Tips for Starting a New Job

In my 18 years at Amazon, I've seen more careers transformed by the next 2 weeks than by the other 50 weeks of the year combined. It's performance review season. Most people rush through it like a chore, seeing it as an interruption to their "real work." The smartest people I know do the opposite: they treat these upcoming weeks as their highest-leverage opportunity of the year. After handling over fifty feedback requests, self-reviews, and upward feedback 𝘢𝘯𝘯𝘶𝘢𝘭𝘭𝘺 for nearly two decades, I've learned this isn't just another corporate exercise. This is when careers pivot, accelerate, or stall. Your feedback directly impacts compensation, career trajectories, and professional growth. Your self-assessment frames how leadership views your entire year's work. This isn't busywork—it's career-defining work, but we treat it with as much enthusiasm as taking out trash. Here's how to make the most of it: 𝗚𝗶𝘃𝗲 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗼𝘁𝗵𝗲𝗿𝘀 𝘄𝗼𝗻'𝘁 - Ask yourself: "What perspective am I uniquely positioned to share?" Everyone will comment on the obvious wins and challenges. Your job is to provide insights others miss, making your feedback instantly invaluable. 𝗗𝗲𝗳𝗲𝗮𝘁 𝗿𝗲𝗰𝗲𝗻𝗰𝘆 𝗯𝗶𝗮𝘀 - I keep a living document for every person I work with. When something feedback-worthy happens—good or challenging—it goes in immediately. No more scrambling to remember projects from months ago. This ensures specific, timely examples when needed. 𝗠𝗮𝘀𝘁𝗲𝗿 𝘆𝗼𝘂𝗿 𝘀𝗲𝗹𝗳-𝗮𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁 - Don't just list tasks—craft a narrative. Lead with behaviors that drove impact. Show your growth in handling complex situations, influencing across teams, and making difficult trade-offs. Demonstrate self-awareness by acknowledging areas where you're actively improving. 𝗙𝗼𝗿 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝘁𝗼 𝘆𝗼𝘂𝗿 𝗺𝗮𝗻𝗮𝗴𝗲𝗿 - They receive little feedback all year. Focus on how they help you succeed and specific ways they could support you better. Make it dense with information—this might be their only chance to learn how to serve their team better. 𝗢𝗻 𝗴𝗶𝘃𝗶𝗻𝗴 𝗰𝗼𝗻𝘀𝘁𝗿𝘂𝗰𝘁𝗶𝘃𝗲 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 - The difference between criticism and valuable input is showing you genuinely want the other person to succeed. When that intention shines through, you don't need to walk on eggshells. Be specific about the behavior, its impact, and how it could improve. 𝗥𝗲𝗰𝗲𝗶𝘃𝗶𝗻𝗴 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝘄𝗲𝗹𝗹 𝗶𝘀 𝗮 𝘀𝘂𝗽𝗲𝗿𝗽𝗼𝘄𝗲𝗿 - Good constructive feedback often feels like an insult at first. But here's the mindset shift that changed everything for me: feedback is a gift. It's direct guidance on improvement from those who work closest with you. When you feel that defensive instinct rise, pause and focus on understanding instead. Here's your challenge: This year, treat performance review season like the most important work you'll do. Because in terms of long-term impact on careers—both yours and others'—it just might be.

