I agree. Having been on resume and interview panels, it was easier to vouch for those who spoke to their strengths (both technical and non-technical) that would be of help to our organization
This is a good insight. My rule of thumb has been you only get to name three features or capabilities to move the needle in a conversation with a prospect. You can ask diagnostic questions to tune your approach but if the first three don't do it, more won't help. This helps explain the psychology behind how you are evaluated.
I always thought that being open about my work would show my manager how well I handle different tasks. I believed this would build trust and support my growth. So I should be sharing the prominent 3 from now on.
I definitely can have a habit of listing out too many facts or ideas that could lower the average. Thanks for sharing!
I agree. Having been on resume and interview panels, it was easier to vouch for those who spoke to their strengths (both technical and non-technical) that would be of help to our organization
Very nice article, and 100% practical
Does this advice translate to a resume or a LinkedIn profile?
Certainly applies to a cover letter and your LinkedIn profile summary.
This is a good insight. My rule of thumb has been you only get to name three features or capabilities to move the needle in a conversation with a prospect. You can ask diagnostic questions to tune your approach but if the first three don't do it, more won't help. This helps explain the psychology behind how you are evaluated.
I always thought that being open about my work would show my manager how well I handle different tasks. I believed this would build trust and support my growth. So I should be sharing the prominent 3 from now on.
People act as if there’s only 5 companies - most of them are overrated.