“Kate was a wonderful coach and manager to me while we worked together at Swedish Medical Center. Not only is she goal-oriented and strategic, but she is also collaborative and creative. I admired Kate’s ability as a leader to provide constructive feedback to colleagues and handle challenging situations with grace and gratitude. She skillfully balances doing good for the organization while building strong relationships with donors. Kate would be a strong asset to any organization, both non-profit and for-profit, and I would gladly work for her again.”
Sign in to view Kate’s full profile
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
San Francisco, California, United States
Contact Info
Sign in to view Kate’s full profile
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
2K followers
500+ connections
Sign in to view Kate’s full profile
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
View mutual connections with Kate
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
View mutual connections with Kate
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
Sign in to view Kate’s full profile
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
About
-…
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
Experience & Education
-
Adyen
****** ******* *******
-
******
**** *********, ********** ******* **********
-
*** ********** ** ***** ******
********, ********* ************
-
******* ********** ***********
*.*. *********, **********. ***** ** *******.
-
********** **** ******
-
View Kate’s full experience
See their title, tenure and more.
Welcome back
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
or
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
Recommendations received
3 people have recommended Kate
Join now to viewView Kate’s full profile
Sign in
Stay updated on your professional world
By clicking Continue to join or sign in, you agree to LinkedIn’s User Agreement, Privacy Policy, and Cookie Policy.
New to LinkedIn? Join now
Other similar profiles
-
Lauren Bernstein
Washington, DCConnect -
Bria Barker Lee
Vail, COConnect -
Maddy Willingham
Senior Account Manager @ FiscalNote
Charleston, SCConnect -
Jonathan W. Gerlach
Orlando, FLConnect -
Jill Garrett
Denver, COConnect -
Evan Willingham
Charleston, SCConnect -
Molly Lindsay
Pittsburgh, PAConnect -
Clive Wright
Greater BostonConnect -
Darby Sinunu
Washington, DCConnect -
Lindsey Swanson
San Francisco, CAConnect -
Mitchell Amoros Estefan
Washington, DCConnect -
Navin Jagannath
Austin, TXConnect -
Heather Donohoe Hicks
Arlington, VAConnect -
Damon Gainey
Knoxville, TNConnect -
Julia Asoni
Washington, DCConnect -
Christian Campagnuolo
Vienna, VAConnect -
Kaitlynn Griffith
Rochester, VTConnect -
Kelly Sherer
Greater Minneapolis-St. Paul AreaConnect -
Paulette Donnellon
Escondido, CAConnect -
Katie Scheidt
Greater Minneapolis-St. Paul AreaConnect
Explore more posts
-
Roxanne Bras Petraeus
Employee terminations: they're a topic no one wants to discuss but that every company has to navigate. Thankfully, Melanie Naranjo and wonderful Ethena advisor (& Gusto's former People Leader) Jess Yuen are tackling this tricky topic for the next Ethena webinar. Register if you want to learn more about these topics: How to pressure test whether or not termination is the right course of action Best practices for communicating termination decisions How to minimize risk and choose the best course of action when things get tricky Critical pitfalls to avoid
30
5 Comments -
Brady Harris
Headline: CEO includes himself in layoffs/ a RIF. After an amazing 3.5 years at Dwolla, I made the difficult decision to put my role in last week's RIF as we redesigned our org chart around a strategic pivot to the recently announced "Connect" product. While the right strategic decision for the business, it was incredibly painful to see so many talented Dwollans impacted through the RIF. I've never had so much confidence and optimism in the future of Dwolla, and will consider my time there as one of the highlights of my career. To past and present Dwollans, I love you and can't thank you enough for the trust, loyalty, hard work and friendship. Y'all flipping killed it 🤘. I am a better person and leader because of each of you. I've got your back now and forever and will be cheering you on. Can't thank everybody enough for their support (clients, investors, bankers, board members, etc.), and consider myself lucky to have been