Lore Ferguson Wilbert $5 / month

Lore Ferguson Wilbert’s Substack delves into the intersections of theology, life, and faith, reflecting on personal experiences, the writing process, and spiritual growth. It discusses the challenges and rewards of writing, personal development, coping with life's disappointments, exploring beyond one’s comfort zone, and finding strength in spirituality.

Writing and Publishing Personal Development Theology and Faith Emotional and Spiritual Well-being Coping with Life's Challenges Creative Process Self-reflection and Self-acceptance Supporting the Writing Community

The hottest Substack posts of Lore Ferguson Wilbert

And their main takeaways

Your Career Is Stuck Because You’re a Doer, Not an Owner

4 implied HN points • 02 Jun 25
đź’Ľ Business Career growth Mindset Leadership Professional development Work Culture
  1. 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.
  2. 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.
  3. 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.

The Truth About Content Creators (It's Not What You Think)

3 implied HN points • 09 Jun 25
đź’Ľ Business Content creation Monetization Social media Marketing Entrepreneurship
  1. 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.
  2. 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.
  3. 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.

If You’re Running Every Meeting, You’re Failing Your Team

1 implied HN point • 14 Jul 25
đź’Ľ Business Management Leadership Teamwork Coaching Meetings
  1. If you're always running the meetings, it shows you might not trust your team to handle things. Good managers allow others to lead to help them grow.
  2. Letting your team lead meetings is a great way to coach them. Afterward, talk about what went well and what could be improved.
  3. Sometimes, wanting to control every meeting is more about ego than anything else. To build a strong team, you need to let go and support them instead.

Should You Stay In Your Current Job or Move For A Promotion?

3 implied HN points • 07 Nov 24
đź’Ľ Business Career development Human Resources Workplace culture Salary Negotiation
  1. 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.
  2. External promotions often come with higher salaries and a chance to start fresh. You can look for roles that fit your career goals better.
  3. Consider your personal career goals and timing when deciding to stay or move. Your choice should match what you want for your future.

5 Rules for Software Engineers to Live By

5 implied HN points • 20 Dec 23
  1. Question everything to understand the value a proposed priority brings to the organization or team goals.
  2. Always work closely with the Product team to align team goals with business priorities.
  3. Keep things simple in code, communication, and decision-making to avoid unnecessary complications and focus on delivering value.
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Fearless Growth: How Overcoming Fear Fuels Professional Success

5 implied HN points • 15 Dec 23
  1. Fear is a natural human response, which can be both healthy and protective.
  2. Recognizing fear and understanding its role can lead to effective decision-making and team growth.
  3. 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.

From Failure to Growth

3 implied HN points • 13 Nov 23
  1. The newsletter will focus on learning and growing from failure.
  2. Topics will include tips to advance your career from junior to senior engineer, software engineering management, interview tips, and company culture.
  3. Expect content on building strong teams, emotive leadership, and the differences between a manager and a leader.

The 5 Stages of a Software Teams Life Cycle

2 HN points • 23 Feb 24
đź•ą Technology Software Development
  1. Teams go through 5 stages in their life cycle: forming, storming, norming, performing, and adjourning.
  2. During the storming stage, teams face hurdles, disagreements, and lower performance, but overcoming these challenges is progress towards improvement.
  3. 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.

Applying 3 lessons from Star Trek to Software Engineering

2 implied HN points • 10 Jan 24
  1. In software engineering, balance technical excellence with practicality.
  2. Celebrate team successes and learn from them for future improvements.
  3. Always prioritize transparency and accountability in decision-making.

From Senior to Staff Software Engineer... A managers perspective

2 HN points • 28 Nov 23
  1. Focusing on impact and visibility is crucial for getting promoted to Staff Software Engineer and beyond.
  2. Impact involves having a vision, leading projects, and demonstrating a high-level view of architecture.
  3. Visibility is important for showcasing your influence, engaging with various stakeholders, and ensuring promotion discussions go smoothly.

3 Differences between Software Engineers and Engineering Managers

1 implied HN point • 17 Nov 23
  1. Decision making differs between Software Engineers and Engineering Managers. Engineers make technical decisions, while Managers guide the team without deciding for them.
  2. 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.
  3. 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.

Breaking Silos: Why Software Engineers Benefit from Departmental Dalliances

0 implied HN points • 04 Dec 23
  1. Having solid domain knowledge as a software engineer is key for delivering business value, growing, and serving your team.
  2. Enhance domain knowledge by spending direct and quality time with various departments regularly.
  3. Departmental dalliances, like shadowing different departments, can provide valuable insights, build relationships, and increase long-term business value.