I just completed my 245th performance review while at SEIA…….. (We do mid-year and end-of-year, and I clearly have too many direct reports.)   Anyway, reading 245 self-evaluations (the prerequisite to the performance evaluation) has left me with some important takeaways:    1. Cover the entire year! I can’t tell you how many annual self-evaluations I read that focus only on the last three months. I know January seems far away when you are writing in November, but this is supposed to cover your entire year! Don’t rely on your supervisor to remember things that you have forgotten to mention. When I do my self-evaluation, I open up my calendar and review it week by week to remind myself of all the different things that happened during the year. That doesn’t mean I include everything, but it does mean that I highlight the big moments, events, and accomplishments that took place 8 months prior. 2. Quantify success to the extent possible. I love stats, numbers, comparisons, and metrics. I want to know if you met your revenue goals or how many people are communications efforts reached. Whatever your area of expertise, find a way to accompany your qualitative explanations of success with quantitative metrics. 3. Be honest. Please don’t tell me that you singlehandedly passed a piece of legislation (my policy teams don’t say this, to be clear!!!). I won’t believe you and it will undermine your credibility. But you may want to highlight how you drafted the advocacy strategy and led the coalition meetings to get the bill over the finish line. The same applies to rating yourself – if you are giving yourself 5s across the board (which in our reviews means Created New Standard), you better be ready to explain how and why that applies. Otherwise…..credibility is again in question. 4. And don’t be shy. With #3 in mind, you do need to be your own advocate. No one knows as well as you do what you accomplished over the past year. So tell your story. Paint the picture for your supervisor about how you exceeded your goals and brought great value to the organization. Just do it with integrity and your self-evaluation will be more meaningful.    I’m sure many of you are heading into an annual review in the next few weeks, so I’d love to hear from all of you in the comments⬇️   What is your best advice? What tips do you have for your own annual review?

People Google everything. Including you. Before meetings, interviews, or even dates, your online presence is scrutinized. It's not just about looking good online, it's about strategically positioning yourself as an authority in your field. Here's how to make your PERSONAL BRAND stand out: 1. Create content that showcases your expertise • Write articles or blog posts on industry trends • Share insights from your professional experiences • Showcase unique stories from your personal client experiences. 2. Use SEO to ensure your content ranks • Research relevant keywords in your industry • Optimize your LinkedIn profile with these keywords • Include them naturally in your content titles and descriptions 3. Build a network that amplifies your voice • Engage meaningfully with others' content • Collaborate on projects or co-create content • Participate in relevant LinkedIn groups and discussions 4. Consistency is key • Maintain a regular posting schedule • Ensure your messaging aligns across all platforms • Keep your visual branding cohesive (profile picture, banner, etc.) 5. Showcase your achievements • Update your profile with recent accomplishments • Share case studies or success stories • Request and display recommendations from colleagues These strategies can transform your digital footprint from a mere online presence into a powerful personal brand. It opens doors to new opportunities, builds credibility, and creates a lasting impression in the minds of potential employers, clients, or partners. What steps are you taking to enhance your online presence? P.S. Need help with your personal brand? Send me a DM. #PersonalBranding #ProfessionalDevelopment #OnlinePresence #LinkedInTips

Directors and VPs: your performance review is not a formality. It is the most underused career advancement tool you have access to all year. I see this every week with the senior professionals I work with. They prepare for job interviews with strategy and precision. Then they walk into their own performance review completely unprepared. Here is what separates the professionals who get promoted from the ones who keep waiting: 𝟭. 𝗘𝗻𝘁𝗲𝗿 𝘁𝗵𝗲 𝗿𝗼𝗼𝗺 𝘄𝗶𝘁𝗵 𝗮 𝗻𝗮𝗿𝗿𝗮𝘁𝗶𝘃𝗲, 𝗻𝗼𝘁 𝗮 𝗹𝗶𝘀𝘁 𝗼𝗳 𝘁𝗮𝘀𝗸𝘀 A performance review is not a recap of what you did. It is a strategic argument for what you are worth. Weak: "I managed the APAC rollout and hit the Q3 target." Strong: "I led the APAC rollout across five markets, delivered 23% above Q3 target, and built the operational framework the team is still running on today." The difference is not the work. It is the framing. 𝟮. 𝗤𝘂𝗮𝗻𝘁𝗶𝗳𝘆 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴 𝘁𝗵𝗮𝘁 𝗰𝗮𝗻 𝗯𝗲 𝗺𝗲𝗮𝘀𝘂𝗿𝗲𝗱 Vague contributions are invisible at the senior level regardless of how significant they were. Replace "improved team performance" with "reduced time to hire by 40% and cut first year attrition by half across a team of eighteen." Numbers create credibility instantly. Descriptions create doubt. 𝟯. 𝗣𝗼𝘀𝗶𝘁𝗶𝗼𝗻 𝘄𝗵𝗲𝗿𝗲 𝘆𝗼𝘂 𝗮𝗿𝗲 𝗴𝗼𝗶𝗻𝗴, 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂 𝗵𝗮𝘃𝗲 𝗱𝗼𝗻𝗲 Most professionals spend the entire conversation looking backward. The most promotable ones spend at least thirty percent looking forward. State clearly what you want to build, lead, or own in the next twelve months. Make it specific. Make it ambitious. Decision makers promote people they can already picture in the next role. Give them that picture. 𝟰. 𝗘𝗻𝗱 𝘄𝗶𝘁𝗵 𝗮 𝗱𝗶𝗿𝗲𝗰𝘁 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻 Ask directly what the path to the next level looks like and what specifically needs to be true to get there. Most professionals leave hoping their manager will bring it up. But hoping is not a strategy. Asking is. Your performance review is not a box to check. It is the one conversation a year where the company is obligated to sit across from you and listen. Use it like it. Save this post if your next review is coming up and you want to walk in prepared. If you are a Director or VP who wants to work on how you position yourself in high-stakes internal conversations, comment LEADER. This is exactly the kind of work that changes how leadership sees you.

After a decade of sitting in manager meetings, delivering reviews, and coaching others through them, I’ve learned what makes—or breaks—an annual review: Here are 7 practical things you can do right now: 1/ Make it easy for your manager to advocate for you. Don’t just list tasks. Show outcomes. Show business impact. Make the case clear and compelling. 2/ When asking for peer reviews, give them a purpose. Are you aiming for a promo? A stretch project? Let them know. It’ll help them speak to the right strengths that support your goals. 3/ Show how you’re already performing at the next level. As Webflow CEO Linda Tong shared with me in my book, leaders want to see you performing at the next level already. Highlight those moments where you took on leadership, strategic decisions, or tough projects. 4/ Cut the fluff. Don’t list every task you did. Focus on the 20% of projects that drove 80% of results. 5/ Ask your manager to pre-review it. I did this for my teams — help them advocate for themselves in the most impactful way possible. 6/ Anticipate challenges. If there’s a project that didn’t go well, address it. Share what you learned and how you’ve applied those lessons. It builds trust. 7/ Compare across quarters. Show how you’ve grown — not just what you did this cycle. We’re prone to the recency effect. Progress tells a powerful story. 𝗣.𝗦. It’s your career. Own your review.

So many of us have sat in performance reviews feeling unsure of what to say, how to advocate for ourselves, or how to make sure our work is seen. I’ve been there too; on both sides of the conversation. What I’ve learned over the years is this: Reviews don’t create clarity. People do. And clarity grows from trust. When trust isn’t present, employees walk away questioning themselves, replaying the conversation, or feeling like essential pieces of their contribution were missed. But with the right tools, review conversations can become moments of truth, growth, and affirmation, not cringe, anxiety, and stress. That’s why I created a companion guide to the manager resource I posted yesterday: Navigate Your Review With Confidence. It's a concise, five-page guide designed to help employees: • Prepare for review conversations with clarity • Ask for the specifics they need • Advocate for recognition without feeling uncomfortable • Stay grounded when emotions or surprises arise • Turn feedback into meaningful next steps This guide is rooted in my Seven Trust Languages framework and designed to support anyone entering a review, whether you’re early in your career, transitioning roles, or stepping into leadership. If you know someone who is gearing up for their review, feel free to share it with them. Here’s to review conversations that center trust, confidence, and honest reflection. #Career #PerformanceReviews #SevenTrustLanguages #Trust #professionalDevelopment #Annualreview

