Al Dea - Founder - The Edge of Work

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Passionate about inspiring leaders to build organizations that develop and grow their people, and using new ways ways of working that bring employees together to achieve collective business outcomes. I&#39;m the Owner of The Edge of Work, a leadership development consulting firm, and partner with organizations to solve the following challenges: - Designing and delivering leadership development programs to identify and build the next generation of leaders - Training and equipping new managers on how to lead and develop their people in today&#39;s workplace - Facilitating new ways of working and team effectiveness for leaders of cross-functional teams - Supporting upskilling initiatives of key power skills for all employees (ex: influence, emotional intelligence, collaboration career management, communications) My mission is to inspire leaders to build better and more human companies that unleash the potential and performance of their people. I do this by consulting leaders on workplace trends, and through leadership training, helping employees each day how to effectively navigate and thrive in today&#39;s workplace. Previously, I worked at Salesforce and Deloitte Consulting helping Fortune 500 companies use digital technology to drive organizational transformation. I&#39;m interested in topics such as leadership, talent development, the future of work, &amp; learning, culture, and people development. My work has been cited in publications such as The Wall Street Journal, MIT Sloan Management Review, Time, Fast Company, Inc Magazine, and The World Economic Forum. · Experience: The Edge of Work · Education: University of North Carolina at Chapel Hill - Kenan-Flagler Business School · Location: Los Angeles Metropolitan Area · 500+ connections on LinkedIn. View Al Dea’s profile on LinkedIn, a professional community of 1 billion members."> <meta name="og:description" content="Helping Organizations Develop Their Leaders - Leadership Facilitator, Keynote Speaker, Podcast Host · Talent, Leadership &amp; Workplace Executive Coach, Speaker &amp; Facilitator. Passionate about inspiring leaders to build organizations that develop and grow their people, and using new ways ways of working that bring employees together to achieve collective business outcomes. I&#39;m the Owner of The Edge of Work, a leadership development consulting firm, and partner with organizations to solve the following challenges: - Designing and delivering leadership development programs to identify and build the next generation of leaders - Training and equipping new managers on how to lead and develop their people in today&#39;s workplace - Facilitating new ways of working and team effectiveness for leaders of cross-functional teams - Supporting upskilling initiatives of key power skills for all employees (ex: influence, emotional intelligence, collaboration career management, communications) My mission is to inspire leaders to build better and more human companies that unleash the potential and performance of their people. I do this by consulting leaders on workplace trends, and through leadership training, helping employees each day how to effectively navigate and thrive in today&#39;s workplace. Previously, I worked at Salesforce and Deloitte Consulting helping Fortune 500 companies use digital technology to drive organizational transformation. I&#39;m interested in topics such as leadership, talent development, the future of work, &amp; learning, culture, and people development. My work has been cited in publications such as The Wall Street Journal, MIT Sloan Management Review, Time, Fast Company, Inc Magazine, and The World Economic Forum. · Experience: The Edge of Work · Education: University of North Carolina at Chapel Hill - Kenan-Flagler Business School · Location: Los Angeles Metropolitan Area · 500+ connections on LinkedIn. View Al Dea’s profile on LinkedIn, a professional community of 1 billion members."> <meta name="twitter:description" content="Helping Organizations Develop Their Leaders - Leadership Facilitator, Keynote Speaker, Podcast Host · Talent, Leadership &amp; Workplace Executive Coach, Speaker &amp; Facilitator. Passionate about inspiring leaders to build organizations that develop and grow their people, and using new ways ways of working that bring employees together to achieve collective business outcomes. I&#39;m the Owner of The Edge of Work, a leadership development consulting firm, and partner with organizations to solve the following challenges: - Designing and delivering leadership development programs to identify and build the next generation of leaders - Training and equipping new managers on how to lead and develop their people in today&#39;s workplace - Facilitating new ways of working and team effectiveness for leaders of cross-functional teams - Supporting upskilling initiatives of key power skills for all employees (ex: influence, emotional intelligence, collaboration career management, communications) My mission is to inspire leaders to build better and more human companies that unleash the potential and performance of their people. I do this by consulting leaders on workplace trends, and through leadership training, helping employees each day how to effectively navigate and thrive in today&#39;s workplace. Previously, I worked at Salesforce and Deloitte Consulting helping Fortune 500 companies use digital technology to drive organizational transformation. I&#39;m interested in topics such as leadership, talent development, the future of work, &amp; learning, culture, and people development. My work has been cited in publications such as The Wall Street Journal, MIT Sloan Management Review, Time, Fast Company, Inc Magazine, and The World Economic Forum. · Experience: The Edge of Work · Education: University of North Carolina at Chapel Hill - Kenan-Flagler Business School · Location: Los Angeles Metropolitan Area · 500+ connections on LinkedIn. View Al Dea’s profile on LinkedIn, a professional community of 1 billion members."> <meta property="og:title" content="Al Dea - Founder - The Edge of Work | LinkedIn"> <meta property="og:image" content="https://media.licdn.com/dms/image/v2/D5603AQE_njPDMCP_bw/profile-displayphoto-shrink_200_200/profile-displayphoto-shrink_200_200/0/1714500532018?e=2147483647&v=beta&t=y0IgNgMdrVtuoHWBxUGRd0p7FWU2TyjoQWSc0Iywwww"> <meta property="og:type" content="profile"> <meta property="profile:first_name" content="Al"> <meta property="profile:last_name" content="Dea"> <meta property="og:url" content="https://www.linkedin.com/in/itsaldea"> <meta name="twitter:card" content="summary"> <meta name="twitter:site" content="@Linkedin"> <meta name="twitter:title" content="Al Dea - Founder - The Edge of Work | LinkedIn"> <meta name="twitter:image" content="https://media.licdn.com/dms/image/v2/D5603AQE_njPDMCP_bw/profile-displayphoto-shrink_200_200/profile-displayphoto-shrink_200_200/0/1714500532018?e=2147483647&v=beta&t=y0IgNgMdrVtuoHWBxUGRd0p7FWU2TyjoQWSc0Iywwww">  <meta name="linkedin:pageTag" content="openToProvider"> <meta name="clientSideIngraphs" content="1" data-gauge-metric-endpoint="/public-profile/api/ingraphs/guestGauge" data-counter-metric-endpoint="/public-profile/api/ingraphs/counter"> <script type="application/ld+json"> {"@context":"http://schema.org","@graph":[{"@type":"Article","author":{"@type":"Person","name":"Al Dea","url":"https://www.linkedin.com/in/itsaldea"},"dateModified":"","datePublished":"2025-03-04T16:00:12.000+00:00","headline":"How Managers Can Become Career Development Champions","image":{"@type":"ImageObject","url":"https://media.licdn.com/dms/image/v2/D4D12AQH3eDIz03tCcQ/article-cover_image-shrink_720_1280/B4DZVXjZp_HYAI-/0/1740930653749?e=2147483647&v=beta&t=bVYU5_oFoDM2_80_yV4UFr1feh4UAS9hgvuAKUG_M8c"},"articleBody":"\u003Cp\u003ELast month, \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003ELinkedIn\u003C/a\u003E released its 2025 Linkedin Workplace Learning Report (\u003Ca href=\"https://learning.linkedin.com/resources/workplace-learning-report\" target=\"_blank\"\u003Edownload here\u003C/a\u003E) I had a chance to share my thoughts which are in the report (you can find my quotes if you read it) but in the report it highlighted a number of key trends.\u003C/p\u003E\u003Cp\u003EOne of the biggest takeaways was a theme around the emergence of 𝗖𝗮𝗿𝗲𝗲𝗿 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗖𝗵𝗮𝗺𝗽𝗶𝗼𝗻𝘀—organizations that prioritize career-driven learning and outperform their peers.\u003C/p\u003E\u003Cp\u003EBy analyzing Linkedin data across a number of indices across their platform, LinkedIn was able to develop a Career Development Index and separate out the leaders from the laggards, which they are calling \u003Cstrong\u003E\u003Cem\u003ECareer Development Champions\u003C/em\u003E\u003C/strong\u003E. \u003C/p\u003E\u003Cp\u003EAs you can see from the charts below, Career Development champions invest more in career development but based on their research also perform better against key business metrics.\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Cfigure\u003E\u003Cimg data-media-urn=\"\" data-li-src=\"https://media.licdn.com/dms/image/v2/D4D12AQF_e9pTRmP2Pw/article-inline_image-shrink_1500_2232/B4DZVXjxQAG8AU-/0/1740930751305?e=1748476800&v=beta&t=f86b48nZ9_F44zaQ8esbrC2Zoy-bpNnzBgbM73iz74E\" src=\"//:0\"\u003E\u003Cfigcaption\u003ESource: 2025 Workplace Learning Report (LinkedIn)\u003C/figcaption\u003E\u003C/figure\u003E\u003Cp\u003E\u003C/p\u003E\u003Cfigure\u003E\u003Cimg data-media-urn=\"\" data-li-src=\"https://media.licdn.com/dms/image/v2/D4D12AQEPJUoL8g-uPg/article-inline_image-shrink_1000_1488/B4DZVXj4ijHYAQ-/0/1740930780092?e=1748476800&v=beta&t=igJGkvwok8SLKsjB2KY0lxpk8QtCSbcVIIygYavinFM\" src=\"//:0\"\u003E\u003Cfigcaption\u003E\u003C/figcaption\u003E\u003C/figure\u003E\u003Cp\u003EWhile the rest of the report is worth reading, there was one data point I did want to zero in on, and that is the lack of manager support in employee career development, based on their data. (See below)\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Cfigure\u003E\u003Cimg data-media-urn=\"\" data-li-src=\"https://media.licdn.com/dms/image/v2/D4D12AQGBw1qXi6kjMA/article-inline_image-shrink_1500_2232/B4DZVXkJCPGkAU-/0/1740930848023?e=1748476800&v=beta&t=_-XqQqC-BDAJlJrmw5ci5Ts4h7eSewL-6n4-lPjRTYk\" src=\"//:0\"\u003E\u003Cfigcaption\u003E\u003C/figcaption\u003E\u003C/figure\u003E\u003Cp\u003EThis is a topic in particular that I am passionate about finding solutions for. And it often comes up in the work I do in my own leadership development consulting firm working with organizations on developing their leaders. If you’ve been reading this newsletter for awhile you’ll know that this is something that I’ve written about for the past few years (\u003Ca href=\"https://alsnewsletter.substack.com/p/to-help-your-employees-grow-run-more\" target=\"_blank\" rel=\"nofollow noopener\"\u003Ehere\u003C/a\u003E, \u003Ca href=\"https://alsnewsletter.substack.com/p/the-people-growth-equation-88b\" target=\"_blank\" rel=\"nofollow noopener\"\u003Ehere\u003C/a\u003E, \u003Ca href=\"https://alsnewsletter.substack.com/p/unlocking-social-capital-to-help\" target=\"_blank\" rel=\"nofollow noopener\"\u003Ehere\u003C/a\u003E, and \u003Ca href=\"https://alsnewsletter.substack.com/p/is-your-manager-supporting-your-career\" target=\"_blank\" rel=\"nofollow noopener\"\u003Ehere\u003C/a\u003E)\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Cp\u003EAs you can see in the graph below, it turns out the data this year is pretty bleak in terms of manager support for career development.\u003C/p\u003E\u003Cp\u003EThe numbers are pretty bleak, and in my post someone asked about why they are so bad. I have a few thoughts and ideas, but if you have them I’d love to hear them.\u003C/p\u003E\u003Ch2\u003EHow Managers Can Become Career Development Champions\u003C/h2\u003E\u003Cp\u003EThe good news is that, while the numbers do look bleak, in my experience managers do have a lot at their disposal in terms of actions and methods to encourage and support their employees’ career development. While it absolutely does take a matter of both skill and will, these are things that can be learned, taught and practiced, and over time, done well.\u003C/p\u003E\u003Cp\u003EThe benefit of investing in this is that you become a manager or leader that people want to work for, you support the development of your employees (which can help your own team) and that in many cases, other employees will want to work for you and you’ll retain employees longer. It is an investment of time, but one in my opinion that pays off.\u003C/p\u003E\u003Cp\u003ENaturally, a question comes up around “how do I do this?” Over the years, I’ve developed processes, tools around this and I want to share one of my favorites.\u003C/p\u003E\u003Ch2\u003EIntroducing The Career Support Matrix\u003C/h2\u003E\u003Cp\u003EA concept I often teach in my leadership programs specifically to managers is around the Career Support Matrix. The idea behind this is that while managers and leaders cannot do everything to support their employee career development, there is a lot they can do.\u003C/p\u003E\u003Cp\u003EBased on my work over the last decade around helping leaders support employee career development, I’ve found that there are six common ways a manager can help an employee with their career (and six ways employees need help in a way that a manager can support them.)\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Cfigure\u003E\u003Cimg data-media-urn=\"\" data-li-src=\"https://media.licdn.com/dms/image/v2/D4D12AQHyp7dnSa00ow/article-inline_image-shrink_1000_1488/B4DZVXkgh7GcAQ-/0/1740930943796?e=1748476800&v=beta&t=VMNX7iutiGJ5BR5K0HBn0I4GWqMqKbVq_X4Ksp7r-t4\" src=\"//:0\"\u003E\u003Cfigcaption\u003EThey are below:\u003C/figcaption\u003E\u003C/figure\u003E\u003Cul\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003EAdvice\u003C/strong\u003E: Whey they have a challenge, and they want specific insight on how to solve it\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003EExpertise\u003C/strong\u003E: When they need specific and specialized knowledge on a topic, issue, or area of interest related to their career\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003EConnections\u003C/strong\u003E: When they are looking for relationships and people who can help them develop and grow\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003ECoaching\u003C/strong\u003E: When they have a specific challenge or problem and want to partner with you to help them get to a specific solution\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003EAdvocacy\u003C/strong\u003E: When they need you to use your position and voice support and communicate their work to others\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003EOpportunities\u003C/strong\u003E: When they need or want a specific opportunity or experience to develop and grow\u003C/p\u003E\u003C/li\u003E\u003C/ul\u003E\u003Cp\u003E\u003Cem\u003E(\u003C/em\u003E\u003Cstrong\u003E\u003Cem\u003ENote\u003C/em\u003E\u003C/strong\u003E\u003Cem\u003E: Even if you are not a manager, you can also use this, as a way to ask your manager/leader for help in your career, which is also why I like this method)\u003C/em\u003E\u003C/p\u003E\u003Cp\u003EDepending on the person as well as your confidence in your abilities as a manager, there are probably elements of the matrix that you are pretty comfortable with, and other ones that you might not be comfortable with. That is okay, and expected. But for the ones that you are comfortable with, there are also probably actions you can take, if your employee needs that help, to help them in their career. \u003C/p\u003E\u003Cp\u003EAs an example, if your employee shares with you that they are looking for connections, an action you could take is to connect them with people you know who mirror who they are looking for. And certainly, advocacy, and using your power and voice to speak up on their behalf is something that every manager can do. If for some reason yo aren’t comfortable with one of these that is your invitation if they ask for help to find someone else who can help them. \u003Cstrong\u003ERemember\u003C/strong\u003E: that is also a form of support!\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Ch2\u003EHow to use this\u003C/h2\u003E\u003Cp\u003ENaturally, you’re probably wondering how do I action on this or what is the best way to put this into practice. I would recommend something like this:\u003C/p\u003E\u003Col\u003E\u003Cli\u003E\u003Cp\u003ESetup a chance to chat with your employee - pretty straight forward, but give them a proactive heads up that you’d like to chat about how you can support their career development and growth, and encourage them to come with any thoughts or ideas. Remind them it’s not set in stone, and it is meant to be a collaborative discussion\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003EAsk them the question: \u003Cstrong\u003E\u003Cem\u003EWhat kind of support do you need right now?\u003C/em\u003E\u003C/strong\u003E - This is the magic question that helps unlock the Career Support Matrix. Naturally, they will either answer and share with you what they need (you can respond based on that) but sometimes, they may not know how to answer the question, and that’s where the Career Support Matrix comes into play\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003EShare with them that there are many ways that you as a leader can support their career growth, depending on their specific need/request for help. You can then share a few examples of the Career Support Matrix, just to see if any of those resonate. In my experience, if you’ve made it this far, and you end up sharing at least 2-3 of the elements of the matrix, eventually it clicks for the employee about what they want to ask for.