Podcasts about individual contributor

Schwierige Kolleg:innen sind das eine. Aber was passiert, wenn die eigentliche Eskalation erst dann beginnt, wenn Führungskräfte Probleme kleinreden, Verantwortung wegschieben oder dich mit Aussagen wie “das bildest du dir nur ein” komplett im Regen stehen lassen? Genau an diesem Punkt wird aus einem nervigen Arbeitstag schnell ein ernstes Thema rund um schlechte Führung, toxisches Verhalten, Gaslighting und psychische Belastung im Job.In dieser Episode sprechen wir über reale Fälle aus unserer Engineering Kiosk Community. Wir schauen auf Konflikte mit Vorgesetzten, destruktive Führung, Gehaltsgespräche unter der Gürtellinie, sexuelle Belästigung, strukturelle Probleme in Unternehmen und die Frage, wie du als Individual Contributor professionell reagieren kannst. Wir besprechen, wann Dokumentation hilft, wie du den Impact eines Problems sichtbar machst, woran du ein Teamproblem von einem Kulturproblem unterscheidest und wann Skip-Level, HR, Betriebsrat, Teamwechsel oder Exit-Strategie sinnvoll sein können.  Wenn du dich fragst, wie du mit schwierigen Manager:innen umgehst, ohne direkt innerlich zu kündigen oder emotional zu eskalieren, bekommst du hier konkrete Denkanstöße und Handlungsmöglichkeiten. Und ja, am Ende gibt es trotz schwerem Thema noch Programmiererwitze. Qualität nicht garantiert, Community-tauglich vielleicht schon.Unsere aktuellen Werbepartner findest du auf https://engineeringkiosk.dev/partnersDas schnelle Feedback zur Episode:

Show Summary:    Mudita Khurana — Tech Lead at Airbnb and the person who always says, “I got this” No Password Required Season 7: Episode 6 - Mudita Khurana   Mudita Khurana is a Tech Lead for Automated Tooling and Vulnerability Management at Airbnb, where she focuses on building modular, scalable security systems in an era of rapidly evolving AI threats. Before Airbnb, she spent nearly a decade in security roles across Accenture, Meta, and PwC, making bold career pivots along the way, including turning down a PwC return offer to join Facebook's product security team. In this episode, Mudita shares her journey from a family of doctors in India to Carnegie Mellon and into the heart of Big Tech security. She discusses what it means to thrive as a non-traditional engineer in a deeply technical field, why she stepped back from management to get closer to the work, and how she thinks about building security tooling that won't be obsolete in three months. Jack Clabby and co-host Kayley Melton, recording live from Tampa B-Sides at the University of South Florida, talk with Mudita about imposter syndrome, AI's curveballs for security teams, leadership without a leadership title, and the importance of community in staying on top of a field that never stops moving. She also reflects on what great mentorship looks like early in a career and why clarity, ownership, and consistency are the leadership qualities she keeps coming back to. In the Lifestyle Polygraph, Mudita firmly plants her flag in the Harry Potter universe as Hermione, explains why Deadpool doesn't qualify as a superhero, debates gym vs. nature as a reset strategy, and reveals her dream remote work base: a high-altitude Buddhist mountain town in the Himalayas.   Follow Mudita on LinkedIn: https://www.linkedin.com/in/muditakhurana/     In this episode: Mudita shares her unconventional path into cybersecurity, highlighting the importance of mentorship and curiosity (0:25 - 1:37) The significance of mentorship, especially Vandana Verma, in her career development (2:26 - 4:00) Transition from management to technical IC roles and why staying close to technical work matters (9:29 - 10:23) The influence of her education at Carnegie Mellon and how it broadened her problem-solving skills (6:23 - 7:41) Navigating imposter syndrome and embracing challenges as growth opportunities (3:26 - 5:29) How AI is changing cybersecurity strategies—building modular, layered systems for agility (15:31 - 16:26) The importance of community, trust, and consensus in cybersecurity decision-making (17:06 - 17:47) Mudita's favorite places for remote work and balancing planning with spontaneity in travel (23:01 - 24:13) Her personal approach to wellness, exercise, and resets during busy days (21:32 - 22:36) Her unique perspective on superhero characters, favorite places, and cultural roots (18:54 - 19:36, 25:19 - 26:21) Timestamp Highlights: (00:25) Mudita's 10-year journey into cybersecurity starting from India (02:26) Mentorship's critical role in her growth and her admiration for Vandana Verma (09:29) Transition from management back to technical roles and why staying close to the work matters (15:31) How AI fosters layered, modular security systems for faster adaptation (17:06) The importance of community and trusted information sources in security (21:32) Reset routines—gym versus nature hikes—and staying grounded during busy days (25:19) Leh, Ladakh: Mudita's ideal remote work location nestled in Himalayan beauty Resources & Links: Vandana Verma - Influential mentor in cybersecurity ThreatLocker - Supporter of this podcast Cyber Florida – The Mother Ship

Show Notes: Mathooshan Manoharan talks about his time at Umbrex role and upcoming business school plans. Mathooshan shares his initial lack of business background and management skills when he joined Umbrex. Mathooshan explains his coffee chat strategy, including reaching out to professionals on LinkedIn and refining his message approach through A/B testing. The Coffee Chats Initiative Mathooshan details his experience with coffee chats, starting with over 150 and now over 400. He describes the types of coffee chats he had, including both virtual and in-person meetings. Mathooshan explains how he initially reached out to people on LinkedIn and refined his message to increase response rates. He talks about the importance of initiative and how anyone can replicate Mathooshan's approach. Learning from Coffee Chats Mathooshan shares that he didn't initially document his coffee chats but started after a conversation with Will. He created a spreadsheet to track response rates, positions, and sources of contacts. Mathooshan mentions the importance of follow-up calls and how he leveraged initial contacts to make more introductions. He discusses the value of documenting and learning from these interactions. The First Lesson Mathooshan outlines his first lesson: the importance of creating a project tracker to avoid forgetting tasks. He describes how he developed a system using checklists, notifications, and alerts in their CRM.  Will shares his own experience of learning the same lesson in the Navy. Mathooshan emphasizes the need for a structured approach to manage tasks effectively. Prioritization and Focus Mathooshan discusses the second lesson: the importance of prioritization and focus blocking. He explains how he initially struggled with shiny object syndrome and the need to prioritize tasks. Mathooshan describes how he started blocking time in his calendar for specific tasks and aligning priorities. They discuss the importance of setting clear expectations and managing workload effectively. Managing Upwards Mathooshan shares the third lesson: the importance of managing upwards and being pleasantly persistent. He explains how he learned to follow up effectively and make it easy for Will to respond. Mathooshan discusses the concept of "unless otherwise directed" (UOD) and how it helped him take initiative. Will and Mathooshan emphasize the importance of making it easy for managers to approve or correct tasks. Learning from Mistakes Mathooshan introduces the fourth lesson: the importance of learning from mistakes. He explains how he started a lessons learned sheet to document mistakes and their context. Mathooshan describes the root cause analysis he implemented to address the root causes of mistakes. Will and Mathooshan discuss the importance of systemic changes to prevent recurring mistakes. Team Management Mathooshan transitions to lessons learned in team management. He shares his initial overconfidence in managing a team and the challenges he faced. Mathooshan explains the importance of providing clarity, checkpoints, and systems for his team. Will and Mathooshan discuss the need for effective communication and support in team management. Trusting the Team Mathooshan introduces the fifth lesson: the importance of trust but verify in team management. He shares an example of a project where he trusted his team too much and the consequences. Mathooshan emphasizes the need for regular check-ins and spot checks to ensure tasks are on track. The conversation turns to the balance between trusting the team and maintaining oversight. Empowering the Team Mathooshan shares the sixth lesson: the importance of empowering the team. He explains how he initially had an individual contributor mindset and the need to change it. Mathooshan discusses the importance of explaining the "why" behind tasks and providing guidance. Will and Mathooshan emphasize the long-term benefits of empowering the team through training and support. Timestamps:  02:54: Effective Coffee Chat Techniques  05:24: Documenting and Learning from Coffee Chats  07:53: Lessons in Self-Management  10:32: Prioritization and Focus Blocking  13:11: Managing Upwards and Being Pleasantly Persistent  15:46: Never Waste a Good Mistake  18:38: Transitioning to Team Management  21:27: Trust but Verify  23:49: Empowering the Team  Links: Linkedin: https://www.linkedin.com/in/mathooshan-manoharan/ Substack: https://mathooshan.substack.com/ This episode on Umbrex: https://umbrex.com/unleashed/episode-648-mathooshan-manoharan-from-individual-contributor-to-manager-lessons-learned-at-umbrex/ Unleashed is produced by Umbrex, which has a mission of connecting independent management consultants with one another, creating opportunities for members to meet, build relationships, and share lessons learned. Learn more at www.umbrex.com. *AI generated timestamps and show notes.  

She came to the US with her first year's tuition and figured the rest out from there. What followed is one of the most grounded quality leadership journeys I have heard - and one we felt was worth bringing back.Swetha Krishnan on Building a Quality Mindset from the Ground UpThis is a rerelease of one of our favourite episodes from two years ago. In today's episode I was joined by Swetha Krishnan. I really wanted to bring this conversation back because Swetha's route into quality was entirely unplanned - and the way she has turned that unplanned start into a clear leadership philosophy is something every quality professional should hear.Swetha came to the US from India to complete a master's in bioengineering at the University of Toledo. She needed work, she needed a visa sponsor, and she found her way into a contractor role at Pfizer in Connecticut doing technical writing and validation. It was not the destination she had mapped out, but two years of being moved from role to role - quality management systems, regulatory content authoring, client-facing support - gave her a cross-functional view of how a pharma company actually operates. From there she moved through roles at Biogen, Sanofi Genzyme, and Alkermes before taking on her current position leading quality across all GXPs at Mural Oncology, a clinical-stage biotech focused on cytokine-based immunotherapies for cancer.Swetha leads with a combination of strategic clarity and genuine warmth. She is honest about the things she struggled with early on - particularly the belief that credibility required having all the answers - and equally clear about what changed that. She talks about the boss at Alkermes who told her she would one day be head of quality before she believed it herself, the nine-month Women Unlimited LEAD program that gave her two external mentors, and the MIT LeadershipSignature course that asked her to examine what in her personal history shapes how she shows up every day.We talk about the following:• How a bioengineering thesis on non-invasive glucose measurement for diabetics led to an unexpected start in quality• Starting as a contractor at Pfizer and what wearing so many hats in two years taught her about the whole product life cycle• Why validation gave her a quality mindset before she had ever formally joined a quality team• The shift from individual contributor to manager to leader of teams - and why it forced her to rethink everything she thought she knew about credibility• The nine-month Women Unlimited LEAD program at Alkermes and the boss who saw her potential before she saw it herself• Quality by design in practice - being involved in CRO selection from the start, not after the contract is signed• How she manages prioritisation, managing up, and keeping her team grounded in a lean, fast-moving clinical-stage biotech• Her 4C model for aspiring quality leaders: challenge, curiosity, collaboration, and compassionSwetha is a thoughtful, pragmatic quality leader who understands how to balance compliance, collaboration and business reality in complex development environments. If you are a quality professional working in an early-stage biotech and trying to build the right systems with limited resources, then this episode is for you. You can watch on LinkedIn Live at 12pm EST today or listen via Apple or Spotify. Thank you Swetha for sharing your incredible journey. Hope everyone enjoys the show.Who This Episode Is For• Quality managers and directors in clinical-stage biotech who are building systems and leading teams without large headcounts or unlimited budgets• Aspiring heads of quality who are in the transition from individual contributor to people leader and finding that shift harder than they expected• Quality professionals who came into the function from validation, technical writing, or another non-traditional route and are still making sense of how it all connects• Senior quality leaders who want a practical framework for developing the next generation on their team• Anyone in pharma or biotech who has ever felt like asking for help put their credibility at riskTimestamps:(00:00) Introduction to Swetha Krishnan and Mural Oncology(05:08) The Importance of Quality in Biotech(11:00) The Role of Quality in Driving Strategy(16:39) Managing Stress and Prioritization(21:55) Self-Development and Continuous Learning(26:44) Advice for Aspiring Quality Leaders

