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8 MAJOR lies you've been told about building your career ---- Original Content Creator: Tobi Oluwole (Give him a follow) ------- 1. “Don’t apply if you don’t qualify” Job descriptions are a wish list. If you meet 50-80% of the requirements there’s no harm in trying. Someone might actually give you a shot. 2. “Your work will speak for you” Doing good work just means you get more work to do. If you want to grow in your career you need to advocate for yourself & learn to influence people. 3. “You deserve an annual raise ” Probably true. But most companies today won’t just give you a raise. It’s your job to record your impact and justify why you should be earning more. 4. “Your loyalty will be rewarded” Unfortunately, you don’t get a trophy for sacrificing your wellbeing to stay at a company. There’s no reward for loyalty. Keep looking for opportunities. 5. “Job hopping hurts your career” The data shows that job hopping will accelerate your career and income. Stop worrying about people’s opinions of you. Change is good. 6. “A 9-5 means job security” It’s true that a bi-weekly pay check provides stability. But it’s your job to save and invest to provide real security for you and your family. 7. “Companies hate negotiating” This is false. Most companies have a range in mind and they rarely start with their best offer. Never be afraid to ask for what you believe you deserve. 8. “Quitting is a sign of weakness” There’s more than one way to get to the dream career and life that you want. Knowing when to quit is a sign of wisdom. Protect your mental health. Don't believe these lies.

Mastering EQ: Simplify, Reflect, and Lead --- Original Content Creator: Jessica Luna (give her a follow) ------ Here’s why “improving your EQ” sounds overwhelming. And how to rethink it: EQ is not just one skill. It’s actually a complex, skill amalgamation. The majority of us accept that EQ is complex. That acceptance cues our brains to dismiss it & be overcome with negative thoughts about how it’s just too complicated or hard. Jessica had to stop you right there. ✋ All complex things can be broken into digestible chunks. So let’s do it… 👊 EQ is made of 4 major parts: 1️⃣ Self-awareness - of your emotions, feelings, thoughts, identities, & more 2️⃣ Self management - of your thoughts, actions, & words 3️⃣ Social awareness - of others’ emotions, feelings, thoughts, & dynamics/chemistry in a group setting 4️⃣ Relationship management - to build & maintain healthy connections Each piece of EQ is intrinsically tied to leadership - of self & people. Therefore, your proficiencies in each of the 4 parts of EQ impact your leadership of yourself & people in different ways. All of these impacts directly affect your outcomes, or personal & professional success. Use this chart to explore this idea further & take some time to self-reflect. Do you feel deficient or like you have improvement opportunities in any of the 4 parts? Or reverse engineer this - do any of the outcomes in the last column resonate with you? Your answers to these questions are the 1st step. Improvement always starts with awareness. Dive into your results with optimism & remember - we all start somewhere. The key is to start. And try your best. Your mental health & team will thank you. 😌

Why do high performers really quit? It’s not just about the workload. They leave because of: 1. Lack of Growth Opportunities 2. Burnout 3. Underappreciation 4. Poor Leadership 5. Misalignment with Company Values 6. Lack of Autonomy 7. Limited Recognition or Reward 8. Unclear Expectations How to keep your best people: ➟ Provide continuous learning and career growth. ➟ Promote a healthy work-life balance. ➟ Recognize and reward hard work regularly. ➟ Lead with transparency and support. ➟ Align company values with employee goals. ➟ Empower employees with ownership and trust. ➟ Create clear, measurable goals for success. "𝑯𝒊𝒈𝒉 𝒑𝒆𝒓𝒇𝒐𝒓𝒎𝒆𝒓𝒔 𝒎𝒂𝒌𝒆 𝒚𝒐𝒖𝒓 𝒃𝒖𝒔𝒊𝒏𝒆𝒔𝒔 𝒃𝒓𝒊𝒈𝒉𝒕𝒆𝒓—𝒍𝒊𝒔𝒕𝒆𝒏 𝒕𝒐 𝒕𝒉𝒆𝒎 𝒃𝒆𝒇𝒐𝒓𝒆 𝒕𝒉𝒆𝒚 𝒍𝒆𝒂𝒗𝒆." --- Original Content Creator: Clifton Sellers (give him a follow)

