Brave New Workforce Larry Cornett, Ph.D.

Wow, there’s a lot going on in the world today! Trip, Larry, and Anna are getting back to work as life begins to ramp up. Your lovely co-hosts have decided to take a short break while they figure out their next phase in the future of work. Until then, keep creating, keep improving, and keep embracing change. It’s the only way forward!
Key Takeaways
* Anna, Trip, and Larry have been busy!
* We’re taking a summer break to get our ducks in the row.
* Throughout this podcast we’ve talked about how there’s better days ahead, well guess what, they’re here!
* Trip is working for a 135 year old company and they are ready to embrace this new digital world. If they can do it, you can do it too.
* Big shout out to our interns AnaMichele and Brian!
* Also the BIGGEST shout out to Albie, our editor at Podfly!
* Your co-hosts will be coming back, but as life kicks back up, they want to take a step back to see what’s on the forefront of what’s next.
* Without a commute, podcasts have dropped off slightly. What’s next for the Brave New Workforce? Perhaps video format!
* Getting comfortable speaking and being on camera are critical job skills in today’s world. This podcast has helped all three of your co-hosts get better at it.
* You gotta put yourself out there. Larry shares an example of what that can do for you and your career.
* Trip brings it full circle. The Black Death.
* Whatever change comes your way, embrace it. It’s only going to get faster and faster.
* People are still going to have to work, because of that, Larry, Trip, and Anna will still be talking about the future of work.
* Thanks for listening and we’ll be back!
Resources
Thebraveworkforce.com
Bravenewcompanies.com
Email Anna: Anna@Thebraveworkforce.com
Follow Larry on Twitter: @Cornett
Connect with Anna: Brainminerals.co & Annachromatic.com
Quotes
“People no longer have tolerance for the old gatekeepers and the old models. It’s changing even faster than a lot of people have anticipated.” — Larry
“Ideas to leave you with, keep growing, keep watching where the puck is going.” — Trip
“People were talking about how this was going to kill the economy, it did for a little while, however so many people have used what was presented in front of them, grown from it, and shifted to a more online world.” — Anna

This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit bravenewworkforce.substack.com

Would you like more leverage in your career and get more opportunities without having to knock on doors? The world is opening up and it’s apparent that when it comes to the future of work, country borders are going to be less and less relevant. With remote work, it means companies are looking for the best of the best, and they’re no longer forced to look in their own backyard or for a particular zip code. Anna talks about one of her favorite things with her two co-hosts Larry and Trip, and that’s personal brand. Learn how to structure yourself in a world that just got way more competitive.
Key Takeaways
Trip is three Red Bulls in and has “resting dad face.”
We’re talking about your personal brand today and why it’s important for the future of work!
Anna tries to explain what a personal brand is, but Trip has a face.
The problem with the personal brand is that it’s such a buzzword. What IS IT really?
How do you get started with your personal brand? Anna shares some quick tips.
People often say you should start with “what you know,” but Trip believes what you know is boring! Anna disagrees.
It depends on where you are in the personal brand journey. Are you new to this? Or are you a bit seasoned? What should you be writing about? What you know vs. what you care about? Let’s break this down.
Trip started writing a “remote workforce” article, realized it was bigger than he could chew, and it ended up turning into a podcast.
Larry loves to tweet thoughts out there and see what gets engagement, and then turn that into an article.
Let’s talk about audience quality. You can talk about a wide range of topics, but make sure you’re tying them back to your core “content.”
Women’s max career earning potential hits at 40. For men, it’s 45-50. If you’re in tech, those numbers are even more dire. Ouch! Future-proofing your career becomes way more urgent now than ever before.
Don’t care about personal brand? Okay, we get it. But writing skills will still be more relevant than ever before! So many people are terrible at communicating over email. You’ll get an advantage if you can structure your thoughts in a consumable way.
Trip reads a lot of cover letters and resumes, etc. Man, have a personality for once! So many people are just saying the same thing about why they’re different.
Resources
Thebraveworkforce.com (http://thebraveworkforce.com/)
Bravenewcompanies.com (http://bravenewcompanies.com/)
Email Anna: Anna@Thebraveworkforce.com (mailto:Anna@Thebraveworkforce.com)
Follow Larry on Twitter: @Cornett (https://twitter.com/cornett)
Connect with Anna: Brainminerals.co (http://brainminerals.co/) & Annachromatic.com (http://annachromatic.com/)