What does it take to move from individual contributor to C-Suite and from the public to the private sector? This conversation reveals the hidden mistakes that keep smart people stuck and the mindset leaps required to succeed. In this powerful episode, Dr. Mira Brancu sits down with forensic psychiatrist and CMO, Dr. Mehul Mankad, to explore the real journey from being a high-performing technical expert to becoming an effective executive leader. It dives deep into the mindset shifts required to move from simply doing the work to leading others, including how to handle responsibility, prioritize what truly matters, and influence decisions at a higher level. You'll also learn the stark differences between working in structured environments and stepping into fast-paced startup roles where there's no safety net and accountability is entirely on you. More importantly, this discussion highlights why continuous learning and adaptability matter far more than collecting degrees, and how understanding people, systems, and decision-making can redefine your career path. Whether you're aiming for leadership, considering a career shift, or feeling stuck despite working hard, this episode offers insights that can completely change how you approach growth and success.Ready to stop over-doing and start leading? Subscribe to The Hard Skills for weekly strategies on clinical and corporate high performance.Referenced Episodes and Links:The Science and Future of Great Coaching, with BetterUp's Chief Coaching Officer, Dr. Woodward: https://youtu.be/3X3xs_B6L4M?si=bhzJVgSF2sJx8Xt6How to Build a Career That Actually Serves Your Life, with Dr. Sharon Hull: http://youtube.com/watch?v=Wdfa3axn0TI https://www.linkedin.com/in/drmankad/ https://podcasts.apple.com/us/podcast/psychiatry-and-law-podcast/id1352806975https://www.novumhealth.com/ IF YOU ENJOYED THIS EPISODE, CAN I ASK A FAVOR?We do not receive any funding or sponsorship for this podcast. If you learned something and feel others could also benefit, please leave a positive review. Every review helps amplify our work and visibility. This is especially helpful for small women-owned boot-strapped businesses. Simply go to the bottom of the Apple Podcast page to enter a review. Thank you!Subscribe to my free newsletter at: mailchi.mp/2079c04f4d44/subscribeWork with me one-on-one: calendly.com/mira-brancu/30-minute-initial-consultationConnect with me on LinkedIn: www.linkedin.com/in/MiraBrancuLearn more about my services: www.gotowerscope.comGet practical workplace politics tips from my books: gotowerscope.com/booksAdd this podcast to your feed: www.listennotes.com/podcasts/the-hard-skills-dr-mira-brancu-m0QzwsFiBGE/

AGENDA: 00:00 – Mag Seven Earnings: The "Super Bowl" of Tech Results 04:45 – Google's Cloud Explosion & The AI Search "Disruption" That Never Came 15:53 – Microsoft's $190B Bet: Is AI the Only Thing Keeping Growth Flat? 21:59 – Meta's $150B Future Bet vs. Wall Street's Need for Spreadsheets 28:50 – Palantir's Home Run: Why Big Companies Spend Big Money on AI 38:43 – Apple's Quiet Consistency & The Stealth Inflation of Memory Chips 41:11 – The SaaS Apocalypse Over? Atlassian and Twilio Lead the Re-acceleration 50:50 – Anthropic's $50B Raise & The Math Behind Token vs. Salary Spend 01:05:59 – Sierra's $15B Valuation: Replacing the $400B Customer Service Labor Market 01:13:39 – Musk vs. Altman Trial: Statute of Limitations, Standing, & Private Diaries 01:17:42 – The End of Managers? Brian Armstrong & The Rise of the "Individual Contributor"    

Once you've committed to a leadership role—whether formally or informally—getting everyone else at work to buy in requires relationship management. The steps to transition from individual contributor to leader can seem daunting, especially when so many aspects of work and the world are in a constant state of flux. How do you successfully shift the role you're playing on your team? What sorts of conversations help clear the way? Is this transformation harder to make if you work remotely? To address these questions and more, we revisit a 2019 Women at Work interview with leadership development experts Amy Jen Su and Muriel M. Wilkins.

BONUS: Why a Distinguished Engineer Stopped Reading Code — Lights-Out Codebases and the End of the IC Philip Su has spent two decades at the highest levels of software engineering — Microsoft, Meta (where he reached Distinguished Engineer, IC9), OpenAI, and now building his own product solo with AI. In this episode, he makes a provocative case: the individual contributor role as we know it is over, code reviews are becoming a liability, and the best engineers are already managing AI agents instead of writing code themselves. From Amazon Warehouse Floors to OpenAI "Every day at work, I lifted six tons of packages with my arms. No one learned my name. And it was the structure — the ability to leave work behind when I clocked out — that pulled me out of a spiral."   Philip's path through tech is anything but typical. After scaling Facebook's London engineering office from a dozen engineers to 500+, he stepped away from Big Tech entirely. During Peak 2021, he worked the floor at Amazon's flagship warehouse south of Seattle — 11-hour shifts, processing 15,000 packages a day. He documented the experience in his Peak Salvation podcast, exploring depression, the divide between the wealthy and the working class, and the maddening inefficiencies inside one of the world's largest employers. That experience reshaped how he thinks about work, systems, and what actually matters when you strip away titles and stock options. He later joined OpenAI as an individual contributor — going from leading hundreds of engineers to writing code again — before leaving to build Superphonic, an AI-powered podcast player. No More Code Reviews: The Lights-Out Codebase "We'll one day be scared, positively petrified, to use any mission-critical software known to have allowed human interference in its codebase."   Philip borrows the concept of "lights-out" from data centers that run with zero human workers and applies it to codebases. A lights-out codebase is one where no human ever sees or edits the code. He's already built two apps this way — Tanya's Snowfield and OTD: On This Day — without looking at a single line of code from repository creation through production release. His argument is not just about efficiency. Code reviewers are becoming the bottleneck. The volume of AI-generated code is already too high for humans to keep up, and the same LLM that wrote the code often catches bugs that another instance of itself introduced. Philip has been running both Codex and Cursor as PR reviewers on GitHub, and has been surprised by how often they identify issues in both human- and AI-generated code. He believes we are approaching a threshold where human intervention in codebases will be seen as risky and irresponsible — not the other way around. AI Killed the Individual Contributor "You're not building the thing anymore. You're pondering and tweaking the machine that builds the thing."   In his widely discussed essay "AI Killed the Individual Contributor", Philip argues that maximizing productivity with AI now requires engineers to spend their time on what are essentially management tasks: setting priorities, resolving conflicts, delegating to agents, reviewing output, and giving feedback. The IC role isn't disappearing because AI codes better — it's disappearing because the highest-leverage use of an engineer's time has shifted from writing code to orchestrating the systems that write code. Right now, it feels like managing a team of barely competent interns. But Philip expects that to change fast. Soon it will feel like managing high performers who are faster and more capable than you — and the engineers who thrive will be the ones who learned to let go of the keyboard and focus on judgment, direction, and taste. Building Solo with AI: The Superphonic Experiment "20x productivity means we have 20x fewer PMs than we need."   Philip is putting his thesis to the test with Superphonic, an AI-powered podcast player he's building essentially as a solo founder. What would have required a team two years ago, he now ships alone — leveraging AI agents for coding, testing, and review. But the productivity multiplier creates its own problems. When you can build 20x faster, the bottleneck shifts from engineering capacity to product judgment. You need to know what to build, not just how to build it. Philip's reference to The Mythical Man-Month is deliberate: adding more people (or agents) doesn't solve the fundamental challenge of building the right thing. The hardest part of being both the architect and the manager of your AI agents is knowing when the model breaks down — when you need to step in and do the work yourself rather than delegating. What Teams Get Wrong About AI Integration "There is a lot more that can be done to increase the quality of AI output even if all progress on foundation models stops."   For Scrum Masters and agile coaches helping teams adopt AI tools, Philip's warning is clear: don't treat AI as just another developer on the team. The integration requires rethinking how work is structured, how quality is assured, and what it means to be an engineer. Teams that bolt AI onto existing workflows without changing the underlying process will get marginal gains at best. The ones that redesign their workflows around AI capabilities — including accepting that humans may not need to review every line of code — will see transformational results. Philip's practical advice: do the work yourself first. Understand what the AI is doing before you delegate wholesale. The engineers who skip this step lose the judgment they need to manage the output effectively. About Philip Su Philip Su is a Distinguished Engineer (IC9) who scaled Facebook's London office from a dozen engineers to 500+, served as site lead at OpenAI, and now builds Superphonic — an AI-powered podcast player. He writes about the future of software work at Molochinations on Substack. LinkedIn   You can link with Philip Su on LinkedIn.

Promoting your best individual contributor into management might feel like a reward, but it's often the fastest route to frustration, misalignment, and avoidable turnover. We sit down with HR leaders Tina-Marie Wolfield and Jennifer “Jen” DuPont to unpack what a robust individual contributor career path actually looks like and why modern organizations can't afford to treat people leadership as the only way to grow.Click HERE for Tina-Marie's LinkedIn profileClick HERE for Jen's LinkedIn profileClick HERE for the TIMAWO websiteClick HERE for the HRUnite! websiteClick HERE to get a copy of Tina-Marie's bookHERE ARE MORE RESOURCES FROM REAL GOOD VENTURES:Never miss a good opportunity to learn from a bad boss...Click HERE to get your very own Reference Profile.  We use The Predictive Index as our analytics platform so you know it's validated and reliable.  Your Reference Profile informs you of your needs, behaviors, and the nuances of what we call your Behavioral DNA.  It also explains your work style, your strengths, and even the common traps in which you may find yourself.  It's a great tool to share with friends, family, and co-workers.Follow us on Instagram HERE and make sure to share with your network!Follow us on X HERE and make sure to share with your network!Provide your feedback HERE, please!  We love to hear from our listeners and welcome your thoughts and ideas about how to improve the podcast and even suggest topics and ideas for future episodes.Visit us at www.realgoodventures.com.  We are a Talent Optimization consultancy specializing in people and business execution analytics.  Real Good Ventures was founded by Sara Best and John Broer who are both Certified Talent Optimization Consultants with over 50 years of combined consulting and organizational performance experience.  Sara is also certified in EQi 2.0.  RGV is also a Certified Partner of Line-of-Sight, a powerful organizational health and execution platform.  RGV is known for its work in leadership development, executive coaching, and what we call organizational rebuild where we bring all our tools together to diagnose an organization's present state and how to grow toward a stronger future state. Send a text