\u003C/p\u003E\u003C/li\u003E\u003C/ol\u003E\u003Cp\u003ESomething I’ve also found is that at least initially, many employees struggle to answer the question “what kind of help do you need.” This isn’t because they don’t know it's mostly because they don’t always have the specific language for what they want to ask or say, and in many cases, don’t actually know that is something that they can ask for.\u003C/p\u003E\u003Cp\u003EBut this is also why this method can be so helpful - Telling your employees that they can ask for advice, expertise and coaching depending on what they are looking for in the moment can be a very empowering and expansive thing. Furthermore, once you and your employees learn this language, it makes it much easier to consistently have this conversation, and in many cases, eventually your employees may come proactively to you in the future asking for support.\u003C/p\u003E\u003Ch2\u003ESmall Habits and Practices Add up Over Time\u003C/h2\u003E\u003Cp\u003ESupporting your employee’s career development is not a once a year thing. But it also doesn’t have to be a huge lift of energy and time. Instead, small habits and practices (like using the Career Support Matrix) done well consistently and over time, not only help your employees but help you gain more awareness of how to best utilize your employees based on their strengths and career development.\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Cp\u003E\u003Cem\u003ETo download the report and hear about other practices around career development champions including insights and ideas from learning and talent leaders including \u003C/em\u003E\u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003ENaphtali Bryant, M.A.\u003C/a\u003E , \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003EJeremy Broome\u003C/a\u003E , \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003ETapaswee Chandele\u003C/a\u003E , \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003EStephanie Conway\u003C/a\u003E , \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003EVidya Krishnan\u003C/a\u003E , \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003ECorina Kolbe\u003C/a\u003E , \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003ELan Tran\u003C/a\u003E , \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003EKelly Salek, Ed.D\u003C/a\u003E \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003EChris Louie\u003C/a\u003E and others please check out the 2025 Workplace Learning Report (\u003Ca href=\"https://learning.linkedin.com/resources/workplace-learning-report\" target=\"_blank\"\u003EClick Here\u003C/a\u003E) and congratulations to the team behind the report including \u003Ca target=\"_blank\" href=\"https://www.linkedin.com/in/sonyabessalel?miniProfileUrn=urn%3Ali%3Afs_miniProfile%3AACoAABRyXXIBfkiIzDhUHXfCYorK96sVJ8YiD8w\"\u003ESonya Bessalel\u003C/a\u003E , \u003Ca target=\"_blank\" href=\"https://www.linkedin.com/in/annemcsilver?miniProfileUrn=urn%3Ali%3Afs_miniProfile%3AACoAAAEj33oB5RKnZwtYjUIqNLRNDR8qki1PMiY\"\u003EAnne McSilver\u003C/a\u003E , \u003Ca target=\"_blank\" href=\"https://www.linkedin.com/in/jenniferhgronski?miniProfileUrn=urn%3Ali%3Afs_miniProfile%3AACoAAAFSCeUBSz1Dy7suvzqEfQcTnaXLLNJp6vM\"\u003EJennifer Gronski\u003C/a\u003E and others.\u003C/p\u003E\u003Chr\u003E\u003Cp\u003E\u003Cstrong\u003EPS - \u003C/strong\u003EIf you’re looking for some help for your learning and development, leadership development, I’d love to work with you: Here is how I might be able to assist:\u003C/p\u003E\u003Cul\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003ELeadership & Learning Programs: \u003C/strong\u003EFormal training and leadership development in your company, such as new manager or new leader training, or skill-based programs.\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003EConsulting & Advisory Services - \u003C/strong\u003EDo you have a leadership development or onboarding program that needs a refresh or audit? Let’s chat about how we can improve your program.\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003E1:1 Executive Coaching\u003C/strong\u003E - Are you looking for an executive coach for 1:1 leadership support? Let’s chat about how we can work together\u003C/p\u003E\u003C/li\u003E\u003C/ul\u003E\u003Cp\u003E\u003C/p\u003E","url":"https://www.linkedin.com/pulse/how-managers-can-become-career-development-champions-al-dea-cetyf"},{"@type":"Article","author":{"@type":"Person","name":"Al Dea","url":"https://www.linkedin.com/in/itsaldea"},"dateModified":"","datePublished":"2025-01-02T16:15:01.000+00:00","headline":"5 Ideas About Work For 2025","image":{"@type":"ImageObject","url":"https://media.licdn.com/dms/image/v2/D4E12AQG8gwZ9OW2TLg/article-cover_image-shrink_600_2000/article-cover_image-shrink_600_2000/0/1735832219238?e=2147483647&v=beta&t=WNrtjL3uLwyN3ATNENLT3baAogNN7IruaBk0GAJPMDM"},"articleBody":"\u003Cp\u003EI’ve had some time to reflect over the holidays and think about the areas of work that I think are interesting and that we need to equip leaders with so they can lead effectively in this new world of work. \u003C/p\u003E\u003Cp\u003EHere are five that I’ve been thinking about and think are critical to leaders of organizations.\u003C/p\u003E\u003Ch2\u003E#1) Leaders Should Support The Social Capital of Their Employees.\u003C/h2\u003E\u003Cp\u003EWhile companies continue to fluctuate on where we should work and \u003Ca href=\"https://www.linkedin.com/news/story/rto-debate-will-persist-into-2025-6501777/\" target=\"_blank\"\u003Ewhat our office's policies\u003C/a\u003E should be, a constant in the workplace is that regardless of where you work, being connected across boundaries is critical to success today. As the workplace continues to evolve and become more dynamic and connected, it’s critical for employees to have the networks and social capital they need to both do their jobs well and gain the development opportunities for growth. But \u003Ca href=\"https://www.betterup.com/blog/connection-crisis-what-you-can-do\" target=\"_blank\" rel=\"nofollow noopener\"\u003Emany of us still feel disconnected\u003C/a\u003E and in some cases, lonely, which can lead to disengagement and low productivity. \u003C/p\u003E\u003Cp\u003EThis is why I think Leaders should invest in social capital for themselves and then in turn, spend time helping their employees develop social capital. Simply put, social capital is the value derived from positive connections between people. This is described as a set of various relationships, reputations, and assets existing within an organization or with its partners and customers that enable business processes to function as efficiently and effectively as possible. It’s important for leaders to develop their social capital and help their employees build their own social capital. Business is a fundamentally human endeavor, and we do business and tend to help people that we know, like, and trust. \u003C/p\u003E\u003Cp\u003EThe degree to which leaders can help their people develop their networks and help expand those of their employees will put them in a position to be successful in their work and broaden their exposure and opportunities for future development and growth. In the workplace, many new ideas for problems or solutions for products and services come when people share ideas, information, talents, and skills. Helping your employees develop their social capital helps them get more exposure to share their talents and skills. Still, it also helps them build new relationships and expand their surface area for opportunities. \u003C/p\u003E\u003Cp\u003E\u003Cstrong\u003EArticle\u003C/strong\u003E: \u003Ca href=\"https://alsnewsletter.substack.com/p/how-to-build-relationships-to-work\" target=\"_blank\" rel=\"nofollow noopener\"\u003EHow to Build Relationships to Work better\u003C/a\u003E\u003C/p\u003E\u003Cp\u003E\u003Cstrong\u003EArticle\u003C/strong\u003E: \u003Ca href=\"https://alsnewsletter.substack.com/p/building-connection-and-trust-on\" target=\"_blank\" rel=\"nofollow noopener\"\u003EBuilding Connection and Trust on Your team\u003C/a\u003E\u003C/p\u003E\u003Cp\u003E\u003Cstrong\u003EArticle\u003C/strong\u003E: \u003Ca href=\"https://alsnewsletter.substack.com/p/great-managers-connect-people-to\" target=\"_blank\" rel=\"nofollow noopener\"\u003EGreat Leaders Conect People\u003C/a\u003E\u003C/p\u003E\u003Chr\u003E\u003Ch2\u003E#2) Organizations That Want to Grow in 2025 Should Make Developing Talent a Critical Capability of All Leaders\u003C/h2\u003E\u003Cp\u003E\u003Ca href=\"https://www.gartner.com/en/newsroom/press-releases/2024-05-22-gartner-ceo-survey-finds-growth-is-the-top-business-priority-for-2024--reaching-highest-level-in-10-years\" target=\"_blank\" rel=\"nofollow noopener\"\u003EMany CEOs believe that growth is one of their top priorities for 2025.\u003C/a\u003E Companies grow when their people do, or, said another way, when you develop your people, you grow your organization. That’s why one area I believe strongly in is that organizations should make developing talent a critical capability/responsibility/competency of every people leader.\u003C/p\u003E\u003Cp\u003EWhile it’s true that we need to be cognizant of the numerous responsibilities we place on leaders’ places, if you want to grow as a company,one of the best things that leaders can do is to spend time actively growing their people. \u003C/p\u003E\u003Cp\u003ELeaders are constantly facing many priorities and need to find activities and priorities that scale the impact and reach of their work. Spending time developing your people does just that. When you take the time to teach, coach, provide feedback, encourage, and connect with your people so that they can be more effective in their jobs, they can improve the way they develop themselves and perform better. Over time, they can build capabilities so they don’t constantly rely on you, which in turn, leads them to generating ideas, solving new problems, and applying new ways of thinking.\u003C/p\u003E\u003Cp\u003EFurthermore, we need to make the development of others a critical capability because development can and should happen in the everyday work we do each day. We have traditionally relied on development to occur in formal learning and leadership development, we need to focus beyond this, which is why it’s important \u003Cem\u003Enot\u003C/em\u003E to just focus on the programs but rather, make developing talent a systemic priority of the organization. Make no mistake - these are still critical avenues for development, and your HR and learning and development team should lead the change, but they cannot and should not be the only avenues. \u003C/p\u003E\u003Cp\u003EBy making leaders developers of talent and incorporating development into their responsibilities and priorities, we can help bring development opportunities for employees into their everyday work and not just rely on learning and development to do that on their own.\u003C/p\u003E\u003Cp\u003E\u003Cstrong\u003EArticle\u003C/strong\u003E: \u003Ca href=\"https://alsnewsletter.substack.com/p/turning-leaders-into-developers-of\" target=\"_blank\" rel=\"nofollow noopener\"\u003EEvery Leader is a Developer of Talent\u003C/a\u003E\u003C/p\u003E\u003Cp\u003E\u003Cstrong\u003EArticle:\u003C/strong\u003E\u003Ca href=\"https://alsnewsletter.substack.com/p/getting-development-into-the-workflow\" target=\"_blank\" rel=\"nofollow noopener\"\u003EGet Development Into the Workflow\u003C/a\u003E\u003C/p\u003E\u003Chr\u003E\u003Ch2\u003E#3)People Smarts = The Secret Sauce to Working With Others and Achieving Shared Success\u003C/h2\u003E\u003Cp\u003EFor most of us today, we work in organizations that require us to work with other people to get things done and be successful in our roles. It’s hard to work on something entirely in a silo. With that in mind, technology, globalization, and complexity make the workplace and our work more interconnected, dynamic, and complex. To be effective in our jobs, we traditionally consider book and street smarts as critical ingredients for getting things done and success at work. But there’s a “smarts” that’s missing from the equation. \u003C/p\u003E\u003Cp\u003EAnd that is People Smarts. People Smarts is a leader’s ability to collaborate to achieve goals in a dynamic and complex workplace. Exhibiting people's smarts (in addition to book smarts and street smarts..) is often what’s needed to achieve an objective, such as launching a new project, succeeding with a cross-functional initiative, or solving a never-seen problem or customer solution in a world of work that is hyper-connected and integrated. People Smarts means that leaders must understand not just what they are trying to achieve but how they can inspire and leverage the talents and strengths of others to achieve it. In a world of work that requires all people, even with technological advances, and even when we have to work with non-human bots and machines, knowing how to work well with others to achieve shared goals and develop your People Smarts is critical to success. \u003C/p\u003E\u003Cp\u003E\u003Cstrong\u003EPodcast\u003C/strong\u003E: \u003Ca href=\"https://theedgeofwork.com/the-power-of-intentional-collaboration-and-social-capital-in-todays-workplace-with-dr-michael-arena/\" target=\"_blank\" rel=\"nofollow noopener\"\u003ESocial Capital in and Collaboration, my interview with Dr. Michael Arena\u003C/a\u003E\u003C/p\u003E\u003Chr\u003E\u003Ch2\u003E#4) Reimagining “Elements of Work” with Artificial Intelligence\u003C/h2\u003E\u003Cp\u003EHere’s a thought experiment: In your current role, are you doing everything you want to do? Are you fully optimized 100% of the time? Can you operate precisely as you wish, without constraints or trade-offs? Chances are, the answer to these questions is no. .\u003C/p\u003E\u003Cp\u003EYet, various barriers and constraints often prevent us from reaching our full potential in the roles we occupy. These obstacles hold us back, whether it’s systemic inefficiencies, outdated workflows, or personal challenges. This is why the emerging wave of AI and machine learning technologies presents a significant opportunity to reimagine the way we work.\u003C/p\u003E\u003Cp\u003EGiven today’s workplace challenges, focusing on automating, outsourcing, or merely replacing existing processes with new technology is tempting. While these approaches have merit, they often fall short. The real opportunity lies in rethinking work from first principles: identifying what we fundamentally value in how we work. As we understand what technologies like AI can do, we can proactively design workflows that leverage these tools to work differently and achieve better outcomes—rather than simply optimizing processes that are already flawed.\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Cfigure\u003E\u003Cimg data-media-urn=\"\" data-li-src=\"https://media.licdn.com/dms/image/v2/D4E12AQEeq01RTlcxdw/article-inline_image-shrink_1000_1488/article-inline_image-shrink_1000_1488/0/1735832750118?e=1748476800&v=beta&t=czoxUeClYfQlnduJ0H8RBbvdyYj9PD0OxwNj-YXvHr0\" src=\"//:0\"\u003E\u003Cfigcaption\u003E\u003C/figcaption\u003E\u003C/figure\u003E\u003Cp\u003EThis may sound abstract, so I'd like to elaborate.\u003C/p\u003E\u003Cp\u003EEach week, new tools emerge—such as agents, co-pilots, coaches, and digital twins. These applications represent more than technological innovations; they highlight critical “\u003Cstrong\u003Eelements of work\u003C/strong\u003E” that are ripe for reimagination. An element of work refers to a task or action necessary to perform your job. Most people have about 5-6 core elements, some of which they enjoy more than others.\u003C/p\u003E\u003Cp\u003ETechnology becomes compelling when it enables us to redefine these elements or shift the balance between them. For example, consider AI-driven coaches that provide practice and feedback. We all recognize the value of these activities, but they often fall by the wayside due to time constraints. With digital coaches, we can prioritize these activities, ultimately improving the quality of our output. Similarly, Co-Pilots can assist with tasks like “searching,” while digital twins might handle “analyzing” or “meeting.” These tools not only allow us to do more or less of certain tasks but also enable us to explore new elements of work.\u003C/p\u003E\u003Cp\u003ETake “thinking” as an example. Many of us could benefit from dedicating more time to deep thought, but our days are consumed by meetings and content creation. What if technology freed us to spend more time thinking? Or better yet, what if it enhanced the effectiveness of that time?\u003C/p\u003E\u003Cp\u003EWhile it’s difficult to predict which tools—agents, Co-Pilots, coaches, or digital twins—will ultimately succeed, the larger question is how these technologies will reshape the work we value. How might spending more time on elements like “practice” or “thinking” transform our jobs? We often say that AI will allow us to focus on “more human” activities—this is the moment to see if that holds true.\u003C/p\u003E\u003Cp\u003EThe implications extend to leadership as well. Leaders will need to rethink not only the nature of work but also the roles required to manage it. We may need “P\u003Ca href=\"https://www.linkedin.com/pulse/6-ideas-work-al-dea-9rnbc/?trackingId=kSq5zCBsR1G%2FwH37erne8Q%3D%3D\" target=\"_blank\"\u003Eroduct Managers of Work”\u003C/a\u003E—individuals who thoughtfully design workflows, decide what tasks are necessary, and determine who (or what) is best suited to perform them. This kind of forward thinking will be crucial as we navigate the future of work.\u003C/p\u003E\u003Chr\u003E\u003Ch2\u003ETheme #5) The Importance of Practice\u003C/h2\u003E\u003Cp\u003ETake your favorite performer—an athlete, musician, or artist. What do they all have in common? They spend far more time practicing than performing. The world’s best musician spends countless hours practicing compared to a few in Carnegie Hall. The NFL’s top players spend just 20 days on the field but over 300 days training. Yet, in the professional workplace, we do the opposite—playing far more than practicing.