𝗬𝗼𝘂𝗿 𝗽𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗯𝗿𝗮𝗻𝗱 𝗶𝘀 𝗹𝗶𝗸𝗲 𝗮 𝘀𝗮𝘃𝗶𝗻𝗴𝘀 𝗮𝗰𝗰𝗼𝘂𝗻𝘁 𝗳𝗼𝗿 𝘆𝗼𝘂𝗿 𝗰𝗮𝗿𝗲𝗲𝗿... You don’t wait until you’re broke to start saving. You save before you need it so that when the time comes, your savings work for you. If you find it challenging to put yourself out there due to overthinking, self-doubt, and uncertainty about where to begin, consider this as a roadmap to guide you on your personal brand journey. 𝗦𝘁𝗮𝗿𝘁 𝗵𝗲𝗿𝗲: 📌1. 𝗗𝗲𝗳𝗶𝗻𝗲 𝘆𝗼𝘂𝗿 𝗰𝗼𝗿𝗲 𝗺𝗲𝘀𝘀𝗮𝗴𝗲 What do you want to be known for? Choose one to three key topics that align with your expertise, experience, and passion. (For me, it's strategic writing, authentic storytelling and career & personal brand coaching). 📌2. 𝗢𝗽𝘁𝗶𝗺𝗶𝘇𝗲 𝘆𝗼𝘂𝗿 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗽𝗿𝗼𝗳𝗶𝗹𝗲 Your headline, banner, and about section should clearly state who you are, what you do, and who you help. Make it easy for people to understand why they should follow you. (For me, I help mid & senior-level professionals accelerate their careers and build a powerful personal brand through strategic writing and authentic storytelling). 📌3. 𝗜𝗻𝘃𝗲𝘀𝘁 𝗶𝗻 𝗮 𝗽𝗵𝗼𝘁𝗼𝘀𝗵𝗼𝗼𝘁 Your LinkedIn profile picture and banner matter. A high-quality, professional photo instantly boosts your credibility and helps people take you seriously. See it as an investment in your personal brand! 📌4. 𝗣𝗼𝘀𝘁 𝗰𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝘁𝗹𝘆 (𝟮-𝟯 𝘁𝗶𝗺𝗲𝘀 𝗽𝗲𝗿 𝘄𝗲𝗲𝗸) You don’t need to post daily; just be consistent. Share insights, personal experiences, and industry trends. 📌5. 𝗦𝗵𝗮𝗿𝗲 𝘆𝗼𝘂𝗿 𝗮𝘂𝘁𝗵𝗲𝗻𝘁𝗶𝗰 𝘀𝘁𝗼𝗿𝘆 People connect with other people, not just their achievements. Share stories about your challenges, triumphs, and lessons learned. Vulnerability builds trust. 📌6. 𝗣𝗼𝘀𝗶𝘁𝗶𝗼𝗻 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳 𝗮𝘀 𝗮𝗻 𝗮𝘂𝘁𝗵𝗼𝗿𝗶𝘁𝘆 Create value-driven content such as:   “5 mistakes I made when starting my career and how you can avoid them”   “How I transitioned into tech - lessons for anyone looking to make a career shift”   “3 things I wish I knew before moving to the UK” 📌7. 𝗘𝗻𝗴𝗮𝗴𝗲 𝘄𝗶𝘁𝗵 𝗼𝘁𝗵𝗲𝗿𝘀 Commenting on posts from individuals in your industry enhances visibility. Your next client or opportunity could stem from a single insightful comment. 📌8. 𝗠𝗮𝗸𝗲 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻𝘀 Don’t just connect, build relationships, engage with decision-makers, industry leaders, and potential collaborators. To attract opportunities, show up, stand out, and add value! 🔁If you think this post could help someone in your network, kindly repost it. Follow Chekwube Uchea for proven strategies on Career Growth, Personal Branding, and Authentic Storytelling that get results. #ChekwubeUchea #CareerAndPersonalBrandCoach #AuthenticStoryteller