Are you the bottleneck in your own department? If you're working nights and weekends because "it's just faster to do it myself," you're trapped in the Expert's Dilemma. This is Part 3 of our Strategic Clarity series. In this final installment of our Strategic Clarity series, Dr. Mira Brancu tackles the #1 struggle for new leaders: letting go of your past technical work. We break down why delegation isn't just an individual skill—it's a systemic challenge involving team capability, organizational design, and even societal identity. Learn how to diagnose why you're stuck in the "Individual Contributor" trap and try out any of our 7 action items to reclaim your agency and lead with intent. Whether you're a program director, physician leader, or VP, it's time to stop doing and start leading.Ready to stop being the bottleneck? Sign up for our Strategic Clarity half-day workshop (deadline: February 12, 20026). https://luma.com/auobmkbyLooking to clarify the root cause of your complex or confusing current leadership challenges and tips for how to address each? Try my free Strategic Leadership Resiliency Assessment.https://mailchi.mp/e1ebf8505764/slr-assessment IF YOU ENJOYED THIS EPISODE, CAN I ASK A FAVOR?We do not receive any funding or sponsorship for this podcast. If you learned something and feel others could also benefit, please leave a positive review. Every review helps amplify our work and visibility. This is especially helpful for small women-owned boot-strapped businesses. Simply go to the bottom of the Apple Podcast page to enter a review. Thank you!Subscribe to my free newsletter at: mailchi.mp/2079c04f4d44/subscribeWork with me one-on-one: calendly.com/mira-brancu/30-minute-initial-consultationConnect with me on LinkedIn: www.linkedin.com/in/MiraBrancuLearn more about my services: www.gotowerscope.comGet practical workplace politics tips from my books: gotowerscope.com/booksAdd this podcast to your feed: www.listennotes.com/podcasts/the-hard-skills-dr-mira-brancu-m0QzwsFiBGE/

In this episode, I speak with Jessica Hall. Jess is the Chief Product Officer at Just Eat Takeaway, a global leader in the on-demand delivery space. With a professional pedigree that includes leadership roles at UK retail giants like Tesco, Argos, and Sainsbury's, Jess brings a wealth of experience in navigating complex, high-stakes consumer environments. Our conversation delves into the "big idea" of managing a massive three-sided marketplace, balancing the needs of consumers, partners, and couriers while transitioning from a food-centric brand to an "everything delivered" platform. We cover a lot, including: Navigating the Three-Sided Marketplace - Jess describes the Just Eat Takeaway product as a complex ecosystem connecting 60 million active customers with nearly 400,000 partners and a vast network of couriers. The core insight here is that the "product" isn't just an app; it is the seamless orchestration of these three distinct groups, where a failure in one branch inevitably disrupts the value for the others. Scaling Global Platforms with Local Nuance - Despite operating a global tech platform, Jess emphasises the importance of "optionality" to respect regional differences, from currency formatting to cultural preferences like cash usage. This approach allows the company to maintain a unified technical infrastructure while remaining flexible enough to adapt when a specific market, like the UK or Canada, leads the way in new category demands like grocery delivery. The Power of Customer Closeness - Moving beyond data and reports, Jess advocates for getting "on the ground" to talk to couriers and visit partner restaurants. By understanding the physical realities, such as a busy kitchen staff finding a feature too cumbersome to use during peak hours, product leaders can solve real-world friction that data trends alone might overlook. Cultivating Dual-Track Career Paths - Recognising that not every brilliant product mind wants to manage people, Jess champions the value of senior Individual Contributor roles. She highlights that technical and strategic mastery is just as vital as people management, and providing high-level growth opportunities for ICs ensures the organisation retains its most creative and experienced problem solvers. Leading Through Influence and Commerciality - Jess argues that the best product leaders act as "first-rate business partners" rather than just a bridge between engineering and the business. By focusing on "win-win" outcomes and deeply understanding commercial metrics like order volumes and market trends, product teams earn the credibility needed to influence strategy at the highest levels. Check out Just Eat Takeaway Check out Just Eat Takeaway's website: https://justeattakeaway.com, or their careers page: https://careers.justeattakeaway.com. Connect with Jess You can connect with Jess on LinkedIn: https://www.linkedin.com/in/jessicalrhall.  

All leaders-to-be face a pivotal moment where they cross over from being a valuable individual contributor to taking on the mantle of leadership. That leadership role might be informal or formal, but either way it is a quantum leap in impact. Our guest is Rob Marcus, CEO of Blue Stallion Leadership and US Army Bronze Star veteran from from Fredericksburg, VA. Across military, civilian, and personal challenges, Rob has made the leap to leader and helped hundreds of others do so with courage, clarity, and accountability. In this episode, Rob shares insights from his career journey from pizza parlors to youth sports to military counter insurgency operations. He also gives a preview of practical tactics from his book, "Crossing the Divide" that can help early career folks make that transition for themselves and/or later career leaders help others make that leap with less frustration and delays. Rob describes how often our initial solutions to problems may get the immediate job done, but don't often scale. As a leader progresses in their breadth of responsibility, its important to expand our thinking two to three steps ahead. It's also important to consider both the bottom line aspects and the humanity to make it stick and persistent across multiple team members and customer experiences. Key takeaways: Recognizing when you are approaching the leadership divide so you can navigate it better on your terms Not letting perfection block you from starting your leadership journey Critical thinking factors to consider to maintain clarity and empathy under pressure Navigating the 5 challenges that come with leadership role changes: Skill Development, Peer Relationship Dynamics, Increased Responsibilities, Team Dynamics, and Identity Transition. Additional Resources: Rob Marcus, Founder and CEO of Blue Stallion Solutions Author of Crossing the Divide: The Leadership Shift that Defines your Next Chapter. Follow Rob on LinkedIn Attend Unleashing Leaders University! Learn more about Unleashing Leaders Follow Unleashing Leaders on LinkedIn Connect with Lee on LinkedIn Follow Unleashing Leaders on Facebook Follow Unleashing Leaders on Instagram  

Performance Reviews. Schon beim Wort ziehen sich bei vielen die Schultern hoch: zu viel Bürokratie, zu wenig Fairness, zu viel Politik und am Ende bleibt das Gefühl, dass eine Note mehr über das System sagt als über deine Arbeit.In dieser Episode drehen wir das einmal um. Wir schauen uns an, wie Performance Reviews wirklich funktionieren, warum sie in der Tech-Welt so oft anecken und wie du sie als Engineering Manager, aber auch als Individual Contributor aktiv für dich nutzen kannst.Wir sprechen über Ziele wie Feedback, Wachstum und Dokumentation, über Subjektivität, Bias und die Frage, warum "wer schreibt, der bleibt" im Alltag leider erschreckend oft stimmt. Dazu nehmen wir konkrete Modelle auseinander: Peer-Feedback, 360-Grad-Feedback, Self-Assessments, Kalibrierungsrunden und die heikle Kopplung von Gehalt und Beförderungen. Plus: Wie du Glue Work sichtbar machst und warum Outcome fast immer mehr zählt als Output.Wenn du dieses Jahr nicht im Review überrascht werden willst, ist das hier dein Setup. Und ja, du kannst mehr beeinflussen, als du denkst.Bonus: Wenn du nach der Folge anfängst, Impact zu tracken, hat dein Future-Ich beim nächsten Review deutlich weniger Stress.Unsere aktuellen Werbepartner findest du auf https://engineeringkiosk.dev/partnersDas schnelle Feedback zur Episode:

Are your technical skills actually holding your career back? In this conversation with Anand Sahay, Global CEO of Xebia, we explore the controversial reality that "mediocre" engineers often climb the corporate ladder faster than technical wizards. And what you need to do to change that trajectory.In this episode, we cover:Why simplicity and business value beat complex code every timeThe specific mindset shift required to move from Senior Engineer to ExecutiveHow to maintain technical intuition and manage risk without micromanagingThe hidden arrogance that stops great engineers from becoming great leadersThis discussion is essential for software engineers, architects, and technical managers who want to break through the "tech ceiling" and understand how decisions are really made at the top.Connect with Anand:https://www.linkedin.com/in/ansahayTimestamps:00:00:00 - Intro 00:01:28 - How to Pitch to Executives (And Not Get Rejected) 00:03:42 - The #1 Trait of Elite Engineering Leaders 00:06:15 - Why AI Answers Destroy Your Credibility 00:10:11 - Why Mediocre Engineers Get Promoted Over Great Ones 00:14:15 - The Truth About the "Individual Contributor" Track 00:16:16 - The Arrogance Trap: Why Devs Fail at Business 00:22:08 - Stop Being a "One Man Army" (Unless You Do This) 00:25:32 - From Developer to CEO: The Uncommon Path 00:29:07 - Why Most Engineering Teams Are Structured Wrong 00:32:17 - How to Spot a Toxic Tech Culture 00:34:44 - Will AI Replace Senior Engineers? 00:38:40 - Maintaining Technical Intuition Without Coding Daily 00:41:53 - When to Approve "Bad" Ideas for Team Morale 00:48:41 - The "Hard Part First" Rule for Innovation#SoftwareEngineering #TechLeadership #CareerGrowth

Many new leaders struggle when moving from individual contributor to leadership. In this episode, Ben breaks down why the transition feels so difficult, especially for thoughtful, high-performing people. He covers key mindset shifts including letting go of control, redefining success, prioritising relationships over tasks, and stepping into visibility even when it feels uncomfortable. Ben also shares stories from coaching clients who found leadership hard because they still identified as "doers", not leaders. Resources mentioned in this episode: Thoughtful Leader Coaching - work with Ben 1:1.  

In this episode of The Modern Man Podcast, host Ted Phaeton welcomes back Damon Lembi, CEO of Learn It, to discuss the importance of leadership, continuous learning, and the evolving landscape of work in the age of AI. They explore the journey of becoming a leader, the significance of empathy and authenticity, and how to navigate challenges with resilience. Damon shares insights on identifying potential leaders, the value of feedback, and the necessity of transparency during chaotic times. The conversation emphasizes the importance of seeing untapped potential in others and the role of AI in shaping the future of leadership.   Takeaways Leaders are always in the making, not just born or made. Empathy is a critical skill for effective leadership. Authenticity builds trust and connection with your team. Great leaders see untapped potential in others. Feedback is essential for growth and improvement. Transparency is key during chaotic times. AI will work alongside humans, not replace them. Effective leaders empower their teams and delegate tasks. Continuous learning is vital for personal and professional growth. Resilience is necessary to navigate challenges and setbacks.   Chapters00:50 – Introduction to The Modern Man Podcast02:07 – The Journey of a Forever Student02:49 – Transitioning from Individual Contributor to Leader07:01 – Identifying Leadership Qualities09:51 – The Importance of Authenticity in Leadership13:49 – Overcoming Personal Challenges as a Leader17:31 – Finding Purpose in Pain20:06 – Leadership Habits for Growth21:40 – The Power of Listening in Leadership24:28 – Setting Boundaries and Prioritizing Tasks26:10 – Leading Through Chaos and Challenges29:50 – Self-Care and Resilience in Leadership33:09 – The Future of Leadership in an AI World   Lembi’s Links Website:         www.thelearnitallleader.com          www.thelearnit.com/free Tiktok: @keala_kanae LinkedIn: damonlembi YouTube: @LearnitTraining Facebook: Learn.iT.anywhere Instagram:damonlembi   Free eBook Here: Mastering Self-Development: Strategies of the New Masculine: https://rebrand.ly/m2ebook   ⚔️JOIN THE NOBLE KNIGHTS MASTERMIND⚔️ https://themodernmanpodcast.com/thenobleknights  

What if your next big career move didn't involve managing people—but managing impact? Catt Small joins Lou to unpack the rise of the staff designer: a role that's redefining what senior-level growth can look like for designers who want to lead without becoming managers. Catt shares insights from her forthcoming Rosenfeld book, The Staff Designer: Grow, Influence, and Lead as an Individual Contributor, where she draws on her own experience at companies like Etsy, Asana, and Dropbox—alongside interviews with nearly 30 other design pros—to clarify a path that's increasingly relevant in today's flattened organizations. Catt explains why staff designers thrive at the intersection of strategy and execution, influence and diplomacy. Staff design isn't about hierarchy; it's about navigating complexity, guiding quality, and mentoring others, all without direct reports. Whether you're a senior designer wondering what's next or a leader trying to support IC career growth, this episode reframes design leadership for the modern era.

