The job profile of a product leader is akin to a CEO of a company.
A product leader is ultimately responsible for the success and failure of a product, and by extension, the company itself. This raises the question of what makes a true product leader.
We find out the traits of a model product leader and the product team in this book.

The Product Leader

More and more organisations are moving away from a traditional top-down approach, whereby senior management determines ‘upstream’ what people ‘downstream’ should be doing. 
Companies like Spotify have been very successful in creating autonomous and cross-functional teams. The success of this approach doesn’t only come from the cross-functional and collaborative nature of Spotify teams; people within these teams are also very close to the customer. The People in the company are the product.

Employees Are Paramount

The primary focus has to be on the problems faced by customers. Instead of features, one can opt to provide themes, based on what the customer wants and what problem is solved.
Themes are a promise to solve problems not to build features. Once you’ve truly understood customer problems, you can start prioritising. Prioritisation is best done through the lens of the core product management principles: first, is it valuable; second, is it usable and third, is it feasible?

Focusing On Customer Problems

Successful product teams do NOT require hard skills, such as engineering, design or even specific product management expertise. 
In contrast, with product managers, the focus is much more on soft skills.

A Successful Product Team

Experienced product people with strong soft skills are low in supply in most markets. One can derive the characteristics of good product leaders from the high level traits of a successful team. One key aspect in this respect is a product leader’s ability to align team members around a shared goal or vision.

How To Identify Product Leaders

Common characteristics of Successful Product Teams: <ul><li>Lifelong learning.</li><li>Strong communication.</li><li>Empathy.</li><li>Diversity.</li><li>Business savvy.</li><li>Cross-functional representation.</li><li>Collocation.</li><li>Autonomy.</li><li>Interdependence.</li><li>Accountability.</li></ul>

Product management and product leadership are people-first roles. Teams are made up of individuals who each bring their own personalities, perspective, and opinions. Understanding what makes people tick makes it easier to get the best out of them and identify when there is a problem.
Being an empathic product leader doesn’t mean you have to be all things to all people but you’re able to engage emphatically with others, even if they don’t have a lot in common with them.

Playing Well With Others

The kind of leader that needs constant recognition and praise is not likely to be the best person for this job. 
The top product leaders hardly ever get recognition for their hard work and dedication. Furthermore, they tend to turn any limelight they receive back on their teams.

The Team First Approach

Product leaders are typically comfortably wearing the hats of marketer, manager, technologist, customer advocate, and facilitator, to name a few. 
This doesn’t mean they are experts at each of these roles; rather, they are comfortable working across all areas as the role evolves or as the product demands.

Wearing Multiple Hats

Having a deep interest in learning, enthusiastically accepting new challenges, encouraging others to speak up, and listening to their perspectives are all actions driven by curiosity.

Curiosity

The ability to share information in a clear, concise manner is a necessary and desirable skill for a product leader. 
Whether they’re talking, listening, writing, planning, sharing, or facilitating, the goal is always to be understood.

Clear Communication Ability

This might be controversial, but when you consider what product leaders do each day, it’s no surprise that selling is one of the things to look out for in product leaders. 
To be clear, this is not the type of selling associated with business development; rather, it’s not the type that works to change minds and get buy-in from others.

Every Job Is A Sales Job

<ul>
<li>Equanimity.</li>
<li>Working with ease under pressures and deadlines.</li>
<li>Having an understanding that shipping products is a race against time.</li>
<li>Displaying grace even under fire.</li>
</ul>

Other Traits of A PL

Best Practices to Align Stakeholders, Guide Development Teams, and Create Value Together

books

Books

teamwork

Teamwork

product

Product & Design

leadershipandmanagement

Leadership & Management

communication

Communication

Leading in Product Management 

Product Leaders and Product Teams: Management Basics

In today’s lightning-fast technology world, good product management is critical to maintaining a competitive advantage. Yet, managing human beings and navigating complex product roadmaps is no easy task, and it’s rare to find a product leader who can steward a digital product from concept to launch without a couple of major hiccups. Why do some product leaders succeed while others don’t? This insightful book presents interviews with nearly 100 leading product managers from all over the world. Authors Richard Banfield, Martin Eriksson, and Nate Walkingshaw draw on decades of experience in product design and development to capture the approaches, styles, insights, and techniques of successful product managers. If you want to understand what drives good product leaders, this book is an irreplaceable resource. In three parts, Product Leadership helps you explore: Themes and patterns of successful teams and their leaders, and ways to attain those characteristics Best approaches for guiding your product team through the startup, emerging, and enterprise stages of a company’s evolution Strategies and tactics for working with customers, agencies, partners, and external stakeholders

In today’s lightning-fast technology world, good product management is critical to maintaining a competitive advantage. Yet, managing human beings and navigating complex product roadmaps is no easy task, and it’s rare to find a product leader who can steward a digital product from concept to launch without a couple of major hiccups. Why do some product leaders succeed while others don’t?This insightful book presents interviews with nearly 100 leading product managers from all over the world. Authors Richard Banfield, Martin Eriksson, and Nate Walkingshaw draw on decades of experience in product design and development to capture the approaches, styles, insights, and techniques of successful product managers. If you want to understand what drives good product leaders, this book is an irreplaceable resource.In three parts, Product Leadership helps you explore:<ul><li>Themes and patterns of successful teams and their leaders, and ways to attain those characteristics</li><li>Best approaches for guiding your product team through the startup, emerging, and enterprise stages of a company’s evolution</li><li>Strategies and tactics for working with customers, agencies, partners, and external stakeholders</li></ul>

Richard Banfield

Martin Eriksson

Nate Walkingshaw

Product Leadership

“If you really want to do something, you’ll find a way. If you don’t, you’ll find an excuse.”

Persistent people have a goal or vision in mind that motivates and drives them. They are often dreamers and visionaries who see their lives as having a higher purpose than simply earning a living. They often think of this vision first thing when they wake up and last thing before they go to bed. Reaching this goal becomes the focal point of their life and they devote a major portion of their energies and time toward reaching it.

1. AN ALL-CONSUMING VISION

Persistent people want it bad, really bad, and they never look for an excuse or a way out. What keeps highly persistent people going is their powerful level of desire.Repeated failures, dead ends, and periods when it seems like no progress is being made often come before any major breakthroughs happen. Persistent people have the inner energy and intensity to keep them motivated and going through these tough times.

2. A BURNING DESIRE

People who overcome the odds and achieve greatly are often described as “marching to the beat of their own drummer.” They know what they want and are seldom swayed by the opinion of the masses.Having a highly developed sense of who they are allows the highly persistent to continue on without being greatly affected by what others think of them or, being understood, or being appreciated by those around them. While that inner confidence gets challenged and shaken, it never gets destroyed and constantly acts as a source of courage and determination.

3. INNER CONFIDENCE

Rohn also once said, “Motivation is what gets you started. Habit is what keeps you going.”Highly persistent people know it is very difficult to stay continually motivated, particularly during difficult times and when it appears that no progress is being made. They have come to rely upon their self-discipline and developing habits they can count on to continue down the path toward their eventual goals. They believe the results of the efforts they make today may not be seen for a long time, but they strongly believe that everything they do will count toward their outcome in the end.

4. HIGHLY DEVELOPED HABITS

Persistent people have the ability to adjust and adapt their action plan. They do not stubbornly persist in the face of evidence that their plan is not working, but look for better ways that will increase their chances of success.The highly persistent see their journey as a series of dead ends, detours, and adjustments but have complete faith they will reach their final destination. They are not tied into their ego and are quickly willing to admit when something is not working. As well, they are quick to adapt the ideas of others that have been shown to work well.

5. ABILITY TO ADJUST AND ADAPT

Persistent people realize that any goal worth reaching will take time, effort, and continuously learning new skills and thinking patterns. They welcome change and new ideas and continue looking for ways they can incorporate these into their lives.Ongoing learning is seen as part of a process through which the highly persistent continually expand the range of tools that they have to work with. Naturally curious, persistent types not only see learning as a way to reach their goals more quickly, but they also see self-development as a way of life.

6. COMMITMENT TO LIFELONG LEARNING

While it may appear that highly persistent people act alone and don’t need anyone, most have a carefully chosen group of people they admire and emulate. These can be people who are actually involved in their lives as mentors/confidantes or they can be figures who they have read about and who have deeply impacted them.They usually stand out from their environment and are often misunderstood because they can make those around them feel uncomfortable. Having strongly ingrained models helps persistent people sustain and motivate themselves in an environment that is not always supportive.

