Managing A Career Podcast Por Layne Robinson arte de portada

Managing A Career

Managing A Career

De: Layne Robinson
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I help you navigate the path to professional success. Whether you're a recent graduate still searching for your place or a seasoned professional with years of experience, the knowledge and insights I share can show you how to position yourself for growth and career advancement.2024 Economía Exito Profesional Gestión Gestión y Liderazgo
Episodios
  • From School to the Corporate World - MAC111

    From School to the Corporate World - MAC111
    Sep 30 2025
    Navigating the First Steps: From School to the Corporate World Many of the topics I cover on this podcast are geared toward people who are further along in their careers—those aiming for that next big promotion or managing teams. But this week, I want to shift the spotlight to those of you who are just starting out. Maybe you’re still in college and gearing up for an internship. Maybe you’ve recently graduated and are about to dive into your very first “real” job. If that’s you, this episode is especially for you. And for those of you who’ve been in the workforce for a while, don’t skip ahead—I’ve got a message for you at the end that I think will hit home. Leaving school and stepping into the workforce is one of the biggest turning points in your life. The classroom gave you theories and frameworks, but the workplace is where those ideas get tested. Suddenly, it’s not just about what you know—it’s about your habits, your adaptability, and your resilience. This is where you start to connect the dots between education and execution, between who you think you are and how you actually show up when the pressure is on. So in this episode, let’s break down what to expect—the highs, the lows, the lessons—and most importantly, how to make the most of this critical first chapter in your career. The Highs Let’s start with the good stuff—the highs you can expect when you step into the workforce. One of the biggest highs is exposure to real work. Unlike assignments in school, the work you do now has tangible consequences. What you produce could directly influence a client deliverable, shape a manager’s decision, or determine the success of an entire project. That kind of responsibility is both exciting and validating—it tells you, “I matter here.” Another high is the opportunity for mentorship. You’re suddenly surrounded by professionals with years—sometimes decades—of experience. These aren’t just abstract role models in a textbook; they’re real people who can guide you, challenge you, and even open doors for you down the road. Sometimes a single conversation with a mentor during an internship or your early career can teach you more than an entire semester in the classroom. And then there’s the acceleration of your skills. In just a few weeks or months, you’ll start to absorb lessons about professional expectations, communication norms, and problem-solving under pressure. You’ll see firsthand what it takes to deliver under deadlines, adapt to shifting priorities, and contribute to a team’s success. That rapid growth builds confidence, and before long, you’ll notice you’re not just keeping up—you’re standing out from your peers. The Lows But, let’s be real—it won’t all be smooth sailing. Every job comes with its share of lows. At times, you’ll find yourself doing repetitive or menial tasks. Maybe you’re filing documents, taking notes in meetings, or entering data into a system. It might not feel glamorous, but it’s not pointless. These small tasks are often the building blocks of bigger outcomes, and they give you a front-row seat to how organizations actually function. You may also run into imposter syndrome. Surrounded by people who seem more polished, more confident, or more experienced, it’s easy to wonder, Do I really belong here? The truth is, even the professionals who seem like they’ve got it all figured out once felt exactly the same. Everyone starts somewhere, and doubt is a normal part of growth. And then there’s feedback—the kind that stings. At some point, you’ll make a mistake or deliver something that isn’t up to standard. Someone may critique your work more directly than you’re used to, and in the moment, it can feel personal. But here’s the shift: feedback is rarely about you as a person. It’s about raising the quality of your output. The sooner you learn to absorb constructive criticism and act on it, the faster you’ll grow. In fact, feedback is one of the most valuable career accelerators you’ll ever encounter. Making the Most of Every Opportunity Not every job will be perfect, but every job has something to teach you—if you pay attention. Notice which aspects of your work excite you and which feel like pure drudgery. Sometimes, it’s the company’s mission that resonates with your values, making even the most mundane tasks feel meaningful within the bigger picture. Other times, it’s the people—the team you work with and the personal growth they enable—that keeps you motivated. And sometimes, it’s simply the tasks themselves, which offer opportunities to develop skills that will serve you later. If you can’t find any of these sparks, it might be a signal to consider your next move. But don’t leap blindly—research your next opportunity carefully to make sure you’re not simply swapping one set of frustrations for another. ...
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    11 m
  • Keeping Your Voice and Values - MAC110

