A Letter to My Younger Self: Make Your Mark By Contributing to the Market

Two weeks ago I gave some guidance to my 16 year old self.

Find out how you can make a contribution to your marketplace.

Here’s some key topics covered from this episode:

Some of my personal backstory

Why I really needed the advice

What my motivation was

Play the episode for more

Here’s some key takeaways from this episode: 

Develop rare and valuable skills  

Find something that you are willing to get good at.  Then get good at it.

Not what you like.

Not what you’re being told to do.

Not what the careers advisor is saying. “

Make it convenient

“I’ve come to learn that there are circumstances where a skill is doing things that others are unwilling or unable to do..”

Make a contribution that extends beyond your local environment  

“The defining characteristic of a PhD is that you have to make a contribution to human knowledge. You create something novel that didn’t exist before.”

Check out these resources

Here are 7 things I wish I could tell my 16 year old self about the workplace:

Element of Inclusion Youtube Channel

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The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences