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What you would rather have in your second half is the foundational skills and the experience algorithm that gives you the ability to analyse and deal with any knowledge pool that you have to face.
how you manage learning cycles.
The greatest impact of a major learning cycle is when it changes you as a human being,
One of the key foundational elements of career management is building business understanding from the trenches, not from the ivory towers.
favour depth over width, complete major learning cycles and get out there when you can.
objective of career management in the first half is foundation-building for the second half, as opposed to success in the first half.
Foundation-building in the first half is the catalyst for success in the second half.
Focusing on career choices that favour depth over width is important for foundation-building. Depth drives skill-building, which is more important for the experience algorithm in the longer term.
There will be many learning cycles that you will experience in your career. However, out of these many, there would be only 4–5 major learning cycles.
Get out there when you can. It is important to learn the nuts and bolts of business early in your career.
success was not just a function of what each person did, there was a significant impact that others had on the success of people.
your career success is not just a function of what you do, but is also greatly impacted by others.
the review they do is not just for results but also for learning.
equally transformational opportunities for developing their teams.
a boss who builds your algorithm, who helps you expand your capacities by challenging you to operate beyond your comfort zone, who can ask you the uncomfortable question ‘What can you do better?’ and who does not allow you to get into a comfort zone.
Whether or not you get a good boss is in your circle of concern, and as we discussed, the best way to deal with what is in your circle of concern is to find paths to it through your circle of influence.
Pathway no. 1 to getting a good boss is to be a good subordinate.
Pathway no 2 to getting a good boss is to work in organizations where there is a higher probability that more bosses are ‘good’ bosses.
The first indicator is the company’s standing in the talent market.
The other indicator is the importance the company places on the development of its people.
Sometimes, by sheer good luck, we end up with good bosses.
being a good subordinate, working in companies that have a higher percentage of good bosses and hanging on to good bosses when you find them.
important person who can help create long-term career success is a mentor.
The primary role of a mentor is to help you make choices that maximize the probability of long-term career success.
A mentor is necessarily senior to you,
distinctly ahead of you in the career curve.
A mentor is necessarily someone who knows you well and hence does not give generic career advice,
mentor should not be in your line of authority and leadership.
long stints in one company are highly beneficial to the experience algorithm. Let me explain why.
If you want to quit, then you have to have the right reasons to quit, not reasons to join elsewhere.
I believe there are only two credible reasons that can allow you to take the ‘quit’ decision—learning and fit.
You must objectively evaluate the reasons first and then come to the decision.
what drives long-term career success is real individual growth—
Most of us are wired to succeed more in some environments/cultures than others.
Converting time into experience is the very bedrock of real individual growth.
Applying the TMRR algorithm on major learning cycles
in parallel, increase your productivity.
focus on the circle of influence and to make sure you allocate your time to the rocks.
make career decisions based on what drives real individual growth.
win when it matters—which is the second half.
do foundation-building and drive real individual growth in the first half.
make career choices that focus on depth over width, ensure completion of...
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Getting good bosses is crucial to founda...
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focus on separating the quit decision from the join decision.
the impact of life on work is fundamental to success at work, while the impact of work on life is limited to a few hours more for life per week.
Developing a hobby you are passionate about. Deepening your value system and developing lodestar values.
At the base of the pyramid is our need for achievement,
The next level of motivation is mastery. This is our need for being the master of our trade,
The last and final motivation at the top of the pyramid is purpose.
the ‘why’ of work, which is beyond our personal needs—the sense of having a cause, a vision, a purpose.
