We featured a Tweet from Sahil on this concept way back in issue #5. The term he used there, though, was "luck surface area", and the point was about breadth -- the idea that exposure to more people, ideas and experiences led to more luck. He wrote at the time:
"It’s hard to get lucky watching TV at home. It’s (relatively) easy to get lucky when you’re engaging with people, interacting, and learning—physically or digitally. Put yourself in a position to get lucky."
The point was almost physical: the career advice equivalent of moving around a lake to try out different fishing holes, rather than staying in one place and hoping for the best.
By contrast, today's 👆🏻definition is about depth: consistency, repetition and the number of swings are what matter. "Time in water" is what brings you more luck.
Careers, like fishing, are inherently random pursuits. There are times to go broad, try different things, and experiment: to go from place to place in order to find the right one. But once you find that great spot? Then you go deep: stay put, get in the reps -- and max out the career ROI. 🐟 🐠
#Belonging #Diversity #Inclusion #Vocabulary
There is so much (welcome) investment being made into diversity, equity and inclusion. But the concepts are complex, to say nothing of the intent and execution required to implement them well. Which is why we found this pithy definition so helpful. We love the way it defines the terms in relation to one another:
"Diversity is a fact, inclusion is a behavior, but belonging is the emotional outcome that people want."
In other words, we diversify, and include -- and we do so in the service of an emotional outcome, which is belonging.
From past issues of this newsletter, we know that now more than ever, people want to belong. We know that connection is a core and definingly human need. Now, we can better appreciate how inclusion helps us deliver on that need.
Gartner is a research and consulting giant, and this summary of their 3,500-person survey confirms what we have been seeing, reading -- and experiencing -- for the past two-plus years: that we are not just questioning the work we do; or even how we do it. It's the very nature of our relationship to work that's being challenged. The sequencing is implicitly different, too: what should our lives look like, and then, what role should should work play as one part of our lives? Pretty fundamental stuff.
Thanks for reading. 🙏🏻