Resume Writer & Remote Career Coach + I’m “That Remote Guy” 🙋🏻‍♂️ Helping people find the remote career they’ve dreamed of in less time + Join 30K+ on the Escape the Cubicle Newsletter👇

You can work from anywhere. I’ll show you how. 👇

A Google search back in 2015 changed the course of my career, “How do you make money online?”

I was at a crossroads in my career and ready to make a change. I knew it was time to start building my own thing, a thing that someone couldn’t take away overnight. 

After discovering the world of freelancing, I replaced my income and never looked back. By the second year, I was able to triple that income (more than I ever thought possible) because of one platform: LinkedIn

LinkedIn allowed me to connect with clients all over the world, right at my fingertips. The opportunities that LinkedIn has opened up have been life-changing.

Now, I get to help others use LinkedIn to build a remote career as a Career Coach & Resume Writer and their own profitable brand as a Growth Strategist. I’ll help coach you on growing an online income through LinkedIn, a newsletter (like Substack), and a digital product.

…oh, and I still write amazing, interview-winning resumes if you need that. Just send a DM, and I’ll provide a free review for you. Or email it to me at (JohnHancockResumes@gmail.com).

---
Here’s what I've built:

✅ 125,000+ engaged LinkedIn followers
✅ 50,000+ LinkedIn newsletter subscribers
✅ 5,000+ Escape the Cubicle Substack subscribers
✅ 500+ transformed through my masterclasses
✅ 3000+ resumes written for every industry 

“Press Start” Here 👇

📌 Subscribe to my Substack at: www.EscapeTheCubicle.Substack.Com

📌 Join my Free 5-Day Email Class on “How to Grow & Monetize on LinkedIn” at the link top of my profile (or Featured Section)

📌 Connect for a 1on1 Coaching Call (by sending me a DM); I’ll help you build an actionable 30-day strategy to grow your brand on LinkedIn & Substack

📌 Grab my Six-Figure LinkedIn Growth Masterclass (& Playbook) with 500+ of my other students; click the link at top of my profile (or Featured Section)

📌 Get a newly polished resume at www.JohnHancockResumes.com

There's a better way to work. Let me show you how to find it.

Wes Pearce

Leaving a job because of a toxic boss isn’t weakness. It’s called self-preservation and being brave. 


I spent two years trying to "make it work" with a boss who constantly undermined me.

I watched my confidence erode. My Sunday nights became anxiety-filled. My health suffered.

Then I finally left.

Within two months at my new company, I realized something profound: I wasn't the problem. I never was.

Here's the truth: 

✅ 57% of people have quit specifically because of their boss, with another 37% considering it. (from DDI Development Dimensions International)

You're not alone if you're thinking about making that move.

What we tolerate becomes our standard. Every day you stay in a toxic work environment, you're telling yourself that's what you deserve.

The most courageous career move isn't always climbing higher. Sometimes it's walking away.

Watch for these warning signs that it's time to go:

📌 Your boss takes credit for your wins but blames you for their mistakes

📌 You receive unclear expectations then face criticism for not meeting them

📌 Your physical wellbeing or your mental health is declining

📌 You're constantly questioning your own competence at work 

📌 You can't remember the last time you were recognized for your work

A staggering 82% of American workers say they would quit their job because of a bad manager. The problem is, many don't, believing it reflects poorly on them.

Let me be clear: Leaving a toxic boss isn't failure. It's an act of self-respect.

—-
Ready to make your next move in 2026? I created Remote Dream Job Masterclass for you. 

Here’s the exact strategy & blueprint I teach all my 1on1 clients: https://lnkd.in/eExXfKCX

Resume Writer & Career Coach helping you “work from anywhere” 👨🏻‍💻 Follow for Career, Remote Job Search, and Creator Tips | Writing daily on EscapeTheCubicle.Substack.com Join 10,000+ Subscribers

I'll never forget the dream job I thought I had locked down. And then ghosted. 


Four rounds of interviews. Met with the hiring manager twice. Presented to the team. 

Even had a final conversation with the VP where he said, "We're really excited about bringing you on board. You'll hear from us this week."

Four weeks later, No call. No email. Not even a generic rejection.

I followed up once. Then twice. Then realized I was chasing people who clearly didn't respect my time enough to send a two-sentence email.

Here's what made it worse: I'd turned down other interviews because I thought this was a done deal.

That experience taught me something I'll never forget: How a company treats you during the hiring process is exactly how they'll treat you as an employee.

And companies wonder why they can't attract top talent.

Here's the reality: Every person you ghost tells 10 other people about the experience.