82% of people don't have a time management system. Want to become a top performer? ➟ Invest time in planning your time. Because: Time doesn't stop. Neither should your growth. 📌 𝗗𝗼 𝘆𝗼𝘂 𝗸𝗻𝗼𝘄 𝘁𝗵𝗶𝘀 𝗳𝗮𝗰𝘁? 85% of career success comes from soft skills. ↳ I post daily to help everyone boost these skills ↳ This post is one of them. ↳ Follow Mido Atef for 𝗱𝗮𝗶𝗹𝘆 𝘀𝗼𝗳𝘁 𝘀𝗸𝗶𝗹𝗹𝘀 𝗯𝗼𝗼𝘀𝘁𝘀. 🤝 --- Original Content Creator: Mido Atef (give him a follow)

99% of people are forgotten after their presentations. Here’s how the legendary Steve Jobs became unforgettable when he spoke: 1. Keep it simple → Jobs spoke in simple, clear words that a primary school student would understand. 2. Facts Tell, Stories Sell → His presentations were crafted as emotional journeys to create connections. 3. Use Voice to Engage → Jobs used his voice as an instrument. He varied his tone, pitch, and volume to emphasize his points. 4. Minimalist Slides → Jobs' presentations were clean and visually striking. Few words, more impact. 5. Rehearse, Rehearse, Rehearse → He didn't just get the words right but worked on his flow, pauses, and delivery weeks in advance. 6. Own the space Jobs owned the stage. He moved with purpose, used gestures, and made eye contact. These rules won't just make you a better speaker. They'll also make you a more influential leader. Jobs' presentations changed the world. You can make your next presentation a showstopper. _______________________________________ Original Content Creator: Nausheen I. Chen (give her a follow)

8 Meeting Tips to Save Time and Boost Productivity --- Original Content Creator: Igor Buinevici (give him a follow) ------- 71% of meetings are a waste of time: Leading to billions of lost hours. Let me help you avoid this. Here are top meeting tips from successful entrepreneurs: 1. Elon Musk: Be Thoroughly Prepared Come fully prepared for meetings. Be ready to answer all follow-up questions. Maintain high efficiency. 2. Steve Jobs: Keep Meetings Small Invite only essential participants. Cut out unnecessary attendees for simplicity and productivity. 3. Larry Page: Make Quick Decisions Don’t wait for meetings to make decisions. Appoint a decision-maker in every meeting. 4. Satya Nadella: Hold Weekly Leadership Meetings Conduct long weekly meetings with leadership. Use dashboards to align team performance and efforts. 5. Ben Horowitz: One-on-One Meetings Hold structured one-on-ones where the employee sets the agenda. Managers should listen 90% of the time to foster upward communication. 6. Marissa Mayer: Rigorous Idea Vetting Thoroughly vet ideas during meetings. Ask in-depth questions to ensure well-researched proposals. 7. Alfred Sloan: Send Follow-Up Memos Send follow-up memos after each meeting. Summarize key points, set deadlines, and assign responsibilities. 8. Sheryl Sandberg: Stick to a Strict Agenda Use a clear agenda with specific action points. Cross off tasks and end the meeting early if everything is covered. Take advantage of these points: Make sure your meetings are productive.

5 Powerful Strategies for Success --- Original Content Creator: Alan (AJ) Silber (give him a follow) ------ Here are 5 frameworks that top CEOs swear by: 1. VRIO Analysis ---> Evaluate your resources based on Value, Rarity, Imitability, and Organization. ---> Gain a sustained competitive advantage by scoring high on all four. 2. The Value Stick ---> Increase willingness to pay (WTP). ---> Reduce willingness to sell (WTS). ---> Maximize margins through customer delight and cost efficiency. 3. Blue Ocean Strategy ---> Stop competing in saturated markets. ---> Create uncontested market spaces by focusing on innovation, value creation, and cost reduction. 4. McKinsey’s Strategic Horizons ---> Horizon 1: Strengthen your core business. ---> Horizon 2: Nurture emerging opportunities. ---> Horizon 3: Innovate for long-term growth. 5. Hambrick & Fredrickson’s Strategy Diamond ---> Answer critical questions: ---> Where will we compete? ---> How will we win? ---> What’s our speed to market? These frameworks are the foundation for game-changing strategies.