\u003C/p\u003E\u003Cp\u003EIn a rapidly changing work environment requiring new skills and capabilities, practice is critical. Without it, innovation, creativity, and problem-solving suffer. Giving emerging leaders opportunities to practice leadership prepares them for future roles. Helping new hires get “sets and reps” ensures effective onboarding. Practice also equips employees to take on new challenges.\u003C/p\u003E\u003Cp\u003EAI and advanced technologies can play a vital role here, offering real-world, personalized scenarios to help individuals develop, get feedback, and master new skills and capabilities. By integrating more practice into the workplace, we can unlock greater potential and readiness for the future.\u003C/p\u003E\u003Cp\u003EThese are five things that I’m thinking about in the world of work for 2025. I would love to hear what resonates with you.\u003C/p\u003E\u003Chr\u003E\u003Cp\u003E\u003Cstrong\u003EPS - \u003C/strong\u003EIf you’re looking for some help for your learning and development, leadership development, I’d love to work with you: Here is how I might be able to assist:\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Cul\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003ELeadership & Learning Programs: \u003C/strong\u003EFormal training and leadership development in your company, such as new manager or new leader training, or skill-based programs.\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003EConsulting & Advisory Services - \u003C/strong\u003EDo you have a leadership development or onboarding program that needs a refresh or audit? Let’s chat about how we can improve your program.\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003E1:1 Executive Coaching\u003C/strong\u003E - Are you looking for an executive coach for 1:1 leadership support? Let’s chat about how we can work together\u003C/p\u003E\u003C/li\u003E\u003C/ul\u003E\u003Cp\u003E\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E","url":"https://www.linkedin.com/pulse/5-ideas-work-2025-al-dea-rylbe"},{"@type":"Article","author":{"@type":"Person","name":"Al Dea","url":"https://www.linkedin.com/in/itsaldea"},"dateModified":"","datePublished":"2024-12-28T17:00:08.000+00:00","headline":"The Leader Advantage: Four Pillars for Driving Greater Impact in a Changing World of Work\n","image":{"@type":"ImageObject","url":"https://media.licdn.com/dms/image/v2/D4E12AQEFWD56g4-tyw/article-cover_image-shrink_600_2000/article-cover_image-shrink_600_2000/0/1735342768255?e=2147483647&v=beta&t=UtdOQRwjl3XLMontuTBLHh5ZvavjAnGTDzA1y5n5cEY"},"articleBody":"\u003Cp\u003EIn my work with \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003EThe Edge of Work Consulting\u003C/a\u003E , I’ve had the privilege of consulting, coaching, and advising talent leaders who drive transformative initiatives to help employees and leaders thrive in today’s rapidly evolving workplace.\u003C/p\u003E\u003Cp\u003EOrganizations are under immense pressure to keep up with shifting markets, evolving customer expectations, and technological advancements. Their success now hinges on developing leaders and employees who can grow and adapt in real-time. This imperative has made initiatives such as internal mobility, career development, AI enablement, skills training, and leadership development central to organizational strategy. These programs are no longer “nice to have” but are critical for business performance and sustainability.\u003C/p\u003E\u003Cp\u003EWhat’s particularly interesting is that while the goals of these initiatives—upskilling talent, fostering mobility, and cultivating leaders—are not new, their importance has intensified. They’ve moved from being optional programs to core business strategies. These efforts are now woven into the everyday operating rhythm of organizations as leaders recognize that company growth depends on employee growth.\u003C/p\u003E\u003Cp\u003EThrough my work and interviews on \u003Ca target=\"_blank\" href=\"https://www.linkedin.com/company/the-edge-of-work/\"\u003EThe Edge of Work\u003C/a\u003E podcast, I’ve observed that the leaders driving the most significant impact share common traits and practices. These four pillars represent how they think, work, and lead to achieve outsized results.\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Cfigure\u003E\u003Cimg data-media-urn=\"\" data-li-src=\"https://media.licdn.com/dms/image/v2/D4E12AQGAerlVwKQCkw/article-inline_image-shrink_1000_1488/article-inline_image-shrink_1000_1488/0/1735342903707?e=1748476800&v=beta&t=oehOck1p0iLEizJXvIfPsJaJlQxev0Q7ZsY2RfNnjl4\" src=\"//:0\"\u003E\u003Cfigcaption\u003ESource: Al Dea, Linkedin Talent Connect Summit Presentation, Fall 2024\u003C/figcaption\u003E\u003C/figure\u003E\u003Cp\u003E\u003C/p\u003E\u003Chr\u003E\u003Cp\u003E\u003C/p\u003E\u003Ch3\u003E1. Systemic Thinking: Scaling Impact Across the Enterprise\u003C/h3\u003E\u003Cp\u003E\u003Cem\u003EMaking initiatives and programs systemic across the organization\u003C/em\u003E\u003C/p\u003E\u003Cp\u003EHistorically, talent leaders often operated within functional silos, focusing on the specific needs of their departments. While this approach led to functional excellence, it limited the broader impact of their work. Today’s most effective leaders embrace systemic thinking, aligning their efforts with enterprise-wide goals and embedding them into the entire talent lifecycle.\u003C/p\u003E\u003Cp\u003ESystemic thinking involves breaking down barriers between departments, aligning cross-functional teams, and ensuring that talent initiatives address broader organizational objectives. For example, a VP of Learning collaborated closely with Talent Acquisition to create a cohesive internal mobility program. Working together from the outset, they presented a unified strategy to business leaders, ensuring the program was scalable and impactful.\u003C/p\u003E\u003Cp\u003EAnother leader shared a personal approach to systemic thinking: dedicating at least 40% of their time to engaging with cross-functional partners and stakeholders. “If I’m spending less than that, I know I’m off track,” they explained. This deliberate collaboration enabled them to deeply understand organizational challenges and create solutions that resonated across functions.\u003C/p\u003E\u003Cp\u003EThese examples underscore the power of systemic thinking in scaling impact. When leaders transcend their immediate roles and consider the organization as a whole, they create sustainable, scalable solutions and aligned with the company’s strategic priorities.\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Chr\u003E\u003Cp\u003E\u003C/p\u003E\u003Ch3\u003E2. Coalition Building: Inspiring and Empowering Others\u003C/h3\u003E\u003Cp\u003E\u003Cem\u003EMotivating, inspiring, and inviting others to work toward a worthy goal and share collective success.\u003C/em\u003E\u003C/p\u003E\u003Cp\u003ELeadership today requires a shift from being the “sage on the stage” to becoming the “guide on the side.” The most effective talent leaders understand that their success is tied to their ability to inspire others to share in the vision and take ownership of the outcomes.\u003C/p\u003E\u003Cp\u003EOne leader driving an enterprise-wide internal mobility initiative shared a crucial insight: “If this is about you, you’ve already lost.” Their approach focused on engaging business unit leaders who had a stake in the outcomes, such as improving retention and reducing hiring times for skilled employees. By involving these stakeholders early and often, they built a coalition that extended the reach and impact of their efforts.\u003C/p\u003E\u003Cp\u003EAnother head of Learning and Development demonstrated the power of coalition building during her first 90 days. She met with key stakeholders and asked two simple but powerful questions:\u003C/p\u003E\u003Col\u003E\u003Cli\u003E\u003Cp\u003EIf I needed help, what could I ask you for help with that you are an exper tin?\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003EWho else should I connect with?\u003C/p\u003E\u003C/li\u003E\u003C/ol\u003E\u003Cp\u003EThese conversations served two purposes: they built trust and goodwill, and they identified critical allies for her transformation agenda. By prioritizing relationships and alignment, she secured the buy-in needed to drive meaningful change.\u003C/p\u003E\u003Cp\u003ECoalition building isn’t just about gaining support—it’s about empowering others to take ownership. When leaders elevate others and foster a sense of shared purpose, they create a ripple effect of positive change that amplifies the impact of their initiatives.\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Chr\u003E\u003Cp\u003E\u003C/p\u003E\u003Ch3\u003E3. Change Mindset: Embedding Change as a Daily Practice\u003C/h3\u003E\u003Cp\u003E\u003Cem\u003EMoving from change as a task to change as a muscle.\u003C/em\u003E\u003C/p\u003E\u003Cp\u003EChange is not a one-time event; it’s an ongoing process that requires continuous effort. The best leaders treat change like a muscle that needs regular exercise, embedding change management practices into their daily work for how they engage with other stakeholders, leaders and employees.\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Cp\u003EFor instance, a leader tasked with rolling out a skills framework for 50,000 employees emphasized the importance of meeting people where they are. “You’ve got to bring them on the journey with you,” they said. This meant understanding stakeholders’ starting points, addressing resistance, and consistently engaging key groups to sustain momentum.\u003C/p\u003E\u003Cp\u003EAnother talent leader described how 70–75% of her role involved managing change when implementing new frameworks for performance and managerial expectations. While this level of effort can seem daunting, it was essential to achieving a lasting impact. Instead of approaching change as a one-time event, she treated it as a continuous process, building flexibility and adaptability into her team’s approach.\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Cp\u003ELeaders with a change mindset also understand that frameworks and tools are only part of the equation. They know about and respect the work of Kotter, they understand the change curve and they know the frameworks about freezing and unfreezing behaviors, and how important those are. But what they also know is that\u003Cstrong\u003E \u003Cem\u003Eframeworks eventually meet feelings\u003C/em\u003E\u003C/strong\u003E, and that’s where the real work around changing behavior comes in. They recognize change's emotional and psychological aspects and approach stakeholders with empathy and humility. By listening to concerns and addressing challenges collaboratively and personally, they build trust and help individuals and groups see how their contributions and role map to the change. \u003C/p\u003E\u003Chr\u003E\u003Cp\u003E\u003C/p\u003E\u003Ch3\u003E4. Business-First Mindset: Thinking Like a Strategist\u003C/h3\u003E\u003Cp\u003E\u003Cem\u003EThinking and operating like a business strategist.\u003C/em\u003E\u003C/p\u003E\u003Cp\u003ETo drive meaningful impact, talent leaders must operate as business strategists. While their expertise in talent, learning, and development remains critical, they must also align their work with the broader goals of the organization and actively contribute to solving pressing business challenges.\u003C/p\u003E\u003Cp\u003EThis mindset requires talent leaders to move beyond their functional silos and engage with the organization as a whole. For example, during the pandemic, a learning leader partnered with workplace services to manage the return-to-office transition for essential workers. Although they lacked direct experience in workplace services, their team’s expertise in communication and change management proved invaluable in supporting the initiative.\u003C/p\u003E\u003Cp\u003EAnother talent leader partnered with finance experts to lead AI upskilling efforts. By collaborating with functional stakeholders who already had expertise in AI tools, they were able to design a more effective program and align their efforts with broader organizational goals.\u003C/p\u003E\u003Cp\u003EThese examples highlight the importance of thinking business-first. When talent leaders prioritize the organization’s needs and position their work within the larger strategic context, they enhance their credibility, expand their impact, and deliver greater value to the business.\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Chr\u003E\u003Cp\u003E\u003C/p\u003E\u003Ch3\u003EThe Intersection of These Pillars\u003C/h3\u003E\u003Cp\u003EWhile each of these four pillars—systemic thinking, coalition building, change mindset, and business-first focus—is powerful on its own, their real strength lies in their intersection. The most impactful leaders combine these approaches, creating a holistic strategy that drives individual and organizational growth.\u003C/p\u003E\u003Cp\u003EFor example, a leader rolling out an internal mobility program might begin with systemic thinking, ensuring the initiative aligns with enterprise-wide goals. They then build coalitions to secure buy-in and empower stakeholders. With a change mindset, they approach the rollout as an iterative process, adapting to feedback and addressing resistance. Finally, they maintain a business-first perspective, framing the program as a solution to a pressing organizational challenge.\u003C/p\u003E\u003Cp\u003EBy integrating these pillars, leaders can navigate the complexities of today’s workplace and drive meaningful, sustainable change.\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Chr\u003E\u003Cp\u003E\u003C/p\u003E\u003Ch3\u003EConclusion: Thinking and Working Differently to Deliver Results\u003C/h3\u003E\u003Cp\u003EAlbert Einstein famously said, “You can’t use an old map to explore a new world.” In today’s rapidly evolving world of work, talent leaders must adopt new approaches to navigate uncharted territory. The leaders who achieve outsized results think and work differently, embracing systemic thinking, building coalitions, adopting a change mindset, and prioritizing business impact.\u003C/p\u003E\u003Cp\u003EThis is a moment of immense opportunity for talent and learning leaders. By stepping up and embracing these practices, they can play a pivotal role in shaping the future of work. The mission remains the same: to enable performance through the right skills and people. However, to thrive in this new era, leaders must be willing to innovate, adapt, and lead in new ways.\u003C/p\u003E\u003Cp\u003EThe path forward for talent leaders ready to rise to the challenge is clear: think bigger, collaborate smarter, and lead with intention.\u003C/p\u003E\u003Cp\u003E\u003Cem\u003EI would love to hear what you think if you’re leading initiatives like this (e.g., career development, internal mobility, leadership behaviors, skills, AI enablement) inside an enterprise organization. What are you doing or observing, and what is and isn’t working?\u003C/em\u003E\u003C/p\u003E\u003Chr\u003E\u003Cp\u003E\u003Cstrong\u003EPS - \u003C/strong\u003EIf you’re looking for some help for your learning and development, leadership development, I’d love to work with you: Here is how I might be able to assist:\u003C/p\u003E\u003Cul\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003ELeadership & Learning Programs: \u003C/strong\u003EFormal training and leadership development in your company, such as new manager or new leader training, or skill-based programs.\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003EConsulting & Advisory Services - \u003C/strong\u003EDo you have a leadership development or onboarding program that needs a refresh or audit? Let’s chat about how we can improve your program.\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003E1:1 Executive Coaching\u003C/strong\u003E - Are you looking for an executive coach for 1:1 leadership support? Let’s chat about how we can work together\u003C/p\u003E\u003C/li\u003E\u003C/ul\u003E\u003Cp\u003E\u003C/p\u003E","url":"https://www.linkedin.com/pulse/leader-advantage-four-pillars-driving-greater-impact-changing-al-dea-ownde"},{"@type":"Article","author":{"@type":"Person","name":"Al Dea","url":"https://www.linkedin.com/in/itsaldea"},"dateModified":"","datePublished":"2024-12-22T18:00:05.000+00:00","headline":"Great Leaders Are Connectors","image":{"@type":"ImageObject","url":"https://media.licdn.com/dms/image/v2/D4E12AQF_DXoZV6vJdw/article-cover_image-shrink_600_2000/article-cover_image-shrink_600_2000/0/1734810359800?e=2147483647&v=beta&t=IbtX21HPldL18R_BtbN09XOKC9RT8-chTg_DiGqbDUM"},"articleBody":"\u003Cp\u003EAs a leader, supporting the career development of your employees doesn’t mean you have to be the one who has to directly help them!\u003C/p\u003E\u003Cp\u003ESure, it can be, but one helpful thing you can do that doesn’t involve you at all is to connect them with other people who can elevate their work and support their career.\u003C/p\u003E\u003Cp\u003EIf you agree that your success in your career is related to the amount of people who want you to succeed, helping your employees build the connections and relationships with other people is something that you can do that doesn’t really involve you!\u003C/p\u003E\u003Cp\u003EAs a people manager, you’re in a unique position to do just this. First, by the nature of your role and experience, you have additional perspective and relationships that your employees may not have. You can use that to facilitate introductions to people they might not have been able to even conceive or think of on their own.