If you're hiring: Send the email. Even if it's a template. Even if it's bad news.

Candidates deserve basic human decency, not radio silence.

And if you're job searching: Remember that ghosting tells you everything you need to know about that company.

You didn't dodge a bullet. You dodged a whole firing squad. 

Has this ever happened to you?

—
📌 PS - Need more help with your job search? This is why I created Remote Dream Job Masterclass.

I’ll teach you the exact strategy I give my 1on1 clients to start generating remote job interviews without applying on job boards.

Or you can sign-up here: https://lnkd.in/eExXfKCX

The most inspiring story I've been part of this year wasn't about a 25-year-old founder.


It was about Margaret, my client who started her coaching business at 68.

After spending 40 years as a nurse, raising three kids, and surviving a divorce that wiped out her savings, she came to me ready to build something of her own.

No business degree, No email list, No idea how to start a Substack or sell coaching.

Just decades of experience helping people and a refusal to let age define what she could build.

We started from scratch. Built her Substack and then launched her pilot coaching program. Figured it out step by step.

Today? She's at 1,000+ subscribers and her coaching program is slowing booking out. She's making more than she ever did as a nurse doing work that finally feels like hers.

But you won't see Margaret on any "30 Under 30" list. You won't read her story in business magazines celebrating "young disruptors."

Because we're obsessed with early success. With people who "made it" by 25. With the idea that if you haven't figured it out by 40, you've somehow missed your window.

But some of the best work happens after 50. After 60. After life has given you the wisdom that only comes from actually living.

The 55-year-old who finally published their book after years of rejection.

The 62-year-old who started a business after being laid off and told they were "too senior."

The 70-year-old still learning, still growing, still proving that ambition doesn't retire.

Those are the stories we should be celebrating.

Age isn't a deadline. It's just more experience to build from.

——
📌 if you’re ready to building something of your own in 2026? 

I created a “LinkedIn Growth Guide” breaking down how I grew to 150K followers here and built a business around it.

If you’d like a copy, just comment “GUIDE” I’ll send it over to you.

The worst career advice I’ve ever heard: "Just give it more time. It'll get better."


I've watched too many people torture themselves staying in places that are slowly wearing them down.

Their mental health is suffering, confidence is shot, skills are stagnating.

All because someone convinced them that leaving "looks bad" or that they need to "stick it out."

Here's what actually happens when you stay too long in a toxic place:

-You normalize behavior you'd never accept anywhere else…

-You start believing the problem is you, not the environment…

-You waste years trying to prove yourself to people who've already decided not to see your value…

I've had clients stay in toxic jobs for three, four, five years because they were scared of what leaving would look like on their resume.

Every single one? Wished they'd left sooner.

Your resume doesn't need to show endurance or blind “loyalty.” It needs to show growth.

And sometimes growth means knowing when to leave.

Stop sacrificing your mental health to avoid an awkward conversation in an interview.

Staying in the wrong place doesn't make you loyal. It makes you unavailable for the opportunities you actually deserve.

Leave. Recover. Find better.

That's not quitting. That's self-preservation.

—
📌 Ready to make your next move in 2026? I created Remote Dream Job Masterclass for you. 

& a newly updated DIY Resume & Cover Letter Kit.

Here’s the exact strategy & blueprint I teach all my 1on1 clients: https://lnkd.in/eExXfKCX

Six years in the same role. Zero promotions. Zero growth opportunities.


Jessica had been at the same company for six years.

Same role. Same salary range. Same empty promises about "future opportunities."

She was good at her job. Actually, she was great at it. But there was nowhere to go. 

When we first talked, she knew she needed to leave. But she was paralyzed.

"What if I can't find anything better? What if I'm not as marketable as I think? What if this is as good as it gets?"

So she stayed. Watching her skills plateau while her frustration grew.

Here's what I told her: You're not going to grow in a place that's already decided you're done growing.

So, we built a 90-day exit plan. Targeted roles that actually matched what she wanted. Got her resume in front of the right people.

She put the work in. By the end of summer, she had an offer. 

Fully remote. Higher pay. And actual growth opportunities, not just vague promises in performance reviews.

Here’s the truth: You can't outgrow a space that's designed to keep you small.

You can work harder. Stay later. Prove yourself over and over. 

But if the ceiling is low, you're just going to keep hitting your head on it.

If you've been in the same place too long with nothing to show for it, the problem isn't you.

It's the environment you're trying to grow in.
Change it. And watch what happens.

(Image: Travis Bradberry)

—
📌 Ready to make your next move in 2026? I created my Remote Dream Job Masterclass to help. 