The transition to a leadership role is a significant and often challenging shift. Research shows that over 60% of new managers fail to make this transition effectively. This is largely because leadership is not simply a scaled-up version of individual contribution; it requires a fundamental change in mindset, behavior, and priorities. Leaders must redefine success from personal achievement to enabling team performance. This includes developing empathy, resolving complex team conflicts, and delegating effectively. Delegation is especially crucial—it not only distributes workload but also fosters team development. New leaders must learn how to set expectations, offer appropriate support, and monitor progress without micromanaging. Our motivation at work changes because our role changes - we are no longer the top performer, but supporting others to be the top performer.  Self-awareness also becomes more important. A leader's emotions and behaviors have broader impacts, so maintaining composure and understanding one's influence on others is key. Conflict resolution becomes even more important in a leadership role.Reflection takes on a larger role; leaders need to routinely evaluate what's working, what's not, and how their leadership style affects outcomes.  Common pitfalls derail many new leaders. These include trying to do too much too quickly, over-relying on authority, micromanaging out of fear, making hasty changes, and lacking clarity around leadership philosophy and mindset. New leaders also struggle with setting boundaries, aligning with their boss's priorities, and effectively communicating unpopular changes. Harvard suggests three major mindset shifts to ease the transition: From Expert to Coach: Instead of being the smartest person in the room, leaders help their managers develop judgment and independence. Asking probing questions and tolerating ambiguity are key to this shift. From Execution to Driving Impact Through Others: Successful leaders move away from task management and toward creating the conditions for others to succeed. Although this shift can feel intangible, its effects—like better decision-making and long-term team growth—are meaningful and distinguish the exceptional leaders. From Oversight to Scalable Systems: As responsibilities expand, leaders must focus on high-priority areas and create systems that enable delegation and escalation. Establishing clear thresholds for manager autonomy (e.g., budget limits or hiring decisions) prevents overload and ensures oversight remains strategic - and allows time for reflection - the thinking work of the leader. Success in leadership comes from building systems, letting go of control and trusting others.   GOOD READS Navigating the Jump from Manager to Executive   Ease your Transition from Individual Contributor to Leader | Odgers   Transition Traps - Inspired Leadership

Karriere geht auch ohne Management?Genau das und noch viel mehr nehmen wir in dieser Episode auseinander. Kaum ein Thema erhitzt in Tech-Teams so sehr die Gemüter wie Karrierepfade für Softwareentwickler:innen. Muss ich in die Management-Laufbahn, um „aufzusteigen“? Warum brauchen so viele Firmen scheinbar eigene Karriereleitern, und wie sorgen wir eigentlich dafür, dass die nicht zur Motivationsfalle werden?Mit Lena Reinhardt, Leadership-Coach, Keynote-Speakerin, ehemalige VP of Engineering bei CircleCI und Travis CI, und nicht zuletzt Mitgestalterin der berühmten CircleCI Karrierematrix, gehen wir dem Phänomen der IC-Karrierepfade (Individual Contributor) auf den Grund. Wir klären, warum und wie Karriereleitern in Tech entstanden sind, wo die Unterschiede zu klassischen Job Descriptions liegen und weshalb sie echte Kulturarbeit in Firmen bedeuten. Außerdem schnappen wir uns den Netflix-Case, beleuchten die Do's & Don'ts beim Design solcher Frameworks und erfahren, ab wann so ein System wirklich sinnvoll ist (und wo es Unsinn wird!).Natürlich sprechen wir über Fallstricke bei der Einführung, wie wichtig partizipatives Setup, kalibrierte Einstufungen und ehrliche Kommunikation sind – auch, um Diversity und Gerechtigkeit wirklich im Alltag abzubilden. Lena teilt ihre besten Tipps zu Erwartungsmanagement, dem Umgang mit Glue Work und warum gute Engineers eben doch ein kleines Selbstmarketing betreiben sollten.Ganz nebenbei gibt's Einblicke in HR-Strategien, Performance-Reviews, die Macht von Jobtiteln und einen Schwank aus dem Leben einer ehemaligen Bankangestellten mit Open-Source-Faible.Unsere aktuellen Werbepartner findest du auf https://engineeringkiosk.dev/partnersDas schnelle Feedback zur Episode:

Send us a textSummaryIn this engaging conversation, Tammy Aguillon, a go-to-market leader at Google Workspace, shares her non-traditional journey into tech and sales, emphasizing the importance of women in the industry. She discusses her experiences navigating tech acquisitions, the significance of timing in career moves, and the transition to leadership roles. Tammy highlights the value of mentorship and the role it has played in her career, as well as her transformation in building confidence. The discussion also explores the impact of AI on sales and the necessity of maintaining human connections in a rapidly changing landscape. Finally, Tammy offers insights on establishing routines to maintain sanity in a volatile world, making this a rich and informative episode for anyone interested in career development and the future of sales.TakeawaysTammy's journey into tech was non-traditional and driven by personal exploration.Women in sales bring unique strengths and perspectives to the industry.Navigating acquisitions requires adaptability and resilience.Timing in career moves is crucial, especially for women with family responsibilities.Transitioning to leadership can be accelerated in startup environments.Mentorship is essential for career growth and development.Confidence can be built over time through experience and self-awareness.AI is changing the landscape of sales, but human connection remains vital.Establishing routines can help maintain sanity in a fast-paced world.Personal development is a continuous journey that requires self-reflection.Chapters00:00 Tammy Aguillon's Journey into Tech and Sales06:23 Navigating Acquisitions in Big Tech13:08 Timing and Career Decisions in Tech17:38 Transitioning from Individual Contributor to Leader24:24 The Importance of Mentorship and Sponsorship27:02 Empowering the Next Generation30:38 The Role of Coaches in Personal Growth34:42 Women in Sales: Breaking Barriers36:20 Building Confidence in Sales39:24 AI's Impact on Sales44:56 Maintaining Sanity in a Volatile World

In this episode of the Goats of Growth podcast, I had the pleasure of interviewing Candidate 10, a seasoned sales leader with extensive experience in tech startups, particularly in AI and pharma. We talked about her journey from being an early employee at startups to leading high-performing sales teams. Candidate 10 emphasized the value of foundational sales skills, understanding individual motivations, and crafting effective compensation plans. She also shared her unique ability to read people, her aspirations for future leadership roles, and her perspective on what truly defines a successful sales leader.   Chapters 00:00 Introduction to the Goats of Growth Podcast 01:02 Jenna Okoro's Career Journey 03:08 The Importance of Foundational Sales 05:21 Transitioning from Individual Contributor to Leader 07:40 Identifying Individual Strengths in Sales 08:27 Understanding Comp Plans and P&L Management 10:47 Future Aspirations and Industry Preferences 12:54 Bonus Question: Magic Wand Abilities 14:59 The Art of Reading People 17:49 Secret Sauce: What Makes You Unique 19:21 Conclusion and Final Thoughts

Tap into a network of bold thinkers and industry leaders by sponsoring the Unlearn Podcast.Contact here: https://bit.ly/contact-barryoreilly____________________________________________________________Today on the Unlearn Podcast, I'm thrilled to be joined by Francesca Cortesi, CPO and Founder of Prodotto Collective, a product visionary, transformational leader, and someone who truly understands what it takes to build beloved products and high-performing teams.Francesca was the Chief Product Officer at Hemnet, Sweden's leading property platform, where she played a pivotal role in scaling the product organization and driving the company through a successful IPO in 2021. Under her leadership, Hemnet achieved consistent double-digit growth, became one of Sweden's most appreciated apps, and stood out as a top performer on the Swedish stock exchange.But her story goes far beyond business metrics. Francesca led cultural shifts too, transitioning the company language to English and increasing female representation in tech, proving that growth and inclusion can go hand in hand.In this episode, we explore how Francesca thinks about unlearning as a tool for personal and organizational growth, building product excellence at scale, and creating environments where diverse teams thrive.Key Takeaways:Changing careers: Francesca switched from fashion in Milan to tech in Sweden after many rejections, showing strong resilience.Product Management: Asking many questions helped her shift from project management to product management.Asking for Help: Great leaders don't need to know everything; asking for help builds stronger teams.Idea company size: Francesca thrives best in scale-up companies (40–400 people), not large corporations.Unlearning and Growth: Every new role required Francesca to "unlearn" old ways to adapt to new challenges.Additional Insights:Changing Roles: Your job changes when your company grows, so be ready for change.Know your strength: Understand clearly what you're good at and where you fit best.Start Fresh: Always approach new tasks like you're learning for the first time.Get ready for a powerful conversation with Francesca Cortesi on embracing change, scaling with intention, and building inclusive, high-performing product teams that thrive through continuous unlearning and growth.Episode Highlights: [01:00] - Episode Recap "Welcome to the Unlearn Podcast, Exploring career shifts, new leadership styles, and how to build strong product teams."[02:03] - Guest Introduction: Francesca Cortesi "Francesca, former Chief Product Officer at Hemnet, helped scale the product and led the company to a successful 2021 IPO."[03:22] - From Milan Fashion to Stockholm: The First Career Pivot "I worked in fashion, got a translator job in Sweden, and decided to move."[07:10] - Facing Rejection and Redefining Identity "I tried returning to fashion, but it wasn't working, time to move on."[10:13] - Discovering Product Management Through Curiosity and Questioning "I kept asking questions, turns out, that curiosity led me into product management."[15:20] - What Francesca Had to Unlearn"As a product manager, I had to leave behind what worked before, it's always contextual."[19:56] - Transition from Individual Contributor to Product Leader "My first leadership role taught me to stop copying others and

You can always send us your questions for a future show at passingthebatonpodcast@gmail.com Check out our website for additional written resources! Join Zack Hudson as he helps you grow your leadership skills weekly. Passing the Baton podcast is hosted by Neha Shingane & Mike Floyd.