\u003C/p\u003E\u003Cp\u003ESecondly, in some cases, your own standing in your organization, as well as being an official people leader, can help them gain access and introductions to people that would have been a lot harder to do without your social capital and goodwill.\u003C/p\u003E\u003Ch2\u003EYour Role: Being the Connector to People and Opportunities\u003C/h2\u003E\u003Cp\u003EAs a manager, helping them with connections to other people and relationships can be beneficial for many reasons\u003C/p\u003E\u003Cul\u003E\u003Cli\u003E\u003Cp\u003EI\u003Cstrong\u003Et helps them become more effective in their job\u003C/strong\u003E - Helping them build relationships with their stakeholders or peers can help them collaborate and cooperate more effectively with the people they need to do their jobs more effectively\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003EIt increases their visibility for future opportunities\u003C/strong\u003E - People help people that they know, like and trust. Furthermore, many of us find new opportunities because of other people in our network. Building relationships with other colleagues and leaders helps them build their own social capital that will benefit them in the short and long term. \u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003EIt helps them learn\u003C/strong\u003E - We learn a lot from our peers and their experiences. Getting them exposure to individuals who have experience and expertise that they are interested in is a great way to help them gain the insight and confidence about the types of opportunities they might want in their current role or beyond.\u003C/p\u003E\u003C/li\u003E\u003C/ul\u003E\u003Cp\u003E\u003C/p\u003E\u003Ch2\u003EHow to Do This\u003C/h2\u003E\u003Cp\u003ELet’s say you think your employee needs a hand with building better relationships for their career. Here is how you can start to help them.\u003C/p\u003E\u003Cp\u003E\u003Cstrong\u003E1) Ask them.\u003C/strong\u003E I almost hate writing this because it seems so obvious, but a good starting point is always just to ask your employee either who they would like to meet that would help them with their career, or the \u003Cem\u003Ekinds\u003C/em\u003E of people that they would like to meet to help them with their career. Chances are, they may have a few people in mind\u003C/p\u003E\u003Cp\u003E\u003Cstrong\u003E2)Come with a few suggestions\u003C/strong\u003E - Sometimes, employees know they want to build relationships but they aren’t sure exactly who. If you have an employee who falls into this bucket, come with a few ideas.  Depending on the employee, you may already have some good ideas and suggestions based on what you know about their goals and aspirations. Take some time to generate a handful of ideas, that way, it helps them from getting unstuck. \u003C/p\u003E\u003Cp\u003E\u003Cstrong\u003EStep 3 - Find the right role and support they need -  \u003C/strong\u003EOne of my favorite career beliefs is that your career is a team sport, and not an individual one. While each individual is responsible for their career, they will need the support of others to be successful. Just like on a football team, even if a star player needs the support of his or her teammates, each employee will need the help of other teammates. On any given sports team, different players have different roles. The quarterback and wide receiver on a football team both are on offense, but they have different roles in helping the team be successful. \u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Cfigure\u003E\u003Cimg data-media-urn=\"\" data-li-src=\"https://media.licdn.com/dms/image/v2/D4E12AQFf_eVvSRTwTg/article-inline_image-shrink_1500_2232/article-inline_image-shrink_1500_2232/0/1734810771861?e=1748476800&v=beta&t=VWhfSxtTGGY3pZfXbzvOdz-oUmO2ukMIiWQQg6vSRzo\" src=\"//:0\"\u003E\u003Cfigcaption\u003E\u003C/figcaption\u003E\u003C/figure\u003E\u003Cp\u003EThe same is true for your career, and the people and relationships in it. Depending on where you are in your career, what you’re hoping to achieve and what you want, you need different kinds of support, and thus different roles. \u003C/p\u003E\u003Cp\u003EFor any given employee, there are a number of common roles of people that could be beneficial for them to build relationships with in a way that helps their career development. The key is to work with your employee to understand based on their priorities or interests, what roles would be most helpful to them right now. Once you know what kind of help they are looking for, you can start to think about the people who would make sense for that given role. Here are a few examples of different kinds of roles:\u003C/p\u003E\u003Cul\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003EThought Partners\u003C/strong\u003E - People who share your professional interests who you can connect and engage with. Great for giving your employees a chance to share their ideas, questions, and learnings about their career development with another like minded peer\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003EAdvocates \u003C/strong\u003E- People who will support and advocate for you who are in formal positions of power and influence. Great for helping your employee find formal advocates/sponsors who can use that power to get your employee exposure, experiences, or opportunities.\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003EAmplifiers\u003C/strong\u003E - People who have seen and witnessed your work, and would be happy to spread the awareness behind it. Great for connecting your employee with other people inside your company who are familiar with their work and can help them grow their brand\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003EMavens\u003C/strong\u003E - People who are very well connected, are great networkers, and who can help you see the “bigger picture.” Great for helping your employee build relationships with people who are very well connected and who can either often connect your employee with others, or help them understand your company culture to be more effective in navigating it.\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003EMentors\u003C/strong\u003E - People who are more experienced and can share their expertise and lessons to you. These are great for providing specialized experience and expertise related to what your employee wants to learn or grow into.\u003C/p\u003E\u003C/li\u003E\u003C/ul\u003E\u003Cp\u003E\u003C/p\u003E\u003Cfigure\u003E\u003Cimg data-media-urn=\"\" data-li-src=\"https://media.licdn.com/dms/image/v2/D4E12AQGNZnPDE3-JpQ/article-inline_image-shrink_1000_1488/article-inline_image-shrink_1000_1488/0/1734810803547?e=1748476800&v=beta&t=PMXdRl3k9hAmWZths6gkk7yRZQDJJ7aOE4beE15MnEw\" src=\"//:0\"\u003E\u003Cfigcaption\u003E\u003C/figcaption\u003E\u003C/figure\u003E\u003Chr\u003E\u003Cp\u003EEven if you are comfortable with #1 or #2, I like doing #3 with each of my employees as it also helps them think more intentionally about the types of relationships that they want to build. But even more important than that, it gives them language for the kinds of help and support they can ask for out of other people. In many cases, I’ve talked with employees who said to me, \u003Cem\u003EI didn’t even know that I could ask for that kind of help.\u003C/em\u003E\u003C/p\u003E\u003Cp\u003EIn the end, the goal here is for you to be the connector, and to use your own social capital and reputation to assist your employees in their own efforts to develop their own.\u003C/p\u003E\u003Ch2\u003EHow to Get Started\u003C/h2\u003E\u003Cp\u003EYou might be wondering, “how do I tactically do this?” Here are a few ideas:\u003C/p\u003E\u003Col\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003ETalk to your employees about their relationships for their career\u003C/strong\u003E - In your next conversation about career development, use the topic of relationships as a discussion prompt to better understand A) the current people supporting their career and B) the potential help they need. You can even use the role examples as a way to frame the conversation\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003ETalk to them in their 1:1s\u003C/strong\u003E - Another way to bring this up is in your regular 1:1s - simply ask your employees to map out who they think the most important relationships are for success in their role, and help them identify what relationships they need in their role, and/or any additional relationships they’d like for their career growth\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003EBring it up in a team meeting\u003C/strong\u003E - If you lead a team, another way you can bring this up is by incorporating it as a short activity or exercise in a team meeting. Ask everyone to go take a few minutes to identify 2-3 people they need to be successful in their role, and 2-3 people they’d be interested in connecting with to grow in their career. You can do this as a team, and then follow up individually with them to see what their answers are and how you can support them.\u003C/p\u003E\u003C/li\u003E\u003C/ol\u003E\u003Cp\u003EAt the end of the day, we all need each other to be successful. As a manager, one of the high-value activities you can do is to connect your employees to the people they need, both for their role, but also for their career development.\u003C/p\u003E\u003Chr\u003E\u003Cp\u003EIf you’re looking for some help for your learning and development, leadership development, I’d love to work with you: Here is how I might be able to assist:\u003C/p\u003E\u003Cul\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003ELeadership & Learning Programs: \u003C/strong\u003EFormal training and leadership development in your company, such as new manager or new leader training, or skill-based programs.\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003EConsulting & Advisory Services - \u003C/strong\u003EDo you have a leadership development or onboarding program that needs a refresh or audit? Let’s chat about how we can improve your program.\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003E1:1 Executive Coaching\u003C/strong\u003E - Are you looking for an executive coach for 1:1 leadership support? Let’s chat about how we can work together\u003C/p\u003E\u003C/li\u003E\u003C/ul\u003E\u003Cp\u003E\u003C/p\u003E","url":"https://www.linkedin.com/pulse/great-leaders-connectors-al-dea-hccie"},{"@type":"Article","author":{"@type":"Person","name":"Al Dea","url":"https://www.linkedin.com/in/itsaldea"},"dateModified":"","datePublished":"2024-11-13T16:00:18.000+00:00","headline":"How Leaders Can Build Connection on Distributed Teams\n","image":{"@type":"ImageObject","url":"https://media.licdn.com/dms/image/v2/D4D12AQENvISiszO_Mg/article-cover_image-shrink_600_2000/article-cover_image-shrink_600_2000/0/1731511291222?e=2147483647&v=beta&t=SSYdsQq2BAVaDCWeVQ1C4sEJuu4keTtzCr-xPTrmkdY"},"articleBody":"\u003Ch2\u003EHow Do We Connect?\u003C/h2\u003E\u003Cp\u003EOne of the most pressing challenges in today's world of work is leading remote or distributed teams effectively. Among the common concerns is the feeling of disconnection among employees, with many expressing a lack of belonging both to the company and their coworkers. This is true even for those who are physically close, even in-office employees report feeling disconnected, emphasizing that physical presence alone doesn’t guarantee connection.\u003C/p\u003E\u003Ch3\u003EThe Connection Conundrum: We Like It But Don’t Have Enough of It\u003C/h3\u003E\u003Cp\u003ERelationships are the leading contributor to workplace well-being. However, since the COVID-19 pandemic, a significant drop in workplace connection has been reported. According to Pew Research, 65% of workers feel less connected to their coworkers. Studies \u003Ca href=\"https://www.betterup.com/blog/connection-crisis-what-you-can-do\" target=\"_blank\" rel=\"nofollow noopener\"\u003Efrom\u003C/a\u003E \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003EBetterUp\u003C/a\u003E further show that connected employees experience more goal achievement and better well-being, with associated benefits like increased productivity and personal growth. However, a \u003Ca href=\"https://www.cigna.com/static/www-cigna-com/docs/about-us/newsroom/studies-and-reports/combatting-loneliness/cigna-2020-loneliness-factsheet.pdf\" target=\"_blank\" rel=\"nofollow noopener\"\u003E2018 stud\u003C/a\u003Ey by Cigna revealed that even before the pandemic, 61% of people struggled with loneliness. Similarly, \u003Ca target=\"_blank\" href=\"https://www.linkedin.com/company/glassdoor/\"\u003EGlassdoor\u003C/a\u003E \u003Ca href=\"https://fortune.com/2023/03/14/is-remote-work-lonely-side-effects-on-productivity-engagement-and-progression/\" target=\"_blank\" rel=\"nofollow noopener\"\u003Erepo\u003C/a\u003Erts that many remote workers feel isolated.\u003C/p\u003E\u003Cp\u003EFor remote workers, the sense of disconnection is especially stark. BetterUp’s findings indicate that remote employees typically have fewer work friends, resulting in up to 19% less belonging than their in-office peers. Dr. \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003EMichael Arena\u003C/a\u003E ’s \u003Ca href=\"https://www.hrexchangenetwork.com/employee-engagement/columns/fostering-friendships-the-game-changer-in-employee-retention\" target=\"_blank\" rel=\"nofollow noopener\"\u003Eresearch\u003C/a\u003E found that employees who formed friendships at work were less likely to leave within a year, underscoring the impact of connection on retention.\u003C/p\u003E\u003Cp\u003EManagers play a crucial role in employee engagement, \u003Ca href=\"https://www.gallup.com/cliftonstrengths/en/350423/influential-good-manager.aspx\" target=\"_blank\" rel=\"nofollow noopener\"\u003Eaccounting\u003C/a\u003E for up to 70% of the variance in workplace engagement, according to Gallup. Thus, managers are pivotal in fostering both connection and belonging within teams.\u003C/p\u003E\u003Cp\u003EThis is why I think that managers in particular, have a role to play in both fostering connection to their employees, and also, through actions, rewards, and words, modeling to their employees the importance of connectedness and relationship building for each of their employees. \u003C/p\u003E\u003Ch2\u003E#1) Build relationship building practices into the existing team workflow\u003C/h2\u003E\u003Cp\u003EIt’s important to differentiate between intensity and consistency. When it comes connection, it’s important to start with consistency. Building connection with your employees doesn’t need to be about big team bonding activities, company offsites or other grand gestures ( ex: intensity) but rather, the everyday rituals and practices that you can incorporate into the everyday work.\u003C/p\u003E\u003Cp\u003ERather than relying on occasional team bonding activities, focus on embedding connection into routine workflows. Consistency matters more than intensity. Small, regular rituals can significantly enhance team belonging.\u003C/p\u003E\u003Cp\u003E\u003Cstrong\u003EExample:\u003C/strong\u003E A team I worked with in a recent training incorporated a 5-minute connection activity into their bi-weekly meetings. This included brief 1:1 check-ins and a “hot seat” game where one person answered personal questions for 90 seconds. These simple exercises helped the team feel more connected and were highly valued in engagement surveys.\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Ch2\u003E2. Encourage Proactive Stakeholder Connections\u003C/h2\u003E\u003Cp\u003EBuilding trusting relationships with stakeholders, peers, and leaders does not happen overnight, but rather, through time, and work, and is essential for effective collaboration toward shared goals. Rather than waiting until you need to work together, invest time early on to establish rapport. This makes future collaborations smoother and more productive.\u003C/p\u003E\u003Cp\u003EAs a manager, part of your job is to help your employees identify the tasks, projects, and work that they should be focused on in their role. To help them work both more productively and effectively, you can also encourage your team members to make sure they are making time to build relationships with the right people so that when it comes time to work with these people they are positioned for success. \u003C/p\u003E\u003Cp\u003E\u003Cstrong\u003EExample\u003C/strong\u003E: Prior to leading major projects or workstreams, a former manager of mine always told us to bake in a “Week 0” for any project. This week was for simply getting to take the time to know each one of our key stakeholders to better understand them as people. During these conversations, we’d get to know them, their challenges, their goals, and their preferred working styles. As a result, it made actually collaborating and getting buy-in from stakeholders a lot smoother along the way.\u003C/p\u003E\u003Ch2\u003E#3)Practice and encourage your team to proactively give feedback \u003C/h2\u003E\u003Cp\u003EAccording to \u003Ca href=\"https://www.workhuman.com/blog/employee-recognition-statistics/\" target=\"_blank\" rel=\"nofollow noopener\"\u003EWorkhuman\u003C/a\u003E, employees who feel appropriately recognized are more likely to be satisfied, productive and engaged, and less likely to leave. Giving regular, consistent, and actionable feedback to employees is a great way to help them gain clarity on how they are doing (a key thing employees want from their managers) as well as opportunities to improve.