The Masterclass gives you the exact strategy I teach my 1on1 clients to attract recruiters and find your next work-anywhere role. 

You can join here: https://lnkd.in/eExXfKCX

No alternative text description for this image

Rachel stayed at her company for four years waiting to be seen.


Four years of coming in early. Staying late. Taking on projects nobody else wanted.

Her manager kept saying she "wasn't ready yet" for a promotion. 

Meanwhile, less experienced people kept moving up around her…

When she finally quit, her manager seemed shocked. "We were going to promote you next quarter."

Sure they were.

Here's where Rachel went: She found a company that saw her value immediately.

Within six months at her new company, she got the promotion her old job said she wasn't ready for. 

Within a year, she was leading projects her old manager said were "above her level."

Her old team reached out last month asking if she'd consider coming back as a senior manager.

She declined. She didn't need validation from people who spent four years overlooking her.

The thing about toxic workplaces is they convince you your value is tied to their opinion. 

That if they don't see what you bring, maybe you don't bring much.

Sometimes the best thing you can do is stop waiting for people to see your worth and go somewhere that already does.

You don't need their table. Build your own. 

Or find one that's been waiting for exactly what you bring.

—
📌 Ready to make your next move in 2026? I created Remote Dream Job Masterclass for you. 

& a newly updated DIY Resume & Cover Letter Kit.

Here’s the exact blueprint I teach all my 1on1 clients, to land interviews in weeks: https://lnkd.in/eExXfKCX

Professional Speaker, Wealth Management Founder, Generosity Consultant, Impactmaker

Generosity is a mindset, not an event.

- Bob DePasquale

Thriving organizations implement cultures of generosity that attract the best talent and the most loyal customers.  It's good business!

High-generosity people are 23% more likely to be satisfied with their lives overall!

*The Accent, 2019

Being generous makes everyone’s life better.  It doesn’t matter if you are the giver, the receiver, or just an on-looker.   

Bob learned this lesson at a very young age.  In fact, if it wasn’t for some generous acts, Bob likely wouldn’t be here today.  He has dedicated his life to empowering mission-driven organizations to build cultures of generosity that are made up of fulfilled employees and satisfied customers.

The Generosity Guy has worked professionally and in volunteer roles for 23 years, in three different countries, and in 17 states.

When Bob was given a cancer diagnosis and experienced the tragic events of 9/11 in New York City,  he thought not only his life over, but everyone else’s too.  He went from feeling like an invincible 18-year-old to an unworthy victim of life.  

What happened in the months and years following was truly miraculous - or was it generous?  The acts of generosity he experienced saved his life.  

Bob’s story is unique but his perspective resonates with anyone who wants to enjoy the work they do, give to others, and make a positive impact in the world.

Bob DePasquale, CFP®CAP® "The Generosity Guy" 😃

Don't motivate people with perks!
Unless you're hoping for this👇🏼

𝘢𝘯𝘥 𝘐 𝘢𝘪𝘯'𝘵 𝘵𝘢𝘭𝘬𝘪𝘯𝘨 𝘢𝘣𝘰𝘶𝘵 𝘵𝘦𝘢𝘮𝘸𝘰𝘳𝘬


𝗙𝗮𝘃𝗼𝗿𝗶𝘁𝗶𝘀𝗺

Everyone has a different set of gifts and skills.

Anytime time you give incentive to one thing,
you're going to favor those who do it well.

👉🏼Seems obvious.

👉🏼Plays out in a not-so-obvious way.


𝗧𝗵𝗲 𝗣𝗿𝗼𝗯𝗹𝗲𝗺

The big problem with favoritism is not that you:

♦️miss opportunities.
♦️like someone more.
♦️want a specific thing done.

𝘛𝘩𝘦𝘴𝘦 𝘢𝘳𝘦 𝘢𝘤𝘵𝘶𝘢𝘭𝘭𝘺 𝘴𝘮𝘢𝘭𝘭.

The 𝘣𝘪𝘨 problem is you demote others in the process.


𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲

I'm all for celebrating performance.

But it should be performance (effort) in a given role - not results...

...based on a single metric.

...and motivated by a perk (like a bonus).


𝗦𝗽𝗲𝗮𝗸𝗶𝗻𝗴 𝗼𝗳 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲...

Have to hand it to the guys in the video...
...they're doing their best 🕺

🤣Let's hope they're better salesmen than dancers.





