Be nice. Or else.
LDN + SNG + HK VP, ECD for Critical Mass Joined about 3 years ago
Ferdi hasn't posted any stories yet.
That sounds bordering on flippant. How will it do this? I think what Aaron is alluding to is, there's very little in the way of feature description or other incentives to make me sign up.
Couple of questions: Are you explicitly personalising content based on my "selective interests"? e.g. am I selecting from a massive lists of categories what I'm going to see? How is this better than going to specialised feeds directly? How do you solve for discovery? Is the platform intelligent enough to continue building a profile of my preferences as I express interest in other content/makers that I follow? Is this collaborative and a two-way dialogue or does the value lie in a curated feed? What about the actual social side of things? How do you handle community management? Is this open-facing like Twitter and facilitating discovery through related content and makers? Or is this Facebook where things are shielded and I can have private discussions and share work that I need specific feedback on from within a select group of peers? Or is this Pinterest/Dribbble where the onus lies on visual exploration and curation?
Would love to know more.
If it's a holiday, I bathe.
Ran into the same issue. Makes data on the follow-up question irrelevant.
More so than with other jobs, this one really depends on the environment she wishes to work in. From my experience, particularly agency side, tangible experience and results far outweigh any PMP/CSM/PRINCE2 certification.
Some of the best project managers and directors I know have been able to grow from fresh grad junior PMs to full blown department heads in their respective offices. Agency life tends to push people like this forward when opportunity arrises.
Having said that, client and corporation side, things tend to be a little more traditional. Typical career paths tend to be pretty locked down in existing processes with internal training and career development certifications and trainings. In certain cases you can leapfrog these with the right educational/certification background - see above. Which flavour of the day will net the most advantage is very much dependant on internal processes and preferences, and thus dependant on the company.
Understand this is probably already something you and your wife have theorised, but hope my personal experience will help confirm.
Source: 14+ yrs working from boutique agencies to one of the Big Four consultancies and pretty much everything in between. Also, married to an incredibly talented Group Program Director, previously Operations Director at one of the worlds largest advertising agencies.
I tend to agree with most of what has already been said on the topic, but having worked across NA, EMEA and in APAC is that culture is a great influencer as well.
I remember my stack of business cards collecting dust when I worked in EMEA, whilst I can't get reprints quick enough in Asia. There's ritual involved to that end with doing business in Asia where the exchange of business cards is something you have to get used to if you're not familiar with the ordeal (a quick Google will net you various commandments).
Whilst the business card in and of itself is a sign of respect, the title printed allows for a great deal to be communicated before a meeting has even started. A bad title can create confusion, or worse, apprehension, making the recipient wonder if they're wasting their time. A good one cuts to the chase and saves time and establishes trust.
Anecdotally, it tends to remove the need of having to sell yourself based on past experience. Which, coincidentally, I've never found a particularly good way of selling regardless, but that's a different story. Instead, it allows you to focus (in the case of a new business meeting for example) on your ideas and work that are for whomever you're meeting.
Lastly, on the topic of what could be considered as the allure (and pretence) of the slightly more pompous titles, it seems to be one of these "assets" that once you've got one, you cross it off your bucket list and will forget about it. But I'm wary that with my current official title, which includes more acronyms and random letters than a bad round of Countdown, that may sound like a dirty humble brag.
Am I missing a "Continue Reading" call to action or something, or is this seriously a whole micro-page dedicated to two questions? ...
In my current job we don't use the "Lead" prefix, but tend to stick to senior/director/group/executive/vp/etc. trajectory. At a previous agency however the "Lead" was assigned on a per project basis and could be anyone that was more senior and was responsible for their particular discipline.
So a creative lead on the project would be where the buck stopped in terms of ensuring everyone on the team understood what needed to be done, managed expectations and comms with other disciplines, etc. Same for the other leads. What this establishes is a working environment where everyone is clear about ownership and communication responsibilities.
What it prevents is a bunch of supposedly senior people, sitting around a mess that is the project and all shrugging and going - "I thought you were going to do fix that...".
I used to highly recommend Morguefile Classroom - they had a wonderful website, but have since ported it to Facebook. The UI (and consequential UX) is horrible now, but the content is still very solid. Have a look!
Dat homepage animation. <3
I go through a boat load of CVs and portfolios on a weekly basis, and whilst I've never dismissed a good portfolio on the lack of a cover letter, I have dismissed a good portfolio on a really generic/bad cover letter.
That may sound like an argument in favour of omitting one, but when done well, it really sets you apart from the crowd and explains to your potential future employer why they should interview you. It allows you to project your excitement onto your future employer and sets the tone for any following interview.
Having said that, the worst thing you can do is grab a cover letter template and fling in carbon copy boilerplate stuff that pretty much summarises your (attached) CV. That's not what a cover letter is for. Personally (other people may have different priorities) what I look for in a cover letter are:
The more senior the position, the more important it is all of these are in. In summary, if more than 25% of your cover letter can be reused for any other job, you need to consider rewriting it.
Lastly - it's a cover letter, not an essay. Printed, it shouldn't be more than one page, this includes letter head and sign-off. In the age of email, more than 3-4 paragraphs start to feel more like a hard sell.
Hope this helps!
Be nice. Or else.
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