\u003C/p\u003E\u003Cp\u003EBut there is an opportunity to go a step further, and that is to encourage and empower them to provide feedback to their peers and colleagues proactively. Since many employees actually \u003Ca href=\"https://officevibe.com/blog/infographic-employee-feedback\" target=\"_blank\" rel=\"nofollow noopener\"\u003Ewant more feedback\u003C/a\u003E (caveat: helpful feedback) This seems meta, but let me explain. First, doing this helps them. If you can give specific examples to a peer of what they are doing well, then next time you work with them it will make it easier for you to work with them. Second, it also helps your employee build their connection, because the act of having them give feedback to someone else, is a form of connection itself. And then finally, a funny thing happens when you start giving other people feedback that is helpful more regularly: you start to get more feedback yourself. This is helpful as it helps an employee gain more insight into how they are doing, but again, it also helps them feel connected.\u003C/p\u003E\u003Cp\u003E\u003Cstrong\u003EExample\u003C/strong\u003E: Next time you see someone do something positive, give them the feedback but do it in a public manner so that others can see. In addition, you can also start a special feedback channel in your Slack or other messaging platform. In this thread, people can get the chance to publicly acknowledge when someone else on the team does something really positive. Each quarter, encourage your team to find one person that they worked with during the quarter who did something well, and encourage them to reach out to that individual to provide them this feedback.\u003C/p\u003E\u003Ch2\u003E4. Prioritize Relationship-Building as Part of Your Role\u003C/h2\u003E\u003Cp\u003EManagers are expected to guide teams toward goals, collaborate across departments, and communicate effectively with leaders. Strong relationships facilitate these responsibilities, making relationship-building a critical component of managerial success. While finding time for it may be challenging, it’s essential.\u003C/p\u003E\u003Cp\u003EIn my conversation for \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003EThe Edge of Work\u003C/a\u003E podcast, Dr. \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003EGabriella Rosen Kellerman, MD\u003C/a\u003E of BetterUp advocates for “rapid rapport” — small, consistent gestures of empathy that gradually build trust and connection. Busy schedules may limit time, but actions as simple as showing appreciation can foster a sense of connectedness. \u003C/p\u003E\u003Cp\u003EShe cited a study titled “\u003Cstrong\u003E\u003Cem\u003EGiving Time Gives You Time,”\u003C/em\u003E\u003C/strong\u003E researchers found that helping others, even briefly, creates a sense of added time rather than lost. Applying this concept to relationship-building can benefit managers and teams alike.\u003C/p\u003E\u003Cp\u003ETheir research found that when we help others, for even just 15 or 30 minutes, we experience that as time added to our day, rather than lost. Helping ourselves, by comparison, does nothing.\u003C/p\u003E\u003Cp\u003E\u003Cstrong\u003EExample:\u003C/strong\u003E Dr. Kellerman suggested two sentences and scripts you can use with your colleagues when working alongside them that can help strengthen that rapid rapport:\u003C/p\u003E\u003Cul\u003E\u003Cli\u003E\u003Cp\u003EFor a Direct Report: Great job today. I know it’s been tough this past week. I see how hard you are working and I’m proud to be working alongside you.\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003EFor a Stakeholder or peer: I really admire how you are rolling with the punches. I want you to know you’re not in it alone. I’m here, too, and we’ll figure it out together.\u003C/p\u003E\u003C/li\u003E\u003C/ul\u003E\u003Cp\u003E\u003C/p\u003E\u003Ch2\u003E#5) Acknowledge and Share How You Are Connecting with Others\u003C/h2\u003E\u003Cp\u003EAs a manager, your actions scale. The actions you take, the behaviors you model, and the words you say are things that your team takes cues from as they go about their work. This means sharing the approaches that you yourself are using to connect with your other peers, colleagues and leaders, as well as highlighting and publicly encouraging your team members when you see them doing the same thing.\u003C/p\u003E\u003Cp\u003EThis does two things. First, it makes the importance of connection clear to your employees. Second, it encourages them through practical ways, how they can go about connecting with others who can help themselves.\u003C/p\u003E\u003Cp\u003E\u003Cstrong\u003EExample of this:\u003C/strong\u003E During the next team meeting, you can share with others the specific actions you are taking to improve your connectedness to other people and then encourage other team members to share what they are doing as well. Doing this can spur ideas for other people for what they might be able to try.\u003C/p\u003E\u003Ch2\u003EConclusion\u003C/h2\u003E\u003Cp\u003EDrawing again on my conversation with Dr. Kellerman, she said in our interview something that inspired me to write this piece:\u003C/p\u003E\u003Cp\u003E“We need each other; we need to matter to each other. We need each other to feel well, to be well to live well. We need each other to succeed personally and professionally. And our organizations rely on social behaviors to drive productivity, innovation and customer success. “\u003C/p\u003E\u003Cp\u003EEmployees feeling connected, whether hybrid, remote or in-person, is essential to business success. And that starts with you as a manager modeling that for your employees.\u003C/p\u003E\u003Cp\u003ETeams don’t outperform their leaders, so if you want to improve your connection with your employees and the overall sense of connection and belonging on your team, it starts with the actions you take, the words you say, and the behaviors you reward. \u003C/p\u003E\u003Chr\u003E\u003Ch3\u003ELet's Partner!\u003C/h3\u003E\u003Cp\u003EIf you’re looking for help on your 2025 leadership priorities (or maybe even helping your leaders lead distributed teams!) I’d love to work with you. Here is how I might be able to assist:\u003C/p\u003E\u003Cul\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003ELeadership & Learning Programs: \u003C/strong\u003EFormal training and leadership development in your company including programs around leading hybrid teams, leadership skills for managers, and many more\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003EConsulting & Advisory Services - \u003C/strong\u003EDo you have a leadership development or onboarding program that needs a refresh or audit? Are you building a Learning or Leadership Product/Solution? Let’s chat \u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003E1:1 Executive Coaching\u003C/strong\u003E - Are you looking for an executive coach for 1:1 leaders? Let’s chat about how we can work together\u003C/p\u003E\u003C/li\u003E\u003C/ul\u003E\u003Cp\u003E\u003Cstrong\u003EFeel free to \u003C/strong\u003E\u003Ca href=\"https://www.linkedin.com/in/itsaldea/\" target=\"_blank\"\u003E\u003Cstrong\u003Econtact me\u003C/strong\u003E\u003C/a\u003E\u003Cstrong\u003E directly for more details!\u003C/strong\u003E\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E","url":"https://www.linkedin.com/pulse/how-leaders-can-build-connection-distributed-teams-al-dea-blscf"},{"@type":"Article","author":{"@type":"Person","name":"Al Dea","url":"https://www.linkedin.com/in/itsaldea"},"dateModified":"","datePublished":"2024-10-15T14:30:36.000+00:00","headline":"The New Leadership Playbook: Takeaways From The 2024 Charter Workplace Summit","image":{"@type":"ImageObject","url":"https://media.licdn.com/dms/image/v2/D4E12AQG0D1gs9QxstA/article-cover_image-shrink_720_1280/article-cover_image-shrink_720_1280/0/1728746850924?e=2147483647&v=beta&t=MiOIxrwM1L-gxGziQ3y4NcIo6fJ0FjeaWCEEVQpW5NY"},"articleBody":"\u003Cp\u003EIn early October, I attended the \u003Ca href=\"https://www.charterworks.com/events/cws/2024/?ref=charterworks.com\" target=\"_blank\" rel=\"nofollow noopener\"\u003ECharter Workplace Summit\u003C/a\u003E for the second time. The summit brought together diverse voices across the talent and workplace ecosystem to discuss how leaders should create a new playbook for the future of work.\u003C/p\u003E\u003Cp\u003EFor those unfamiliar, \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003ECharter\u003C/a\u003E is a workplace media & advisory company that produces a newsletter on the future of work (\u003Ca href=\"https://www.charterworks.com/newsletter/\" target=\"_blank\" rel=\"nofollow noopener\"\u003Eyou can subscribe here\u003C/a\u003E) and premium advisory and research offerings. \u003C/p\u003E\u003Cp\u003EThe event featured panel sessions and breakouts throughout the day-long event. Highlights for me were getting a chance to learn and connect with diverse people across the talent and learning ecosystem, meeting several people I met online but have never met IRL, and seeing five \u003Ca href=\"https://podcasts.apple.com/us/podcast/the-edge-of-work/id1645964951\" target=\"_blank\" rel=\"nofollow noopener\"\u003EThe Edge of Work podcast\u003C/a\u003E guests speaking at the conference or attending as a guest.\u003C/p\u003E\u003Cp\u003EThere were many great sessions, many more than I can recap in this article. Still, I did want to give a shot at some of my takeaways from the conversations at the event that I think are most relevant to the topics that I care most about (talent, workplace change, and business strategy) \u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Ch2\u003E1. Moving Beyond “Good Platitudes”\u003C/h2\u003E\u003Cp\u003EOne of the first themes that resonated with me at the summit was the importance of moving beyond what I call “good platitudes.” .” Over the past few years, we’ve heard various statements like “it’s important to be human” or “with AI, just experiment.” These are well-intentioned statements that are great to hear at conferences to make people feel good but lack the specifics for the kind of progress and change we need to make to push forward. \u003C/p\u003E\u003Cp\u003EWhat I found refreshing at the Summit was that there was a move towards more prescriptive advice and demonstrated behaviors/actions/examples. For example, while being human is indeed essential, the conversations at the summit began to unpack what that means in practical terms (ex: what skills are human skills that we are trying to promote) and how specifically people are experimenting with Artificial intelligence and getting prescriptive about what to do next. More on both of these in the rest of the article.\u003C/p\u003E\u003Ch2\u003E2. Balancing Technology with Humans\u003C/h2\u003E\u003Cp\u003EOne of the standout talks was an interview with \u003Ca target=\"_blank\" href=\"https://www.linkedin.com/in/ACoAAAN_L7kBak8FzjJTgNsQOfdj7lXRdH9awZQ?miniProfileUrn=urn%3Ali%3Afs_miniProfile%3AACoAAAN_L7kBak8FzjJTgNsQOfdj7lXRdH9awZQ\"\u003EManuela Veloso\u003C/a\u003E , head of AI Research at JP Morgan Chase. Her discussion particularly illuminated how humans and AI can complement each other in the workplace. Veloso shared her experience transitioning from academia, where she focused on AI research, to the corporate world. She initially thought many banking processes could be fully automated, but over time, she realized that human judgment remains indispensable, even in highly automated environments. Furthermore, humans have some unique abilities, such as creativity and learning from very few examples. \u003C/p\u003E\u003Cp\u003EAnd while Veloso also outlined three key areas where AI plays a role: \u003Cstrong\u003Eperception, cognition, and action\u003C/strong\u003E. This framework provides a valuable lens for understanding how AI can assist in certain tasks while humans bring the nuance and empathy required for more complex decisions. She gave another great example with the analogy of tik-tac-toe: Veloso explained that a machine will beat you in games of tic-take-toe, but if you asked it to build a presentation on strategies to win at tik-tac-toe, the human would build a better one each time.\u003C/p\u003E\u003Chr\u003E\u003Cp\u003E\u003C/p\u003E\u003Cfigure\u003E\u003Cimg data-media-urn=\"\" data-li-src=\"https://media.licdn.com/dms/image/v2/D4E12AQECbc_-wWN6Gw/article-inline_image-shrink_1500_2232/article-inline_image-shrink_1500_2232/0/1728747041603?e=1748476800&v=beta&t=HaP30nXpD3vm3cTjXEyOdFXZwvBp6gteXdHBMuBlejA\" src=\"//:0\"\u003E\u003Cfigcaption\u003EPoll Question Responses from Nichole Sterling and Helen Lee Kupp's Session on AI\u003C/figcaption\u003E\u003C/figure\u003E\u003Cp\u003E\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Ch2\u003E3. Experimentation as a Driver of Value\u003C/h2\u003E\u003Cp\u003EA recurring theme at the summit was the value of experimentation, especially in the context of emerging technologies like AI. \u003Ca target=\"_blank\" href=\"https://www.linkedin.com/in/paulgriggs-pwc?miniProfileUrn=urn%3Ali%3Afs_miniProfile%3AACoAAAMhQJABHvP1_PJ1cuJlA3PtPGfPCE_SEas\"\u003EPaul Griggs\u003C/a\u003E Senior Partner and, CEO of PwC US, emphasized that experimentation is critical to continuously delivering value for their clients, which is more or less their #1) goal as a professional services organization. PwC is a professional services organization with 75,000 knowledge workers. In many respects, their product is their people, and the more their people can learn and experiment, the bigger the business impact they can make with clients. \u003C/p\u003E\u003Cp\u003ESo can their clients and the business when their people experiment and grow. Griggs shared a few examples of how PwC is trying to embrace experimentation, especially with AI. For example, it is actively giving its employees space to experiment with AI tools to identify solutions that can eventually be rolled out to clients, thus driving revenue and improving business outcomes. \u003C/p\u003E\u003Cp\u003EThis requires a bit of a mindset shift, treating experimentation as an activity that drives value, not something that takes away from making money. This is easier said than done, especially for publicly traded companies with quarterly earnings and shareholders, but still critically important.\u003C/p\u003E\u003Cp\u003EGriggs pointed out that while we often talk about productivity gains from AI, it's important to also focus on reinvesting those gains into experimentation. Instead of trying to draw an immediate through line to short-term productivity gains, he urged leaders to take that money and invest it in continued experimentation so that their longer-term gains can be far more significant.\u003C/p\u003E\u003Cp\u003ETo make this even more real, \u003Ca target=\"_blank\" href=\"https://www.linkedin.com/in/helenleekupp?miniProfileUrn=urn%3Ali%3Afs_miniProfile%3AACoAAAC5J9sBFil3oKxfHdLa7c2wFc1NUstIiAw\"\u003EHelen Lee Kupp\u003C/a\u003E p and \u003Ca target=\"_blank\" href=\"https://www.linkedin.com/in/nmsterling?miniProfileUrn=urn%3Ali%3Afs_miniProfile%3AACoAAAFozQABfKtxkZS7FC4c7kX8vq-zhtzkAc0\"\u003ENichole Sterling\u003C/a\u003E , Co-Founders of \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003EWomen Defining AI\u003C/a\u003E , shared real-life examples of how women in their community experiment, learn and use AI in their roles and businesses. During their interactive and hands-on sessions, one example that stole the show was using Google’s \u003Ca href=\"https://notebooklm.google.com/\" target=\"_blank\" rel=\"nofollow noopener\"\u003ENotebookLM\u003C/a\u003E to create podcasts based on LinkedIn profiles, which was a standout moment. This session underscored a key theme from the summit: we must shift from talking about AI to doing AI, as evidenced by Nicole and Helen, as well as their community members.\u003C/p\u003E\u003Chr\u003E\u003Ch2\u003E#4) Systems Thinking for Organizational Change\u003C/h2\u003E\u003Cp\u003EHR and talent leaders deal with complex, diverse, and dynamic challenges, but what makes them so challenging at times is that they often A) require people to change and B) impact diverse humans differently. A key takeaway for designing successful changes was the importance of \u003Cstrong\u003Esystems thinking\u003C/strong\u003E in organizational change. Particularly in HR and talent management, many of the changes required—such as developing hybrid work models or improving diversity and inclusion—demand an integrated and systemic approach. \u003C/p\u003E\u003Cp\u003ELaura Watt, the North American head of HR at at Diageo, shared her experience implementing a hybrid work strategy, which required her team to consider how policies would affect various parts of her organization, such as US vs global employees, union vs non-union, etc. She also shared how she was about to work with diverse stakeholders across the company to proactively offer paid family leave to all employees, including union workers.\u003C/p\u003E\u003Cp\u003EIn the same panel, \u003Ca target=\"_blank\" href=\"https://www.linkedin.com/in/belliott?miniProfileUrn=urn%3Ali%3Afs_miniProfile%3AACoAAAAJAHAB1wbnS8ATB0nSUawN4cpvV6Hi9Vc\"\u003EBrian Elliott\u003C/a\u003E cautioned leaders against top-down mandates, often leaving first-line managers stuck with navigating the complexity and nuance that often impact employees differently.\u003C/p\u003E\u003Cp\u003EThis systems approach was echoed in discussions about other major workplace changes, like AI adoption and skills development. The key message was that tackling these challenges requires more than isolated initiatives; it demands integrated solutions considering how different parts of an organization interact.\u003C/p\u003E\u003Ch2\u003E#5) We Are Entering The Era of The Relationship Economy\u003C/h2\u003E\u003Cp\u003EAs I mentioned earlier, we’ve discussed the importance of being human. And \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003EAneesh Raman\u003C/a\u003E (Chief Economic Opportunity Officer, LinkedIn) gave some compelling reasons as to why: During his talk, Raman introduced the concept of the “relationship economy,” where the value of human interaction and social skills will be paramount. Raman explained that what started as a goods economy transitioned to a knowledge economy ( knowledge economy has been dominant over the past century); the next evolution in work will center on the quality of relationships and human connections, aka the relationship economy.