𝗗𝗼 𝘆𝗼𝘂 𝘂𝘀𝗲 𝗽𝗲𝗿𝗸𝘀 𝘁𝗼 𝗺𝗼𝘁𝗶𝘃𝗮𝘁𝗲 𝗽𝗲𝗼𝗽𝗹𝗲?




==============

♻️ Repost to inspire.
🔔 Follow Bob DePasquale, CFP®CAP® for more.

*𝘷𝘪𝘥𝘦𝘰 𝘧𝘳𝘰𝘮 @𝘱𝘦𝘢𝘤𝘩𝘵𝘳𝘦𝘦_𝘳𝘰𝘰𝘧 𝘰𝘯 𝘐𝘎

Bob DePasquale, CFP®CAP®

Keynote Speaker | Helping growth-oriented organizations attract top talent and the most loyal customers

Some people think culture changes when leadership “announces” it.

But it can start where it’s least expected: one person who actually feels joyful and effective in their work.

𝘛𝘩𝘢𝘵 𝘧𝘦𝘦𝘭𝘪𝘯𝘨 𝘪𝘴 𝘤𝘰𝘯𝘵𝘢𝘨𝘪𝘰𝘶𝘴.

When one person on a team feels good about what they’re doing and their ability to contribute, everyone around them feels it.

➡ They show up differently.
➡ They encourage differently.
➡ They carry meetings differently.


𝗡𝗼𝘄 𝗶𝗺𝗮𝗴𝗶𝗻𝗲 𝗶𝗳 𝗶𝘁’𝘀 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝗼𝗻𝗲 𝗽𝗲𝗿𝘀𝗼𝗻.

💡 Two people on that team living and working generously.

🔄 Then three.

🔊 Now the others have multiple sources of encouragement and confidence.

Studies on workplace behavior show that emotions and habits spread socially:

People tend to mirror the mood, energy, and behaviors of those around them, especially visible peers & leaders.

𝘛𝘩𝘢𝘵’𝘴 𝘸𝘩𝘺 𝘰𝘯𝘦 𝘨𝘦𝘯𝘦𝘳𝘰𝘶𝘴, 𝘫𝘰𝘺𝘧𝘶𝘭 𝘵𝘦𝘢𝘮𝘮𝘢𝘵𝘦 𝘥𝘰𝘦𝘴𝘯’𝘵 𝘴𝘵𝘢𝘺 “𝘫𝘶𝘴𝘵 𝘰𝘯𝘦 𝘱𝘦𝘳𝘴𝘰𝘯” 𝘧𝘰𝘳 𝘭𝘰𝘯𝘨.

This is why generosity is good business.


𝗚𝗲𝗻𝗲𝗿𝗼𝘀𝗶𝘁𝘆 𝗶𝘀 𝗮 𝗺𝗶𝗻𝗱𝘀𝗲𝘁, 𝗻𝗼𝘁 𝗮𝗻 𝗲𝘃𝗲𝗻𝘁.

The question is:

How do you make that mindset shift and build the generous culture you actually desire?

👉🏼One that helps your organization grow and helps your people enjoy the work.

That’s exactly what my free “Feeling Generous” email course is designed to do.

Seven short lessons.

Seven ways generosity helps you be more joyful in your work, more joyful with your family, and more fulfilled in your everyday life.

Because when you feel generous, you exude that generous feeling.
And it grows on the people around you.


𝗪𝗶𝗹𝗹 𝘆𝗼𝘂 𝘄𝗮𝗶𝘁 𝗳𝗼𝗿 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝘁𝗼 𝗰𝗵𝗮𝗻𝗴𝗲 𝗼𝗿 𝗯𝗲 𝘁𝗵𝗲 𝗼𝗻𝗲 𝘄𝗵𝗼 𝗺𝗮𝗸𝗲𝘀 𝗴𝗲𝗻𝗲𝗿𝗼𝘀𝗶𝘁𝘆 𝗰𝗼𝗻𝘁𝗮𝗴𝗶𝗼𝘂𝘀?





===============

♻️ Share this with someone who shapes your team’s culture.
🔔 Follow Bob DePasquale, CFP®CAP® for more.
📩 Want to make generosity contagious this year? Join my free “Feeling Generous” email course (link below).

Everyone wants to win.
But losers only have wins to celebrate.

If you don’t know how you won, you can’t build a culture that wins on purpose.


𝗠𝗼𝘀𝘁 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗼𝗯𝘀𝗲𝘀𝘀 𝗼𝘃𝗲𝗿 𝗿𝗲𝘀𝘂𝗹𝘁𝘀.

➡ Deals closed
➡Numbers hit
➡Scoreboard


𝗧𝗵𝗲 𝗽𝗿𝗼𝗯𝗹𝗲𝗺?

