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Add new consulting page with consulting services and calendly link

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Andrew Kesterson
2024-03-06 11:07:32 -05:00
parent 04627c8f8f
commit b482874198
116 changed files with 860 additions and 25071 deletions
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2024/01/29/Simon-Sinek-Start-with-Why/index.html
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</div>
<div class="navbar-menu">
<a
href="/"
class="navbar-menu-item">
Home
</a>
<a
href="/archives"
class="navbar-menu-item">
@@ -193,14 +185,6 @@
</a>
<a
href="/tags"
class="navbar-menu-item">
Tags
</a>
<a
href="/categories"
class="navbar-menu-item">
@@ -218,10 +202,10 @@
</a>
<a
href="/links"
href="/consulting"
class="navbar-menu-item">
Friends
Consulting
</a>

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2024/02/09/expectations/index.html
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content="2024-02-09">
<meta
property="og:article:modified_time"
content="2024-02-12">
content="2024-03-06">
<meta
property="og:article:author"
content="Andrew Kesterson">
@@ -177,14 +177,6 @@
</div>
<div class="navbar-menu">
<a
href="/"
class="navbar-menu-item">
Home
</a>
<a
href="/archives"
class="navbar-menu-item">
@@ -193,14 +185,6 @@
</a>
<a
href="/tags"
class="navbar-menu-item">
Tags
</a>
<a
href="/categories"
class="navbar-menu-item">
@@ -218,10 +202,10 @@
</a>
<a
href="/links"
href="/consulting"
class="navbar-menu-item">
Friends
Consulting
</a>
@@ -411,7 +395,7 @@
<div
id="section"
class="post-content">
<h1 id="“My-expectation-is-…”"><a href="#“My-expectation-is-…”" class="headerlink" title="“My expectation is …”"></a>“My expectation is …”</h1><p><img src="/images/dilbert-expectations.jpg" alt="dilbert comic about expectations"></p>
<h1 id="“My-expectation-is-…”"><a href="#“My-expectation-is-…”" class="headerlink" title="“My expectation is …”"></a>“My expectation is …”</h1><p><img src="/images/dilbert-expectations.jpg" alt="dilbert comic about expectations" srcset="data:image/svg+xml,%3Csvg%20xmlns='http://www.w3.org/2000/svg'%20viewBox='0%200%20300%20300'%3E%3C/svg%3E" data-src="/images/dilbert-expectations.jpg" class="lozad post-image"></p>
<p>Imagine that you are playing a game, but you don’t know the rules; you have to pick it up as you go along by watching others, and then figuring out how to apply their experience to your own performance. You will make many mistakes, you will perform poorly, and you may feel personally embarassed. Now imagine that you are playing this game with people who are supposed to help you, and you know that they know the rules, but for whatever reason, they aren’t telling you the rules. You would likely feel dejected, unvalued, you may feel resentment at your unfair treatment, and would likely not have any desire to stick around and keep playing the game. Now imagine an entire team being treated in this way. How could such a team ever survive, let alone win?</p>
<p>We are playing this game with our employees; it is a high stakes game where our entire shared future is the prize for success, and the cost for failure. We ask the players on the team to give us 100% of their potential - their blood, sweat and tears. And in return, we promise to explain the rules, help guide and develop their performance against those rules, and inspire them to continue giving that 100% when it gets even harder than it already is. We must not neglect the bedrock work of explaining the rules of the business, of our department, of our discipline, of our imposed goals from our own leadership, and of our own personal leadership style. And we, as leaders, have to boil these down into consumable sets of expectations which can be held in the minds of our team members as they go about their daily duties.</p>
<p>One of the first promises I make to any team I’m leading is that I will always strive to set fair, simple, clear expectations for them. And I will communicate clearly when I do it. I tell them that I will always use the same language when I’m doing it, so there is never any possibility for ambiguity. When I speak to my team, and I say, “My expectation is…” - everyone perks up. Because they know that I am not giving an opinion, or an off the cuff remark, or an emotional response to something that just happened. I am articulating a rule of the game we are playing together; I am explaining a strongly held position that represents the shared values of the business we all support, the strategic goals of my own leadership, and the culture of our organization, by which everyone’s future performance (including my own) will be judged.</p>