We've all heard Peter Drucker's famous quote, "Culture eats strategy for breakfast." But what does it really take to build a workplace culture that drives both people and performance? In this episode of Mission First People Always, Dr. Mike Patterson sits down with culture expert Andrea Wanerstrand to uncover the key elements of creating a thriving, human-centric workplace. Dr. Mike welcomes Andrea Wanerstrand, Founder & CEO of A3 CultureLab, a leadership speaker, coach, and consultant who helps organizations—from startups to Fortune 500 companies—design extraordinary workplace cultures. With a background in global performance management at companies like Microsoft and T-Mobile, Andrea shares insights on fostering a workplace where people feel valued, autonomous, and accountable. Andrea breaks down what it means to have a human-centric workplace, emphasizing the importance of how work gets done, how leaders make others feel, and how trust is built. She explains that culture isn't just about perks or policies—it's about how people interact, communicate, and show up every day. Throughout the conversation, Andrea offers practical advice for leaders, including how to balance empathy with authority, create autonomous teams, and encourage a culture of accountability without fear. She also shares details about her upcoming coaching program, Mindset Maven, designed to help high-achievers develop mental and physical resilience. Key Takeaways: Culture is about the "how," not just the "what"—how work is done, how people feel, and how trust is built. Human-centric leadership requires balancing empathy with authority to foster both people and performance. Autonomous teams thrive on accountability—leaders must set expectations, provide trust, and encourage transparency. Accountability isn't a bad word—it's about taking ownership, getting credit for success, and learning from setbacks. Your energy affects your leadership—Andrea recommends an energy audit to identify when you're at your best and schedule key conversations accordingly. Andrea Wanerstrand's insights remind us that leadership is about creating environments where people can thrive. Whether you're a new manager or a seasoned executive, understanding and shaping culture is key to long-term success. Hit play to hear the full episode and learn how to build a workplace culture that supports both people and performance! Links for This Episode: LinkedIn: https://www.linkedin.com/in/andreawanerstrand Company Website: http://a3culturelab.com Instagram: https://www.instagram.com/andreawanerstrand Connect with Dr. Mike:  Website: https://www.drmikepatterson.com Book: https://www.missionfirstpeoplealwaysbook.com LinkedIn: https://www.linkedin.com/in/drmichaellpatterson Instagram: https://www.instagram.com/therealdrmikepatterson Twitter: https://twitter.com/drmikepatterson Buy The Book!: Mission First People Always Episode Minute By Minute: 00:00 - Welcome and Introduction to the Episode 02:00 - Why Culture is the Driving Force Behind Organizational Success 04:02 - Defining Workplace Culture: The “How” Behind Every Organization 06:00 - Why Leaders Struggle to Build Healthy Cultures 08:06 - The Role of Emotional Awareness in Leadership 10:34 - The Shift from Individual Contributor to Leadership: What Changes? 12:48 - How to Build an Autonomous Team and Why It Matters 15:17 - Balancing Empathy and Authority as a Leader 18:00 - Overcoming Barriers to Authenticity at Work 21:09 - Why Accountability is Not a Negative Word (And How to Use It Effectively) 24:36 - The Importance of Psychological Safety in Workplace Culture 26:00 - What It Means to Have a Human-Centric Workplace 28:25 - Introducing Mindset Maven: Andrea's New Leadership Coaching Program 30:14 - Andrea's One Key Piece of Advice for Leaders 32:00 - Final Thoughts and How to Connect with Andrea

Are performance reviews a waste of time—or your agency's secret weapon?Too often, agencies treat performance management as a checkbox exercise, bogged down with vague feedback and awkward salary conversations. But Zoe Elizabeth Blogg, Operations Director at Reboot Online, has built a system that actually works. From structured performance reviews to proactive (quarterly!) salary reviews, Zoe's created a process that keeps teams engaged, managers confident, and top talent sticking around—all in a fully remote, four-day workweek agency.In this conversation, Zoe breaks down how to make performance management meaningful and scalable.Here's what we dive into:Why performance reviews fail—and how to make them useful (without the admin burden)Why Reboot runs salary reviews four times a year—without turning them into negotiation battlesThe key to training new managers so they lead with confidence, not confusionHow Reboot creates equally rewarding career growth paths for both individual contributors and managers.Plus, Zoe shares impressive details on her line manager playbook, and structured career pathways.Follow Zoe on LinkedIn: https://www.linkedin.com/in/zoeelizabethblogg/Visit Reboot's website: https://www.rebootonline.com/us/Follow Zoe on TikTok: @fractionalzoFollow Harv on LinkedIn: https://www.linkedin.com/in/harvnagra/Stay up to date with regular ops insights. Subscribe to The Handbook: The Operations Newsletter.This podcast is brought to you by Scoro, where you can manage your projects, resources and finances in a single system.

In this episode of Great Practices, I'm talking with Anne Simmons, a Sr. Training and Development Specialist who focuses on technical training topics, soft skills and leadership development through all delivery methods. Listen in as Anne digs into the age-old question of “if someone is good at their job as an individual contributor, does it mean that they are going to be a good manager as well?” Find out the assumptions companies make, what skills and traits someone should have before moving into management, as well as what challenges that a new manager will face. Plus, find out why having some street-cred will make the transition from individual contributor to manager that much smoother and what mistakes to avoid as you begin day one of your new job as Manager. Want to get in touch with Anne? LinkedIn: Anne Simmons

In this episode, Melika Hope, Director of Product at Spotify, shares her candid journey of navigating this leap and provides actionable insights for aspiring leaders. Drawing from her 15+ years of experience, managing teams across continents, Melika introduces her "4 Ds" framework: Decide, Declare, Demonstrate, and Deliver, to help you become one of the exceptional few who excel in people management. Whether you're contemplating your first leadership role or looking to refine your management style, this episode is packed with lessons on coaching, declaring your goals, and overcoming the pitfalls of early leadership. Melika's energy, personal stories, and strategic advice make this a must-listen for product managers and product leaders aiming to make a lasting impact.

Wie entwickle ich meine Teammitglieder eigentlich weiter?“Wer nicht mit der Zeit geht, geht mit der Zeit”. Ob dieses Zitat nun von Schiller oder Stromberg kommt, spielt eigentlich keine Rolle. Einen Funken Wahrheit hat es trotzdem. Denn speziell in der sich schnell entwickelnden IT- und Software-Welt ist das Thema Leveling Up / Lifting Up / Skilling Up oder die ganz klassische Weiterbildung unabdingbar. Und dabei geht es nicht nur um das besser werden im eigentlichen Handwerk, wie der Softwareentwicklung, Data Science oder ähnlichem, sondern auch um die Persönlichkeit und Soft-Skills wie z.B. Kommunikation - Obwohl die Softskills heutzutage auch irgendwie die wahren Hardskills sind. Egal.Nun aber die große Frage: Wie hebe ich denn mein Team auf das nächste Level? Wie kann ich meine Mitarbeiter unterstützen, sich aktiv weiterzuentwickeln? Was kann ich als direkter Kollege tun? Denn dieses Thema betrifft nicht nur Leads, sondern auch dich als Individual Contributor ohne Personalverantwortung. Denn spätestens, wenn sich deine Managerin (noch) nicht um deine Weiterentwicklung kümmert, geben wir dir in dieser Episode ein paar Tipps, wie du auch deine Managerin in die richtige Richtung bewegen kannst. Denkt immer dran: “Wer nicht mit der Zeit geht, geht mit der Zeit”.Bonus: Etwas Streit ist gesund.Unsere aktuellen Werbepartner findest du auf https://engineeringkiosk.dev/partnersDas schnelle Feedback zur Episode:

This is a re-run of one of our top episodes, where Dave is joined by Kyle Coleman, CMO at Copy.ai. Kyle went from Individual Contributor to Senior Director at Looker and Director to CMO at Clari. During his time there, he helped both companies 10x their revenue.In this episode, they chat aboutThe importance of leadership team alignment and why the CRO & CFO should be your best friendHow marketing can impact pipeline and the standard it should be held toWhy you should build a marketing calendar around the product roadmapTimestamps(00:00) - - Kyle's exposure to B2B marketing and strategy (06:51) - - Gaining expertise in marketing metrics and standards (11:29) - - Balancing Efficiency and Creativity in Sales Outreach (15:08) - - Importance of an Internal Partnership with the Sales Team (17:48) - - Aligning marketing goals with revenue generation (19:31) - - Co-creating Qualified Opportunities with ICP (24:36) - - Importance of Sales and Marketing Collaboration (30:18) - - How CROs and CMOs can balance long-term vision and short-term outcomes (35:28) - - The lightning strike strategy (36:21) - - "Marketing Moments:" Calendaring significant events to drive business goals and team performance (39:37) - - Using Shield analytics to identify and repost popular content (47:13) - - How to simplify complex questions to extract key insights (50:40) - - Building a networking resource for professional growth (53:43) - - Closing thoughts Send guest pitches and ideas to hi@exitfive.comJoin the Exit Five Newsletter here: https://www.exitfive.com/newsletterCheck out the Exit Five job board: https://jobs.exitfive.com/Become an Exit Five member: https://community.exitfive.com/checkout/exit-five-membership***This episode of the Exit Five podcast is brought to you by our friends at Revenue Hero. It's 2024, your buyer has probably moved on to an alternative after a few minutes of not hearing from you, let alone 29 hours.What those companies need is automated scheduling for qualified leads.And that's where RevenueHero comes in. Their platform is the fastest way for qualified leads to schedule a meeting with your sales team. Plus they have the most sophisticated matching algorithm so all your leads get booked with the right rep whether they are a new account or already a customer. Check them out at revenuehero.io/exitfive.***Thanks to my friends at hatch.fm for producing this episode and handling all of the Exit Five podcast production.They give you unlimited podcast editing and strategy for your B2B podcast.Get unlimited podcast editing and on-demand strategy for one low monthly cost. Just upload your episode, and they take care of the rest.Visit hatch.fm to learn more

Ever feel like you're trying to navigate a corporate obstacle course while juggling flaming torches and keeping your cool? Like you're supposed to be "authentic" but also "professional," vulnerable but not too vulnerable? Well, today we're diving into the workplace circus with Hanan Harb Sahourieh, the brilliant mind behind Everybody Be Cool - a book that's basically your survival guide to the modern workplace.Here's what's fascinating about Hanan: after getting laid off (yeah, we've all been there or feared being there), instead of diving into the usual "how to climb the corporate ladder" stuff, she wrote the book she wished she'd had - one for the regular folks trying to figure out how to show up as themselves. And this isn't your typical "lean in" narrative. This is real talk about what happens when five generations of workers try to coexist without driving each other crazy.We get into some juicy territory, like what Hanan calls "spiritual business moments" (trust me, it's not what you think), and why being vulnerable at work isn't always the magic solution Brené Brown might have led us to believe. Speaking of which, wait until you hear Hanan's take on psychological safety - spoiler alert: your role might have more to do with it than your personality.So, if you're tired of workplace advice that feels like it was written by AI (no offense to our robot friends), and you're ready for some real talk about power, authenticity, and staying human in the corporate jungle, this episode is for you. Don't worry, we'll throw in some cringe-worthy corporate culture stories too - because sometimes you just need to know you're not alone in this wild ride we call work life.“We have power and control over how we show up, how we interact with our neighbors, our community, our family, and the people we work with. That's where we have the power to be who we want to be and be the change that we want to see.” ~ Hanan Harb Sahourieh In This Episode:-Why personal power matters in the workplace-How to build a personal brand and its benefits-The inspiration behind Hanan's book Everybody Be Cool-How to navigate generational differences in the workplace-Why power skills are essential in today's workplace-Challenges of being vulnerable in the workplace-How independent publishing empowers creators-The value of a coaching culture in the workplace-How to build resilience and adaptability in the rising gig economyAnd much more!Resource Mentioned in the Episode:-Hanan's book, Everybody Be Cool: https://a.co/d/h7SzNjE Connect with Hanan Harb Sahourieh:-Website: https://www.everybody-be-cool.com/ -LinkedIn: https://www.linkedin.com/in/hananharbConnect with Maureen Clough:-Instagram: @itgetslateearly - https://www.instagram.com/itgetslateearly/-YouTube: @itgetslateearly -