Sometimes people get great results because uncontrollable things break their way.

🚩It’s like winning the lottery.

Everyone has a chance.
Eventually someone wins.

But do they really “deserve” the credit for a system they can’t repeat?

On the flip side, there are also times when you do everything right…

call the perfect play…
execute it perfectly…

…and still lose.


𝗛𝗮𝗯𝗶𝘁𝘀

That’s why great cultures focus on day-to-day habits, not just highlight-reel results.

The simple, repeatable actions are what should be:

🔍 Evaluated.

🗣️ Talked about.

🙌 Recognized and celebrated.


𝗚𝗼 𝗮𝗵𝗲𝗮𝗱 𝗰𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝘁𝗵𝗲 𝗯𝗶𝗴 𝘀𝗮𝗹𝗲.

If your top salesperson doubles their income with the biggest deal of the year, that’s awesome.

𝘉𝘶𝘵 𝘴𝘵𝘶𝘥𝘺 𝘩𝘰𝘸 𝘵𝘩𝘦𝘺 𝘨𝘰𝘵 𝘵𝘩𝘦𝘳𝘦:

Was it a 10-year customer relationship?

How many check-ins, follow-ups, and value-add touches did it take?

What disciplines were at work behind the scenes?

What we should be most proud of are the small, generous, behaviors people practice every day.

𝘛𝘩𝘰𝘴𝘦 𝘢𝘳𝘦 𝘵𝘩𝘦 𝘵𝘩𝘪𝘯𝘨𝘴 𝘵𝘩𝘢𝘵 𝘣𝘶𝘪𝘭𝘥 𝘢 𝘤𝘶𝘭𝘵𝘶𝘳𝘦 𝘺𝘰𝘶 𝘤𝘢𝘯 𝘵𝘳𝘶𝘴𝘵.


𝗪𝗮𝗻𝘁 𝗵𝗲𝗹𝗽 𝘀𝗵𝗶𝗳𝘁𝗶𝗻𝗴 𝘆𝗼𝘂𝗿 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝘁𝗼𝘄𝗮𝗿𝗱 𝗴𝗲𝗻𝗲𝗿𝗼𝘂𝘀, 𝗿𝗲𝗽𝗲𝗮𝘁𝗮𝗯𝗹𝗲 𝗵𝗮𝗯𝗶𝘁𝘀?

My free “Feeling Generous” email course walks through seven lessons to help you:

↗️Be more joyful in your work.

↗️Be more joyful with your family.

↗️Live a healthier, more enjoyable, more fulfilling life.


𝗪𝗶𝗹𝗹 𝘆𝗼𝘂 𝗸𝗲𝗲𝗽 𝗿𝗲𝘄𝗮𝗿𝗱𝗶𝗻𝗴 𝗹𝗼𝘁𝘁𝗲𝗿𝘆 𝘄𝗶𝗻𝘀 𝗼𝗿 𝘀𝘁𝗮𝗿𝘁 𝗰𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗶𝗻𝗴 𝘁𝗵𝗲 𝗵𝗮𝗯𝗶𝘁𝘀 𝘁𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗯𝘂𝗶𝗹𝗱 𝗰𝘂𝗹𝘁𝘂𝗿𝗲?





===============

♻️ Share this with a leader who only looks at the scoreboard.
🔔 Follow Bob DePasquale, CFP®CAP® for more.

Your not going to believe me but...


𝗠𝗼𝘀𝘁 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗱𝗼𝗻'𝘁 𝗸𝗻𝗼𝘄 𝘁𝗵𝗲𝗶𝗿 𝗰𝘂𝘀𝘁𝗼𝗺𝗲𝗿𝘀.

They miss something key:

They don't just learn from you.

You have to learn from 𝘵𝘩𝘦𝘮 too.

This will make the most of the relationship.


𝘞𝘩𝘦𝘯 𝗰𝗮𝗻 𝘆𝗼𝘂 𝗹𝗲𝗮𝗿𝗻 𝗳𝗿𝗼𝗺 𝗰𝘂𝘀𝘁𝗼𝗺𝗲𝗿𝘀?

➡ In meetings 𝘸𝘪𝘵𝘩 them
➡ In meetings 𝘸𝘪𝘵𝘩𝘰𝘶𝘵 them
➡ When they tell you what they want

𝘉𝘶𝘵 𝘥𝘰𝘯'𝘵 𝘧𝘰𝘳𝘨𝘦𝘵 𝘸𝘩𝘢𝘵 𝘵𝘩𝘦𝘺 𝘯𝘦𝘦𝘥.