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2024/03/03/new-manager-pt1/index.html
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content="2024-03-03">
<meta
property="og:article:modified_time"
content="2024-03-04">
content="2024-03-06">
<meta
property="og:article:author"
content="Andrew Kesterson">
@@ -177,14 +177,6 @@
</div>
<div class="navbar-menu">
<a
href="/"
class="navbar-menu-item">
Home
</a>
<a
href="/archives"
class="navbar-menu-item">
@@ -193,14 +185,6 @@
</a>
<a
href="/tags"
class="navbar-menu-item">
Tags
</a>
<a
href="/categories"
class="navbar-menu-item">
@@ -218,10 +202,10 @@
</a>
<a
href="/links"
href="/consulting"
class="navbar-menu-item">
Friends
Consulting
</a>

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2024/03/05/new-manager-pt2/index.html
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@@ -177,14 +177,6 @@
</div>
<div class="navbar-menu">
<a
href="/"
class="navbar-menu-item">
Home
</a>
<a
href="/archives"
class="navbar-menu-item">
@@ -193,14 +185,6 @@
</a>
<a
href="/tags"
class="navbar-menu-item">
Tags
</a>
<a
href="/categories"
class="navbar-menu-item">
@@ -218,10 +202,10 @@
</a>
<a
href="/links"
href="/consulting"
class="navbar-menu-item">
Friends
Consulting
</a>
@@ -311,7 +295,7 @@
style="padding-right: 2px;">
</i>TOC
</div>
<ol class="toc"><li class="toc-item toc-level-2"><a class="toc-link" href="#Understand-the-difference-between-a-contributor-a-manager-and-an-executive"><span class="toc-text">Understand the difference between a contributor, a manager, and an executive</span></a></li><li class="toc-item toc-level-2"><a class="toc-link" href="#Identify-and-network-with-your-new-peer-group"><span class="toc-text">Identify and network with your new peer group</span></a></li><li class="toc-item toc-level-2"><a class="toc-link" href="#Identify-a-mentor-who-is-not-your-boss"><span class="toc-text">Identify a mentor - who is not your boss</span></a></li></ol></li><li class="toc-item toc-level-1"><a class="toc-link" href="#Stay-Tuned-for-Part-3"><span class="toc-text">Stay Tuned for Part 3</span></a>
<ol class="toc"><li class="toc-item toc-level-2"><a class="toc-link" href="#Understand-the-difference-between-a-contributor-a-manager-and-an-executive"><span class="toc-text">Understand the difference between a contributor, a manager, and an executive</span></a></li><li class="toc-item toc-level-2"><a class="toc-link" href="#Identify-and-network-with-your-new-peer-group"><span class="toc-text">Identify and network with your new peer group</span></a></li><li class="toc-item toc-level-2"><a class="toc-link" href="#Identify-a-mentor-who-is-not-your-boss"><span class="toc-text">Identify a mentor - who is not your boss</span></a></li><li class="toc-item toc-level-2"><a class="toc-link" href="#Stay-Tuned-for-Part-3"><span class="toc-text">Stay Tuned for Part 3</span></a></li></ol>
</div>
</article>
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<p>To put it simply - your boss’ first responsibility is to the business, while your mentor’s first responsibility is to your career (and personal) development. In order to fully develop your career or character, you may need to follow a trajectory that will take you into a different job, a different department, a different company or an entirely different industry. Few bosses have the ability to juggle their loyalties between their business, their employees, and their mentees, to effectively coach someone in this way.</p>
<p>In addition, this mentor and mentee relationship needs to last longer than whatever job you’re currently working. It needs to be able to follow you through the next several steps of your career. Your boss’ relationship with you only exists at this current time because of your shared employment by the company. Despite how much they may want to see you succeed, if your shared employment is the basis of your relationship, then you will struggle to maintain the relationship if and when one of you leaves.</p>