Prepare for every job interview by recognizing that your personal brand is as crucial as your resume. Your personal brand is essentially the distinctive narrative you wish to convey about yourself in a professional setting, defining who you are, your strengths, and what sets you apart. Here's a guide to cultivating a robust personal brand during interviews: 1. Self-Exploration: Before branding yourself, delve into self-reflection. Identify your strengths, values, and passions that distinguish you. 2. Spotlight Your Strengths: Showcase your unique strengths, be it problem-solving, leadership, or creativity. Align these strengths with the job requirements. 3. Consistent Online Presence: Ensure your online presence on platforms like LinkedIn aligns with your personal brand. Update profiles with professional content and a suitable photo. 4. Emphasize Achievements: Highlight your accomplishments in your resume and interviews. Provide specific examples that demonstrate positive outcomes and quantify achievements when possible. 5. Dress for Success: Your appearance contributes to your brand. Dress appropriately, erring on the side of slightly overdressed. 6. Be Authentic: Let your personal brand reflect your true self. Authenticity is key; don't attempt to be someone you're not. 7. Communicate Effectively: During interviews, communicate with clarity and confidence. Non-verbal cues like eye contact and a firm handshake are just as vital as verbal communication. 8. Gratitude Post-Interview: After the interview, send a thank-you note reinforcing your personal brand. Express ongoing interest in the role and your eagerness to contribute to the company's success. Remember, building a personal brand is an ongoing endeavor, not limited to interviews but integral to your entire career. Consistency in your brand presentation makes you memorable, relatable, and appealing to potential employers.

Never start a personal brand until you understand this. It’s more than a logo, a tagline, or a few posts. It’s a foundation, and if you build it right, everything else stands. Here are 7 non-negotiables before you begin: 1. Purpose Be extremely clear on who you are there to help. No vague “everyone” allowed. Specificity attracts. 2. Authenticity Your genuine personality, values, and expertise are your unfair advantage. People connect with people, not polished personas. 3. Consistency You can’t win by saying something once. Show up regularly. Build trust through repetition. 4. Visibility Be present where your audience already spends time. If they’re not there, neither is your impact. 5. Expertise Demonstrate knowledge and thought leadership. Share what you know, teach, don’t just tell. 6. Storytelling Your journey, experiences, and insights, shared in a compelling way, make you memorable. Facts tell, stories sell. 7. Networking Build meaningful connections with your audience and with peers in your space. Growth is collaborative, not solo. A personal brand isn’t built overnight. But it is built intentionally. Start with clarity. Stay true to your voice. Keep showing up. What would you add to this list?

Personal Branding Isn’t Loud. It’s Consistent. Years ago, I worked with a colleague who was brilliant at her job. She delivered results quietly, avoided the spotlight, and often felt overshadowed by louder personalities in the room. One day she asked me: “Do I need to be extroverted to get noticed in my career?” The answer, as Goldie Chan (often called the “Oprah of LinkedIn”) reminds us, is no. Goldie built her reputation not by shouting the loudest but by showing up consistently—sharing authentic stories, insights, and lessons that resonated across industries. She proved that personal branding isn’t about being someone you’re not. It’s about being recognizable, reliable, and relatable. What’s the key to building a winning personal brand? Clarity of Message – Know what you stand for. Are you the “go-to” for creative strategy, leadership wisdom, or tech insights? People should associate your name with your niche. Consistency of Presence – Branding isn’t built in one viral post. It’s in the steady drumbeat of your content, your interactions, and your professional footprint. Authenticity of Voice – Audiences (and employers) can sense when you’re performing versus when you’re sharing. Introverts often excel here—they bring depth, thoughtfulness, and sincerity that cuts through the noise. 📌 Industry Insight Recruiters and hiring managers increasingly Google your name before your interview. What they find—your posts, articles, or lack thereof—can be the difference between being seen as “a candidate” or the candidate. In an era where digital presence is your first impression, personal branding is no longer optional—it’s your career equity. 💡 My advice in most consultations is...Don’t wait until you’re job-hunting to build your personal brand. Start today. Share a small insight. Comment thoughtfully. Post with intention. Build across seasons, not overnight. #PersonalBranding #CareerGrowth #Leadership #FutureOfWork #ProfessionalDevelopment #GoldieChan #IntrovertsInLeadership