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Sometimes getting hit with a brick on the head is quite good!!! Yes , I said that…. And somehow I feel its true!! Steve Jobs said,.” Getting fired from Apple was the best thing that happened to me.” It is not that getting fired or rejected is good. But nonetheless those can serve as stepping stones. Thoughts of always being successful will be replaced by version of a beginner again. Did you love what you did? If no, then start looking for what you love to do. If yes, Then Start over!!! A larger fraction of our life is spent working, so why not do what we love, what satisfies us. Do what you believe is great work. And to do great work is to love what you do. If you haven’t found it, keep looking. Don’t settle. We are limited edition series. So let’s live life and do things we love. “If today were the last day of our life, would we want to do what we are about to do today?” If yes, please keep up the great work! If no, we know, we need to change.*
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Mario’s post reminds me of something I often discuss with job seekers — if you’re dreading applying to the role or putting in minimal effort into your process, you’re better off not even applying; instead, focus your energy on the roles and companies you are truly interested in. Don’t burn out in your job search by applying to roles you’re not that excited about. If you’re hesitating, listen to that — why aren’t you applying ASAP? Do you actually want the role? Also, if you’re waiting to apply, hundreds of candidates have already beat you to it and so your resume might be # 900-something and not even be looked at anyways. If you’re interested in my recommended resources for your job search, you can access them at https://lnkd.in/eynmwS43 💫 Best of luck!
Steve Jobs filled out this job application in 1973, three years before he founded Apple. It's provides an interesting lesson on the complexity of legendary founders and how important the right context is to doing your best work. The accepted mythology is that Steve Jobs was an obsessive perfectionist driven by a desire to get what he wanted. The application shows something different. It has typos ("Hewett Packard"), lazy capitalization ("reed college") and shows very little desire -- when the form asks Jobs if he'd have access to transportation he replies "possible, but not probable." Even remarkable people may appear ordinary in the wrong context.
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Transformative Tech Leader | Extensive Experience In Healthcare, Energy, Startups, Tech and Finance | Author of Three #1 Bestsellers | Host of Leading The Way Podcast
Nice retort to "fail fast" from the legendary Guy Kawasaki! Yes, while acknowleding that progress takes steps and setbacks, setting the goal to "fail" is giving our brain's RAS a mixed signal. Getting through the tribulations, learning fast and releasing a progressive result consistantly is the miracle of agile, to be sure. Attempting many new things and learning from them is so important. And look, I get it, we humans can be affraid to fail and so we take no action at all out of a primitive operating system at the top of our spine. That doesn't serve us so well when we want to progress. But perhaps the goal to "fail fast" could be rephrased... any ideas? Learn fast? Prototype now? Engage with customers early? #agile #failfast #leadership #innovation #prototype #designsprint
Here's my answer to the one question I wish people would ask me about my time working with Steve Jobs. 😊 Share this short video and watch the full interview on Foundr https://lnkd.in/gE6VMJXQ #ThinkRemarkable #Apple
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A moment that truly shook the tech world was when Steve Jobs rejoined Apple! But what followed this was a success story that we all have been witness to. This story alone makes me believe in the power of second chances. Personally, I’ve always been open to the idea of rehiring ex-employees, and we have rehired quite a few over the last few years. Not once have I been uncomfortable about the fact that they chose to leave us in the first place. I have been an employee myself at some point in life. I understand that sometimes employees move organizations for a better package, a better role, or a better designation. It’s only natural. But seeing them want to join back makes me believe that we must be doing something right that convinced them to make this decision, and I have always accepted them with open arms. But I know there are organizations and founders who are closed off to this idea. But my only advice to them will be to put yourself in the shoes of the employees. Let’s try to figure out why they decided to move in the first place, why they wish to rejoin, and then accept them with open arms. I mean, you never know, they might be the Steve Jobs to your Apple. — In the picture, you see me with two members of the MobiKwik team who are doing their second stint with us. Our smiles are proof to the fact that it was a great decision for all of us. #ReturningTalent #MobiKwik