𝗔𝗜 𝗶𝘀 𝗺𝘆 𝗳𝗮𝘃𝗼𝗿𝗶𝘁𝗲 𝘁𝗼𝗼𝗹 𝗳𝗼𝗿 𝘁𝗵𝗶𝘀.

You don't need to be an expert.

➡ Feed it customer feedback, survey data, support tickets
➡ Find what customers appreciate, enjoy, and need most
➡ Find what they dislike the most

𝘛𝘳𝘢𝘪𝘯 𝘪𝘵 (𝘰𝘳 𝘺𝘰𝘶𝘳 𝘱𝘦𝘰𝘱𝘭𝘦) 𝘵𝘰 𝘴𝘱𝘰𝘵 𝘱𝘢𝘵𝘵𝘦𝘳𝘯𝘴.


𝗡𝗘𝗘𝗗 𝗯𝗲𝗶𝗻𝗴 𝘁𝗵𝗲 𝗺𝗼𝘀𝘁 𝗶𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁 𝘄𝗼𝗿𝗱.

When you know what customers truly need, you can be generous with:

➡ Better products
➡ Smarter solutions
➡ Anticipated support

𝘛𝘩𝘢𝘵'𝘴 𝘨𝘦𝘯𝘦𝘳𝘰𝘴𝘪𝘵𝘺 𝘢𝘵 𝘴𝘤𝘢𝘭𝘦.

It's where you anticipate needs based on learning more about people.


𝗗𝗼 𝘆𝗼𝘂 𝗯𝗲𝗹𝗲𝗶𝘃𝗲 𝗺𝗲 𝗻𝗼𝘄?





===============
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If you think your job is to outshine your coworkers, you’ve already capped your career.”

𝘛𝘩𝘦 𝘱𝘦𝘰𝘱𝘭𝘦 𝘸𝘩𝘰 𝘸𝘪𝘯 𝘢𝘵 𝘸𝘰𝘳𝘬 𝘱𝘭𝘢𝘺 𝘢 𝘥𝘪𝘧𝘧𝘦𝘳𝘦𝘯𝘵 𝘨𝘢𝘮𝘦.

𝗬𝗼𝘂𝗿 𝗰𝗮𝗿𝗲𝗲𝗿 𝘀𝘁𝗮𝗹𝗹𝘀 the moment you feel like you have to “take down” the person in the cubicle next to you.

Now you’re not focused on actually 𝘨𝘦𝘵𝘵𝘪𝘯𝘨 better.

👎🏼You’re focused on trying to 𝘭𝘰𝘰𝘬 better.


𝗕𝗲𝗶𝗻𝗴 𝗦𝘂𝗰𝗰𝗲𝘀𝘀𝗳𝘂𝗹 𝘃𝘀. 𝗟𝗼𝗼𝗸𝗶𝗻𝗴 𝗦𝘂𝗰𝗰𝗲𝘀𝘀𝗳𝘂𝗹

One of my favorite ideas (inspired by 𝚃̲𝚑̲𝚎̲ ̲𝙿̲𝚜̲𝚢̲𝚌̲𝚑̲𝚘̲𝚕̲𝚘̲𝚐̲𝚢̲ ̲𝚘̲𝚏̲ ̲𝙼̲𝚘̲𝚗̲𝚎̲𝚢̲ by Morgan Housel) is this:

There’s a huge gap between actually being something and doing things to look like it.

Want a Bentley, a massive house, and to spend money like your rich?

𝘛𝘩𝘰𝘴𝘦 𝘢𝘳𝘦𝘯’𝘵 𝘵𝘩𝘦 𝘩𝘢𝘣𝘪𝘵𝘴 𝘵𝘩𝘢𝘵 𝘸𝘪𝘭𝘭 𝘨𝘦𝘵 𝘺𝘰𝘶 𝘵𝘩𝘦𝘳𝘦.

These will:

📈 Investing in the right places.

💾 Saving more than you spend.

💸 Being frugal instead of flashy.

🧠 Being intelligent with your money.


𝗧𝗵𝗲 𝘀𝗮𝗺𝗲 𝘁𝗵𝗶𝗻𝗴 𝗶𝘀 𝘁𝗿𝘂𝗲 𝗮𝘁 𝘄𝗼𝗿𝗸.

Trying to “look” more capable than your teammates leads to:

🤦🏼Undermining others.
🤦🏼Hoarding information.
🤦🏼Playing for credit instead of outcomes.