part of this journey with you. I'll be heading to Costa Rica for a few weeks to 🏄♂️, meditate, journal and get my six- pack back, before slowly working on "what's next." No doubt there will be some board roles that I've been putting off, and looking at some cool FinTechs/SaaS/Payments companies. I feel incredibly blessed to be able to take some time, and know many (most) people don't have that luxury. To all impacted by the brutal layoffs and RIFs the last 24 months in tech, hang in there. I know the pressures and stress can feel crippling at times as you find yourself suddenly back in the market. Being impacted in no way reflects your value as a human being, I see you, am cheering you on, and am in spirit with you 👊. One last one, on me. https://lnkd.in/gBWWyfz
303
55 Comments -
Felix Lorenzen
If there's one thing I want to share today, it's that SF freaking delivers. I went to a San Francisco Giants game yesterday and spent the rest of the afternoon on a sunny rooftop overlooking the ocean with Martin Spridzans discussing opportunities in ed tech, health tech, and human resources. To some, these may seem like random or boring industries. I am excited. Why? It's the things that don't change that you want to build businesses around. I mean, ask Jeff Bezos. He built Amazon - a pretty successful company - on this perspective. People will always want and need it. That's not going to change. Even if we move into the metaverse or put chips in our brains to connect to AI. It's the things that won't change that you want to build businesses around. People want to learn. To improve. To grow. To be better than others. Modern society is built to grow, even required to grow. Education is fundamental. People need to be healthy. It's the most basic human need. Something we all have to prioritize and optimize. Otherwise, we will pay the price. Sooner or later. We also discussed "one more thing" (🫢) that I see emerging from the many conversations I've had over the last few days. A problem most know. Often faced. But not really solved. Happy to share. But another day 😏 Love, F 🫶 #edtech #healthtech #recruitment #sanfrancisco #entrepreneur
23
2 Comments -
Brandon “BMO” Morgan
One of my earliest, most painful leadership lessons Came before I was ever an “official” leader I made a HUGE assumption and made a HUGE mistake My assumption: Everyone wants what I want 🙄 My mistake: Not deeply understanding what each individual cared about 😐 It was 2016, I was the cofounder and President of BOLDforce Chicago An employee resource group for Black employees at Salesforce My cofounder and I spent months planning the vision, planning the engagement model, planning events, getting executive buy in, signing up new members, aligning with non profit partners, building community... We were ALL IN! We were convicted in our messaging. We were on to something meaningful and impactful We started hosting bi weekly meetings with the members The mission was simple: Help every member develop skills that translated into promotions We taught, we trained, we developed, we helped people get promotions Mission accomplished right?! Yes... for some 😒 Where I missed was there were only a small number of members (about 25%) that cared about getting promoted. The vast majority cared about different things Some cared about non profit work, some cared about inclusion and belonging, some cared about social issues, etc. As a result, some of our meetings fell flat Some of our events weren’t as attended as they should have been How could I have missed so badly? After all, we are all black, all in tech, all work at the same company. We should all have the same hopes and desires, right?! Couldn't have been more WRONG! Even in a group where everyone is seemingly the same on the surface, there is MASSIVE diversity within that group. If you want the highest levels of work to be done, you have to create: - Engagement - Belonging - Inclusion - Culture To do those things, you have to go deep by individual. First line leadership lesson #1 - It’s an individual game. Lose the blanket coaching approach and coach to each individuals strengths, weaknesses, passions, and desires. Learn from my mistakes. P.S. We learned, we corrected, we surveyed, we went deep by individual, we created individual plans for members to get what they wanted out of the group, we increased engagement, we built a deep and thriving culture that lives on to this day!
