? Who do they benchmark against?
Are they doing anything worthy of emulation? Any digital innovations you can improve upon?
So, we all want “better” clients.
What does an ideal client look like to you and your team?
* Not a flip question.
Might I ask, WHY does it bother you?
Like all spam - most folks ignore/delete.
Nope.
Even if your parting letter were a model of prose—-
Consider your audience, do you expect Toxic Management’s senior ranks will suddenly get a clue and want to make things right??
More likely you’ll be painted as disgruntled, ungrateful, and ungracious. Essentially, not one of us.
Well intended exit feedback not worth the time and energy.
Still want to help people you care about?
Then stay in touch and be there for them when they are ready to begin their own job search.
You can always count on Human Resources mucking up hiring good people.
That’s why we have a ‘Talent Shortage’.
If the actual Hiring Manager has any true authority—- tell them to interview these individuals directly.
Leave HR to handle administrative details.
They never last.
The temptation to steer individuals to companies paying a bounty of 25-33% OTE is impossible to pass up.
Ultimately, you’re the best pitch man for advancing your career.
Try thinking of yourself in terms of Product/Market fit. Who can you best serve?
Finally, borrow a page from Jaleh Rezaei on Cold Outreach. See her brilliant presentation here. > https://www.ycombinator.com/library/9n-how-to-generate-leads
What is the most important thing I should be doing with my time & resources now?
More on this subject > https://www.goodreads.com/book/show/18077875-essentialism