𝗔𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗯𝗲𝗶𝗻𝗴 𝗰𝗮𝗽𝗮𝗯𝗹𝗲 𝗹𝗼𝗼𝗸𝘀 𝗹𝗶𝗸𝗲:

🙋🏼Sharing what you know.

🙋🏼Helping teammates succeed.

🙋🏼Playing for a team win, not just your highlight reel.

That’s generous culture. It’s what people remember and reward over time.


𝗪𝗶𝗹𝗹 𝘆𝗼𝘂 𝘀𝗽𝗲𝗻𝗱 𝘆𝗼𝘂𝗿 𝗲𝗻𝗲𝗿𝗴𝘆 𝘁𝗿𝘆𝗶𝗻𝗴 𝘁𝗼 𝗹𝗼𝗼𝗸 𝘀𝘂𝗰𝗰𝗲𝘀𝘀𝗳𝘂𝗹 𝗼𝗿 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝘁𝗵𝗲 𝗵𝗮𝗯𝗶𝘁𝘀 𝘁𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗺𝗮𝗸𝗲 𝘆𝗼𝘂 𝘀𝘂𝗰𝗰𝗲𝘀𝘀𝗳𝘂𝗹?




===============

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📩 Want to build a generous career and culture? Join my free “Feeling Generous” email course. Just comment 𝘍𝘦𝘦𝘭𝘪𝘯𝘨 𝘎𝘦𝘯𝘦𝘳𝘰𝘶𝘴.

If you think humility in leadership means backing away from responsibility, you’re getting humility backwards.

Most people miss this fact:

𝘙𝘦𝘢𝘭 𝘩𝘶𝘮𝘪𝘭𝘪𝘵𝘺 𝘪𝘴 𝘬𝘯𝘰𝘸𝘪𝘯𝘨 𝘺𝘰𝘶𝘳 𝘱𝘦𝘰𝘱𝘭𝘦 𝘴𝘰 𝘸𝘦𝘭𝘭 𝘺𝘰𝘶 𝘤𝘢𝘯 𝘴𝘵𝘦𝘱 𝘪𝘯 𝘤𝘰𝘯𝘧𝘪𝘥𝘦𝘯𝘵𝘭𝘺 𝘸𝘩𝘦𝘯 𝘪𝘵 𝘢𝘤𝘵𝘶𝘢𝘭𝘭𝘺 𝘩𝘦𝘭𝘱𝘴 𝘵𝘩𝘦𝘮.

𝗛𝘂𝗺𝗶𝗹𝗶𝘁𝘆 𝗶𝗻 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗶𝘀 𝗻𝗼𝘁:

➡ Passing everything off to other people.
➡ Thinking “I hired you for a reason, you do it”.
➡ Pretending you don’t know what you’re doing.
➡ Over-delegating just to avoid owning decisions.

𝘛𝘩𝘢𝘵’𝘴 𝘯𝘰𝘵 𝘩𝘶𝘮𝘪𝘭𝘪𝘵𝘺.

⛔That’s avoidance dressed up as trust.


𝗥𝗲𝗮𝗹 𝗵𝘂𝗺𝗶𝗹𝗶𝘁𝘆 𝗹𝗼𝗼𝗸𝘀 𝘃𝗲𝗿𝘆 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁.

➡ You’re tuned in to the people you work with.
➡ You don’t need to micromanage every move.
➡ You don’t jump on their tasks or ideas all the time.
➡ You confidently share your perspective and support.

𝘈𝘯𝘥 𝘵𝘩𝘪𝘴 𝘪𝘴𝘯’𝘵 𝘫𝘶𝘴𝘵 𝘧𝘰𝘳 𝘱𝘦𝘰𝘱𝘭𝘦 𝘸𝘪𝘵𝘩 “𝘭𝘦𝘢𝘥𝘦𝘳” 𝘪𝘯 𝘵𝘩𝘦𝘪𝘳 𝘵𝘪𝘵𝘭𝘦.


𝗘𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗵𝗮𝘀 𝘁𝗵𝗲 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝘆 𝘁𝗼 𝗹𝗲𝗮𝗱 𝗴𝗲𝗻𝗲𝗿𝗼𝘂𝘀𝗹𝘆.

➡ Share a story that helps the team.
➡ Add an insight or lesson from experience.
➡ Give a resource, a connection, or encouragement.

👉🏼Just make the team better.


𝗜𝘁'𝘀 𝗮 𝗺𝗶𝗻𝗱𝘀𝗲𝘁, 𝗻𝗼𝘁 𝗮 𝗷𝗼𝗯 𝘁𝗶𝘁𝗹𝗲.