David Miller kicks off the conversation with a summary of his life since Harvard. He went to Brown University, Providence, and then moved back to Boston, where he spent five years in Cambridge, Somerville, Arlington, and then moved to Santa Monica, California, where his wife was pursuing her fellowship. He then returned to Boston, where he has been for 20 years, minus a three-month stint in Paris, France. Technology Inventor,  Independent Contributor, and Instructor David met his wife, Ruth Herzman Miller, in October of his freshman year at Harvard. They have three daughters, and David has spent some time as a full-time dad with each of them. He majored in mathematics at Harvard and pure mathematics at graduate school at Brown. After a pause, he worked in speech and language processing at Bolt, Beranek and Newman (BBN) Technologies in Cambridge where he worked on developing speech to text transcription and information retrieval. He went to UCLA to learn bioinformatics and worked at a bioinformatics laboratory at the Molecular Biology Institute. In 2001, he returned to Boston and worked at Aventis Pharmaceuticals, now Sanofi Aventis, applying his knowledge in lead generation informatics. He stayed at Aventis for a few years before taking some time off the workforce. In 2008, David joined Google for 16 years, primarily on the search engine. He has worked on various projects, including the Google Books project and AI Overviews. He has also spent time at Google Paris, Zurich, and Tokyo. He has also taught computer science in the context of the Girls Who Code Project, where he distributed curriculum material to numerous chapters and hosted meetups. He also worked with Microsoft TEALS (technology and learning in schools), teaching ninth and 10th grade computer science. Inspired by French Theater  During the pandemic, revisited an interest he had discovered in Paris, French theater. He started studying French and learned about the annual Theater Festival in Avignon, France, which is the second largest Fringe Festival in the world. After visiting the festival in 2022, he decided to create a similar event in Boston. He started a limited liability corporation with knowledge of French, Boston theater scene, organizational capacity, and spare finance. The first production was performed in April 2024, and the second is set to open in November 2024. They are currently booking venues and signing contracts for their 2025-2026 season.  Google, AI, and The BERT Revolution The conversation turns to  AI, BERT, and Google. He explains that the feature of BERT was built to transform language problems into arithmetic problems, using embeddings in high-dimensional vector spaces to catch semantics. This allowed for more complex arithmetic than just adding and subtracting. The BERT Revolution, invented by Jacob Devlin and his colleagues, was used to map words to embeddings, allowing for real-world correspondence in arithmetic. This concept was later used in Google's Featured Snippets, which was revamped to use embeddings and the Bert revolution. David's lecture at Boston University, which is titled "Natural Language Understanding, Deep Learning and the BERT Revolution" discusses the underlying mechanics of natural language processing and how it transformed problems in language into arithmetic. The BERT Revolution allowed for more complex arithmetic than just adding and subtracting, making it easier for neural networks to perform complex tasks.  The Rise of Hidden Markov Models David talks about the state-of-the-art technology at the time, Hidden Markov models, which had a temporal aspect of a changing probability distribution. These models were based on the sequence of text, and the Bayesian reasoning was used to determine the most likely audio to come from the words. This led to the development of generative models, where words generate the audio through probabilistic models. However, Bayesian modeling has been replaced by deep neural nets in the last five years of generative AI. He mentions that, in the early days, neural networks were untrainable and unwieldy, making Hidden Markov models the Bayesian generative approach. However, deep neural networks are now used. The Development of Neural Networks David discusses the development of neural networks, a technology that has been around since the 1950s. The availability of more recordings for speech, text, and language models has made it more accessible on the hardware side. The core of a neural network computation is matrix multiplication, which has been addressed by Nvidia and Google with their TensorFlow units. These units have invested large amounts of money in making specialized, custom hardware for this problem, accelerating things. David talks about how algorithms have also advanced significantly since the 1950s, and mentions key factors that have aided the advancement.    Becoming an Individual Contributor at Google David talks about how he learned the technology. He decided to become an individual contributor and studied the technology, the code, the papers, books, videos, and experiments. He spent most of the pandemic working on neural nets that eventually became the Gemini technology. David's journey to becoming a knowledgeable and skilled individual in neural networks was a journey that took him from a theoretical interest to a practical application. He learned to make the most of the technology and its capabilities, ultimately contributing to the advancement of the field. David has faced mixed reactions to his decision to become an independent contributor at Google. While some were supportive and skeptical, others were skeptical. He talks about the advice he received, how he moved forward, the success rate of his projects, and how his career has decelerated since 2019.  Behind the Curtain of French Theater The discussion moves to French theater and how David has become a French theater producer. He shares his journey of starting a production in Boston from scratch. To start a French theater production in Boston, David had to be integrated into the French community in Boston and the theater community in Boston. They do not create the theater but bring the original production to Boston and add subtitles. He talks about the challenges faced in securing locations, staff and equipment, and managing the production process such as hiring a director, actors, space, marketing, and logistics. He uses services like Playbill to manage administration, program design, publicity, and logistics. He is passionate about creating a new cultural institution in Boston that focuses on French theater. Boston is known for its strong ties to France and hospitals, and David aims to create a French theater festival or translate French theater into English. He works with the French American Chamber of Commerce of New England, which helps create businesses and connections in Boston. Behind the Screen of Girls Who Code David has worked with Girls Who Code, an after-school program that runs programs for young women interested in programming and technology. He organized a meet-up at Google's Cambridge office, where he gave a keynote speech at parent meetings, emphasizing the importance of belonging and ownership in the industry. He was able to connect with 150 teenage girls and their parents, who expressed gratitude for his message. David's involvement with Girls Who Code has led to a sense of belonging and empowerment for these young women, who are now more likely to pursue careers in the tech industry. He believes that the French language theater in Boston could potentially sustain them through a 25-year career in the industry. Influential Harvard Professors and Courses David shares his experiences as a TA in the math department and working with Deborah Hughes Hallet, who was running a calculus project. David's theater experience has played an ongoing role in his teaching approach, as he learned from her dedication and approach to teaching. He believes that the notion of understanding the world through teaching is a deep-rooted belief in his approach.  Timestamps: 03:59: Professional Career and Industry Experience  06:52: Non-Professional Activities and Community Involvement  11:22: Technological Advancements and AI Overview  25:07: Transition to Individual Contributor Role at Google  30:17: French Theater Project and Community Building 40:39: Impact of Girls Who Code and Teaching  45:25: Final Thoughts and Contact Information  Links: Theater: www.frenchtheaterproject.com Theater Club: https://frenchlibrary.org/french-library-theater-club/ Website: www.monsieurmiller.com LinkedIn: https://www.linkedin.com/in/davidrhmiller/ David's  2019 lecture "Natural Language Understanding, Deep Learning and the BERT Revolution" at Boston University : https://www.youtube.com/watch?v=DktFhgxynFE Featured Non-profit This week's featured non-profit is the Cure San Filippo Foundation recommended by Adam Shaywitz who reports: “Hi. I'm Adam Shaywitz, class of 1992 the featured nonprofit of this episode of The 92 report is the Cure San Filippo Foundation. This organization is dedicated to advancing treatment options for children affected by the devastating childhood dementia known as San Filippo syndrome. I am privileged to serve as a board member for the past five years. You can learn more about their work at Cure Sanfilippo foundation.org, that's one word. Cure Sanfilippo foundation. San Felippo is spelled s, a, n, f, i, L, i, p, p, O, that's 1f, 1l, and 2p Cure San Filippo foundation.org, and now here is Will Bachman with this week's episode.” To learn more about their work visit: www.CureSanFilippoFoundation.org.

2. Transition from Individual Contributor to LeaderExperience of being promotedChallenges in adapting to a leadership role3. Addressing Impostor SyndromeDefinition and description of imposter syndromeImpact of imposter feelings on self-perception and confidence4. Strategies for Building Confidence4.1 Self-Awareness and ReflectionImportance of being self-awareRegularly reflecting on strengths and past successes4.2 Celebrating Past SuccessesRecognizing and acknowledging achievementsMethods for collecting proof of success (emails, thank-you notes, social media)4.3 Creating a Personal Achievement ListPurpose and benefits of having an achievement list/folder/journalUse of data to affirm skills and accomplishments5. Goal Setting for ConfidenceImportance of setting small, achievable goalsAvoid focusing solely on the end stateExample: Goal setting for writing a bookImportance of focusing on the journey and skills learnedIncremental reinforcement through achieving smaller goals6. Overall Insights for Growing ConfidenceSelf-reflection and noticing achievementsUnderstanding and valuing one's contributionsCelebrating both personal and professional successes

SummaryIn this conversation, Dominic Monkhouse and Ben Arendt, author of 'How to Suck Less as a Manager: A Practical Guide to Making Your Team Less Miserable Today', discuss the challenges and nuances of effective management and leadership. They explore the importance of understanding team members, adapting to change, and fostering a culture of trust and autonomy. The discussion also touches on the impact of leadership on employee wellbeing, the significance of company values, and the lessons learned from both good and bad management experiences. Arant advocates for a more empathetic approach to leadership, encouraging managers to connect with their teams and prioritise mental health and engagement.TakeawaysManagement is about continuous improvement, not perfection.Understanding your team's personal goals can enhance motivation.Mental wellbeing is crucial for productivity and engagement.Trust and autonomy are key to effective leadership.Company values should be authentic and practiced, not just stated.Not everyone is cut out for management roles.Effective communication can resolve conflicts and improve team dynamics.Leaders should invite skepticism and differing opinions to foster innovation.Self-awareness is essential for effective management.Leadership impacts employee wellbeing significantly.Chapters(00:00) Introduction to Management Insights(03:11) The Importance of Understanding Your Team(06:00) Adapting to Change and Mental Wellbeing(08:52) Trust and Autonomy in Leadership(12:13) The Role of Values in Company Culture(15:07) Learning from Bad Management Experiences(17:48) The Transition from Individual Contributor to Manager(21:08) The Impact of Leadership on Wellbeing(23:57) Effective Communication and Conflict Resolution(27:12) Final Thoughts and Recommendations

Tal Raviv is a product manager at Riverside, where he joined as its first PM. Over his 12-year career as an individual contributor, Tal has been an early PM at Patreon, AppsFlyer, and Wix, working in consumer growth, developer API platforms, and pricing. He started his career by co-founding a profitable SaaS company and also volunteers as a surf instructor for people with disabilities. In our conversation, Tal shares:• Why he has chosen to stay an individual contributor rather than moving into management• The rise of “super ICs” and how companies can support this career path• Advice for succeeding as a long-term IC product manager• How he uses AI to enhance his productivity• How to build self-reliant teams and make yourself redundant• Lessons from failures• Much more—Brought to you by:• Gamma—A new way to present, powered by AI• WorkOS—Modern identity platform for B2B SaaS, free up to 1 million MAUs• Eppo—Run reliable, impactful experiments—Find the transcript and show notes at: https://www.lennysnewsletter.com/p/the-super-ic-pm-tal-raviv—Where to find Tal Raviv:• X: https://x.com/talraviv• LinkedIn: https://www.linkedin.com/in/talsraviv/• Maven course: https://maven.com/tal-raviv/product-manager-productivity-system/—Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• X: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/—In this episode, we cover:(00:00) Tal's background(02:24) Choosing to stay an IC project manager(07:05) The value of IC roles(08:31) Compensation and career path(12:37) Advice for companies on creating space for ICs(14:33) Leveraging AI for productivity(22:44) Build your personal PM productivity system(37:39) Contrarian opinions and insights(44:32) Book smart vs. street smart decision-making(51:51) There's no one right way to get things done(57:03) Failure corner(01:19:04) Lightning round(01:26:50) Living through conflict—Production and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com.—Lenny may be an investor in the companies discussed. Get full access to Lenny's Newsletter at www.lennysnewsletter.com/subscribe

In this episode of the Business of Laravel Podcast, Matt Stauffer sits down with Jon Behr, VP of Engineering at FM, to discuss his journey into the company and FM's use of Laravel. FM operates three major brands—Musicbed, Film Supply, and Stills—which license music, provide film clips, and sell premium stock photography. John shares insights into the ground-up rewrite of the Musicbed app using Laravel, highlighting the importance of choosing "boring technology" to ensure stability. They also explore topics like scalability, clear communication within engineering teams, and the intricacies of hiring and firing developers.Matt Stauffer TwitterTighten WebsiteJon Behr TwitterJon Behr LinkedIn FM WebsiteMusicbedFilmsupplyChoose Boring Technology Blog PostBecoming an Effective Software Engineering Manager BookRadical Candor BookFM Careers Page-----Editing and transcription sponsored by Tighten.