7. ROLE MODELS THAT ACT AS GUIDES AND MENTORS

Talent, genius, and education mean very little when persistence is lacking. Here’s what true determination looks like.

career

Career

personaldevelopment

Personal Development

motivationandinspiration

Motivation & Inspiration

7 Habits Of Highly Persistent People

1. Do what you say, say you would do2. Stand up for what is right3. Look in the mirror and commit to positive change4. Take ownership for solving problems, even when the fault less elsewhere5. Act sooner rather than later

5 Things People With Integrity Do Differently

Integrity, could be practice thru our daily life

When you meet people with integrity, you know that they just do some things differently that make them such wonderful humans. Here are 5 such things...

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Problem Solving

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Love & Relationships

“All our dreams can come true if we have the courage to pursue them.”

"All our dreams can come true, if we have the..." - Walt Disney quotes from BrainyQuote.com

Walt Disney Quotes

"Do not confuse the word "belief" with the word "wish." The two are not the same. Everyone is capable of "wishing" for financial, material, or spiritual advantages, but the element of faith is the only sure power by which a wish may be translated into a belief, and a belief into a reality."

"Be careful what you set your heart upon, for it surely shall be yours."

"Every individual has the power to change his or her material or financial status by first changing the nature of his or her beliefs."

They make us a better person and help us to improve.

Originally written in 1938 but never published due to its controversial nature, an insightful guide reveals the seven principles of good that will allow anyone to triumph over the obstacles that must be faced in reaching personal goals.

Outwitting the Devil

<ul>
<li>Open, clear and constant communication: across the entire company about the work to be done and challenges being faced.</li>
<li>Radical honesty: telling one another, and management, the truth in a timely fashion and ideally face to face.</li>
<li>Debating based on fact-based opinions: at Netflix, employees are expected to have strong, fact-based opinions and to debate them avidly and test them rigidly.</li>
<li>Customer and company first: people base their actions on what’s best for the customer and the company, not on attempts to prove themselves right.</li>
<li>Preparing teams for the future: The right skills with potential.</li>
</ul>

Powerful: The Five Practices Of Netflix Culture

The most successful organizations will be the ones in which everyone, on every team, understands that all bets are off and everything is changing – and thinks that’s great.Being comfortable with change is not easy. It can feel safer to be a slow-moving, command and control organization where senior leaders have all the answers.One of the biggest mistakes poor leaders and managers make is to want to be the boss,  thinking that they tell everyone what to do, and do not want anyone to challenge them. In today’s rapidly changing, hyper-competitive world, that approach is fatal.

Face the challenges: Being Comfortable with Change

A business leader’s job is to create great teams that do amazing work on time. That’s it. That’s the job of management.If you and your managers build great teams, they will help you solve your toughest problems.While you help them focus on the most important work, many other distractions will melt away; the root problem of many dysfunctional teams is due to misaligned incentives and different visions. If everyone is moving in the same clear direction, and you’ve hired good people, you’ll be amazed how much better things will go.

The One Job Of A Manager

When employees start to whine about a process, the CEO has to really dig into what’s bothering them, because they hate senseless bureaucracy, not discipline.When your company grows, there are more people to keep connected, more to coordinate, and the stakes are higher. It’s only logical to be more disciplined.It may seem like a subtle change from “process” to “discipline”, but it can make a big difference in how your team thinks about the changes that are needed. Many people dislike “process”, but most people agree some level of discipline is helpful.

Solving Problems With Discipline, Not Processes

Efficient teams are created by hiring talented people who are adults and want nothing more than to tackle a challenge, and then communicating to them, clearly and continuously, about what that challenge is.Are your employees aware of your business’s biggest challenges? Do you listen to their ideas on how to address it? If you hire good people, and communicate your real needs with them, they will help you overcome them and grow.Excellent colleagues, a clear purpose, and a well-understood deliverable: that’s a powerful combination.

Challenges Are Great

The most important thing about giving feedback is that it must be about behaviour, rather than some essential characteristics of a person, like ‘you’re unfocused’.You cannot sugarcoat feedback, or the spirit behind it and its importance can be missed. At the same time, you don’t want to make it a personal attack, either. That will only cause them to become defensive and resistant.Make feedback about an action, not the person, and you may be surprised how much easier feedback discussions become.

Feedback on Action

You have to exhibit the courage you want people to have.Actions speak louder than words. What you do as a leader says more than even the most inspiring speech. Lead by example to have a great company culture. If the CEO of Netflix can admit he’s wrong, then so can any staff member in the organization. If you aren’t willing to live the values you want your team to exhibit, don’t make their values. Otherwise, those un-lived values will become the ones people snicker at and mock when complaining to their friends about their job.