76
26 Comments -
Chris Howard
Reflecting on Jay Steinfeld's wisdom, I realized most success stories miss these key points: 👉 Customer Obsession 👉 Authentic Leadership 👉 Perseverance in Adversity In a world of flash-in-the-pan successes, Jay's journey is a testament to building with purpose and passion. #StartupSuccess #LeadershipInsights #BlindsDotCom
6
2 Comments -
Roderick Alemania
I’m honored to introduce my passion project, now realized as my latest company that was announced on VentureBeat today: Empower Change. It's a nonprofit that navigates families through grief so they can start living a more fulfilling life. Acting as a guide, we inspire change and personal growth while cultivating essential life skills. Furthermore, we foster connections between those we assist and supportive communities who share similar experiences. Leveraging my 30 year career growing early stage companies and working at large companies, we’ll operate Empower Change with the disciplines and best practices of technology startups coupled with the passions found with causes. While our vision is to broadly address grief and trauma, our launch focus is on grief and bereaved caregivers (usually the surviving parent) whom we consider our go-to-market "customers." Our mission is to enable these caregivers to move their family’s life forward by constructively living with their grief. To be clear, children are a major priority–they are beneficiaries from Empower Change; but, the most effective way to reach them is through the caregiver. Since we are operating the nonprofit like a startup, finding product market fit is a focus and metrics quantify our success. We are not about having a few “feel good” stories. Instead, our goal is to have wins at scale. Our primary KPIs are customer acquisition and retention: we’re focused on maximizing the number of caregivers and children we positively impact and we want to keep them engaged over the long term since the healing process usually takes years. Finally, we believe we can build and partner with programs, other nonprofits, services and brands that can aid us in generating revenue to scale Empower Change. At the end of the day, our vision is to become a self-sustaining nonprofit that broadly addresses grief and trauma. If you are interested in donating, we'd appreciate it. If you have ideas on how we might collaborate with your company as a way to mutually grow both of our businesses, I’d be thrilled to speak with you. This passion project—now my life’s work—is my tribute to mom and dad: they sacrificed and sent my four older brothers and me to private schools then college so we could have a better life; regrettably, they passed away before they could witness the full realization of their efforts. I want to thank my family—especially my wife Carin Bradley Alemania—for supporting and allowing me to take an extended break last year to explore my passions while recharging my batteries. I'd also like to thank (in no particular order) Jeff Kimball, Jennifer C., Mannie Rabara, Kathryn Shirley, Carter Lipscomb, Ann Marie Giusto, Shlomi Ronen, Mark Jung, Jennifer McLean, Hilary Wolfe and Karl Wagner for helping us get to this day. I’m excited to Empower Change and hope you will join us on this journey. #grief #empowerchange #nonprofit #startup
113
14 Comments -
Olivia Grace Jacobs
Over the weekend, I had the pleasure of catching up with a friend who leads a large sales department at a prominent tech company. As we savored our South American cuisine, our conversation shifted from casual life updates to more pressing concerns. He shared his frustrations about a troubling decline in revenue and the resulting low morale among his sales teams—a path that could potentially lead to high attrition rates. His situation, while not uncommon, was pressing, and he posed a critical question to me, 'How can I boost the team's morale before we crash and burn?’ Sales is arguably one of the most demanding roles in any industry. Every day, sales professionals face high expectations and intense pressures, navigating a landscape filled with rejection and challenges that test their mental resilience. It's a grind where success is celebrated but setbacks are frequent, making emotional support and understanding from leadership not just beneficial but essential. My advice to him - the role of empathetic leadership becomes crucial. Empathy in leadership goes beyond mere acknowledgment of team efforts—it involves a deep understanding and proactive addressing of the specific challenges that sales teams face. Adjusting his leadership style could significantly alter the team's environment, transforming potential stress into motivational energy. My opinion is not just my own. Research highlighted by Harvard Business Review indicates a striking outcome: sales teams led by empathetic leaders often exceed their targets by as much as 30%. This performance boost is linked directly to the way leaders engage with their teams. An empathetic leader doesn't only drive sales numbers but also cultivates a supportive atmosphere that mitigates the typical stressors of the sales role. Empathy in leadership isn't about leniency or lower standards. Rather, it's about genuinely connecting with team members, recognizing their struggles, and providing meaningful support to help them overcome these hurdles. Leaders who practice empathy effectively are able to foster an environment where team members feel valued and understood, which in turn boosts morale and drives higher performance. How do you incorporate empathy in your leadership style, and what effects have you observed? I’m interested in your experiences and continuing to explore how empathy shapes team dynamics and outcomes in the demanding world of sales. #LeadershipDevelopment #EmpathyInLeadership #salesteams #salestargets #highachievers #highperformers
5
2 Comments -
Josh Nard
