Valon’s Post

Best posts in my feed: 1) Leaders expect their teams to understand their vision, while team members expect career progression. Undisclosed expectations are similar to untested assumptions in product management. The antidote: open communication and data collection, check and when you were wrong, correct. - Valentina Thörner (RemoteThatWorks, Product Leader) 2) It's not what we don't know that prevents us from succeeding. It's what we know: we must unlearn and learn again. I didn't believe I had the ability to make money or manage the money. But then I realized and let go of the old beliefs that may block us toward success. - Mirela Sula (CEO of Global Woman Magazine) 3) I am a proud Remote Software Engineer at a dream company. 2-3 years ago, I had the option to choose to be in the office or go fully remote. I realised it is much better to go remote and work from home, I call it anywhere: I work from home, beaches, and cafes. I can decide what time of the day I want to code, read a book, or cook. - Saumya Singh (Software Engineer at Red Hat) 4) Celebrating 12 Years of Balancing Family and Work in a Hybrid World! Since my son was 4 months old, I've been working part-time, splitting my working time between the office and home. The forward-thinking approach of both my former and current employers to work, achieved work-life balance and allowed me to excel in my private and professional roles. - Nina D. (CTO at simplify hospitality) PS: Hire me! I am open to remote work as a senior manager, check: Fabio Ciucci

Navigating the remote work landscape during the early years of one's career presents distinctive challenges. The shift to remote and hybrid teams has transformed the traditional trajectory of professional development, particularly impacting those embarking on their careers during this transformative period. Octavia Goredema, a coach for remote workers globally, observes key challenges faced by early career professionals, such as limited opportunities for observation and learning, delayed feedback, a lack of experience, limited networking avenues, and the learning curve in workload management. To address these challenges, strategic support from leaders becomes paramount. Encouraging teams to consistently track accomplishments not only boosts confidence but also facilitates real-time progress monitoring. Additionally, the implementation of reverse mentoring opportunities, where early career professionals share their insights with senior colleagues, creates a two-way knowledge exchange, enriching both parties with diverse perspectives. Opening up informal spaces for dialogue, such as designated office hours, allows for inclusive discussions, accommodating diverse communication styles. Furthermore, providing shadowing opportunities emerges as a powerful strategy, allowing junior professionals to glean insights by observing their more experienced counterparts. Whether accompanying seniors to meetings or understanding key tasks, shadowing fosters collaboration, skill development, and relationship building. In the realm of remote leadership, these proactive steps are crucial for nurturing the professional growth of early career professionals, ensuring they are well-equipped to navigate the evolving dynamics of remote work. #RemoteLeadership #ProfessionalGrowth #RemoteWorkStrategies

* Contrary to popular belief, a fully remote software engineering team may not be the key to success for your health tech startup. * While remote work offers many benefits, such as a wider talent pool and flexibility, having a fully remote team can also lead to a lack of camaraderie, miscommunication, and a disjointed company culture. * The solution? Consider a balanced team with both in-office and remote engineers. * This approach allows for the benefits of remote work while also fostering a strong company culture and promoting face-to-face communication. * By implementing this strategy, you'll create a more cohesive team that can better collaborate and innovate, ultimately leading to a stronger health tech product. * Don't settle for a fully remote team out of convenience, invest in building a balanced and dynamic team that will drive your startup to success. @Barrett Muth

If you are a Visionary, Integrator, Implementor or a Company running on EOS this post is for you. Why did we focus on this ? We have grateful benefited from the EOS system and New Economy can help you unlock the data component. There are 3 keys reasons why companies running on EOS should consider hiring a fractional remote EOS trained accountant to sit in your accountability chart. 1) The investment is less than full time. And most companies are overpaying for full time folks based on the core functions they are performing. And they are under challenged and under utilized. 2) Alignment and culture fit. We share your mindset and have a mission, vision and core values. We eat sleep and breath this. So you don't have to worry about fit, we are on the same page and can have shared values. 3) Your business is changing constantly. You need different seats with different core functions and the flexibility to respond. Putting your business first is our priority. And we have found most businesses need 3 seats (not full time) in Accounting Department in the AC. Yet most businesses have only 1 seat. We love our customers. We love our team. We love stepping in to help entrepreneurs unleash their full potential. Want to learn more ? Check out the blog post for more information. https://lnkd.in/eghgaSdz 🤙🚀❤️

Joining PadSplit was one of the best decisions I made in my career. That’s why my conversation with Atticus LeBlanc was special. Atticus shared insights about his entrepreneurial journey, emphasizing the importance of resilience, mission-driven culture, and his strategic hiring and team-building approach. He discussed the challenges involved in scaling a company, maintaining a strong team culture, and the benefits of remote hiring. Here are some of the highlights of our conversation: -PadSplit: Atticus shared PadSplit's unique co-living model designed to make housing more affordable and accessible. -The Importance of Resilience: He highlighted the resilience needed to overcome setbacks and drive the company forward. -Mission-Driven Hiring Practices: The importance of aligning team members with the company’s mission for greater impact and cohesion. -Benefits of Remote Work: I loved Atticus’ take on this, “It’s just math.” Here is a short clip of us discussing remote work. Check comments for the YouTube link for the entire conversation. 👇 

Creating a remote development team felt like a battle: → Few potential team members → Choose the wrong partner to recruit remote developers → No established remote team structure → Inexperience in remote team management → No past successful remote team hires However, I remained determined because I recognized: A breakthrough can be just one strategic move away. → 25 initial candidate interviews didn't yield results = refining our talent acquisition strategy and criteria → Didn't check the referrals from my partner = developed a policy for selecting partners to build remote teams → Lack of a well-defined remote team structure = developing clear guidelines and protocols → Inexperience in remote team management = investing in remote management training → No past successful remote team hires = learning from previous hiring mistakes Triumphs are forged through the lessons learned from setbacks. Persist and progress in building your remote development dream team.