Leading By Example

The benefit of being radically honest: If you want to know what people are thinking, there is no good replacement for simply asking them, best of all face to face.If you want a culture of candor and accountability, you may want to consider simple, direct feedback, too.

Feedback: Truth To Power

Collaborating with HR to hire is just the beginning of building a great team. It also includes asking tough questions like, “Are we limited by the team we have, not the team we should have?”Asking hard questions like this helps you not only hire good people now, but make sure you are thinking about what you need in the future. As the Wayne Gretzky attributed saying goes, you should skate where the puck is going.

Great Hiring: Hard But Crucial

Great teams are not created with incentives, procedures, and perks. They are created by hiring talented people who are adults and want nothing more than to tackle a challenge, and then communicating to them, clearly and continuously, about what the challenge is.Instead of perks, one should:<ul><li>Having great managers people enjoy working with.</li><li>Providing (or reimbursing for) the training that will help your employees grow into future roles.</li><li>Increasing salaries to help you compete for the best possible talent that others will be excited to work with.</li></ul>

Perks Don’t Work

There’s a big difference between a team and a family: teams change regularly and are optimized to win at all times, while families strive to stick together no matter what.Treating employees like teammates instead of family can be scary if you’ve never thought that way, but if you’re scaling your business or making significant changes, you may have no choice. Be mindful of the approach you take; loyalty is great, but not if it’s at the cost of your team member’s happiness and the needs of your business.

Work Requires Teams, Not Families

<ol><li>Imagine six months from now, you have the most amazing team you ever assembled and you’re saying to yourself, “Wow, those guys are awesome! I can’t believe what they’re accomplishing.”</li><li>First write down what the team will be accomplishing six months from now that it’s not accomplishing now. now. Use all the figures you want.</li><li>For those different things to be happening, what would people need to know how to do? What kind of skills and experience would it take for the team to operate the way you’re envisioning and accomplish the things you’ll need to do in that future?</li></ol>

Powerful: The Six Month Exercise

Named by The Washington Post as one of the 11 Leadership Books to Read in 2018 When it comes to recruiting, motivating, and creating great teams, Patty McCord says most companies have it all wrong. McCord helped create the unique and high-performing culture at Netflix, where she was chief talent officer. In her new book, Powerful: Building a Culture of Freedom and Responsibility, she shares what she learned there and elsewhere in Silicon Valley. McCord advocates practicing radical honesty in the workplace, saying good-bye to employees who don’t fit the company’s emerging needs, and motivating with challenging work, not promises, perks, and bonus plans. McCord argues that the old standbys of corporate HR—annual performance reviews, retention plans, employee empowerment and engagement programs—often end up being a colossal waste of time and resources. Her road-tested advice, offered with humor and irreverence, provides readers a different path for creating a culture of high performance and profitability. Powerful will change how you think about work and the way a business should be run.

corporateculture

Corporate Culture

humanresources

Human Resources

Named by The Washington Post as one of the 11 Leadership Books to Read in 2018 When it comes to recruiting, motivating, and creating great teams, Patty McCord says most companies have it all wrong. McCord helped create the unique and high-performing culture at Netflix, where she was chief talent officer. In her new book, Powerful: Building a Culture of Freedom and Responsibility, she shares what she learned there and elsewhere in Silicon Valley. McCord advocates practicing radical honesty in the workplace, saying good-bye to employees who don’t fit the company’s emerging needs, and motivating with challenging work, not promises, perks, and bonus plans. McCord argues that the old standbys of corporate HR—annual performance reviews, retention plans, employee empowerment and engagement programs—often end up being a colossal waste of time and resources. Her road-tested advice, offered with humor and irreverence, provides readers a different path for creating a culture of high performance and profitability. Powerful will change how you think about work and the way a business should be run.

Patty McCord

Powerful

The outer part of Saturn is made of gas and the very top layers have about the same pressure as the air does on Earth. So, if you tried to walk on this part of Saturn, you would sink through its atmosphere. Saturn's atmosphere is very thick and its pressure increases the deeper you go. After a while, you would stop sinking and unfortunately be crushed by the high pressure deeper in Saturn's atmosphere.

Can Saturn Really float On water? 

