Jeff Altman, Big Game Hunter
EP 3064’s impressive execution job opportunities may hide a critical red flag. Discover this subtle but significant warning sign and what it really means to your execution trajectory.
Cracking the work search code: valid
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OK, let’s just join. If you are an ambitious professional, you are climbing that ladder and your goal is to take on an executive role, and you need to hear that. We are about to withdraw the curtains on key details in your job offer, which can actually make your entire career progress.
So imagine in one second, you did it. You seized the opportunity. It looks absolutely spectacular, has a great salary, and is everything you’ve been working for.
But what if there is something lurking in beautiful prints that is actually meant to make you fail? Yes, let’s talk about this deceptive dream. On the surface, it looks perfect. However, this single element has been overlooked.
This can turn this amazing opportunity into a nightmare. OK, this is the single largest red flag you have to look for in the compensation package for performance metrics that are fuzzy or completely inestimable. Seriously, this is not some of the details you can find out later.
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This is a huge flashing warning sign on your face. There are also bets here, they are very high. We are not talking about some misunderstandings about bonuses.
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No. Ignoring this will completely derail your career. It can impress your long-term income and can actually prevent you from getting the job done successfully.
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In this way, we call us the right to fuzzy indicator traps. Let’s really figure out why this is so dangerous to you and your profession. You know what’s going on.
At the execution level, this is the whole game, your value, your bonus and reputation. It’s all about how you perform. You live and you will die with the results provided.
It’s really simple, which of course raises the million dollar question. What happens when the result of your being judged is a complete mystery, right? If you don’t even know where the goal post is, you can’t win the game. This is exactly the same as your career.
So, that’s what you have to pursue. Are there clear, hard earnings goals, specific growth KPIs, you know, KPIs? Is there a definite milestone for the large transformation project you should lead? If these things are missing, you will fly completely blindly. Without these hard numbers, you will be completely exposed.
Your success is no longer based on objective facts and data. Instead, it is based on subjective assessments, someone’s opinions, perhaps the mood of that day, or shifting political storms in the company. You’re stuck in a position where you never know if you actually win.
This is the ultimate danger. That vague contract is not just supervision. It can be against you.
It gives the company the power to literally weaponize your deal, throw it right back in your face immediately, and then say, you failed. And it doesn’t matter what you work hard or what you actually accomplish. OK, that’s the bad news, the terrible part.
But listen, this is good news. In this case, there is nothing you can do. So, let’s go to the solution.
There is a clear, proactive approach to resolve this trap and restore control. You can really choose between two completely different paths. This trap leads to vague goals, subjective comments, and mere career risks.
However, solutions that define goals, objective measures of goals achieved, and real control over your career can be achieved. The choice is obvious, right? So, this is your script, your four-step plan. First step, you suggest cooperation.
Don’t fight. Frame it as, hey, let us partners define what each person’s success looks like. The second step is to define these benchmarks together.
Work with CEO, Board of Directors, investors. This is so important, especially among startups where turnover or startups may be blurred. Step 3: This part is absolutely non-negotiable and the agreement is obtained in writing.
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Finally, in the fourth step, put a clock on it. Agree you will nail these benchmarks together for the first 90 days of your work. You have to think of these steps as your insurance policy because if you don’t, you basically give the company all the power, including the ability to hang you on the drying as long as it’s convenient.
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OK, let’s all end and really hit the house so you can ensure your success. It all boils down to two very simple but very powerful ideas. First, burn this equation into your brain.
Fuzzy goals do not mean flexibility. No. Fuzzy goals equal weapons trading.
This is a setting that puts all the risks directly on your shoulders. On the other hand, that’s what you should fight for. It is clear that the goal defined is not just a contract.
They are the foundation of a truly successful partnership, and on the same page, everyone works towards the same measurable finish line. So I just want you to think of it last. Take a closer look at your current deal, or the next deal you encounter, and ask yourself this powerful question.
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Is this a contract established for our shared success, or is it really just a permission that they say, I failed? The answers can define the entire next chapter of your career.
Work in AI: Office work only?
About Jeff Altman, Big Game Hunter
People hired big game hunter Jeff Altman to not offer BS career advice worldwide, because many things in his career are easier in the people. These things may involve job search,
More effectively hire, manage and lead better career transitions, and advice on solving workplace problems. He is the host and now produces the “BS-free Job Advice Broadcast”, a #1 podcast in iTunes for 3000 episodes of job search.
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