Happy New Year, from Singapore and Dubai!
Dodging Covid over the break was, um, tricky. Anybody else feel a bit Neo-esque of late??
Thankfully we're back from our respective trips and have been planning out the year for TalentStories. Some updates for everyone:
- First, we want to thank the hundreds of people that signed up for the launch of this newsletter! The vote of confidence has us thinking of the many ways we can get people on this list to start engaging and interacting.
- Starting this week we'll resume a weekly email push of three work-related nuggets of content that stood out to us. We hope they'll help you cut through the noise, and spark some great conversation.
Meantime, we'd love to hear from you: what would you like to see or get from TalentStories this year?
Hit us back with a quick reply.
Wishing everyone a fantastic year ahead!
Aki and Usman
CONVERSATION #1
Our take: The value placed on good storytelling feels like it's at an all-time high. But given that premium, it's surprising how few of us are adept at telling our own stories. Beyond just the positive impact to careers and interviewing, getting down our own stories also brings greater levels of self-awareness.
Our question: How confident are you in your ability to tell your story? Where do things break down for you?
| Weigh in here -- what do you think? |
CONVERSATION #2
Our take: Granted, Patrick runs a tech firm, in an industry that tends to be on the cutting-edge of talent shifts. Still, this stat boggles the mind in terms of the scale and speed of the change. Yet most firms are still stuck in legacy management patterns which is going to put them at a massive disadvantage.
Our question: Do you see remote work as a broad, cross-industry trend? Are we past the point of return? If so, what does that bode for you and your career?
| Weigh in here -- what do you think? |
CONVERSATION #3
Our take: There are very real benefits to be had from in-person collaboration. But convince us otherwise: by-and-large, employers keep trying to bring people back to offices because management is not ready to change; to either fully trust its teams, or to give away the power that comes from its corner office.
Our question: What are some of the reasons you believe employers are trying to force people back to the office?
| Weigh in here -- what do you think? |
Thanks for reading! See you soon.