The hidden force driving top teams: (Hint: It's not skill.) Trust turns a group of people into a team. When team members trust each other, they work better together. Why? Because trust creates a safe space for sharing ideas and taking risks. But, the real question is: Where does trust start? With a leader who believes in their team. That's what makes the team feel empowered. ▸ They feel motivated and achieve more. ▸ They create new ideas and innovate. ▸ They take ownership of their work. ▸ They feel valued and respected. And, being trusted helps them trust their leader. In a healthy workplace culture, trust is the heartbeat. To get there, leaders must: 1. Let go of control: ▸ Micromanagement kills motivation. 2. Delegate responsibility: ▸ Not just tasks, but decisions too. 3. Allow mistakes: ▸ They're growth opportunities. 4. Ask for input: ▸ Your team has valuable insights. 5. Be patient: ▸ Trust takes time to build. 6. Help their team feel safe ▸ They're not afraid of speaking up. Be human, show empathy. Trust your team, they'll reciprocate. And where trust flows, success grows. --- Original Content Creator: Dr. Christian Poensgen (give him a follow)

4 Types Of Team Conflicts --- Original Content Creator: Timothy T Tiryaki, PhD (give him a follow) -------- Conflict is a natural part of group dynamics. As we explore cohesion, it’s crucial to understand what hinders it. Team conflicts are a primary reason leadership teams fail to achieve high cohesion. Recent research identifies and quantifies these conflicts: Individual Level Conflict: Revolves around a single individual (20-25%) Dyad Conflict: Two team members disagree (35%) Subgroup Conflict: Two subgroups are at odds (20-25%) Team-Wide Conflict: All team members are disagreeing (15%) Each type requires a combination of mediation, conflict resolution, negotiation, and trust-building. High-performing teams do NOT avoid conflict but learn to handle it constructively, an essential skill for building cohesive teams. In other words, they learn and develop the skills on how to mine the conflict. This is one of the key focus areas in my work with executive teams, mining the conflicts and building highly cohesive leadership teams.

17 Problems with Traditional Consulting You Need to Know --- Original Content Creator: Jeroen Kraaijenbrink (give him a follow) ---- There’s a lot going wrong with consultancy, especially traditional consultancy. Which of these 17 (!) problems do you recognize? Consultants are criticized a lot. By clients, by (past) employees and also in books with titles such as “Consulting Demons,” “Dangerous Company,” and “The Witch Doctors.” As a consultant and trainer of other consultants, Jeroen finds it important to understand the criticisms and strive for improvement. During the research for his book Strategy Consulting, he discovered no fewer than 17 problems that people have experienced when working with consultants. Arrogance - Behaving as if you are superior to the client and more worthy Pretense of Knowledge - Assuming you understand the organization and its industry better than the people working there Pretense of Science - Using scientific language and approaches to suggest consulting is a science Lack of Integrative View - Obsessing with MECE at the expense of building a holistic overall understanding Pretense of Creativity - Overemphasizing the value of brainstorms as sources of ideas and vision Negative Orientation - Focusing on repairing what is broken instead of leveraging what is strong Project, Not Process-Based - In-and-out approach rather than staying with the client to get things done Slow and Linear - Lot of attention to analysis and making plans rather than an iterative short-cycle approach Disengaged - Distancing themselves from the client, not being truly interested or committed De-Humanized - Reducing everything to statistics and data, not hearing and seeing people well enough Lacking Diversity - Caucasian masculinity as foundation in terms of people, mindset and culture No Liability and Risk - Keeping all the risk at the client, not accepting any responsibility or accountability Profit-Oriented - Money driven, both for the client (increase profits) and themselves (high rates) Self-Centered - Seeing the client and work done as a means to make a promotion or obtain status Creating Dependence - Using one project to detect further problems for which a next project is needed Selling Fads - Inventing problems and creating anxiety so that you can deliver the solutions and resolve the anxiety Unethical - Not having the authentic drive to help the client in the best possible way That’s a lot… and something not to be taken lightly. If this is the criticism against consultants at large, there’s work to be done. A lot.