There’s a lot of people talking about salary bands and pay grades who don’t know what those things are apparently. Should you ask for the salary range?

Sure. But probably not for the reasons you think. Your ability to get raises in the future is somewhat dependent on the ranges. If you come in at the top, it’s harder to get raises without a promotion, which is typically a separate process.

One of the things I struggled w in early leadership was permanence. For whatever reason, I assumed decisions were more final than they are, and this locked me up a bit. When you imagine that a decision is permanent, you work extra hard to get it right. This is what creates analysis paralysis, and it’s the primary source of stress for a lot of decision-making (at least in my limited experience).

This milestone is particularly important to me. Cathy Gadecki and Patrick Ames were the parents of this effort. It was a great example of how to have impact in your job—in your career. And it still surprises me how few ppl realize that having impact isn’t luck. (To be contd…)

https://twitter.com/mick_joiner/status/1113748912165281792

Excelling in your job (or your career) is often about exceeding expectations. When is that easiest? When expectations are zero. As dumb as this sounds, it has very practical ramifications.

Early in my leadership career, I used to mentor a lot of people, primarily on specific skills. Everyone wanted to know tips of the trade, so to speak. How to get ahead, that kind of thing. The conversations would gravitate towards things like market analysis and random product-managementy strategic lessons that approximated a mini-MBA. For the most part, these seemed impactful.