Welcome to the Schmidt List Podcast!In this episode, Host Kurt Schmidt interviews Ben Dueck, a leadership development consultant who shares insights on generational differences in leadership and workplace challenges.Key Topics:- Generational Differences in Leadership- Workplace Loyalty, Work-Life Balance, Work Ethic- Technology and Social Media Impact on Brain Chemistry- Balancing Flexibility and Authority in Management- Transitioning from Individual Contributor to Leader- The Need for Structured Leadership Training- Intentional Strategies to Empower Leaders and Managers- Importance of Development Opportunities in Organizations- Learning from Others and Coaching Methods- Self-Care: Nutrition, Exercise, and Sleep for Leaders- Hope-Filled Leadership: Inspiring Teams- Coaching vs. Commanding in Leadership- Feedback and Advice in the Workplace- Addressing Divisiveness, Mental Health, and Technological Challenges- Gallup Studies on Successful Management CharacteristicsConnect:- Follow Kurt Schmidt on LinkedIn: https://www.linkedin.com/in/-kurtschmidt/- Connect with Ben Dueck on LinkedIn: https://www.linkedin.com/in/ben-dueck/- Explore Cantera Leadership:www.canteraleadership.com- Follow Cantera on Instagram: https://www.instagram.com/cantera.leadership/Become a supporter of this podcast: https://www.spreaker.com/podcast/schmidt-list-inspiring-leaders--2664825/support.

In this episode, we sit down with Pete Premenko, acclaimed author and leadership coach, to discuss the challenges and triumphs of transitioning from a high-performing individual contributor to an effective leader. Pete shares his deep insights from "Elevating Potential: A Guide To Developing Emerging Leaders," exploring the essential skills and mindset shifts required for new leaders. We delve into the significance of emotional intelligence, communication, and self-awareness in leadership, and Pete provides actionable strategies for overcoming common obstacles faced by emerging leaders. Tune in to discover how to unlock your leadership potential and foster a thriving, cohesive team environment. To check out Pete's book, "Elevating Potential: A Guide To Developing Emerging Leaders", head on over to Amazon (affiliate): https://amzn.to/3VtJyty Disclaimer: Not advice. Educational purposes only. Not an endorsement for or against. Results not vetted. Views of the guests do not represent those of the host or show. Do your due diligence. Click here to join PodMatch (the "AirBNB" of Podcasting): https://www.joinpodmatch.com/drchrisloomdphd We couldn't do it without the support of our listeners. To help support the show: CashApp- https://cash.app/$drchrisloomdphd Venmo- https://account.venmo.com/u/Chris-Loo-4 Buy Me a Coffee- https://www.buymeacoffee.com/chrisJx Click here to schedule a 1-on-1 private coaching call: https://www.drchrisloomdphd.com/book-online Click here to purchase my books on Amazon: https://amzn.to/2PaQn4p Follow our YouTube channel: https://www.youtube.com/chL1357 Follow us on Twitter: https://www.twitter.com/drchrisloomdphd Follow us on Instagram: https://www.instagram.com/thereal_drchrisloo Follow us on Threads: https://www.threads.net/@thereal_drchrisloo Follow us on TikTok: https://www.tiktok.com/@drchrisloomddphd Follow the podcast on Spotify: https://open.spotify.com/show/3NkM6US7cjsiAYTBjWGdx6?si=1da9d0a17be14d18 Subscribe to our Substack newsletter: https://substack.com/@drchrisloomdphd1 Subscribe to our Medium newsletter: https://medium.com/@drchrisloomdphd Subscribe to our email newsletter: ⁠https://financial-freedom-for-physicians.ck.page/b4622e816d⁠ Subscribe to our LinkedIn newsletter: https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=6992935013231071233 Join our Patreon Community: https://www.patreon.com/user?u=87512799 Join our Spotify Community: ⁠https://podcasters.spotify.com/pod/show/christopher-loo/subscribe⁠ Thank you to our advertisers on Spotify. Financial Freedom for Physicians, Copyright 2024

האם כדי להתפתח בקריירה אנחנו מוכרחים לשאוף לניהול? האם כל מפתח/ת מדהימ/ה יפרחו גם בניהול? האם קידום של איש/ אשת מקצוע מעולים יגרום לחברה יותר תועלת או נזק?  לכבוד חודש הניהול בקהילה שלנו, בפרק הפעם נביא שני בלוגים שמציגים שתי עמדות שונות בכל הנוגע לאפשרות של עובדים ועובדות להתקדם בקריירה שלהם.ן. האחת כ-Individual Contributor והשנייה בתפקיד ניהולי. את הבלוג הראשון, ״למה התפתחות מקצועית לא חייבת לעבור בניהול״, כתב שי משעלי Senior IOS Tech Lead במאנדיי ואת הבלוג השני, ״מניפסט קצר על ניהול״, כתב יבגני מומבלט VP R&D בגט, בתגובה לדבריו של שי. קריינות: תומר לוי לבלוג המלא: ״למה התפתחות מקצועית לא חייבת לעבור בניהול״ לבלוג המלא: ״מניפסט קצר על ניהול״See omnystudio.com/listener for privacy information.

Send us a Text Message.Does Career Success Mean Climbing the Corporate Ladder? In this episode, I chat with Nellie Philius, a writer, corporate professional, and recent MBA grad. If you've ever wondered if climbing the corporate ladder is for you, then you should listen to our full conversation.We discuss life after completing an MBA, the importance of celebrating accomplishments, and weighing the possibilities of pursuing individual contribution over corporate management. We also talk about the evolution of work expectations,  introversion, personal development, and pursuing one's passions. Please share the podcast with your friends or anyone you know who has a big dream in their hearts. Check out Nellie's blog at puregoldnotes.comFollow her on Instagram @puregoldnotes Contact Us Ask a question or comment, visit shepact.com/voicemail Follow us on Instagram at shepact.com/shepact Email us: thedrivenintrovert@shepact.com Enjoying the podcast? Share the podcast with a friend: shepact.com/podcast Leave a review: We'd appreciate it if you could WRITE a review for us. Your support and feedback mean a lot to us. Thank you!

In this episode, Joshua Luera, El Paso Area Manager for Western States Fire Protection, describes how he got into the life safety industry.  He shares his trepidation of moving from a role as an individual contributor to a role as a leader.  Joshua describes the leadership competencies that have helped him over the years and the people who have made an impacted his journey.    

In this episode, Nolan and Kelli discuss the audacious quest to change the HR market with Adam Weber, Chief Evangelist of 15Five.The team discuss the new reality of strategic HR business outcomes and the importance of developing and nurturing high-performance cultures and building great leaders, with the critical necessity of upskilling leadership development fast to adapt to new trends such as the addition of AI which will change the face of how we know HR today.Adam also advocates for having courage and standing up for what you believe is true in the business and valuing the role of the Individual Contributor.HR Heretics is a podcast from Turpentine.Share this with your friends, forward to your enemies. Hit subscribe now.This episode is brought to you by AttioAttio is the next generation of CRM. It's powerful, flexible and easily configures to the unique way your startup runs, whatever your go-to-market motion. The next era deserves a better CRM. Join OpenAI, Replicate, ElevenLabs and more at https://bit.ly/AttioHRHereticsLINKS:Adam wrote the best selling book Lead Like A Human on leadership and culture: how to bring your full self to work and unleash your full potential.KEEP UP WITH ADAM, NOLAN, + KELLI ON LINKEDINAdam: https://www.linkedin.com/in/meetadam/Nolan: https://www.linkedin.com/in/nolan-church/Kelli: https://www.linkedin.com/in/kellidragovich/TIMESTAMPS(00:00) Intro(02:57) From Founder to Team Member(03:09) Role Power In Practice(04:51) HR Superstars Community(05:26) Autonomy and Decision Making Post-Acquisition(07:22) The Amplify Team's Integration and Evolution Within 15Five(09:33) Old HR vs New HR: Changes and Expectations(13:44) What CEO's think(15.23) Sponsor Ad: Attio CRM(16:40) Showing Courage and Backing Yourself(21:11) Understanding the Business on A Deeper Level(24:40) Superhero Mentality vs Delegator Mentality(27:10) AI's Impact on HR(28:38) Upskilling and the Future of Work(29:16) The Dichotomy of Company Strategies on Upskilling(35:00) Celebrating Individual Contributors (41:00) Rethinking Best Practices and Embracing Experimentation(43:32) Visibility and Sharing Wins and Losses (46.12) Wrap This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit hrheretics.substack.com

Dave is joined by Kyle Coleman, CMO at Copy.ai. Kyle went from Individual Contributor to Senior Director at Looker and Director to CMO at Clari. During his time there, he helped both companies 10x their revenue.In this episode, they chat aboutThe importance of leadership team alignment and why the CRO & CFO should be your best friendHow marketing can impact pipeline and the standard it should be held toWhy you should build a marketing calendar around the product roadmapTimestamps(00:00) - Kyle's exposure to B2B marketing and strategy (04:48) - Gaining expertise in marketing metrics and standards (09:26) - Balancing Efficiency and Creativity in Sales Outreach (13:05) - Importance of an Internal Partnership with the Sales Team (15:45) - Aligning marketing goals with revenue generation (17:28) - Co-creating Qualified Opportunities with ICP (22:33) - Importance of Sales and Marketing Collaboration (25:23) - How CROs and CMOs can balance long-term vision and short-term outcomes (30:33) - The lightning strike strategy (31:26) - ""Marketing Moments"": Calendaring significant events to drive business goals and team performance (34:42) - Using Shield analytics to identify and repost popular content (42:18) - How to simplify complex questions to extract key insights (45:45) - Building a networking resource for professional growth (48:48) - Closing thoughts Send guest pitches and ideas to hi@exitfive.comJoin the Exit Five Newsletter here: https://www.exitfive.com/newsletterCheck out the Exit Five job board: https://jobs.exitfive.com/Become an Exit Five member: https://community.exitfive.com/checkout/exit-five-membership***This episode of the Exit Five podcast is brought to you by our friends at Apollo.io. There are three main factors that determine the success of your ABM programs: #1 accurate target account lists with verified contact data, #2 keeping your CRM data actionable with reliable enrichment, and #3 going beyond serving ads with automated outbound emails.Apollo offers an all-in-one solution for these needs. Easily discover target accounts with over 65 filters, including technographics, buyer intent, and job titles. Automatically validate and enrich contact data, streamline outreach, and boost campaign effectiveness with just a few clicks.They are ranked number 1 for contact and company data accuracy on G2. With over 6000 reviews and a 4.8-star rating. Sign up for free, with no credit card required at apollo.io/exitfive. ***Thanks to my friends at hatch.fm for producing this episode and handling all of the Exit Five podcast production.They give you unlimited podcast editing and strategy for your B2B podcast.Get unlimited podcast editing and on-demand strategy for one low monthly cost. Just upload your episode, and they take care of the rest.Visit hatch.fm to learn more