\u003C/p\u003E\u003Cp\u003EIn the relationship economy, the currency will be the depth and quality of our interactions, and success will be defined by how well we cultivate and maintain those connections. Raman’s message resonated with summit attendees, encouraging them to focus on human creativity, energy, and collaboration as key drivers of value in the workplace.\u003C/p\u003E\u003Cp\u003EPer usual, Aneesh had a few memorable one-liners, such as “human ideas are the new code” and “human energy is the new data center,” reminding us of the unique value human workers bring to the table, even as AI takes on more roles.\u003C/p\u003E\u003Ch2\u003E6. Talent and HR at the Boardroom Level\u003C/h2\u003E\u003Cp\u003EOne of the most significant shifts in recent years is the elevation of HR and talent management to the boardroom level. This theme was explored in depth during a panel discussion featuring Edith Cooper, Grace Zuncic, and Lauren Tyler, all of whom have significant board experience. They discussed how HR leaders are now seen as integral to business strategy rather than being siloed in their own functions.\u003C/p\u003E\u003Cp\u003EThe panelists also emphasized that HR professionals on boards aren’t there just to discuss people-related issues—they’re expected to contribute to broader business strategy discussions. This shift reflects the growing recognition that talent management is directly tied to organizational success. As HR leaders step into these strategic roles, they must continue to evolve, developing new skills that allow them to think like business leaders while advocating for the people within their organizations.\u003C/p\u003E\u003Ch2\u003E7. Managers as the Lynchpin of the Future Workplace\u003C/h2\u003E\u003Cp\u003EManagers are becoming increasingly critical in shaping the future of work, especially in hybrid environments. Several speakers at the summit touched on this point, including Raman, who noted that managers need to shift from task management to people management. In hybrid work models, where teams are often dispersed, managers play a vital role in ensuring employees feel connected and engaged.\u003C/p\u003E\u003Cp\u003EHowever, many managers are still navigating how to manage effectively in these new environments. \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003EBrian Elliott\u003C/a\u003E , co-founder of Future Forum, stressed the need for organizations to provide managers with the right tools and training. If managers are not adequately supported, they may struggle to implement hybrid work strategies effectively. Watt (Diageo) noted that their guidelines around workplace strategy, it forced individual managers to think holistically and intentionally about not only how managers' decisions impacted their direct teams but how it might impact cross-functional partners and stakeholders. This was not always easy.\u003C/p\u003E\u003Cp\u003EIf they are indeed a lynchpin, we need to ensure they have the investment and tools to do their jobs, as Edith Cooper reminded us, especially regarding building diverse and high-performing teams. \u003C/p\u003E\u003Ch2\u003E8. A New Leadership Playbook Anchored in Human Skills\u003C/h2\u003E\u003Cp\u003EIn their wrap-up, Conference Co-Chairs \u003Ca target=\"_blank\" href=\"https://www.linkedin.com/in/edithcooper?miniProfileUrn=urn%3Ali%3Afs_miniProfile%3AACoAAAsoRwkB3QP45FXhVEpuZmGrkwvIK0YZvII\"\u003EEdith Cooper\u003C/a\u003E and \u003Ca target=\"_blank\" href=\"https://www.linkedin.com/in/katygeorge1?miniProfileUrn=urn%3Ali%3Afs_miniProfile%3AACoAABCo9FwBsJxdPCQ4oiQVx5OjrMUyhr69rys\"\u003EKaty George\u003C/a\u003E tied together a few of the day's key themes. One of my biggest takeaways was that we are starting to get more prescriptive of what it means to be human in a world of technology and AI. Cooper and George noted a few key skills/characteristics throughout the day: \u003C/p\u003E\u003Col\u003E\u003Cli\u003E\u003Cp\u003ELearning \u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003ECuriosity\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003EFacilitation \u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003ECreativity\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003ECollaboration\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003Eexperimentation \u003C/p\u003E\u003C/li\u003E\u003C/ol\u003E\u003Cp\u003EEvolving our workplace is a work in progress, but if we all lead by practicing these skills in our day-to-day work, we’ll get closer to a world of work that works for more people.\u003C/p\u003E\u003Chr\u003E\u003Ch3\u003ELet's Partner!\u003C/h3\u003E\u003Cp\u003EIf you’re looking for some help with your learning and development, as well as leadership development, I’d love to work with you. Here is how I might be able to assist:\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Cul\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003ELeadership & Learning Programs: \u003C/strong\u003EFormal training and leadership development in your company, such as new manager or new leader training, or skill-based programs.\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003EConsulting & Advisory Services - \u003C/strong\u003EDo you have a leadership development or onboarding program that needs a refresh or audit? Let’s chat about how we can improve your program.\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003E1:1 Executive Coaching\u003C/strong\u003E - Are you looking for an executive coach for 1:1 leadership support? Let’s chat about how we can work together\u003C/p\u003E\u003C/li\u003E\u003C/ul\u003E\u003Cp\u003E\u003C/p\u003E\u003Cp\u003E\u003Cstrong\u003EFeel free to \u003C/strong\u003E\u003Ca href=\"https://www.linkedin.com/in/itsaldea/\" target=\"_blank\"\u003E\u003Cstrong\u003Econtact me\u003C/strong\u003E\u003C/a\u003E\u003Cstrong\u003E directly for more details!\u003C/strong\u003E\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E","url":"https://www.linkedin.com/pulse/new-leadership-playbook-takeaways-from-2024-charter-workplace-al-dea-xyppe"},{"@type":"Article","author":{"@type":"Person","name":"Al Dea","url":"https://www.linkedin.com/in/itsaldea"},"dateModified":"","datePublished":"2024-10-07T14:45:02.000+00:00","headline":"Celebrating and Reflecting on Learnings From Year 3 of My Entrepreneurship Journey \n","image":{"@type":"ImageObject","url":"https://media.licdn.com/dms/image/v2/D4E12AQFOUCqxKNnMbA/article-cover_image-shrink_600_2000/article-cover_image-shrink_600_2000/0/1728148436076?e=2147483647&v=beta&t=hxlOKcHoawWTPZEBvSEs4IXUG223OE8yft3jAgmjzLY"},"articleBody":"\u003Cp\u003EThis month is the 3rd anniversary of starting my leadership development consulting firm and fully embracing full-time entrepreneurship. I’ve written about my journey to this in past editions (\u003Ca href=\"https://www.linkedin.com/pulse/celebrating-2-years-entrepreneurship-al-dea/?trackingId=P1tdq0y1SOyDByTZT083%2Fg%3D%3D\" target=\"_blank\"\u003Elike this one\u003C/a\u003E). Still, but the short story is that after a decade and a half of working in corporate institutions and 5.5 years of running a side hustle as a leadership trainer and speaker, in 2021, I decided to leave the corporate path to pursue running my own leadership development consulting business.\u003C/p\u003E\u003Cp\u003EThree years later, I’m happy to report that I’m still going, still standing, and excited about what the next year has to come. Each year has been better than the last, and despite some challenging economic headwinds, I’m continuing to grow the business in a challenging climate. \u003C/p\u003E\u003Cp\u003EI’d be lying if I said that things were perfect, as I can point to several things that are wrong or broken and many more things I think I want to be doing that I am not. Still, I am learning to hold space between the tension points of knowing you have won and acknowledging that there are things that can be better.\u003C/p\u003E\u003Cp\u003EAs a naturally reflective person, I wanted to take some time to reflect on some of my learnings from the past year and to share some of the experiences and insights about running a business, developing as an entrepreneur, and creating a career in the context of your life. Let’s start with the highlights.\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Cfigure\u003E\u003Cimg data-media-urn=\"\" data-li-src=\"https://media.licdn.com/dms/image/v2/D4E12AQHPtyDBIkR0sg/article-inline_image-shrink_1500_2232/article-inline_image-shrink_1500_2232/0/1728148731235?e=1748476800&v=beta&t=o9B06KC5K3N_jJwwcbGsb87u_snBn9YWIsj8ceKc84M\" src=\"//:0\"\u003E\u003Cfigcaption\u003E\u003C/figcaption\u003E\u003C/figure\u003E\u003Ch2\u003EHighlights From Year 3\u003C/h2\u003E\u003Ch3\u003E#1)Process, Patterns, and Predictability \u003C/h3\u003E\u003Cp\u003ESome of you might be reading that and thinking that sounds boring! You wouldn’t be wrong, but in the context of being an entrepreneur, these are helpful, especially in the early days. The first two years lacked any of these, but this is the first year I felt some grounding in these elements. I’ve begun to see the seasonality of my business, which has allowed me to plan time off and vacations. I’ve seen the patterns of existing clients, enabling me to respond to meet their needs to grow my business and support them. I’ve built some marketing, business development, and relationship-building processes, which has helped provide confidence that I’ll have business not just today but in 3-6  months. \u003C/p\u003E\u003Cp\u003EOn most weeks, I know the actions I can take that will eventually lead to the outcomes I want to see.  These “guardrails” are particularly helpful in understanding how to prioritize the actions and priorities to focus on any given day or week and just give a slight amount of breathing room and confidence that even when the outcomes aren’t always visible, you are heading in the right direction.\u003C/p\u003E\u003Ch3\u003E#2)Generating Your Own Offense is a Great Skill \u003C/h3\u003E\u003Cp\u003EIn basketball, some of the best players “generate their own offense.” These players are uniquely skilled in creating opportunities for themselves to score points or positively impact the game, without much help from their teammates, which makes them incredibly valuable. This skill, I’m learning, is incredibly valuable for entrepreneurs. \u003C/p\u003E\u003Cp\u003EWhile it’s true that it’s hard to succeed without the help of others and perhaps some luck and fate, being able to “generate your own offense” ensures that you can create your own momentum toward your goals and aspirations and to manufacture your own serendipity. \u003C/p\u003E\u003Cp\u003EOne of the things I loved about working in big corporations was that, there were opportunities everywhere. Once you learn how to navigate the system and build relationships, you could create many opportunities. I just felt like there was an endless stream of opportunities (until there wasn’t.) When you work for yourself, you don’t have a system or culture (nor thousands of people) that enables that, so you must find ways to do that on your own.  \u003C/p\u003E\u003Cp\u003EWriting this newsletter is a great example. One of my past editions was passed around internally at a company, which led to them reaching out to me asking if they could republish this on their blog. That led to their team contacting me to form a partnership related to their virtual and in-person events. \u003C/p\u003E\u003Cp\u003EAnother example came from \u003Ca href=\"https://www.linkedin.com/feed/update/urn:li:activity:7235292718866862080/\" target=\"_blank\"\u003Esharing\u003C/a\u003E some of the most exciting things I found on LinkedIn in a weekly roundup post. People started liking those posts, and over time, it has allowed me to connect with others who have become essential in my professional network and made introductions to new clients. At a conference, I worked with another person to organize a dinner and now have a WhatsApp groupchat of a bunch of people supporting and helping each other. I said yes to not just attending conferences, but recording live podcasts with guests, which while was more work, enabled even more opportunities to strengthen my listenership and build my brand. I will gladly take serendipitous opportunities and stumble into luck, but learning how to generate my own offense has allowed me to carve off a small part of the influence in the serendipity creation process that has brough me opportunities I couldn’t necessarily see.\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Cfigure\u003E\u003Cimg data-media-urn=\"\" data-li-src=\"https://media.licdn.com/dms/image/v2/D4E12AQHCJi5PIK67Mw/article-inline_image-shrink_1500_2232/article-inline_image-shrink_1500_2232/0/1728148745716?e=1748476800&v=beta&t=fVJ_lphldD1fPvX5zubgVNH-ronE44JFu0Bvtex29Os\" src=\"//:0\"\u003E\u003Cfigcaption\u003E\u003C/figcaption\u003E\u003C/figure\u003E\u003Ch3\u003E#3)Deliberate Actions Compound Over Time \u003C/h3\u003E\u003Cp\u003EThere’s a famous proverb that goes like this: “\u003Cem\u003EWhen’s the best time to plant a tree? 20 years ago. The second best time? Today.”\u003C/em\u003E The idea behind the proverb focuses on the criticality of getting started not just for today, but what could be in the future. Some of my best opportunities, be it client work, new partnerships, business relationships, etc,  from this year came out of actions I intentionally took as far back as a decade ago - with starting \u003Ca href=\"http://www.mbaschooled.com/\" target=\"_blank\" rel=\"nofollow noopener\"\u003EMBASchooled\u003C/a\u003E, deciding to share on LinkedIn, being open to speaking at local events and with colleges and universities, and so many more. \u003C/p\u003E\u003Cp\u003EThey’ve come from people who reached out 5 years ago for a brief call that turned into a referral down the road. I just got an invitation to speak at a conference and it came through another speaker who had reached out to ask a question about a resource, which I happily shared with them. This is both exciting and humbling. Exciting in that the deliberate actions you choose to make today can and might lead to outcomes and opportunities you want at some point down the road. Challenging in that you don’t know when something will hit, or for that matter, if it will hit. \u003C/p\u003E\u003Cp\u003EThere’s a certain amount of faith or confidence that you have in a set of values, and you have to ascribe a set of actions to those values. In the simplest form, your beliefs/values guide your actions, which, over time, lead to outcomes. \u003C/p\u003E\u003Cp\u003EMy mental model for how I think about my business in the most foundational form is around how I take the actions today that I know will lead me to the outcomes that I want tomorrow. It won’t always be perfect, it won’t always work out, but over time, I think it does; not to mention, when you are, on most days, taking actions that are aligned to your values, I think that’s probably a good leading indicator that you’re living the life that you want.\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Ch3\u003E#4)The Liminal Space between Theory and Practice\u003C/h3\u003E\u003Cp\u003EIf you read books or follow frameworks around entrepreneurship, you will hear things like “niche down,” “\u003Cem\u003Esolve customer pain points\u003C/em\u003E” or “develop a unique selling proposition.” On the surface, all of these are good theories that a business owner could pick up a book or podcast on and say they would want to do. \u003C/p\u003E\u003Cp\u003EThis past year, I’ve learned more about the space between what’s said in the textbook and what happens in reality/practice. Often, there is a dichotomy between theory  and reality. I think the learning is that these theories are meant to be explored, not followed or defined. \u003C/p\u003E\u003Cp\u003EChoosing a niche is a perfect example. While it is true that many people become successful because they focus on a particular niche, what you don’t realize until you do the work is that for many, it’s less of “choosing” and more of falling into it. That only happens when you go through the exploration and process of trying to choose one and realizing that it’s either hard to choose, you picked the wrong one, or it’s sort of unclear if you have a niche or not. \u003C/p\u003E\u003Cp\u003EThese are uncomfortable realizations, often, because it feels challenging to shoot for a goal, not achieve it, and feel like you are lost. Your natural reaction is to “work harder,” or “define it better,” or just keep pushing forward, when in reality, what you probably need to do is to take a deep breath, enjoy that liminal space, open your eyes, and explore it. \u003C/p\u003E\u003Cp\u003EThat may sound similar, but the difference is that these things are not goals to be achieved but processes to be explored. It’s a subtle difference, but it forces you to pay attention to what you are doing and the signals emanating from the work you do every day. \u003C/p\u003E\u003Chr\u003E\u003Cp\u003E\u003C/p\u003E\u003Cfigure\u003E\u003Cimg data-media-urn=\"\" data-li-src=\"https://media.licdn.com/dms/image/v2/D4E12AQG6sLfTWAIl4g/article-inline_image-shrink_1000_1488/article-inline_image-shrink_1000_1488/0/1728148761505?e=1748476800&v=beta&t=yAk9Rblbxu9UIN5d5nWPYTf2zDacU-6Io0NBhMM7v6s\" src=\"//:0\"\u003E\u003Cfigcaption\u003E\u003C/figcaption\u003E\u003C/figure\u003E\u003Ch2\u003ELearnings\u003C/h2\u003E\u003Cp\u003EEntrepreneurship is full of lessons and learnings. Here are a few that come to mind from this year.