    Keeping Your Voice and Values - MAC110
    Sep 23 2025
    Recently, headlines have been buzzing about the indefinite suspension of Jimmy Kimmel Live! following comments he made that some considered politically controversial. Now, most of us don’t have a late-night talk show as our platform—but we do have jobs, reputations, and careers to protect. And the reality is, how we choose to express our opinions, especially on polarizing topics, can have very real consequences. Today, we’re going to explore how you can hold on to your authentic voice at work without putting your career at risk—and what to do if your values and your workplace no longer align. Most workplaces—especially those with public-facing roles—expect employees to balance their personal values and opinions with those of the brand, the stakeholders, any regulatory standards, and audience expectations. In industries like media, public service, or any position with visibility, the cost of speaking out can be especially high. In Jimmy Kimmel’s case, the fallout wasn’t just about his employer’s decision; it involved political pressure, public backlash, and even affiliate networks stepping in to pull his content. The lesson here is that consequences don’t always come from your direct manager—they can come from third parties who hold influence over your career. And when your values are deeply held, conflict with those external forces becomes almost inevitable. The harder, more personal question is: how much risk are you willing to accept, and at what cost—professionally, financially, or socially? The first step in navigating this tension is recognizing the warning signs that your personal convictions may be on a collision course with workplace expectations. These signs can show up in different ways: maybe you find yourself constantly biting your tongue in meetings, avoiding topics you care deeply about, or feeling uneasy when leadership takes a stance that conflicts with your own beliefs. Sometimes it’s more subtle—you notice a growing sense of isolation, frustration, or even cynicism about the work you’re doing. Other times it’s external, like colleagues hinting that your comments could “raise eyebrows” or managers steering you away from sensitive discussions. Left unchecked, these signals often build toward bigger conflicts that can damage both your reputation and your career trajectory. Once you recognize the risks, the next step is learning how to balance authenticity with professionalism. A good starting point is understanding the official boundaries. Review your employer’s code of conduct, commentary policy, and social media guidelines. If you’re uncertain, ask confidentially about what’s acceptable and what isn’t. You may not always get precise answers—many policies are intentionally broad—but document what you ask and what you’re told. Clarity in writing gives you something to lean on later if questions arise. When discussing sensitive issues, focus on data, evidence, and organizational values rather than ideology. For example, framing a point as “Our mission includes fairness and transparency” often resonates more than stating purely personal beliefs. This doesn’t make you immune from backlash, but it does anchor your perspective in shared ground. You can also test your message by running it past trusted colleagues, considering your audience, and preparing to clarify if needed. Not every forum is equally safe for expressing views. Internal meetings, private memos, or small group conversations may allow more nuance, while public statements demand constant caution. A good rule of thumb: treat anything you say as permanent and potentially shareable. Ask yourself, “If this were broadcast on the evening news, would I stand by it?” Another overlooked safeguard is your reputation. People extend more grace when they see you as competent, fair, and constructive. Building trust takes time, but it creates a buffer: colleagues are more likely to interpret your voice as thoughtful rather than combative. That means documenting your achievements, investing in relationships, and avoiding the perception of being the constant dissenter. Finally, don’t ignore the legal landscape. In some industries or jurisdictions, protections exist for speech, whistleblowing, or political expression. However, these safeguards are uneven, often narrow, and pursuing them can be costly. Before speaking out on highly controversial issues, consult HR, legal counsel, or trusted advisors. Weigh the costs and understand the limits before assuming protection. Sometimes, no matter how careful you are, you’ll find that your values and your company’s expectations simply don’t align. At that point, you face two choices: sacrifice your convictions and stay, or look for an organization that better reflects your beliefs. Neither path is easy, and both come with trade-offs—but clarity about what you stand for makes the decision more ...
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    14 m
  • Career Speedrun - MAC109