This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit bravenewworkforce.substack.com

Larry, Trip, and Anna bring on two hot-seat guests to show a real-life example of how behavioral interviewing works. This is the second time they’ve run a hot-seat session. These interviews give insight into what companies are looking for when they’re conducting a behavioral interview on a candidate, and what some of these tough questions tend to look like as they interview new prospects for a role.
Key Takeaways
Let’s do some hot seats! Tom and Flora are our victims for today’s episode.
Trip gives a bit of context to how these hot-seat sessions work, and why it’s important to perfect your interviewing skills.
Flora shares her story and how she got into UX design.
Flora shares her biggest failure.
It can be frustrating as a young candidate because you’re often not invited to the “big table.” Trip understands both perspectives.
If you are a UX designer, or whatever your position might be, it’s important to create relationships that go outside of your expertise or peer group.
A little bit about Tom and his background. He’s looking to do a career shift.
What did Tom do when he had a conflict with a peer?
Trip debriefs and shares what both hot seat participants did well, and didn’t do well.
Tell me about your proudest failure?
Larry always recommends picking a few of your “hero” stories so that it’s easier to pull them up no matter what the interviewer asks.
Rehearse your hero stories.
The goal of a behavioral interview is to identify inconsistency or consistently negative traits.
Sometimes you had a bad boss or a toxic employee, but the interview process is not the place to talk about it.
No one wants the crusader that’s telling other people how they’re wrong.
Resources
Thebraveworkforce.com
Bravenewcompanies.com
Email Anna: Anna@Thebraveworkforce.com
Follow Larry on Twitter: @Cornett

This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit bravenewworkforce.substack.com

Larry, Trip, and Anna address a common problem they’re seeing in the hiring world: Candidates getting ghosted on for no rhyme or reason. Companies and recruiters might not realize how stressful and damaging it is for a candidate to have “everything go well” and then radio silence. If you’ve been ghosted on in the past, here’s why this is happening, and your co-hosts offer advice on how you can empower yourself and prevent it from happening in the future.
Key Takeaways
Have you ever been ghosted?
Microsoft recently ghosted on a candidate. C’mon guys. You can do better.
Ghosting can be so nefarious because it could mean you didn’t get the job, it could mean you did. One of Anna’s friends got the job after a month of radio silence.
Candidates want specific feedback as to why they’re not a fit. However, the lawyers get involved and don’t want liability on their hands.
What makes a good recruiter or hiring manager?
Here’s how to get around the pesky system and the recruiter.
You need to get creative and talk to a human.
The worst thing that can happen to you is getting the job, and realizing you got scammed and the culture is toxic.
Interview past employees. Get the real scoop on what it’s like to work at a company.
Big companies are always looking for candidates, but the automatic system filters some of the best ones.
Finding the right candidate is exactly like the dating experience.
Companies are trying to be on their best behavior during the interview process, so if they’re behaving badly, that’s a bad sign. Don’t work there!
Pick your dumpster fire. No company is perfect.
Resources
Thebraveworkforce.com (http://thebraveworkforce.com/)
Bravenewcompanies.com (http://bravenewcompanies.com/)
Email Anna: Anna@Thebraveworkforce.com (mailto:Anna@Thebraveworkforce.com)
Follow Larry on Twitter: @Cornett (https://twitter.com/cornett)

This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit bravenewworkforce.substack.com

