The best LinkedIn Posts

Agree?

People struggle making decisions without realizing that even if they think it through carefully, deeply, and smartly, many times they can't control many of the other variables and they won't know the outcome. This concept that you will 'definitely know' or are 'sure of it' is just a falsity.

So, do the best you can; use your intuition, not just your brain. Make a call and move on. Speed matters. Adaptability matters.

I'm happy to announce ten things I don't care about as a recruiter:

💡 Your age
💡 Cover letters
💡 Resume gaps
💡 Your current salary
💡 If you've been laid off
💡 If you've changed careers
💡 The length of your resume
💡 Your degree, or lack of one
💡 If you took a break from your career

What do I care about?

💡 Your skills
💡 Your attitude
💡 Your ability to learn and grow

The rest?
Nothing but noise.

Let’s challenge the biases that don’t serve anyone.

There are so many incredible job seekers who simply want a chance. 💓

➡️ What’s one hiring bias you think needs to disappear for good? Drop it in the comments.

Do you think you're an important person?

In 1952, only 12% of Americans said yes. By 1990, that number was 80%. Keep in mind that this is before Millennials and Gen Z could answer that survey.

Historian and generations expert Dr Eliza Filby breaks down exactly how we went from a culture of humility and teamwork to one of hyper-individualism.

So before we accuse a generation of being self-obsessed, maybe we should ask: when did everyone become the main character? And why?

🎧 Listen to the full episode of A Bit of Optimism wherever you get your podcasts.

An easy way to get a team engaged with AI is just to build the thing you are talking about in the meeting during the meeting using Codex or Claude Code. At worst, it fails in ways that can be constructive. At best, you built the thing and the meeting topic shifts forward a month in time over the course of 15 minutes.

The substantial opportunities in analog are coming (...and already here), my friends.

Everyone talks about they’re trying to find their passion, but what they actually mean is they’re trying to skip the part where they’re bad at something and still have to show up anyway.

Passion isn’t discovered, it’s built, and it only shows up after you’ve put in enough reps to stop feeling incompetent every time you try.

At the start, you will suck, you will be slow, and you will hate it, because your taste is better than your skill and that gap is uncomfortable to sit in. Most people quit here and tell themselves it wasn’t for them, when really they just weren’t willing to stay long enough to get good.

If you keep going, you start to improve, and once you improve, you start to win, and once you start to win, you begin to like it.

That feeling people call passion is just competence stacked over time, because nothing is fun when you’re losing and everything gets more enjoyable when you’re good at it.

So if you’re waiting to feel passionate before you commit, you’re doing it backwards, because the people who end up loving what they do are the ones who were willing to be bad at it longer than everyone else. Do the work, stay longer than it feels comfortable, and give it enough time to pay you back.

Follow your dreams, if they are hiring.

“Let Them” doesn’t mean tolerating disrespect.

It means seeing the behavior for what it is – and choosing YOU instead of trying to fix someone who isn’t ready to change.

You don’t end disrespect by trying to manage other people’s behavior.

You end it by recognizing what’s in your control and choosing the path that protects your peace.

You can hear more of my conversation with Dax Shepard and Monica Padman on their podcast Armchair Expert: 🎧“Mel Robbins (on the Let Them Theory)” - https://lnkd.in/eNH9K2gP

You can also listen on Spotify or YouTube!