\u003C/p\u003E\u003Ch3\u003E#1)You have the power of choice, and choice is hard. \u003C/h3\u003E\u003Cp\u003EOne of the great things about being an entrepreneur is that you can exercise choice and autonomy. You can choose the type of work, type of clients, when you want to work, etc. But while having the option is excellent, it can also be challenging. What happens when there are lots of great choices? What about hard ones? What about living with the consequences of your options? This is not me asking for a pity party, but more of realization and appreciation for people who are comfortable and confident in making choices and decisions regularly. \u003C/p\u003E\u003Ch3\u003E#2)It’s hard to know when something is or isn’t working, if you should keep going or cut your losses, or if you’ve pivoted too soon.\u003C/h3\u003E\u003Cp\u003EIn my old job in corporate, if something wasn’t working or if I wasn’t doing something I was supposed to be doing, I knew. I knew because at some point, someone yelled at me, and I knew that I needed to course correct. As an entrepreneur, you don’t always get that feedback loop. Should I launch this new initiative?  Should I invest in Project A or Project B? It’s hard to know for sure, so the only way to find out is to do it. But once you launch, how do you know if it will work? And, if it’s not working, how do you know when you should pull the plug? Or should you give it more time because you don’t want to kill the project too soon? But if you wait too long it could really hamstring you! \u003C/p\u003E\u003Cp\u003EThese are the kind of thoughts that go through my head. Now, the beauty of this is that you can make these choices, and ultimately I believe that is important to me. That said, once you realize you have to not only make the decisions but own the consequences, suddenly agency and autonomy take on a new meaning! I feel better about it, but it doesn’t always mean it’s easy.\u003C/p\u003E\u003Ch3\u003E#3)There’s always more if you don’t know what is enough.\u003C/h3\u003E\u003Cp\u003EThere is always another achievement, milestone, goal, or level to shoot and aim for. As humans, we’re wired to hunt for more. And while that can be great, it can also be dangerous or exhausting. Achievement without intention can lead to a lot of success and equal amounts of unhappiness. At a minimum, high levels of achievement without regard for goals can negatively impact other aspects of your life. \u003C/p\u003E\u003Cp\u003EThis is not to criticize ambition (super important) or striving (also a good thing) but rather to focus on achieving or striving for what is \u003Cem\u003Eenough\u003C/em\u003E and not just what is \u003Cem\u003Emore\u003C/em\u003E. There will always be more unless you define what \u003Cem\u003Eenough\u003C/em\u003E means to you. I saw this when I worked in large companies and looked around to see what other people above me were working for and towards. This is not a criticism of their ambitions and mindset; it dawned on me that “more” of what they were working for was not going to make me believe I was going to be happy or fulfilled with that life, which pushed me to think deeply about what would.  \u003C/p\u003E\u003Cp\u003EIt was upon realizing a working definition of enough at the time that I gained the confidence to leave the corporate environment and pursue my version of enough. With that said, in this season of my life and business, I wonder what enough is because as I have evolved, so too has my definition of enough. I don’t have an easy answer for this other than constant reflection and paying attention to your goals and intentions.\u003C/p\u003E\u003Chr\u003E\u003Ch2\u003EQuestions For Reflection\u003C/h2\u003E\u003Cp\u003EAs I enter the 4th year of my business, here are some questions I am reflecting on:\u003C/p\u003E\u003Cul\u003E\u003Cli\u003E\u003Cp\u003EWhat do I need to stop doing and working on?\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003ETo continue learning as an entrepreneur, who are the people 5-10 years ahead of me, I need to continue to spend time with and learn from?\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003EWhat would I have to do and not do if I wanted to 10x my business?\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003EHow do I align my actions to the outcomes (and measure it?)\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003EWhat is enough?\u003C/p\u003E\u003C/li\u003E\u003C/ul\u003E\u003Cp\u003E\u003C/p\u003E\u003Cp\u003EEach day, I’m grateful that I get to call this my job and profession. I’m proud of my accomplishments over the last few years and excited about what’s ahead.\u003C/p\u003E\u003Chr\u003E\u003Ch2\u003ELet's Partner!\u003C/h2\u003E\u003Cp\u003EIf you’re looking for some help with your learning and development, as well as leadership development, I’d love to work with you. Here is how I might be able to assist:\u003C/p\u003E\u003Cul\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003ELeadership & Learning Programs:  \u003C/strong\u003EFormal training and leadership development in your company, such as new manager or new leader training, or skill-based programs.\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003EConsulting & Advisory Services - \u003C/strong\u003EDo you have a leadership development or onboarding program that needs a refresh or audit? Let’s chat about how we can improve your program.\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003E1:1 Executive Coaching\u003C/strong\u003E - Are you looking for an executive coach for 1:1 leadership support? Let’s chat about how we can work together\u003C/p\u003E\u003C/li\u003E\u003C/ul\u003E\u003Cp\u003E\u003Cstrong\u003EFeel free to \u003C/strong\u003E\u003Ca href=\"https://www.linkedin.com/in/itsaldea/\" target=\"_blank\"\u003E\u003Cstrong\u003Econtact me\u003C/strong\u003E\u003C/a\u003E\u003Cstrong\u003E directly for more details!\u003C/strong\u003E\u003C/p\u003E","url":"https://www.linkedin.com/pulse/celebrating-reflecting-learnings-from-year-3-my-journey-al-dea-itete"},{"@type":"Article","author":{"@type":"Person","name":"Al Dea","url":"https://www.linkedin.com/in/itsaldea"},"dateModified":"","datePublished":"2024-09-19T14:30:07.000+00:00","headline":"6 Ideas About Work","image":{"@type":"ImageObject","url":"https://media.licdn.com/dms/image/v2/D5612AQEOTFeSY8va7g/article-cover_image-shrink_600_2000/article-cover_image-shrink_600_2000/0/1726718603233?e=2147483647&v=beta&t=Wv2eebQGxqop1_1tysXfFV8AoUYCRqv1d95Ea68MG-Q"},"articleBody":"\u003Cp\u003EI’ve traveled a lot lately for speaking, leadership training programs, conferences, small dinners, and events. Throughout my conversations and work, I’ve been writing down some reflections and learnings on the current state of the workplace through my lens of talent and organizational change. I finally had time to document some of my insights and thoughts and wanted to share them.\u003C/p\u003E\u003Cp\u003EThese are still raw and a work in progress, so don’t take them too long. And, of course, if you’re doing anything in this space, I would love to hear your thoughts and ideas.\u003C/p\u003E\u003Ch2\u003E1) Product Managers for Work\u003C/h2\u003E\u003Cp\u003EThe workplace dialogue has focused heavily on \u003Cem\u003Ewhere\u003C/em\u003E and \u003Cem\u003Ewhen\u003C/em\u003E we work, but we’ve neglected the \u003Cem\u003Ehow\u003C/em\u003E and \u003Cem\u003Ewhy\u003C/em\u003E. Questions like “Are we remote, hybrid, or in-person?” and “What are the core working hours?” dominate the conversation, even in discussions about the four-day workweek. However, we’re missing the more crucial dialogue about \u003Cstrong\u003E\u003Cem\u003Ewhy\u003C/em\u003E\u003C/strong\u003E we’re doing the work we do, \u003Cstrong\u003E\u003Cem\u003Ewhat\u003C/em\u003E\u003C/strong\u003E work actually needs to be done and \u003Cstrong\u003E\u003Cem\u003Ehow\u003C/em\u003E\u003C/strong\u003E to best do the work.\u003C/p\u003E\u003Cp\u003EThe rush to use AI tools to increase productivity and efficiency has highlighted this gap. While these tools can help us do things better, faster, and cheaper, they also risk automating work that might be meaningless. As Peter Drucker famously said, “There is nothing so useless as doing something efficiently that shouldn’t be done at all.”\u003C/p\u003E\u003Cp\u003EThis is where the concept of “\u003Cem\u003EProduct Managers for Work\u003C/em\u003E” comes in. These individuals are tasked with actually thinking about the “work to be done” and focus on defining what work will drive a competitive advantage for the business by thinking through rigorously the \u003Cem\u003Ewhy\u003C/em\u003E, \u003Cem\u003Ewhat\u003C/em\u003E, and \u003Cem\u003Ehow\u003C/em\u003E of that work:\u003C/p\u003E\u003Cul\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003EWhy\u003C/strong\u003E: What is the reason and overarching objective or outcome?\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003EWhat\u003C/strong\u003E actually needs to be done at the task level to achieve this?\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Cstrong\u003EHow\u003C/strong\u003E: What are the actual ways of working that can be used in order to effectively get this work done?\u003C/p\u003E\u003C/li\u003E\u003C/ul\u003E\u003Cp\u003EBy approaching work like product management, organizations can ensure that they’re not just doing things right but doing the right things.\u003C/p\u003E\u003Cp\u003E\u003Cstrong\u003E \u003C/strong\u003E\u003Ca href=\"https://open.spotify.com/episode/7oWjbq4vwsIFOyre9nhn8V?si=lssKohRaSx2WTqa6Ke8Odw&nd=1&dlsi=224f22c3d54c4813\" target=\"_blank\" rel=\"nofollow noopener\"\u003E\u003Cstrong\u003EFurther Listening\u003C/strong\u003E\u003C/a\u003E\u003Cstrong\u003E: Winning With Talent, with \u003C/strong\u003E\u003Ca target=\"_blank\" href=\"https://www.linkedin.com/in/ACoAAAi3FGMB-Eip2o1_wcjY1D3RFo163XdX2g8?miniProfileUrn=urn%3Ali%3Afs_miniProfile%3AACoAAAi3FGMB-Eip2o1_wcjY1D3RFo163XdX2g8\"\u003ELucien Alziari\u003C/a\u003E \u003Cstrong\u003E, EVP and CHRO, Prudential on the \u003C/strong\u003E\u003Ca target=\"_blank\" href=\"https://www.linkedin.com/company/future-of-hr-podcast/\"\u003EFuture of HR Podcast\u003C/a\u003E \u003Cstrong\u003E (Check the 28 minute and beyond)\u003C/strong\u003E\u003C/p\u003E\u003Ch2\u003E2) Talent as a System vs. Talent as a Function\u003C/h2\u003E\u003Cp\u003ETraditionally, talent has operated as a function, with roles, centers of excellence, and initiatives that worked within their silos. But in today’s complex and interconnected workplace, talent is evolving from a function into a system—a set of things working together as parts of a more significant mechanism.\u003C/p\u003E\u003Cp\u003EThis shift acknowledges that talent is now integrated into almost every major organizational initiative. You can’t talk about business strategy without addressing talent. This requires talent roles to operate on a much broader, strategic, and holistic scale, and it demands a mindset shift from seeing talent as just another program to viewing it as a systemic initiative.\u003C/p\u003E\u003Cp\u003EFor example, initiatives like skills-based hiring, internal mobility, and career development are no longer just nice-to-have programs within one part of talent. To make them successful, organizations need to adopt a systems thinking approach. This means intentionally integrating diverse stakeholder ideas and perspectives and ensuring talent strategies align with the broader business objectives.\u003C/p\u003E\u003Cp\u003E\u003Ca href=\"https://theedgeofwork.com/how-servicenow-is-designing-and-delivering-a-holistic-talent-strategy/\" target=\"_blank\" rel=\"nofollow noopener\"\u003E\u003Cstrong\u003EFurther Listening:\u003C/strong\u003E\u003C/a\u003E\u003Cstrong\u003E Talent Strategy at \u003C/strong\u003E\u003Ca target=\"_blank\" href=\"https://www.linkedin.com/company/servicenow/\"\u003EServiceNow\u003C/a\u003E \u003Cstrong\u003Ewith \u003C/strong\u003E\u003Ca target=\"_blank\" href=\"https://www.linkedin.com/in/sarahtilley?miniProfileUrn=urn%3Ali%3Afs_miniProfile%3AACoAAAAEB8YBPLNo3WdliS_SvY-NHOIjDUfx5Jc\"\u003ESarah Tilley\u003C/a\u003E \u003Cstrong\u003E(SVP, Global Talent Management and Acquisition)\u003C/strong\u003E\u003C/p\u003E\u003Chr\u003E\u003Ch2\u003E3) Everything is Change, But We Shouldn’t Change Everything\u003C/h2\u003E\u003Cp\u003EIn today’s world, everything seems to be in a constant state of change. As talent practitioners, we are often in the business of driving change, whether we realize it or not. Every project, program, and initiative we work on involves changing behaviors somehow. But while change is inevitable, that doesn’t mean we should change everything.\u003C/p\u003E\u003Cp\u003E\u003Ca target=\"_blank\" href=\"https://www.linkedin.com/in/ashleygoodall?miniProfileUrn=urn%3Ali%3Afs_miniProfile%3AACoAAAD2jJ4Byt0fEkwkd9vrNicFhsL9egkIhjc\"\u003EAshley Goodall\u003C/a\u003E , in “\u003Cem\u003EThe Problem with Change,”\u003C/em\u003E argues that while change can be necessary, it’s also important to promote stability and safety, as change can be a tripwire for humans. People often react negatively when change is forced upon them, even if it’s well-intentioned. This is why it’s crucial to be thoughtful and intentional about what truly needs to change and to lean into sound change management principles.\u003C/p\u003E\u003Cp\u003EInstead of accepting that everything is changing, we should focus on what changes are genuinely needed and how we can introduce them in a way that empowers and supports people. By doing so, we can navigate the complexities of change while still promoting a sense of stability.\u003C/p\u003E\u003Cp\u003E\u003Cstrong\u003EFurther listening: \u003C/strong\u003E\u003Ca href=\"https://theedgeofwork.com/the-problem-with-change-featuring-ashley-goodall/\" target=\"_blank\" rel=\"nofollow noopener\"\u003E\u003Cstrong\u003EAshley Goodall, on the \u003C/strong\u003E\u003C/a\u003E\u003Ca target=\"_blank\" href=\"https://www.linkedin.com/company/the-edge-of-work/\"\u003EThe Edge of Work\u003C/a\u003E podcast\u003C/p\u003E\u003Chr\u003E\u003Ch2\u003E4) The Unit is The Team\u003C/h2\u003E\u003Cp\u003EIn today’s work environment, most people operate in teams, whether in a cross-functional role supporting other teams or working on numerous cross-functional projects. While individual effort matters, much of the work is done collectively, requiring collaboration among team members to achieve shared goals.\u003C/p\u003E\u003Cp\u003EHowever, not everyone knows the fundamentals of working effectively in a team-based setting. Many organizations still need to manage and reward individual performance rather than team performance, leading to challenges in coordination, communication, and delivering business impact.\u003C/p\u003E\u003Cp\u003EThe team is the primary unit of work, and understanding how to leverage team members' diversity and skills is crucial. By focusing on team dynamics and creating structures that support effective teamwork, organizations can overcome these challenges and drive greater success.\u003C/p\u003E\u003Cp\u003E\u003Cstrong\u003EFurther Reading: \u003C/strong\u003E\u003Ca href=\"https://alsnewsletter.substack.com/p/the-power-of-the-team\" target=\"_blank\" rel=\"nofollow noopener\"\u003E\u003Cstrong\u003EThe Power of The Team\u003C/strong\u003E\u003C/a\u003E\u003C/p\u003E\u003Cp\u003E\u003Ca href=\"https://www.i4cp.com/press-releases/rethinking-teams-can-lead-to-a-39-productivity-improvement-according-to-new-i4cp-research\" target=\"_blank\" rel=\"nofollow noopener\"\u003E\u003Cstrong\u003EFurther Reading: Rethinking Teams, from \u003C/strong\u003E\u003C/a\u003E\u003Ca target=\"_blank\" href=\"https://www.linkedin.com/company/institute-for-corporate-productivity-i4cp-/\"\u003EThe Institute for Corporate Productivity (i4cp)\u003C/a\u003E \u003C/p\u003E\u003Chr\u003E\u003Ch2\u003E5) Investing in The Early Career Worker\u003C/h2\u003E\u003Cp\u003EMatt Beane’s book “\u003Ca href=\"https://www.amazon.com/Skill-Code-Ability-Intelligent-Machines/dp/0063337797\" target=\"_blank\" rel=\"nofollow noopener\"\u003EThe Skill Code\u003C/a\u003E” highlights the impact of intelligent technologies on skill development, particularly for early career workers. While these technologies can enhance experts’ productivity and efficiency, they often reduce opportunities for novices to learn and develop their skills.\u003C/p\u003E\u003Cp\u003EBeane’s study of surgeons using intelligent robots is a powerful example. While the robots improved productivity and effectiveness, they also limited the critical development moments for resident surgeons. This same challenge applies to many knowledge-worker environments, where technology may inadvertently “automate” early career professionals out of key learning opportunities.\u003C/p\u003E\u003Cp\u003EOrganizations that fail to invest in early-career workers risk becoming top-heavy and reliant on external talent acquisition. To build a sustainable talent pipeline, companies need to ensure that early-career employees have the opportunities to learn, grow, and develop the skills necessary for future success.\u003C/p\u003E\u003Cp\u003E\u003Cstrong\u003EFurther Listening: \u003C/strong\u003E\u003Ca href=\"https://open.spotify.com/episode/44xjXulh2eYbGhutpLVNl8?si=n-_e53UvTT6lIC3byHcXsg&nd=1&dlsi=fc58beab67b747da\" target=\"_blank\" rel=\"nofollow noopener\"\u003E\u003Cstrong\u003EMatt Beane: How AI is Already Changing our Workplaces\u003C/strong\u003E\u003C/a\u003E\u003C/p\u003E\u003Cp\u003E\u003Cstrong\u003EFurther Reading: \u003C/strong\u003E\u003Ca href=\"https://alsnewsletter.substack.com/p/4-ways-managers-can-help-their-employees\" target=\"_blank\" rel=\"nofollow noopener\"\u003E\u003Cstrong\u003E4 Ways Managers Can Help Their Employees\u003C/strong\u003E\u003C/a\u003E\u003C/p\u003E\u003Chr\u003E\u003Ch2\u003E6) We All Must Become Talent Developers\u003C/h2\u003E\u003Cp\u003EFor organizations to thrive, they need to foster a culture of development and empower leaders to prioritize their people’s growth. When leaders focus on developing their employees, they scale their impact as leaders and drive organizational growth.\u003C/p\u003E\u003Cp\u003EEmployee development leads to new capabilities, which can deliver significant business impact. This is why all managers and leaders should embrace talent development as a critical part of their role. This requires both top-down and bottom-up approaches.