You Were Built For MORE Than Just Survival

A lot of folks are just trying to survive right now

And I don’t want to discount the importance of ensuring your own survival, your own safety, and the survival of those you care about.

But I want you to know that you are built for MORE than that.

You are built for more than just survival

You are built for more than collecting a steady, “reliable” paycheck.

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Let’s Address COVID Loneliness

In this episode, we’re going to dive into the ongoing struggle with how isolation and loneliness show up in the workplace. Less than 2-3 years ago, we dedicated an entire episode to discussing possible solutions to the common struggles associated with people being lonely in the workplace. Because of the extenuating circumstances of the COVID pandemic, loneliness as an epidemic has not only gotten worse, but it has surfaced in a ton of new ways as well.

That’s why it made a ton of sense to revisit key from this earlier episode that are more applicable now than ever before.

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The ONE and ONLY Thing You Need To Be A Leader

I field a lot of questions from people about Leadership.

“How will I know when I’m ready for a leadership position?”

“What if I don’t have a leadership title?”

“What if I get the opportunity to lead, but I don’t know how to lead?”

I think about this idea of “Leadership Readiness” ALL… THE… TIME. And after decades of experience and observation, I’ve come to a conclusion.

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Best Practices of High-Performing Teams

Is there a more rewarding feeling than knowing you are a part of a team that operates and performs at a high level? For my money, it’s one of the absolute best feelings in the world.

In this special episode, you’re going to get to hear a recording I managed to dig up from a talk I was privileged enough to deliver at Austin Startup Week back in late 2018. And while the title of the talk is Engineering Excellence: Best Practices of High-Performing Teams, these principles extend far beyond the world of Software Engineering. In fact, they all apply in some shape or form to ALL teams, which is why I’m so thrilled to share it with you in this episode.

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Forget the Expectations, Choose Your Life, and Thrive On with CJ Finley

In this week’s podcast episode, I’m very excited to have a conversation with somebody who I believe really embodies the very ideas of profession with purpose, for a number of reasons.

CJ’s path really embodies profession with purpose for a handful of reasons… and when I looked at his career history… he didn’t come straight out of school, knowing exactly what it was he wanted to do. From what I can tell, he didn’t have a path set. He didn’t have a clear direction of exactly what he wanted to do.

Stream Forget The Expectations, Choose Your Life And Thrive On With CJ Finley

And I think that what is most important for the listeners of this show is to realize that

… if you feel directionless

… or you feel like you’re lacking a little purpose

…. or you want to find things out, then it’s okay not to know right now.

And you don’t have to figure out life before you find those things out.


Connect with CJ.finley on Instagram

Email CJFinley@thriveonlife.com

Navigating The Future Of Work With Elatia Abate

Multi-time guest and long-time friend of the Rebase podcast Elatia Abate is back, and in this critically important episode we discuss how “The Future Of Work” is no longer some mythical thing coming sometime in the future.

No, The Future Of Work is here now, and ready or not it’s time to prepare ourselves.

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Shift To Managing 100% Remotely Like A CHAMP — Use These Questions To Guide You

I have a confession: I like being around people I work with, in close proximity in the same physical space. And I have been feeling a lot of the pains, stresses, and challenges of becoming a fully-remote Leader & People Manager. It’s a shift that I wasn’t ready to make, but fortunately a shift I’ve prepared myself to make successfully.

And if you are a Manager, or a Team Lead, or an Executive who is suddenly faced with leading a completely remote or distributed team, then you might be feeling some of the same pressures and challenges. 

So in this post, I want to cover a handful of valuable questions that you can use so that you can also make this shift. By doing so, you can truly  become a real champion at leading individuals and teams in a remote environment. 

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My Most Valuable Leadership Lesson Came From My Greatest Hiring Failure

One of the most confusing and confounding bad hires I ever made taught me my most important hiring AND leadership lesson.

I was a few months into my first executive role at a Startup here in Austin, and ensuring that we hired quality, talented Software Engineers was ultimately my responsibility. 

We’d just hired a mid-level software engineer who’d come over from a much larger tech company, and while they were clearly bright and technically capable, after a few weeks it seemed like this hire might not have been a good decision. 

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Talent Scouts-as-a-Service?

I spend a lot of time thinking about the Hiring space, specifically as it relates to the problems & challenges faced by smaller employers.

One of my favorite “Thinking Time” questions is

“What are the gaps between my customers’ needs and the products & services that are available?”

(for more on Thinking Time, see the must-read book The Road Less Stupid by Keith Cunningham)

Here are some of the key problems I observe in companies that are beyond that “scrappy bootstrapped” phase but without multiple consecutive years of impressive, steady growth.

  1. Sourcing good candidates is a huge issue, if not THE primary roadblock
  2. CoFounders, Executives, Hiring Managers are still primarily in DOING mode vs LEADING mode
  3. Recruiters, whether FT On-Staff or Contracted by a service, spend a lot of their time operating & coordinating. Sometimes your “Recruiter” is an HR Generalist-type, who doesn’t have that recruiting background
  4. These companies by-and-large balk at Agency Recruiter Fees
  5. Almost every single one of these companies spends their time reacting to sudden hiring needs and open roles… which introduces additional chaos and churn… which extends time-to-hire among other things

Here are Early stages of an idea to fill these gaps. I’m not implementing this idea, mind you, simply brainstorming.

In sports (and other industries), organizations have talent scouts whose primary responsibility is to identify, evaluate and start building relationships with players the team may be interested in, whether now OR in the short-to-medium term future. The relationships they build keep the players as “warm leads” so the team can stay prepared and doesn’t get caught with its pants down needing to fill a particular position all of a sudden.

(It’s also worth noting that many large corporations dedicate full-time employees to the purpose of scouting.)

What I’m picturing is this provided as a subscription service targeted at smaller, time- and resource-constrained organizations.

The “Talent Scout” spends a little time with company leadership on a recurring basis to identify positions and skillsets they may need in the near future. They then connect the talent they meet with the company, but on a casual, low-pressure basis (this is the other problem for in-demand talent: Recruiters & Headhunters *can* be pushy & relentless, a huge turnoff). The Talent gets to know the Company, and if turnover or growth leads to an open spot, it could be filled rather quickly by someone on this bench.

For argument’s sake, let’s say Monthly Cost to the Employer is around $5–10k (could tier it based on number & type of positions or something), lower than almost any 15–25% Recruiter Fees on a single hire. Risk to the Employer is paying for months when they have zero need for hiring (which, given high average turnover rates, seems fairly low risk)

Benefits include the ability to better anticipate future staffing needs, reducing reactive behavior, shortening time-to-hire, less time & energy spent sourcing (and most likely for less $$ than an Agency).

Admittedly, there are bound to be a hundred holes in this idea, as I haven’t vetted it beyond the concept stage. I also haven’t researched a ton of comps, so maybe it’s the least original idea ever.

But for those of you in small-to-medium businesses, especially those on a Hiring Team, I’m curious to hear your thoughts.

Drop me a comment and let me know: Does any of this sound like it would be valuable, time-saving, effort-saving in your organization?