#shorts #facts #spacefacts #saturn 1. If I stood on Saturn would I sink? The outer part of Saturn is made of gas and the very top layers have about the same pressure as the air does on Earth. So, if you tried to walk on this part of Saturn, you would sink through its atmosphere. Saturn's atmosphere is very thick and its pressure increases the deeper you go. After a while, you would stop sinking and unfortunately be crushed by the high pressure deeper in Saturn's atmosphere. 2.Can Saturn really float on water? However, it is made up mostly of gas and is less dense than water. Since it is lighter than water, it can float on water if you could find a big enough body of water. None of the other planets in our Solar System can do this because they have a higher density than water. Saturn has the lowest density of all the planets, which means that it does not weigh as much for its size as the other planets do. Know more about…  Space : https://youtube.com/playlist?list=PLO6kTsDI4xfnAISJIMWKxkPoL9qoU9Hwv General knowledge : https://youtube.com/playlist?list=PLO6kTsDI4xfn6hHfyZBGiw-atw0its-7Q Science & Technology : https://youtube.com/playlist?list=PLO6kTsDI4xfmONVgfMhMbstBLpZuyJCP2 Health : https://youtube.com/playlist?list=PLO6kTsDI4xflrlYCGE0EIyWXoBoNG81-r 🙏Requests🙏  I requested to you (My viewers) please subscribe to my channel and if you like video then please press like button.All youtubers are doing hard work in video making and your like, Share, Subscribes are fruits for our hard works.   You also follow me on: -  Facebook: www.facebook.com/thetechers You can visit my Website : www.knowledgevaccination.blogspot.com This video is under Fair Use: Copyright Disclaimer Under Section 107 of the Copyright Act in 1976;  Allowance is made for "Fair Use" for purposes such as criticism, comment, news reporting, teaching, scholarship, and research.  Fair use is a use permitted by copyright statute that might otherwise be infringing.  Non - profit, educational or personal use tips the balance in favor of fair use.  All rights and credit go directly to its rightful owners.  No copyright infringement intended. Thank you all of you...🙏

#shorts #facts #spacefacts #saturn

1. If I stood on Saturn would I sink? 

The outer part of Saturn is made of gas and the very top layers have about the same pressure as the air does on Earth. So, if you tried to walk on this part of Saturn, you would sink through its atmosphere. Saturn's atmosphere is very thick and its pressure increases the deeper you go. After a while, you would stop sinking and unfortunately be crushed by the high pressure deeper in Saturn's atmosphere.

2.Can Saturn really float on water?
However, it is made up mostly of gas and is less dense than water. Since it is lighter than water, it can float on water if you could find a big enough body of water. None of the other planets in our Solar System can do this because they have a higher density than water. Saturn has the lowest density of all the planets, which means that it does not weigh as much for its size as the other planets do.

Know more about… 

Space : https://youtube.com/playlist?list=PLO6kTsDI4xfnAISJIMWKxkPoL9qoU9Hwv


General knowledge : https://youtube.com/playlist?list=PLO6kTsDI4xfn6hHfyZBGiw-atw0its-7Q


Science & Technology : https://youtube.com/playlist?list=PLO6kTsDI4xfmONVgfMhMbstBLpZuyJCP2


Health : https://youtube.com/playlist?list=PLO6kTsDI4xflrlYCGE0EIyWXoBoNG81-r


🙏Requests🙏 

I requested to you (My viewers) please subscribe to my channel and if you like video then please press like button.All youtubers are doing hard work in video making and your like, Share, Subscribes are fruits for our hard works.

 

You also follow me on: - 

Facebook: www.facebook.com/thetechers

You can visit my Website : www.knowledgevaccination.blogspot.com


This video is under Fair Use: Copyright Disclaimer Under Section 107 of the Copyright Act in 1976;  Allowance is made for "Fair Use" for purposes such as criticism, comment, news reporting, teaching, scholarship, and research.  Fair use is a use permitted by copyright statute that might otherwise be infringing.  Non - profit, educational or personal use tips the balance in favor of fair use.  All rights and credit go directly to its rightful owners.  No copyright infringement intended.

Thank you all of you...🙏

Hi Friends,
In this channel, We provide you with Facts about Latest Space, Science & Technology research and information, Research based Health-related facts, General Knowledge facts, and many more. Your Information, Our Responsibility. 
Here I research a lot to make one video and Compress it in only 1-10 minutes video to gives you an instant knowledge boost. 
So friends Subscribe to my channel and watch my videos. Also, press the Bell icon to get new video notifications. And if you like videos, don't hesitate to tell your friends to subscribe to my channel. 
Because The Knowledge is Infinite.
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Sudhir Talati

Can saturn really float on water? #shorts

Work hard in silence ,let your success be your noise.