If you want to build that mindset, my free “Feeling Generous” email course can help you:

➡ Be more joyful in your work.
➡ Be more joyful with your family.
➡ Live a healthier, more enjoyable, more fulfilling life.


𝗪𝗶𝗹𝗹 𝘆𝗼𝘂 𝗵𝗶𝗱𝗲 𝘆𝗼𝘂𝗿 𝗴𝗶𝗳𝘁𝘀 𝗼𝗿 𝘂𝘀𝗲 𝘁𝗵𝗲𝗺 𝗴𝗲𝗻𝗲𝗿𝗼𝘂𝘀𝗹𝘆?



===============

♻️ Share this with someone people naturally look to for leadership.
🔔 Follow Bob DePasquale, CFP®CAP® for more.
📩 Want to grow in generous leadership? Join my free “Feeling Generous” email course.

If your team “values generosity” but fights over every leaderboard, you don’t have a culture, you have a PR campaign.

𝗬𝗼𝘂𝗿 𝗿𝗲𝗮𝗹 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝗶𝘀 𝘄𝗵𝗮𝘁𝗲𝘃𝗲𝗿 𝗵𝗮𝗽𝗽𝗲𝗻𝘀 𝘄𝗵𝗲𝗻 𝗻𝗼 𝗼𝗻𝗲’𝘀 𝗹𝗼𝗼𝗸𝗶𝗻𝗴 𝗮𝘁 𝘁𝗵𝗲 𝘃𝗮𝗹𝘂𝗲𝘀 𝗽𝗼𝘀𝘁𝗲𝗿.

𝘞𝘦 𝘭𝘰𝘷𝘦 𝘵𝘰 𝘵𝘢𝘭𝘬 𝘢𝘣𝘰𝘶𝘵 𝘨𝘦𝘯𝘦𝘳𝘰𝘴𝘪𝘵𝘺, 𝘵𝘦𝘢𝘮𝘸𝘰𝘳𝘬, 𝘢𝘯𝘥 “𝘩𝘦𝘭𝘱𝘪𝘯𝘨 𝘦𝘢𝘤𝘩 𝘰𝘵𝘩𝘦𝘳 𝘸𝘪𝘯.”

🗣️But slogans only go so far.

🫰🏼Talk is cheap.  

🪙Action is an investment.


𝗜𝗳 𝘆𝗼𝘂 𝗽𝗮𝘂𝘀𝗲𝗱 𝗿𝗶𝗴𝗵𝘁 𝗻𝗼𝘄 𝗮𝗻𝗱 𝗮𝘀𝗸𝗲𝗱 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳:

👉🏼“What are the actual systems we have?”

👉🏼"Do we talk about generosity and giving all the time?"

👉🏼"Or is there a real ratio of talking… to actually doing?"

👉🏼"Do we say we want to help each other while fighting over the leaderboard and the latest sales contest?"

👏🏼"Or do we talk about helping each other
while we’re actually doing it?"

𝘛𝘩𝘢𝘵’𝘴 𝘵𝘩𝘦 𝘥𝘪𝘧𝘧𝘦𝘳𝘦𝘯𝘤𝘦 𝘣𝘦𝘵𝘸𝘦𝘦𝘯 𝘢 𝘴𝘭𝘰𝘨𝘢𝘯 𝘢𝘯𝘥 𝘢 𝘱𝘳𝘢𝘤𝘵𝘪𝘤𝘦.


𝗗𝗼𝗻’𝘁 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗰𝗼𝗺𝗽𝗲𝘁𝗲 𝗮𝗴𝗮𝗶𝗻𝘀𝘁 𝘁𝗵𝗲 𝗽𝗲𝗼𝗽𝗹𝗲 𝘆𝗼𝘂 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵.

You want to compete 𝘧𝘰𝘳 each other.

👏🏼That’s what a generous culture looks like.


𝗙𝗲𝗲𝗹𝗶𝗻𝗴 𝗚𝗲𝗻𝗲𝗿𝗼𝘂𝘀

If you want help closing the gap between what you say and what you actually do, my free “Feeling Generous” email course will walk you through it.

7 lessons on how generosity helps you:

♦️Be more joyful in your work.

♦️Be more joyful with your family.

♦️Live a healthier, more enjoyable, more fulfilling life.


𝗜𝘀 𝘆𝗼𝘂𝗿 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝘀𝗮𝗶𝗱...𝗼𝗿 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗳𝗲𝗹𝘁?





===============

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📩 Want to turn generosity from slogan to system? Join my free “Feeling Generous” email course (link below).

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