<p>Be selective in who you ask to be your mentor. Pick someone who models the kind of success, maturity, and character you want to have. But understand that asking them to be your mentor creates risk for them; you will consume time and resources from them. You need to commit to actually following the advice they give you, and not wasting their time. This alone (asking for someone advice and actually taking it) is an incredibly important habit to develop.</p>
<h1 id="Stay-Tuned-for-Part-3"><a href="#Stay-Tuned-for-Part-3" class="headerlink" title="Stay Tuned for Part 3"></a>Stay Tuned for Part 3</h1><p>Next I will publish part 3 of this series, where we will cover</p>
<h2 id="Stay-Tuned-for-Part-3"><a href="#Stay-Tuned-for-Part-3" class="headerlink" title="Stay Tuned for Part 3"></a>Stay Tuned for Part 3</h2><p>Next I will publish part 3 of this series, where we will cover</p>
<ul>
<li>How your performance is judged (results and retention)</li>
<li>Defining the relationship between you, your team, and the business</li>
@@ -500,7 +484,7 @@
style="padding-right: 2px;">
</i>TOC
</div>
<ol class="toc"><li class="toc-item toc-level-2"><a class="toc-link" href="#Understand-the-difference-between-a-contributor-a-manager-and-an-executive"><span class="toc-text">Understand the difference between a contributor, a manager, and an executive</span></a></li><li class="toc-item toc-level-2"><a class="toc-link" href="#Identify-and-network-with-your-new-peer-group"><span class="toc-text">Identify and network with your new peer group</span></a></li><li class="toc-item toc-level-2"><a class="toc-link" href="#Identify-a-mentor-who-is-not-your-boss"><span class="toc-text">Identify a mentor - who is not your boss</span></a></li></ol></li><li class="toc-item toc-level-1"><a class="toc-link" href="#Stay-Tuned-for-Part-3"><span class="toc-text">Stay Tuned for Part 3</span></a>
<ol class="toc"><li class="toc-item toc-level-2"><a class="toc-link" href="#Understand-the-difference-between-a-contributor-a-manager-and-an-executive"><span class="toc-text">Understand the difference between a contributor, a manager, and an executive</span></a></li><li class="toc-item toc-level-2"><a class="toc-link" href="#Identify-and-network-with-your-new-peer-group"><span class="toc-text">Identify and network with your new peer group</span></a></li><li class="toc-item toc-level-2"><a class="toc-link" href="#Identify-a-mentor-who-is-not-your-boss"><span class="toc-text">Identify a mentor - who is not your boss</span></a></li><li class="toc-item toc-level-2"><a class="toc-link" href="#Stay-Tuned-for-Part-3"><span class="toc-text">Stay Tuned for Part 3</span></a></li></ol>
</div>
</main>
@@ -515,7 +499,7 @@
style="padding-right: 2px;">
</i>TOC
</div>
<ol class="toc"><li class="toc-item toc-level-2"><a class="toc-link" href="#Understand-the-difference-between-a-contributor-a-manager-and-an-executive"><span class="toc-text">Understand the difference between a contributor, a manager, and an executive</span></a></li><li class="toc-item toc-level-2"><a class="toc-link" href="#Identify-and-network-with-your-new-peer-group"><span class="toc-text">Identify and network with your new peer group</span></a></li><li class="toc-item toc-level-2"><a class="toc-link" href="#Identify-a-mentor-who-is-not-your-boss"><span class="toc-text">Identify a mentor - who is not your boss</span></a></li></ol></li><li class="toc-item toc-level-1"><a class="toc-link" href="#Stay-Tuned-for-Part-3"><span class="toc-text">Stay Tuned for Part 3</span></a>
<ol class="toc"><li class="toc-item toc-level-2"><a class="toc-link" href="#Understand-the-difference-between-a-contributor-a-manager-and-an-executive"><span class="toc-text">Understand the difference between a contributor, a manager, and an executive</span></a></li><li class="toc-item toc-level-2"><a class="toc-link" href="#Identify-and-network-with-your-new-peer-group"><span class="toc-text">Identify and network with your new peer group</span></a></li><li class="toc-item toc-level-2"><a class="toc-link" href="#Identify-a-mentor-who-is-not-your-boss"><span class="toc-text">Identify a mentor - who is not your boss</span></a></li><li class="toc-item toc-level-2"><a class="toc-link" href="#Stay-Tuned-for-Part-3"><span class="toc-text">Stay Tuned for Part 3</span></a></li></ol>
</article>