If you want something you have never had , you must me willing to do something you have never done .

I find this quote great because it's true 
And it's motivating 

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30 Motivational Quotes

As meeting participants, we worry that our colleagues will judge us — or worse yet, forget about us — if we don’t accept every invitation. Deeply ingrained norms around what it means to be an “ideal worker” lead us to equate presence with productivity and these assumptions are bolstered when bosses use facetime as a proxy for commitment, or when they fail to represent absent employees’ opinions in meetings.While it’s on managers to avoid these harmful behaviors, employees can work to overcome these fears by finding ways to demonstrate their value and engagement outside of meetings.

Meeting FOMO

Leaders will schedule meetings whenever convenient for them, without necessarily considering their teams’ needs or schedules. Sometimes leaders even knowingly schedule meetings when their team has conflicts, forcing everyone to shift their calendars around to accommodate.While this can be extremely frustrating, selfish urgency often isn’t malicious. People are notoriously bad at recognizing opportunity costs, meaning it may not even occur to many leaders that scheduling a meeting means their team will be unable to spend the time doing something more valuable.

Selfish Urgency

Sometimes we use meetings as commitment devices: that is, mechanisms to help make sure people follow through on their promises. An external deadline (like a meeting with your boss) can be an effective motivator — but the meeting itself is often unnecessary, with people simply reporting on how they did or didn’t achieve the agreed-upon target.
To address this issue without losing the motivating effect of meetings as commitment devices, tell your team in advance that the meeting will be canceled if the deadline is met — essentially framing cancellation as the reward for reaching the goal

Meetings as Commitment Devices

When we are stressed, completing seemingly urgent (yet actually unimportant) tasks can provide some relief. This is known as the Mere Urgency Effect. Scheduling and attending meetings can make us feel like we’ve accomplished something, and so we’re often loath to decline or cancel them, even if they are objectively not as important as our other work.This is often compounded by a strong sense of inertia: If we’ve always held a certain meeting at a certain time, it’s a lot easier to just keep doing that than to reevaluate whether it’s actually a good idea.

The Mere Urgency Effect

Too often, we end up in the same bad meeting over and over again, just because no one remembers what was discussed in the last meeting. To avoid meeting amnesia, schedule a short five-minute team debrief after key internal and external calls. These debriefs are especially important in a fully virtual environment since, with fewer opportunities to connect informally, it’s easy for meeting leaders not to notice when employees (especially junior ones) leave a call confused.
In addition, leaders should make it routine to keep track of what was said and to share those summaries with attendees.

Meeting Amnesia

It refers to a phenomenon whereby even though we’re all experiencing the same thing, we assume that other people don’t feel the same way about it as we do. This bias leads us to continue to schedule and attend meetings even when everyone secretly agrees that they’re useless because we assume we’re the only one who thinks so.To overcome pluralistic ignorance, leaders should encourage their teams to openly share their frustrations and feedback, and they should work together to regularly identify and eliminate unproductive meetings.

Pluralistic Ignorance

A how-to guide those that lead or participate in meetings

productivity

Productivity

How to Run an Effective Meeting

Six biases that lead us to have too many meetings — and how to overcome them.

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Remote Work

The Psychology Behind Meeting Overload

This is where "networking" gets a bad reputation: you introduce yourself to someone new for only one purpose--you need them for a job, an investment, or a sale. Short-term networking makes you look desperate.Try to follow this rule: no 'asks' for a year. For example, let's say you meet a person who is well-known in the field in which you want to build a career. In your first email exchanges or conversations, you should avoid making an ask of any kind. Sometimes, in the short term, aggressive maneuvers work: people fold and say yes in the moment. But in the long run, it never does.

Short-term networking

The best networkers think long-term. You can start building long-term relationships by identifying people in your field who are doing cool things or whose work you admire.You don't have a specific ask in mind: all you know is that this person is worth getting to know.

Long-term networking

Only the most masterful networkers engage in this type of relationship. Infinite horizon networking is building relationships with people whose expertise seems irrelevant to you today.On the surface and in the short term, they might not be useful to you at all. But they're interesting. And the fact that they are not plugged into your usual channels actually means they have the potential of becoming your most transformative relationship because they are exposing you to new ideas, people, and opportunities.

 Infinite horizon networking

How to be intentional about building your network

2 Kinds of Professional Networking That Work--And One That Doesn't

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