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Following this interview, Apple went from losing $1 billion to turning a $309 million profit a year later. "If you do the right things on the top line, the bottom line will follow. What is meant by that is if you get the right strategy, if you have the right people, and if you have the right culture at your company, you'll do the right products, you'll do the right marketing, you'll do the right things logistically and in manufacturing and distribution. And if you do all those things right, the bottom line will follow" - Steve Jobs PS. check out 🔔 for a winning pitch deck the template created by Silicon Valley legend, Peter Thiel https://lnkd.in/ejp-Bhnu
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What do Apple of 1985 and Supercell in 2024 have in common? Steve Jobs once famously said in an interview in 1985: "We're going to be a big company, we thought. So let's hire 'professional managers'. We went out and hired a bunch of professional management, and it didn't work at all. They knew how to manage, but they didn't know how to do anything." Nearly 40 years ago Apple started scaling methodically their organization by hiring 'professional managers'. And that led to some initial problems. Just like Apple then, the Supercell of today is also methodically scaling. They are bringing professional managers, changing the organizations, and revamping the processes. Will they encounter similar problems as Apple? Time will tell. Deconstructor of Fun's latest blog post breaks down Supercell CEO's annual blog post into facts, actions, analysis, and worries. Go and have a read! And see in time if we were right. #gamedev #gameindustry
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Our co-founders, Sam Parham and John Hyland, dive deep into a hiring dilemma: trust vs. performance 👀 Is it better to have someone reliable but maybe not a superstar, or a superstar who might be a bit...shady? They discuss why trust is the foundation of a strong team and how one bad apple can spoil the whole bunch. What do you think? Let’s hear your thoughts! #1DSCollective https://lnkd.in/g24xmUU
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"Give me an example of how improving adaptability at work" is something I hear from clients in the buying process. Pat Gelsinger's, Intel Corporation CEO, memo on the recent layoffs is case-study on the need for adaptability at scale at work. First, let's look at their changing landscape as they lay off 15,000 people: Internal changes: ➡ "we are making some of the most consequential changes in our company’s history" ➡ "we must... fundamentally change the way we operate." External changes: 🚀 "powerful trends, like AI" 🌟 Adaptability Mission: "We must improve our execution, adapt to new market realities and operate as a more agile company. " And where various dimensions of AQ - Adaptability Quotient - show up: 🌟 AQ Motivation Style: "We need bolder actions" 🌟 AQ Company Support: "I believe that how we implement these changes is just as important as the changes themselves, and we will adhere to Intel values throughout this process." 🌟 AQ Work Environment: "we need to change the way we operate", "we need to both automate and simplify processes.", "...accelerate our shift to systems-based solutions" and "a globally resilient supply chain" 🌟 AQ Team Support: "foster a culture of greater ownership and accountability" 🌟 AQ Hope: "The Future" and "we are making the changes necessary to build on our progress and usher in a new era of growth" 🌟 AQ Mindset: "the power of what's possible triumphs over the status quo" 🌟 AQ Grit: "Grow our business for years to come" 🚀 And a reminder of the Rapid Pace of Change: "The world will increasingly run on silicon" and "we are also creating technology and manufacturing capabilities that will reshape the world for decades to come." Intel's CEO, like 45% of other CEOs, believed that his business wouldn't be viable in 10 years if it stays on it's current path. He's probably right. How's your business doing? If you want to identify some of these problems in advance, let's talk. #adaptability #resilience #ai #growthmindset #adaptsuccess I help leaders and teams to thrive during the fastest pace of change in our lifetime by measuring and improving their Adaptability Quotient (AQ).
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Direct Hire Staffing Partner I Executive Recruiter I Hiring Consultant I Assistant Branch Manager at AppleOne Employment Services
How can we help you?
When AppleOne opened its first office in Los Angeles in April 1964, phone books and landlines were the best ways to match candidates with their dream jobs. Our philosophy was simple: “The Candidate is the Center of the Universe,” and our goal was to do everything possible to help them find a job they can thrive in. While technology has changed how we do business, 60 years later, our philosophy remains the same. Our “Hiring Made Human” approach and dedication to our clients and candidates remain the center of who we are. How can AppleOne help you?
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Hire A-Players - Steve Jobs. There are two questions you need to answer before you can apply this advice. 1) What is an A-Player for your organisation? It's not going to be the same as for Apple. 2) How do you identify these A-Players? Not many people knowingly hire mediocre people. Stay tuned - my Hiring Hack Pack is coming.
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