Britt Gage

Conventional hiring processes are designed to recruit the most skilled people to fill a specific role at the right price. The experience can feel dehumanizing — it’s laden with unwritten rules, negotiation, posturing, and indirect communication (if you’re lucky) through recruiters.

The process, at its core, is a transaction of resources. It’s not... See more

Know what you want to stand out for, how you’re different, what you can do that no one else can that can’t be captured by an algorithm or simple market signals, at least not yet. 

There’s a market for almost everything. 

The most valuable things will always be the ones that are hardest to price.

In many ways, the work of a critic is easy. We risk very little, yet enjoy a position over those who offer up their work and their selves to our judgment. We thrive on negative criticism, which is fun to write and to read. But the bitter truth we critics must face, is that in the grand scheme of things, the average piece of junk is probably more... See more

Is the situation actually complicated or is it really quite straightforward, but you're making it complicated because it requires a lot of courage to make the straightforward decision?

Here's my six-step approach to strategic micromanagement:

1. Gauge Task Maturity
   
   When handing off work, assess the employee's skill level. Are they new to this task or a seasoned pro? Newbies naturally need more support. You can take off the training wheels as skills develop.


2. Set a Clear Baseline
   
   Just because an employee can execute a process doesn’t

... See more

Uncovering Pain and Negative Consequences of the Status Quo

For the past decade, our idolatry of startups and innovation has meant the focus has been: What can we disrupt? How fast can we grow? How big can we get? How much can we raise?

Founders are taught to possess enough faith that they can build something very big very fast. This creates a pressure cooker of responsibility that distorts reality to the... See more