Amazing CEOs I enjoy working for: "We're razor-focused on the end user's experience (CX and EX) journeys - then evaluating, designing how AI can be matured to empower our workforce." Their focus: Long-term growth propelled by customer revenue from great organizational and product cultures. CEOs I will avoid: "AI AI AI... Everything has to be changed/replaced NOW for us to be efficient." Their focus: Short-term stock gains with buzz words while sidelining CX revenue, impacting organizational decisions with anxiety. Two different mindsets will have two very different outcomes that impact growth. How do you start? Define what efficiency and optimization is or should be. Why? Name a single customer asking "Who has the best AI strategy?" when getting a cup of coffee or shopping at a store. They're seeking great experiences they've had or want to have - and chase it with their wallet. If you remove the experiences they loved, even if it's more "advanced," they quickly avoid it with their wallets. (And yes, those expectations have filtered into B2B and EX enterprise tools.) I'm all in on AI when it empowers our workforce through design, driving revenue through greater CX and application outcomes. What are your thoughts? #OrganizationalAI #productdesign #CXfocusedAI #AIleadership
10
1 Comment -
David Boghossian
More Voting Wonkery: How to give the middle a chance -- RCV and unitary primaries. We all know that the current party primary system favors extremist candidates on both sides. Think about it, if only the party faithful vote in primaries (generally true) then purist candidates will do better than centrists in the primaries. As a result, our choices in the general election are usually between two relatively extreme versions of our major party positions. One answer to this is unitary primaries where all candidates, regardless of party, compete in a single primary. Single primaries, on their own, tend to drive candidates to the middle, searching for the thicker slices of voters with moderate views. Another approach is Ranked Choice Voting in which voters rank their preferences in a field of candidates. RCV can eliminate the primary step completely by enabling voters to indicate a second and third choice, or indeed to rank every candidate in the race if they choose. During vote counting, if no candidate wins with their first choice votes, second choices of the losing candidates are counted until someone wins. RCV has the advantage of enabling a single contest that allows the diversity of a primary, but yields a winner in one go. It also encourages folks to vote their true preference, even if not for the ultimate winner, knowing their vote will still count. The downside is that, with too many candidates, RCV can become quite complicated and hard to understand. "Final Four Voting" described in the attached, elegantly combines the two with a wide open unitary primary after which the top four compete in a general using RCV. All voting systems have their pros and cons, but one could argue that the US has created the worst possible system where minority candidates can get nominated and elected focusing solely on their extreme base. There is nothing magic about moderation -- the middle can be just as wrong as the extremes -- but if we can find a system that rewards folks who look for solutions rather than wedges, that feels like a win. "Final Four Voting" looks like one of many interesting possible solutions.
1
-
Thamina Stoll
If you are a young woman working in corporate, there’s one employee benefit you should look out for. And it’s not what you think. Don’t get me wrong: retirement match, unlimited PTO, free food - all great. But you know what has the potential to save you even more money (and peace)? 👉 Fertility benefits. —— More and more companies are offering support for elective egg freezing, embryo freezing, and IVF without you having to be diagnosed with infertility to qualify. In 2022, 54% of the biggest US employers with 20,000 employees or more covered IVF. Infertility is on the rise. 📈 And can impact women in their 20s. I was diagnosed with premature fertility decline at age 28. And have completed 3 rounds of egg freezing since. Total amount charged to my insurance: Close to $100,000. ‼️ (Yes, this would be lower if you didn’t have insurance.) My out of pocket expenses: $2,000. (+ future storage after 2 years) —— I’m NOT saying every woman should have children. Your body, your life - YOUR choice. And I’m tired of society expecting that every woman should want to be a mom. But what I do feel very strongly about is young women advocating for themselves to maximize all their options. So that they in fact have the choice and no regrets later on. As I tell all my mentees who join big corporations out of college: Milk the cow while you still can. —— P.S.: I interviewed an award-winning, highly accomplished fertility doctor for an “Intro to Egg Freezing” to answer any questions you might have. You can find the link in the comments below. #fertility #eggfreezing #womenatwork
55
2 Comments -
Drew D'Agostino
This 3rd PreMeeting principle... "Minimize noise." Minimizing noise is really about maximizing time. When we asked our customers about what prevented them from being well-prepared for meetings, "limited time" was the top response (by a wide margin). Exponentially more inputs / notifications / messages / etc competing for the same number of minutes. If you have several hours to prepare for a meeting in advance, there’s no shortage of information available. The public web, internal data sources, and AI-powered chatbots will give you a full data dump on any company, prospect, customer, or situation. The problem is not the quantity of information available, but the time it takes to identify and use the most valuable information. Most people are spread very thin, and it’s virtually impossible for them to adequately prepare for all of their important meetings. We give them the minimum information required to make the largest possible impact. You have enough noise in your day. PreMeeting allows you to focus on the signal. 1. No new software. 2. Keep humans in the loop. 3. Minimize noise. If these first 3 principles resonate with you, we'd love to have you involved in our beta (link in comments).