    Career Speedrun - MAC109
    Sep 16 2025
    Welcome back to Managing A Career, the podcast that helps you put yourself on the fast track for promotion. I’m your host, Layne Robinson. Today’s episode is all about a concept I’m calling the Career Speedrun. If you’re into gaming, you probably know what a speedrun is: it’s when players try to beat an entire game as fast as possible, skipping unnecessary parts, using shortcuts, and optimizing every move. Now, when it comes to your career, you can’t literally warp-jump from your first job straight to the corner office—but you can learn to recognize what slows you down, what accelerates your progress, and how to navigate the corporate world without wasting years wandering around levels that don’t serve you. Let’s break down how to approach your career like a speedrun. A career speedrun isn’t about recklessly chasing promotions at the expense of everything else. Instead, it’s about intentional acceleration. It’s asking: What do I actually want? How do I get there faster without burning out? And what shortcuts exist in the corporate world that most people don’t notice? The truth is, most careers stall because people spend years in roles that don’t develop promotable skills, or they wait for someone else to “notice their hard work.” That’s like playing a game and waiting for the boss to beat himself. It doesn’t work. Let’s borrow from gaming. Speedrunners have three rules: Master the map. They know every corner of the game world. Exploit shortcuts. They find the hidden jumps or backdoors. Practice efficiency. Every move has a purpose. Applied to your career, those rules look like this: Master the corporate map. Understand your industry, your company, and your internal politics better than others. Find career shortcuts. Things like stretch projects, high-visibility assignments, and mentorship can accelerate years of growth. Practice efficiency. Don’t waste time on work that doesn’t move you closer to leadership, skills, or influence. The Corporate Map Framework If you don’t know the map, you can’t run it efficiently. That means: Understanding formal structures—the org chart, reporting lines, and official processes. Understanding informal structures—the hidden influencers, gatekeepers, and decision-makers who don’t appear on a chart but shape outcomes. Understanding industry context—where your company sits competitively and which skills are valued most in your sector. Speedrunners don’t guess where the finish line is. They know the terrain. In your career, the people who rise fastest are those who see the full landscape and navigate it deliberately. Shortcut Identification Framework In gaming, a shortcut might only shave a few minutes off your time. But in your career, the right shortcut can shave years off your path. Think about mentorship, for example—a great mentor can collapse your learning curve by sharing lessons you’d otherwise spend years figuring out. Sponsorship takes it even further. Unlike a mentor, a sponsor is the person who actively speaks your name in promotion meetings and advocates for your next step forward. Then there are cross-functional projects, which expand your visibility beyond your immediate team, giving leaders across the company a reason to know your work. Your internal brand matters, too. When people are clear about your strengths, you’re the first person they think of when new opportunities open up. Sometimes the shortcut is smart risk-taking—volunteering for the tough assignment that everyone else avoids, which can end up becoming the career moment that defines you. And finally, there’s skill stacking—learning high-value, promotable skills earlier than your peers, which gives you leverage that compounds over time. Most people take the long road, slowly building credibility step by step. But the speedrunner looks around and asks: Where’s the warp pipe? Efficiency Discipline Framework Efficiency in a speedrun is about never wasting movement. Efficiency in a career is about never wasting effort. Ask yourself three questions for every task on your plate: Does this build promotable skills? Does this increase my visibility? Does this connect me with power or influence? If the answer is no to all three, that task may need to be minimized, delegated, or re-framed. Speedrunners don’t spend hours in side quests that don’t matter to the end goal. Neither should you. Every career has levels. Let’s walk through them with a speedrun mindset. Level 1: The Early Game (Junior Roles)Here, most people grind on learning the rules and focusing on those easy, low-level tasks. But the speedrunner? They say: How do I prove value faster? That might mean volunteering for projects above your pay grade or learning skills that aren’t officially in your job description. Level 2: The Mid-Game (Senior Roles)Here’s where many people get stuck. ...
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    10 m
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