Jonathan Whipple

"Just be grateful you have a job."

That's what they tell you.
While your soul slowly dies at your desk.

Most of us gift years to jobs we hate.
The price? Everything you could become.

That Sunday dread you feel?
Your future is trying to tell you something.

You know you've stayed too long when:

→ You're job hunting in bathroom stalls
→ Your last promotion feels like ancient history
→ You say "but it pays well" more than "I love this work"

Here's what nobody wants to say out loud:

It's OK to struggle.
It's OK to change direction.
It's OK to choose yourself.

What's not OK?
Gifting years to a job that's killing your spirit.

"Paying your dues" is yesterday's thinking.

Your dues are paid when you show up with effort and integrity.

Not when you sacrifice your potential for someone else's timeline.

If you're done waiting, start here:

1. Audit Your Energy
↳ Track what lights you up vs. drains you
↳ Find the pattern in your best days

2. Map Your Leverage
↳ List skills that travel anywhere
↳ Spot what makes you uniquely valuable

3. Start Small Experiments
↳ Chase projects that energize you
↳ Coffee with people doing work you want

4. Build Your Bridge
↳ Save 3-6 months of runway
↳ Learn skills the market rewards now

5. Set Your Exit Date
↳ Pick when you'll make your move
↳ Work backward from there

Your career isn't serving time.
It's designing a life.

And choosing yourself isn't selfish.
It's the only choice that matters.

What do you think others fear most in making a change?
Drop it below. 👇

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♻️ Repost to help your network put themselves first.

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Most interview feedback sounds like this:

"We went with someone who was a better fit."

What they really mean is:

✅ You checked the boxes
✅ You answered the questions
✅ You smiled at the right times

But you missed the layers that actually matter.

I've watched hundreds of candidates nail the surface level...then wonder why they got ghosted.

They're operating on one frequency.
Meanwhile, interviewers are listening for three.

Most think it's about proving competence.
But hiring managers are really asking:

"What's it like to work with this person?"

They want to see:

1. Practical Layer
↳ What you accomplished and how
↳ Your technical skills and process
↳ The measurable impact you delivered

2. Empathy Layer
↳ How you read people and situations
↳ Your awareness of others' motivations
↳ The human side of every solution

3. Trust Layer
↳ Your judgment when things go sideways
↳ How you handle uncertainty and pushback
↳ What drives your decisions under pressure

Here's what happens when you hit all three:

There's a big shift when you hit all three layers.

Interviews stop feeling like interrogations.
They start feeling like strategy sessions.

Yes, you're showing you can do the job.
And also what it feels like to solve problems with you.

You're turning confusion into inevitability.
That's when "maybe" becomes "yes."

Which layer do you think is most overlooked?
Let me know below. 👇

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♻️ Repost to help your network turn interviews into offers.

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Most teams worship metrics.

The best ones understand people first.

Your dashboard shows conversion dropping.
Your KPIs flash red.
Your stakeholders want answers.

So you optimize. You A/B test. You pivot strategy.

But you never ask the human question:
"Why did Sarah stop using our product?"

Here's what metric-obsessed teams miss:

→ The frustrated user behind the churn rate
→ The overwhelmed employee behind the productivity drop
→ The confused customer behind the support ticket spike

Every number tells a human story.
Most leaders skip the story and chase the number.

Here's how to read metrics like humans:

1. Start With Stories
↳ Talk to 5 real people before changing strategy
↳ Ask "what's really happening?" not "what's the trend?"

2. Context Over Correlation
↳ One conversation beats ten charts
↳ Understand the why before fixing the what

3. Empathy Before Optimization
↳ Feel the friction your users feel
↳ Solve for people, not percentages

The teams that win don't just track better.
They listen better.

Your metrics will improve when your understanding does.

Agree?
Let me know in the comments. 👇

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♻️ Repost to help your network put people before percentages.

Follow Jonathan Whipple for more.