As most of you know, the first 90 days in a new job are critical for your long-term success – not only in that role, but for your future with the organization.  Today, I want to give you key steps you can take in those first 90 days to set yourself up for success.  Let's start with an Individual Contributor role. A primary focus from week 1 should be getting clear success metrics and priorities from your boss. This typically goes beyond the job description, although that's a good starting point if you don't already have one. If your boss doesn't have success metrics and priorities prepared for you and can't / won't communicate them verbally, write your own and get your boss to sign off on them.  Another focus in the first 90 days is learning how your department works and interacts with other departments within the organization. How does work flow? Who does what? How does the work your department generates fit into the larger organization?  As part of this process, learn how to communicate with others in your department, especially your boss. Get a good understanding of the culture of your department and of the larger organization. Remember: there's what is in writing and there's what is actually happening – learn when people come to work and leave, how lunches and breaks work, and other day-to-day practicalities.  Your boss or a mentor within your department should be able to direct you to key stakeholders and peers outside your department that you need to get to know. Schedule 1:1s with them to introduce yourself and learn how you can work together most effectively.  Key words for this level: ALIGNMENT, ORIENTATION, COMMUNICATION  For a New Manager.As with an Individual Contributor, it is important that you get a clear understanding of what you will be responsible for delivering and how your success will be measured. Get this in writing.  Schedule 1:1s with your direct reports and get to know their strengths, growth areas, communication and work styles, how they like to be rewarded, how best to deliver feedback, and their professional goals. This is THE major shift for you from an Individual Contributor role – the adjustment that the work you produce will now largely be through others. Their development is of paramount importance.  Learning about leadership is another critical component – read and learn about different leadership styles and determine what will work best for you. Remember to be authentically you as you adapt to this new role – if you try to be someone you aren't, you will not be successful in the long run. Develop your plan for the year and get alignment from your boss as to priorities, goals, and measures of success. Key words for this level: ALIGNMENT, MANAGEMENT, LEADERSHIP  As a new Director or Senior Manager. Once again, step one should be alignment of success measures and KPIs with your VP. Make sure you understand how these fit into your VP's broader goals.  A key difference at this level is that your direct reports may also have direct reports. If they don't, it is likely that one of your key goals is to mentor and coach them to become managers. Meet with your direct reports about goals, working styles, and key cultural norms for your area and make sure there is alignment with what they are saying and doing with their direct reports. Establish clear expectations and make sure they are doing the same.  You will be meeting regularly with others across the organization, so quickly begin to set up those meetings and establish those relationships.  You will be expected to regularly evaluate what is and isn't working in your area, so make sure you are seeing and hearing what is going on. Get on top of issues quickly before they have a chance to fester and become cancerous.  You'll likely be expected to create a long-term plan – possibly a 1-3-5-year plan. Create this, get insight and buy-in from your VP, and disseminate this information to your team and other key stakeholders.  Key words for this level: ALIGNMENT, INFLUENCE, STRATEGIC PLANNING   For a VP or C-Suite Executive. Developing a vision and aligning your leadership team with that vision is a critical component at this level. You will be expected to do so with executive presence and compelling communication that elicits buy-in and engagement.  Once you have established your strategic initiatives, select 1-2 for quick wins. It is important for you and your team to have early victories. Pulling the lens out a bit further, communicate your 90 or 120 day and 1-year goals. Be sure to celebrate these wins! Listening to employees at all levels is another critical element for you. Conduct a listening tour to not only listen, but to show your team their voices are important and will be heard. Gather information as to where gaps exist and develop a plan to address. Develop a communication plan for your unit that is open and transparent, both internally and externally.  Key words for this level: ALIGNMENT, LEADERSHIP, COMMUNICATION  You may have noticed that a consistent element at each level is ALIGNMENT. What that looks like will differ at each level, but it is so important that you make sure your goals and priorities are in alignment with your boss and the larger organization.   Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you're worth.  If you're ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2

(0:00) Intro(1:26) How being a writer benefited Jay as a CEO(3:05) Building a management team(13:28) The Role of Titles in a Company(17:54) Only Going To One Year of High School(23:02) The Decision to Pursue Computer Science(31:05) The Birth of Project Kafka(34:32) Reflections on the Success of Kafka(36:47) Launching an Open Source Project(37:43) The Power of Product Marketing(39:35) Should You Be A Founder?(42:00) The Transition from Individual Contributor to CEO(47:51) Navigating the Public Markets(1:09:46) What's Wrong With Hybrid Work(1:14:27) Navigating Politics in the Workplace(1:17:36) Why Fairness Matters(1:26:51) The Evolution of Open Source(1:35:22) The Future of Artificial Intelligence(1:43:41) The Shift from Using Software to Becoming Software Produced: Rashad Assir & Leah ClapperMixed and edited: Justin HrabovskyExecutive Producer: Josh Machiz 

If you've recently transitioned into a leadership role or you're in process of doing more leadership-oriented projects, today's episode is for you.   In today's episode, I'm explaining why it is totally normal to struggle during this transition.  Leadership skills are typically learned and built as you go, which means you might be experiencing some growing pains as you transition away from the individual contributor mindset and into the mindset of a leader.   Tune into today's episode to learn how to amplify your leadership skills and set yourself up for a successful transition from middle management into higher levels of leadership at your organization.   Enjoy!   P.S.   To access the free resource library: https://jessguzikcoaching.com/freeresources/    P.P.S. To join the early interest list for my leadership development group program, click here: https://jessguzikcoaching.com/leadership/

What if the most significant asset to your team isn't the leader, but the follower? That's right, we're here to shed light on the often overlooked goldmine that is the mid-career follower. We unravel the traits that contribute to an exceptional follower—loyalty, adaptability, reliability, and stellar communication skills. But it doesn't end there; we also delve into the art of time management and how you can leverage your distinct qualities to create a compelling narrative about your value in the team.Now, imagine being so good at your role that you become indispensable—sounds great, right? But what if it becomes a barrier to your growth? We explore this double-edged sword of being too valuable in a specific role through intriguing narratives. We'll guide you through the dynamics of team leadership when a member isn't quite ready or keen on stepping into the leadership role. We also share insights on finding satisfaction and purpose in being a standout follower. Remember, the value of your contribution is never to be underestimated. Tune in as we navigate the nuances of followership and its pivotal role in team success.Visit https://johnneral.com/webinar to sign up for November's webinar called, "A Painless 3-Step Guide to Figuring Out What's Next for You and Your Career in 2024." A replay will be available, but you have to register. Support the showThank you for listening to The Mid-Career GPS Podcast. Please leave a rating and review on Apple Podcasts here. Visit https://johnneral.com to download your free "Mid-Career Job Seekers Checklist." Plus, check out other leadership and career resources at https://johnneral.com/resources. Connect with John on LinkedIn here.Follow John on Instagram & Threads @johnneralcoaching. Subscribe to John's YouTube Channel here.

In today's exciting episode, we have the privilege of speaking with the incredible Eric Girard, a renowned expert in talent development and author of the book Lead Like a Pro: The Essential Guide for New Managers. Eric's extensive experience spans over 30 years, during which he has empowered countless individuals in improving their performance as managers and employees.Throughout our conversation, Eric delves into the challenges faced by new managers as they transition from individual contributors to leaders. Drawing from his wealth of knowledge, Eric shares valuable insights and practical advice from his book, providing guidance on how to navigate this crucial career shift successfully. But that's not all – we also dive into the world of virtual workshops and facilitation, as Eric shares expert tips and tricks to create engaging and impactful virtual learning experiences.In this episode, you will learn:Challenges and tips for transitioning from individual contributor to managerThe importance of emotional intelligence and empathy in effective leadership.How to set goals, coach, and providing feedback for team success.The keys to empowering employees and driving motivation.Best practices and tools for creating an engaging learner experience.​Eric Girard has over 30 years of experience helping improve the performance of managers and employees. He specializes in the development of new managers, focusing on their successful transition to their new role and on their team management skills. He has a high-energy and engaging facilitation style.Eric is a passionate, lifelong learner. When not designing or delivering training, he enjoys spending time outdoors with his wife and twin 14-year-old daughters and is a PADI Open Water Instructor pursuing the rating of Master Scuba Trainer. His new book is called Lead Like a Pro: The Essential Guide for New Managers and comes out September 20, 2023.Connect with Andy Storch here:WebsiteLinkedInJoin us in the Talent Development Think Tank Community!Connect with Eric Girard:LinkedInWebsite

What a difference a few years makes! When we first had Maya Gold Patterson on the podcast back in 2016, she was a product designer in Chicago. Since then, she's moved out west and has held down design leadership positions at two of the most well-known tech companies on the planet — Twitter (now X) and Facebook (now Meta). And after a recent stint as VP of Design at Riverside.fm, Maya's facing one of her biggest challenges yet: quitting her job and embarking on a journey of self-discovery and career exploration.We caught up and talked about her recent decision, and about how it's left her feeling about Big Tech and about her future. But we also spent time looking back at her tour of duty at Facebook and Twitter, and she spoke about the lessons she's learned, the products she's built, and the importance of making choices that align with her personal goals and values.Maya is proof that taking a chance on yourself is never a bad idea, so if you're feeling burnt out or unsure about your career direction, then this episode is a must-listen!LinksMaya Gold Patterson's 2016 InterviewMaya Gold Patterson on InstagramMaya Gold Patterson on TwitterHappy Paths: “Twitter Spaces with Maya Gold Patterson”For a full transcript of this interview, visit revisionpath.com.==========Donate to Revision PathFor 10 years, Revision Path has been dedicated to showcasing Black designers and creatives from all over the world. In order to keep bringing you the content that you love, we need your support now more than ever.Click or tap here to make either a one-time or monthly donation to help keep Revision Path running strong.Thank you for your support!==========Follow and SubscribeLike this episode? Then subscribe to us on Apple Podcasts, Spotify, or wherever you find your favorite shows. Follow us, and leave us a 5-star rating and a review!You can also follow Revision Path on Instagram and Twitter.==========CreditsRevision Path is brought to you by Lunch, a multidisciplinary creative studio in Atlanta, GA.Executive Producer and Host: Maurice CherryEditor and Audio Engineer: RJ BasilioIntro Voiceover: Music Man DreIntro and Outro Music: Yellow SpeakerTranscripts are provided courtesy of Brevity and Wit.☎️ Call ‪626-603-0310 and leave us a message with your comments on this episode!Thank you for listening!==========Sponsored by Brevity & WitBrevity & Wit is a strategy and design firm committed to designing a more inclusive and equitable world. They are always looking to expand their roster of freelance design consultants in the U.S., particularly brand strategists, copywriters, graphic designers and Web developers.If you know how to deliver excellent creative work reliably, and enjoy the autonomy of a virtual-based, freelance life (with no non-competes), check them out at brevityandwit.com.Brevity & Wit — creative excellence without the grind.