26
6 Comments -
Shila Nieves Burney 🇵🇷
ANNIVERSARY OF CIVIL RIGHTS ACT: Today is the 60th anniversary of the Civil Rights Act. It’s also a couple of days away from my sisters 60th birthday if we don’t realize what’s happening right before our eyes in real time, we will be headed back to the era of Jim Crow. I continue to stand with the Fearless Fund as they fight against these lawsuits. Economic justice should be something that every American cares about not just Black Americans. I started using my voice when the lawsuit first happened and I continue to use my voice in different ways, not always loud and publicly, but in rooms and in conversations that are looking to make real change. On this anniversary date, I ask each of you to look around and see if you’re part of the problem or if you are the problem. Change happens when we’re all committed to breaking down historic barriers. Quote from the article: “Other venture capital funds are exploring ways to mitigate the risks of running diversity-focused programs, investors say. After consulting her lawyer and limited partners, Shila Nieves Burney, a general partner at Zane Venture Fund, another Atlanta-based venture capital fund, decided to hold her ground and leave intact her fund’s website description of supporting diverse and inclusive founders. Burney, an outspoken voice in the community of Black female investors, organized a petition to start a campaign to rally support for the Fearless Fund last year. She and co-organizers gathered dozens of VC investors, most of them Black women, to strategize on how to help fight back on the legal challenge by conservative activist Blum. But the efforts stalled last year due to a lack of funding, she said. While her own fund continues to back diverse teams, Burney fears there will be fewer capital available for Black founders and that corporate backers will shy away due to reputational risks. “If Fearless Fund is not able to raise their next fund, that creates a huge gap in the ecosystem. When there's an attack on Black VCs, who's going to fill that gap?” said Burney.” #investor #dei #equity #inclusion #economicjustice #civilrights Reuters #atlanta #funding #founders #blackfounders #venturecapital #corporateDEI #corporations #southeast #womenofcolor
99
11 Comments -
Paula Ximena Mejia
I hate to lose more than I like to win. I hate seeing "Lead Lost" or "Closed lost" on my SF reports, especially after reading the sales notes that say the reason of the loss was timing. If its timing, its not lost, its just not now. Then my next question becomes what can our marketing team do to turn that no into a yes, 3 months or 6 months down the line> Here comes nurturing. Now, I am on the receiving end of more than a few nurturing campaigns at any given time. I can't say that I've been particularly impressed by any of these in the past so this is my call to marketers out there... What nurturing campaigns have you seen that stood out for you, that helped a product stay top of mind, that build trust in that brand? #askingforafriend #marketing #enterprisesales
23
1 Comment -
Albert Fong
Time to swab the deck. 23andMe went from $6 billion to less than zero after three years as a public company. Anne Wojcicki is now hoping to take DNA-testing company private so she'll have time to possibly right the ship, free from the scrutiny brought on by public or activist shareholders. Barnes & Noble, Dell Computers, Panera Bread, Burger King and H.J. Heinz...those are some notable companies that have gone private in past years. Most were struggling companies when they went private, and a few including Dell and Burger King eventually went public again (Panera will soon join them later this year). 23andMe plans to join that group. While it's way too early to tell whether the company will go public again further down the line, one thing is clear - Anne Wojcicki wants to stay in control. How did 23andMe fail the spit test? The beginning of the end of its stock price began after a data breach last year exposed personal information from nearly 7 million customers’ profiles, which has the company facing more than 30 lawsuits. But, even before then, 23andMe's biggest problem was its inability to turn a profit. And it hasn't been able to expand beyond its one-trick pony consumer DNA kits, which have been in decline since 2019. While it's been evolving the business and marketing away from ancestry and focusing more on health, 23andMe has continued to bleed money with revenue plunging 33% in the fiscal third quarter, falling from $67 million to $45 million compared to the same period last year. This decline was accompanied by a significant widening of its net loss, which ballooned to $278 million from $92 million in the prior year's third quarter. Going private does have some advantages including not having to deal with costly and time-consuming regulatory, financial reporting, corporate governance and disclosure requirements. That may allow 23andMe the flexibility and time to shift from a company that just provides genetic tests to a more comprehensive health care company https://lnkd.in/g6YXcWSj #23andme #biotech #dna #healthcare #stockmarket #investments #ancestry
