Stop just doing tasks; think like an owner who cares about the bigger picture. Focus on how your work impacts the company, not just on finishing assignments.
To grow in your career, take initiative and ask questions. Don't wait for someone to tell you what to do; look for problems and suggest solutions.
People who want promotions are those who act like owners. They show leadership by thinking about outcomes and how to improve things, not just completing tasks.
Most content creators earn very little money, often less than $1,000 a year. They create content out of passion and the desire to help others, not just for financial gain.
There are different types of content creators. Some focus on selling products, while others create for pure enjoyment. The ones who succeed in making good money are very rare.
Creating content is usually a big commitment and often feels like a second job. Many creators start to build their brand or help others, and the money doesn't come until much later, if at all.
Internal promotions are usually easier because you already know the company culture and people. You can quickly get to work without a big adjustment period.
External promotions often come with higher salaries and a chance to start fresh. You can look for roles that fit your career goals better.
Consider your personal career goals and timing when deciding to stay or move. Your choice should match what you want for your future.
Fear is a natural human response, which can be both healthy and protective.
Recognizing fear and understanding its role can lead to effective decision-making and team growth.
Fear should be assessed to determine if it is protecting or blocking opportunities, and it can be a valuable guide for personal and professional growth.
Teams go through 5 stages in their life cycle: forming, storming, norming, performing, and adjourning.
During the storming stage, teams face hurdles, disagreements, and lower performance, but overcoming these challenges is progress towards improvement.
In the adjourning stage, a team may feel a mix of accomplishment and sadness as they complete their goals and may disband as members move on to other projects.
Decision making differs between Software Engineers and Engineering Managers. Engineers make technical decisions, while Managers guide the team without deciding for them.
To get promoted, Software Engineers need impact and visibility, primarily through technological advancements. Engineering Managers focus on team impact, making sure the team delivers business value.
Gratification is quicker for Software Engineers as they see immediate results, while Engineering Managers might have delayed gratification as they measure success over people, which takes time.
Having solid domain knowledge as a software engineer is key for delivering business value, growing, and serving your team.
Enhance domain knowledge by spending direct and quality time with various departments regularly.
Departmental dalliances, like shadowing different departments, can provide valuable insights, build relationships, and increase long-term business value.