Jason Yoong’s Post

Paul Orfalea is the founder of Kinko’s (popular retailer for copying machines in the late 90s). He ran the company for 30 years then FedEx acquired it for $2.4B in 2004. Here's his advice for people in their 20s-50s: “In your 20s, try everything. In your 30s, figure out what you do best. In your 40s, make money from what you do best. And try not to do too much in your 50s.” Many people get stressed and anxious over not "having it all figured out" by the time they are 30. Test many things, figure out your superpower, and give it some time to compound. The best time to start was yesterday, the next best is today.

Jeff Bezos advises the way to get everyone's opinion in an unfiltered way is for the most senior person in the meeting to speak last. Start with the most junior person and go in seniority order. This is one of the many peculiar ways of working at Amazon and it works: “You want to setup your culture so that the most junior person can overrule the most senior person if they have data. There are little things you can do. For example, in every meeting that I attend, I always speak last. I know from experience that if I speak first, even very strong-willed, highly intelligent, high-judgment participants in that meeting will wonder... ...well if Jeff thinks that, I came in this meeting thinking one thing but maybe I'm not right."

A Microsoft hiring manager has an open role for a Director of Planning & Delivery (Microsoft L66). The role is high impact, high growth, and works with a strong senior leader. I am sharing a few JD points the hiring manager posted in our Level Up Community Slack on June 27 to illustrate that point: 1) Lead a brand new team of 5-7 TPMs. Most are new hires tackling a new role and operating model in our org. You have at least 8 years of direct people management experience, including performance management. 2) Steer the team through uncharted territory. Much of the work involves rapidly evolving landscapes of AI and security, so we need to stay nimble. 3) Work hand-in-hand with senior leaders across engineering, product and programs. You can navigate technical conversations at more than a surface level, and collaborate in a complex, highly-matrixed environment. 4) Run the show when it comes to getting our strategic initiatives (products + programs) out the door. You've implemented and run a delivery management/product release program. Your team turns the org's big ideas into reality each semester. 5) Set goals and track our progress. You'll help define what success looks like for our Skilling team (OKRs, goals, operational metrics) and make sure we're hitting the mark for the organization. This role has received a lot of interest and I look forward to see who fills the seat. If you want to join our Level Up Community (and Slack), details here: https://lnkd.in/gDGSf4cf #hiring

Many people ask me: "How do I get time with Ethan Evans (retired Amazon VP) or how can I get my career question in front of Ethan?" Now's your chance. On July 8 (Mon), Ethan is hosting a Career Q&A. Here's how it works: First 30min, Ethan will answer pre-submitted questions we deem sharp. Then, for 30min+ Ethan will answer live Q&A (ask live or write live). Live attendance and the video recording are exclusive to Level Up Newsletter & Community paid members only. It's one of the many member-only benefits. If you are interested in joining, check it out: https://lu.ma/uz0ow70w

Sara Blakely (Spanx) asks her kids "What did you fail at this week?" because it reframes the definition of failure. It becomes not trying instead of the outcome. I LOVE this and cannot wait to make this a weekly conversation with my daughter. Here’s what Sara says in the video: "Growing up, my father used to ask my brother and me what we had failed at, at the dinner table, which was so interesting. And he'd celebrate it. And he'd actually be disappointed if I didn't have something that I'd failed at that week. So, I can remember saying: "Dad! Dad! I tried out for this and I was horrible!" And he would actually high-five me and say: "Congratulations, way to go!" And what it did was just reframe my definition of failure. Failure for me became not trying vs the outcome. So many people don't take risks for fear of failure. They don't start the business, they don't go create the art they want to create, or they don't go try out to be in the play, or whatever it is, for the fear of failure. And once you redefine that for yourself, and realize the failure is just not trying, then life opens up to you in many ways. My dad would encourage me -- anytime something didn't go the way I expected it to, or maybe I got embarrassed by a situation -- to write down where the hidden gifts were and what I got out of it. And I started realizing in everything there was some amazing nugget that I wouldn't have wanted to pass up."

Google engineering levels fun tidbit I read: To become a Google Fellow (Level 10) is to win an honor that will follow you for life. That said, there are 2 Senior Fellows (Level 11, equivalent to an SVP): Sanjay Ghemawat and Jeff Dean. Google’s engineers exist in a Great Chain of Being that begins at Level 1. At the bottom are the I.T. support staff. Level 2s are fresh out of college. Level 3s often have master’s degrees. Getting to Level 4 takes several years, or a Ph.D. Most progression stops at Level 5. Level 6 engineers (top 10%) are so capable that they could be said to be the reason a project succeeds. Level 7s are Level 6s with a long track record. Principal Engineers, the Level 8s, are associated with a major product or piece of infrastructure. Distinguished Engineers, the Level 9s, are spoken of with reverence. To become a Google Fellow, a Level 10, is to win an honor that will follow you for life. Google Fellows are usually the world’s leading experts in their fields. Jeff and Sanjay are Google Senior Fellows—the company’s first and only Level 11s.