11
2 Comments -
Kevin O'Keefe
By the late 1990s when I moved to Seattle to start Prairielaw, an online community connecting people to good lawyers, the days of picking a lawyer from the yellow pages were about dad, something I saw as a home run for consumers. The yellow pages were a platform where lawyers who paid the most money got the most visibility. When people needed a lawyer for divorce, workers’ compensation, a will, or setting up a business, they turned to the largest yellow page ad. The Internet changed everything. Lawyers started answering questions from consumers, online, whether on AOL or Prairelaw message boards, Listservs, or Usenet groups. This allowed lawyers to provide real answers to real people in need. Consumers could see which lawyers held authority in their area of law and chose those lawyers based on informed decisions. I couldn’t see how lawyers could screw up this one up. They did. SEO and content marketing started to overshadow genuine engagement in a lot of lawyers’ minds. Lawyers replaced huge yellow page payments with huge SEO payments. While a person may find a good lawyer through SEO and content marketing, much like they might have with a large yellow page ad, this method doesn’t establish a strong reputation and a substantial and ongoing book of business for a lawyer. Having a little fun with AI, I asked ChatGPT, what worked bettter for a lawyer’s building book of business, SEO or a reputation. And: “While SEO is important for visibility and attracting traffic, it should support rather than replace the goal of becoming an authority. Effective SEO can help ensure that high-quality, niche-specific content reaches a broader audience. However, the foundation of a successful legal practice lies in establishing yourself as a trusted expert in your field. By focusing on building your reputation as an authority in a niche, you can create a more reliable and robust book of business, leveraging both your expertise and the power of modern digital tools to connect with clients genuinely in need of your services.” Maybe there is hope for lawyers to see the light. A quarter century post yellow page ads. (Lucky is back at work)
9
2 Comments -
Peter Lisoskie
What a thrift store teaches us about choosing what you value and letting it flow through. We have a lot of Savers here in California. Their model is simple. People donate to get 20% off coupons. Savers marks up the goods and resells it to other people. And they make a tidy profit. The lesson to be learned... One person's junk is another person's treasure. It's like the content we post here on LinkedIn. Your content won't be of value to everyone. In fact an average text post gets 69k impressions. Out of 1 billion people on LinkedIn. You do the math. But whatever calculator you use, that's an infitesmal number. So it's not about reach. You'll always be disappointed and lose that game. You've got to speak to your tribe. Those in it and those who just don't it yet. It all starts with being relatable to them. To be relatable, express your point of view (POV). Share what you 'stand for' and 'stand against'. When you do that, those that resonate will be attracted to you. And you create flow through to your community, product, or service. Just like Savers, your POV is another person's treasure. So instead if speaking to a person of one like most status quo content experts will tell you... Instead speak your POV amd attract moure than one person. Attract a tribe of really cool people who want to he part of your community and movement. When we launched Relatable, a new category of software that creates interactive video relationships at scale, that's exactly what we did. And it's working. We have over 32 Founders, CEOs, and entrepreneurs that were attracted by our POV. And are now part of our Partner Program. These are really cool people doing some impressive things and getting impressive results. BTW the Partner Program is free. Why? We want you to experience the power of: - how Relatable builds relationships - how Relatable generates WOM - how Relatable supports your customer's journey These are all timeless ways to grow your business. Somehow we were lured by the 'easy' of marketing to the masses. And forgot how to talk to and attract those that resonate with who we are and what we do. Relatable gets you back to timeless marketing that always has worked. And that future proofs your business. --- That's a wrap! TL;DR 1. Share your POV in your posts. 2. Attract those that resonate. 3. Nurture those relationships with Relatable. If you're interested in learning more about our free Partner Program, tap or click on the image below. It'll tell you what the program is all about and how to sign up