Larry, Trip, and Anna are doing something new this week! They’re conducting their very first hot seat session with two brave candidates who are eager to understand what goes through a hiring manager’s mind and why they ask questions the way they do. At the end, your co-hosts explain some of the psychological reasons behind their questions, and they share how they also filter for bias.
Key Takeaways
Companies are employing some shady practices when it comes to hiring a new candidate. They use “psychology” but it’s not actually real psychology.
The first candidate on the hot seat is Manisha. A little bit about her and what she does.
Manisha shares a time where she had a conflict with a peer.
Trip asks Manisha what she thinks Larry and Trip were looking for in that interaction.
Meghana joins the hot seat and shares a little bit about herself.
What is Meghana’s proudest professional failure?
Meghana shares a time where she had to push back on a boss.
Trip breaks down how he was trained to interview candidates.
Larry shares why he looks for candidates with a growth mindset.
Anna emphasizes the point that you need to get good at telling stories. People remember details to the story, not necessarily facts and figures.
Manisha and Meghana share their experiences of being interviewed by other companies.
Trip shares how he noticed bias during the hiring process and why it’s important to weed that out really quickly.
Manisha got asked the question, “Tell me why we shouldn’t hire you.”
Resources
Thebraveworkforce.com (http://thebraveworkforce.com/)
Bravenewcompanies.com (http://bravenewcompanies.com/)
Email Anna: Anna@Thebraveworkforce.com (mailto:Anna@Thebraveworkforce.com)
Follow Larry on Twitter: @Cornett (https://twitter.com/cornett)

This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit bravenewworkforce.substack.com

Larry and Trip discuss their experiences working for corporate America when it came to getting the clearance they needed to speak on stage and why they had to be very, very careful about what they said, even after they’ve left the company. These companies are very powerful and you have to be careful because they have the resources to blackball you from the industry. It seems more and more companies are trying to stifle employees’ expression; even when it’s outside of the standard working hours. What can we do?
Key Takeaways
No supervision this week! Anna is out of the office!
This week, we’re talking about breaking the law…
People in tech want a union! Companies are penalizing the people for doing this.
It’s a tricky balance. Larry shares what he learned from his media training when he was at Yahoo.
Employees at Google want to do more public speaking but because of Google’s policies, they’re unable to do so.
When Trip worked for Amazon, he had to get approval before he could do a talk. He shares how he was able to manage that.
Companies are afraid employees will say something that they shouldn’t at one of these talks.
There are so many benefits to having an employee talk on stage. At eBay, it was one of the best ways to attract new talent.
You want to retain talent? Hiding them from the public eye is not going to get you there.
Trip remembers a time where Microsoft just owned everything he did.
When you’re a designer, you’re only as good as your portfolio.
Every company wants to see a designer’s portfolio, yet these same companies also don't want their portfolio shared. It’s a catch-22.
Google employees get fired for showing Google their own biases. Lawsuit incoming?
The worst hacks happen when you get a disgruntled employee.
There are laws in place to protect whistleblowers. Don’t forget that.
Trip has personally experienced getting pushed out of a company for saying the unpopular thing.
These companies are incredibly powerful. They can blackball you and make sure you never work again.
You have to be so, so careful with what you talk about.
Larry shares his thoughts about unions.
Big companies might look sexy, but you might want to take a step back and think about what it might actually mean for you and your career.
The opportunities are charging. People are getting offers from international companies.
Trip is one of them! He started a new position and it’s international! He just got back from playing lacrosse with his son. He never could have done that at an onsite company.
Why would you hire someone you don’t trust?
For employees, go somewhere where you will grow.
Resources
Thebraveworkforce.com (http://thebraveworkforce.com/)
Bravenewcompanies.com (http://bravenewcompanies.com/)
Email Anna: Anna@Thebraveworkforce.com (mailto:Anna@Thebraveworkforce.com)
Follow Larry on Twitter: @Cornett (https://twitter.com/cornett)

This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit bravenewworkforce.substack.com