Of all of the benefits of working remotely, on the job learning is not one of them. When you are new to a role and particularly young in your career, working remotely can rob you of the opportunity to learn through observation, through listening in to the ways your colleagues speak to each other, solve problems, and collaborate. You also may not be getting the feedback you would get if you were in ‘the office’. Does this mean that your best bet is not to work remotely when you first start? Not necessarily but it does mean that you need to be much more intentional about your own onboarding. It would be nice if you could rely on your manager and company to take care of you and think through the onboarding experience. But that does not happen in most places. So you need to take matters into your own hands. Don’t assume if you don’t “get it” right away, that this is the wrong job for you. Seek out your peers who have been doing the same job for awhile or who used to do your job, if they will coach you. Build your posse of colleagues who will let you join their next client meeting, let you observe their next Teams/Zoom meeting, and help you decipher the organizational jargon. These are all things you would “pick up” if you were all co-located and so you need to establish a way to make them happen for you. Even if you are not new to the job but you are picking up a new set of responsibilities, this is a good set of habits to pick up. While your peers may not always get it right or deliver the model way of getting the work done, if you intentionally engage with several, you will learn the best practices. There are a lot of benefits to working remotely in terms of the flexibility to locate where you desire, to remove the commute and potentially to work personal chores (like laundry, walking the dog, running the dishwasher, etc) into the small breaks you have during the day. I certainly don’t downplay those benefits and am a big proponent of remote work. But it does put the burden on you to try and close the gaps that you might have had an easier time doing if you could listen, watch and talk to your colleagues in the chair next to you all day long. So be intentional and take the steps to manage your own success! #remotework #flexiblework https://lnkd.in/ggtXQkaX

“I can do the job quicker myself by the time I’ve trained someone else”   I’m challenging some common misconceptions about hiring a Virtual Assistant.    As a result of trying to tackle everything yourself, you create and manage systems and processes sometimes in your head, and the fear of handing them over can feel a little daunting.    When you work with qVirtual, there will be an initial onboarding period where expectations will be agreed and set.     We want to learn all of your relevant systems in order to quickly adapt to your processes.    Initially, it might feel like a slight inconvenience to help and train someone, but it won’t take long for your Virtual Assistant to get up to speed with how you like things done.    Then, when everything is set, you’ll be flying with your very own specialist support who understands your business processes as well as you do.    Taking more general tasks off your hands will enable you to spend time focusing on the more critical tasks involved with running your business.   Still, think it’s not worth hiring a VA??   Let me change your mind, send me a message and we can discuss the support you need. 

A lot of people have strong opinions on workplace flexibility. Personally I prefer mostly in-office. I learn better in-person, I'm energized by the people around me, and I build better relationships. I also realize that's just me, and some people prefer and are better remote. All good. But I've talked to multiple people in the past week who are early in their career and thinking about leaving sales. Common themes - they feel like failures. Their outbound playbooks aren't working. They keep getting told no. They don't know what to do differently. They are all BDR/SDRs in fully remote environments. They are not hearing their peers have the same challenges. They are not hearing great objection handling from their colleague next to them, and incorporating it into their own playbook. They are not bumping into a product manager in the kitchen and ad hoc learning something new. Yes technology can help. Yes the salespeople of the future don't have to learn the way I did. Yes ditching a commute is amazing. Don't want to be the old man shaking his fists at the clouds. But a lot of companies aren't quite ready to effectively onboard and train new employees in a fully remote environment. I know from talking to their teams.

Huddle Ventures is hiring for an Investment Fellow Location - Remote Duration - 3 to 6 months If you are someone who has- Research Skills Inquisitiveness In Undergraduate Program Ability to Identify Promising Founders and Businesses Collaboration with Core Team Remote Work Capability Brief Blog Posts to Highlight Your Skills 1. Research Skills Title: Crafting In-Depth Research: My Approach to Uncovering Insights Post: Share your approach to conducting thorough and insightful research. Discuss a project or instance where your research played a crucial role in decision-making or strategy development. 2. Inquisitiveness Title: Fueling Innovation Through Inquisitiveness Post: Highlight your natural curiosity and how it drives you to explore new ideas and solutions. Provide examples of how your inquisitiveness has led to valuable discoveries or improvements in past projects. 3. Undergraduate Program Enrollment Title: Balancing Studies and Internships: My Experience as an Undergraduate Post: Discuss your experience managing academic responsibilities while engaging in internships or similar opportunities. Highlight how these experiences have enriched your learning and professional growth. 4. Ability to Identify Promising Founders and Businesses Title: Spotting the Next Big Thing: Identifying Promising Startups Post: Share your insights into identifying potential successful founders and businesses. Discuss criteria or experiences where your assessment proved accurate and contributed to successful outcomes. 5. Collaboration with Core Team Title: Effective Collaboration: Working with Core Teams to Drive Success Post: Describe your experiences working closely with core teams. Highlight how your collaborative efforts led to successful projects and the development of innovative ideas. 6. Remote Work Capability Title: Thriving in a Remote Work Environment: My Tips and Tricks Post: Share your experience with remote work, discussing the strategies you use to stay productive and engaged. Highlight how you’ve effectively communicated and collaborated with remote teams. By writing these brief blog posts, you can effectively showcase your relevant skills and experiences for the Investment Fellow role at Huddle Ventures, making your application more appealing to recruiters. Also, Post your skill blogs on Eyse to showcase your curated portfolio to your recruiter - https://lnkd.in/dQsUYc59 Job Link Post - https://lnkd.in/dU7PuzzG