4
3 Comments -
Benjamin Sesser
I was fortunate enough to attend a great Talentful and HIGHER Community event on the state of TA in New York, a few takeaway 👇 - Still some uncertainty, many teams aren't planning HC very far out - Knowing talent inside org is just as key for hiring plan and staffing, but truly getting a handle on this is still a hard nut to crack for many large orgs - There's a growing conversation about tapping into fractional talent, at least amongst growth-stage companies, one panelist noted how Hollywood movies are an interesting source of inspo on assembling great talent for a project - Talent density & QoH is a big focus, but 53% of co's don’t have a way to measure them — those that do most commonly rely on periodic reviews - Jessica Z. mentioned a really interesting take on the above, a Q posed to hiring managers: “If you could go back in time would you pay 100% of the persons salary to keep them, 50%, or cut ties altogether” - Although 87% of orgs think TA is at or under capacity, 75% of orgs aren’t planning to hire recruiters, big discussion is AI and how it impacts staffing - Overall panel felt like AI was a copilot that’ll change roles, but people will re-skill and find new areas of focus in their roles - DEI fallen off since 2023 (aligns to BrightHire data) but it’s still up dramatically from pre-pandemic levels, but there was a big discussion about how DEI leaders won't have impact w/out the power to make real biz change Thanks so much Talentful HIGHER Community Chris Abbass Jessica Z. for the lively discussion!
61
8 Comments -
Kathleen Wisemandle, MSLOC, DOEC 🌿
Innovative Leaders are different. It makes sense, but until I heard Linda Hill on the podcast Think Smart Talk Fast, I had no idea the differentiators. This month, I summarize her interview, and her discussion of the topic of Innovative Leadership. Including the key aspects of: - Creative Abrasion (trust me, this word is sticky, but it works!) - Creative Agility - Creative Resolution I also tie this in with the importance of staying true to your core organizational values. It's no wonder why the innovative arm of Biotech/Pharma is the more nimble, agile, innovative start-up companies! Let me know what you think 💡 🌿 https://lnkd.in/gcFdtk3X
11
6 Comments -
Jenn Urso
In 5 years of coaching 100+ successful professionals, at world-renowned companies like Airbnb, Zynga, Worldwide Broker Network, Gilead and LinkedIn… …there is ONE common thread I’ve uncovered among them all that has been the foundation of their professional growth, success and continued career revitalization. … and it’s the ONE thing that if YOU reclaimed and allowed it to direct your professional dreams, desires and direction… …it would propel you light years ahead, like it has done for me and so many of my clients… And it’s THIS: 👏 Professional Nourishment 👏 Nourishing yourself professionally is self-care for your career. 🚀 It’s prioritizing career health. 🚀It’s always staying connected to who you are, including your values, dreams, needs, goals and desires 🚀It’s proactively and intentionally mapping out a career that sets the stage for the kind of growth YOU want (not your company, boss or anyone else). No one else is responsible for your career growth, success and happiness, but you (shit, I know 😆). Employers, managers, mentors and allies can help you. But, at the end of the day YOU must be the CEO of our career choices (and how empowering is it that you have the ability to direct exactly what you want out of your career?!). Ready to start nourishing your career, so you can get that new promo or land the dream job faster than you expected? (Heck yes!) Click here to download my 15-page guide to kickstart your growth: https://lnkd.in/emrcdN-S! 🔥
39
2 Comments
Explore collaborative articles
We’re unlocking community knowledge in a new way. Experts add insights directly into each article, started with the help of AI.
Explore MoreOthers named Kate Purcell in United States
-
Kate Purcell
Consultant
Burlington, VT -
Kate Purcell
New York, NY -
Kate Purcell
Creative strategist + visual designer for social change
Baltimore City County, MD -
Kate Purcell
Senior Associate, Digital Investment at Wavemaker
New York, NY
21 others named Kate Purcell in United States are on LinkedIn
See others named Kate Purcell