\u003C/p\u003E\u003Cp\u003EOrganizations should incorporate talent development into leadership competencies, holding leaders accountable for the growth of their teams. From the bottom up, leaders can integrate small, daily development practices into their workflows. Talent development practitioners support these efforts by providing tools, templates, and messaging that make talent development accessible and actionable for leaders.\u003C/p\u003E\u003Cp\u003E\u003Cstrong\u003EFurther Reading: \u003C/strong\u003E\u003Ca href=\"https://alsnewsletter.substack.com/p/getting-development-into-the-workflow\" target=\"_blank\" rel=\"nofollow noopener\"\u003E\u003Cstrong\u003EGetting Development into Your Employees Workflow\u003C/strong\u003E\u003C/a\u003E\u003C/p\u003E\u003Cp\u003E\u003Cstrong\u003EFurther Reading: \u003C/strong\u003E\u003Ca href=\"https://alsnewsletter.substack.com/p/the-power-of-talent-spotting\" target=\"_blank\" rel=\"nofollow noopener\"\u003E\u003Cstrong\u003EThe Power of Talent Spotting\u003C/strong\u003E\u003C/a\u003E\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Cp\u003E\u003Cstrong\u003E\u003Cem\u003EThese are a few of my thoughts about work. But what do you think? I'd love to hear how you're applying these in your work, or what else is top of mind.\u003C/em\u003E\u003C/strong\u003E\u003C/p\u003E","url":"https://www.linkedin.com/pulse/6-ideas-work-al-dea-9rnbc"},{"@type":"Article","author":{"@type":"Person","name":"Al Dea","url":"https://www.linkedin.com/in/itsaldea"},"dateModified":"","datePublished":"2024-09-02T19:00:04.000+00:00","headline":"5 Takeaways From The Jobs For the Future Impact Employer Summit\n","image":{"@type":"ImageObject","url":"https://media.licdn.com/dms/image/v2/D4E12AQGHmVOYX7l1jA/article-cover_image-shrink_600_2000/article-cover_image-shrink_600_2000/0/1725203404712?e=2147483647&v=beta&t=xa07AiGJ7db_x2np0yruyXPl1xxaQ7ZVn1IxbkfI3gE"},"articleBody":"\u003Cp\u003E“What was your first job?” I love that question, so it’s the opening question I ask every guest on \u003Ca href=\"https://podcasts.apple.com/us/podcast/the-edge-of-work/id1645964951\" target=\"_blank\" rel=\"nofollow noopener\"\u003EThe Edge of Work podcast\u003C/a\u003E. After 100+ episodes, I’ve heard everything from servers to paper delivery specialists, cake decorators, camp counselors, babysitters, and retail associates.\u003C/p\u003E\u003Cp\u003EThat question was also the opening icebreaker at the \u003Ca href=\"https://horizons.jff.org/ies\" target=\"_blank\" rel=\"nofollow noopener\"\u003EImpact Employer Summit\u003C/a\u003E, an annual event hosted by \u003Ca target=\"_blank\" href=\"https://www.linkedin.com/company/jobs-for-the-future/\"\u003EJobs for the Future (JFF)\u003C/a\u003E \u003Ca href=\"https://www.linkedin.com/company/jobs-for-the-future/\" target=\"_blank\"\u003E \u003C/a\u003EThe summit was for leaders representing 65 companies employing eight million people and brought them together to learn, connect, and share how they or their company can achieve a more equitable, inclusive economic future.\u003C/p\u003E\u003Cp\u003EEveryone has different reasons for being in their job or career, but everyone benefits when we create systems that enable quality jobs and careers where people can maximize their talent.\u003C/p\u003E\u003Cp\u003EIf we want to create a better, more equitable world of work, we must build new ways of thinking and working. The rest of the summit gave me a taste of how leaders and companies are advancing in this critical moment. Here are some takeaways from the event.\u003C/p\u003E\u003Ch2\u003E1. The new era of work should work for everyone\u003C/h2\u003E\u003Cp\u003EIn her opening remarks, \u003Ca target=\"_blank\" href=\"https://www.linkedin.com/in/wardcatherine?miniProfileUrn=urn%3Ali%3Afs_miniProfile%3AACoAAAJup_YB5cR_T9P4ZhxvkEWfZmS1yJHRf9o\"\u003ECat Ward\u003C/a\u003E VP for Employee Mobilization at JFF, shared statistics about prosperity and opportunity in the United States over the past three decades. Despite improvements in unemployment, savings rates, and educational attainment, many individuals, especially those traditionally underserved or marginalized, have not benefited like others.\u003C/p\u003E\u003Cp\u003EThese challenges are not new, but their solutions should be. Ward encouraged us to think systematically about creating new practices and systems that work for everyone. To illustrate her point, Ward shared JFF’s North Star: 75 million people facing systemic barriers to advancement will work in quality jobs.\u003C/p\u003E\u003Cp\u003E“We can’t get to that goal by using past playbooks or thinking on the fringes. We need to think differently and systemically,” Ward added. Ward’s call to action reminds me of one of my favorite Albert Einstein quotes: \u003Cstrong\u003E\u003Cem\u003E“You can’t use an old map to explore a new world.”\u003C/em\u003E\u003C/strong\u003E\u003C/p\u003E\u003Cp\u003EIn this challenging time, as we think about the new world of work we want to create, we must ensure it works for everyone.\u003C/p\u003E\u003Cp\u003ESystemic problems aren’t solved independently; they require strategy, listening, coalition building, individual contribution, and collective action. Ward reminded us, “People create systems, and we can create new ones.”\u003C/p\u003E\u003Ch2\u003E2.We’ve made progress but have to keep going\u003C/h2\u003E\u003Cp\u003EThroughout the day, we heard from leaders from Impact Employers about the talent practices they were implementing, including skills-based hiring, leveraging diverse talent models for hiring applicants, work-based learning, and career pathways. These are positive steps forward, but we must keep going.\u003C/p\u003E\u003Cp\u003EBe it challenging macroeconomic conditions, political challenges, or pushback around diversity, equity, and inclusive workplaces, genuine challenges make well-intentioned efforts difficult and cumbersome. It can feel like pushing a boulder up a hill. \u003Ca target=\"_blank\" href=\"https://www.linkedin.com/in/aneeshraman?miniProfileUrn=urn%3Ali%3Afs_miniProfile%3AACoAABDKaEEBw98thDhUgpFoVebIProI6plBii4\"\u003EAneesh Raman\u003C/a\u003E Chief Economic Opportunity Officer at LinkedIn, reminded us that maybe that is the point. In his opening remarks, Aneesh shared a simple but poignant quote from his time working under the Obama Administration: “Hard things are hard.”\u003C/p\u003E\u003Cp\u003EDriving changes to structured systems isn’t easy. If it were, it would have already happened. In some ways, the fact that it is hard is the point. Raman encouraged leaders to “handle hard better” by balancing short-term pressures with the longer-term vision.\u003C/p\u003E\u003Cp\u003EThe afternoon session was a great example of how to handle hard peer-to-peer consulting. During the afternoon, we discussed our most significant challenges with peers and got support and ideas on how to progress against them. People gave feedback and discussed topics ranging from “How do I build a more diverse pipeline of talent into our profession?” and “How do we encourage mindset shifts in hiring managers?” to “How do we encourage hiring managers to explore alternative talent pools?” Complex problems require diverse solutions, and when we face hard things, we must continue to turn toward others, not away from them.\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Cfigure\u003E\u003Cimg data-media-urn=\"\" data-li-src=\"https://media.licdn.com/dms/image/v2/D4E12AQGUOfkABsMVjQ/article-inline_image-shrink_1000_1488/article-inline_image-shrink_1000_1488/0/1725203387081?e=1748476800&v=beta&t=jHMdDwD0G1966RJoL6bBEHYTdN_AQEkC4smCMjvM2SI\" src=\"//:0\"\u003E\u003Cfigcaption\u003EPhoto: David Dupree Photography\u003C/figcaption\u003E\u003C/figure\u003E\u003Ch2\u003E3.Scaling talent programs and initiatives means collaborating strategically and systemically\u003C/h2\u003E\u003Cp\u003EIn 2024, many organizations will adopt employer impact practices like skills-based hiring, internal mobility, career pathways development, and ethical offboarding. While some of these initiatives are not new, what’s become more apparent is the importance of threading these practices across the organization strategically and systemically.\u003C/p\u003E\u003Cp\u003EAll ideas and initiatives start somewhere, and it makes sense to focus on small pilots or focused initiatives to build momentum and gain traction. But at some point, to maximize impact and drive business outcomes, talent practices must be designed holistically and strategically with critical teams, business units, and stakeholders inside and outside the organization.\u003C/p\u003E\u003Cp\u003EA diversity and inclusion leader mentioned many “pockets of goodness” around talent initiatives, such as skills-based hiring, to improve critical outcomes in her organization. But she cautioned that while that was a great start, they needed to focus on finding ways to integrate initiatives across teams and silos to scale the collective impact. These initiatives impact something everyone in the organization cares about, talent. Thus, to maximize the effect, we must be intentional and systemic with whom we collaborate.\u003C/p\u003E\u003Cp\u003EAnother leader spoke about bringing others on the journey with you and inviting and encouraging their participation. When discussing programs for creating a culture of inclusion, they focused on ways to invite others to participate versus traditional methods of compliance and making things mandatory. “It is an invitation, not an imposition,” they shared. As a result, participation and engagement rates in programs for key population groups (e.g., managers and leaders) skyrocketed.\u003C/p\u003E\u003Cp\u003EAs many speakers mentioned, the key is to work in partnership and be more inclusive with cross-functional stakeholders inside HR and within the broader organization. Instead of looking at our work in a silo, we must proactively reach across the organization, and in some cases, outside the organization, to get support and feedback and invite other stakeholders to join us to achieve shared goals.\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Cfigure\u003E\u003Cimg data-media-urn=\"\" data-li-src=\"https://media.licdn.com/dms/image/v2/D4E12AQE_SeWArCyIcg/article-inline_image-shrink_1000_1488/article-inline_image-shrink_1000_1488/0/1725203389891?e=1748476800&v=beta&t=ha1GGk8sUpssA0_59imeARPSrXM8Vw6AoudyUKBqrxQ\" src=\"//:0\"\u003E\u003Cfigcaption\u003EPhoto: David Dupree Photography\u003C/figcaption\u003E\u003C/figure\u003E\u003Ch2\u003E4. Developing equitable talent programs requires listening to understand\u003C/h2\u003E\u003Cp\u003EIn their updated \u003Ca href=\"https://www.jff.org/idea/impact-employer-model/\" target=\"_blank\" rel=\"nofollow noopener\"\u003EImpact Employer Model\u003C/a\u003E, JFF developed a list of over 100 equitable talent management practices that employers can create to build fairer talent systems. There are numerous ideas and initiatives for starting your journey. But getting started and scaling this work doesn’t only require taking the initiative and moving quickly; it also requires actively listening to the individuals directly and indirectly impacted by the programs, policies, and protocols you are building. Not empathy for the sake of empathy, but truly listening to understand.\u003C/p\u003E\u003Cp\u003EIt may sound foundational or simple, but simple doesn’t always mean easy, and even well-intentioned efforts can sometimes go off course. However, doing this right can lead to better outcomes.\u003C/p\u003E\u003Cp\u003EFor example, during a session on employee voice, one leader shared their organization’s journey and collaboration with their front-line workers as they iterated and evolved their work model during the pandemic. While they traditionally used tools like employee focus groups and surveys, they went further and developed a model of listening to employee feedback and acting on it.\u003C/p\u003E\u003Cp\u003EThey created an “Ask, Action, Evolve” model and worked with leaders to ensure they understood how to take feedback and act upon it. As this program scaled, they built an expectation that leaders would ask for feedback and share how they processed it and acted upon it to ensure employees were heard. Now, they are evolving their efforts and have piloted feedback gathering during shifts.\u003C/p\u003E\u003Ch2\u003E5.We All Must Embrace Being Developers of Talent\u003C/h2\u003E\u003Cp\u003EOne of my favorite quotes of the day came from a panelists who talked about career mobility.\u003C/p\u003E\u003Cblockquote\u003E\u003Cp\u003E“We talk about going and hiring the best and brightest talent, but are we giving those people the best and brightest managers and leaders?”\u003C/p\u003E\u003C/blockquote\u003E\u003Cp\u003EThis quote resonated with me because I spend a lot of time working with organizations to develop talent. We can create more equitable pathways into organizations for people and design good-quality jobs. But none of us live in a silo, and none of us can be successful on our own. We want to unlock the potential and possibilities of every worker. So, we must create organizations where managers and leaders are tasked and held accountable for being developers of talent. We achieve this by finding new and diverse ways to attract and onboard talent and implementing systems and practices to develop that talent and enable them to put their skills to use.\u003C/p\u003E\u003Cp\u003ESeveral organizations shared ideas about how they were implementing this system. For example, a leading professional services firm makes developing talent part of its promotion criteria for senior leaders. Other leaders spoke about providing training and resources to support managers’ investments in their people’s development.\u003C/p\u003E\u003Cp\u003EMy favorite highlight was an interview with a young employee who started as a cashier at a restaurant and became a restaurant manager trainer and a top-performing manager at their organization. It showcased how, as a leader, developing your people leads to improved performance and personal growth. A typical quote in this line of work is that “talent is everywhere, but opportunity is not.” One way we can create better outcomes is to invest in developing the people before us and making talent development a critical competency of every leader.\u003C/p\u003E\u003Chr\u003E\u003Ch2\u003EThe Time Is Now to “Be Brave”\u003C/h2\u003E\u003Cp\u003EReturning to the opening night icebreaker question, “What was your first job?”—my first job as a teenager was as a caddie at a golf course. It was arguably the best job I’ve had outside of my job today. As a shy teenager, that job taught me to talk to others, show up on time, and become a responsible professional.\u003C/p\u003E\u003Cp\u003EFast forward to today, where I’ve talked with thousands of leaders about their jobs and spend most of my days working with organizations to help them develop leaders who develop their people. Looking closely, you can see how a good job gave a quiet teenager the confidence, capacity, and opportunity to have a rewarding and meaningful career. Selfishly, I’m committed to these efforts because I know their impact on me, and I want to create a world of work where all people have access to them.\u003C/p\u003E\u003Cp\u003EWhile your journey might differ from mine, you probably know what it’s like to have a good-quality job—my question is, wouldn’t you want that for others?\u003C/p\u003E\u003Cp\u003EIn her opening keynote address at the Horizons Summit, JFF CEO \u003Ca href=\"https://www.linkedin.com/in/mflynn2/\" target=\"_blank\"\u003EMaria Flynn\u003C/a\u003E challenged us to “Be Brave.” In these uncertain and challenging times, we need to keep going, stick to our commitments, and keep doing the hard things toward building a better world of work that works for all people.\u003C/p\u003E\u003Cp\u003EChallenge and possibility are two sides of the same coin. During these times, we can envision and build a better world of work. Now is the time to “Be Brave” and create new systems that generate quality jobs and economic mobility for all people.\u003C/p\u003E\u003Cp\u003E\u003C/p\u003E\u003Cp\u003E\u003Cstrong\u003E\u003Cem\u003EFor more on Jobs For the Future (JFF), check out my conversations with \u003C/em\u003E\u003C/strong\u003E\u003Ca href=\"https://open.spotify.com/episode/58iQAWU2ORZ8sMoKGDViaM\" target=\"_blank\" rel=\"nofollow noopener\"\u003E\u003Cstrong\u003E\u003Cem\u003ECat Ward\u003C/em\u003E\u003C/strong\u003E\u003C/a\u003E\u003Cstrong\u003E\u003Cem\u003E, and \u003C/em\u003E\u003C/strong\u003E\u003Ca href=\"https://theedgeofwork.com/the-importance-of-impact-employers-in-creating-a-more-inclusive-world-of-work/\" target=\"_blank\" rel=\"nofollow noopener\"\u003E\u003Cstrong\u003E\u003Cem\u003EMegha Bansal Rizoli.\u003C/em\u003E\u003C/strong\u003E\u003C/a\u003E\u003C/p\u003E","url":"https://www.linkedin.com/pulse/5-takeaways-from-jobs-future-impact-employer-summit-al-dea-glxye"},{"@type":"Article","author":{"@type":"Person","name":"Al Dea","url":"https://www.linkedin.com/in/itsaldea"},"dateModified":"","datePublished":"2024-07-01T15:11:00.000+00:00","headline":"Summer Reading List","image":{"@type":"ImageObject","url":"https://media.licdn.com/dms/image/v2/D5612AQHGJwKpk59O_g/article-cover_image-shrink_600_2000/article-cover_image-shrink_600_2000/0/1719846559800?e=2147483647&v=beta&t=krTfocQXGWYg94PkFgvg9fDoUFLouVx4NEqbQM5yw6U"},"articleBody":"\u003Cp\u003EIt’s the summer and in the United States we’ve got an upcoming holiday, so I wanted to put together a list of articles, newsletters, and podcasts in case you want some reading or listening during the holiday break. \u003C/p\u003E\u003Cp\u003EIf you’re someone that reads this newsletter quickly from start to finish, highly recommend bookmarking and then coming back to check the links when you have more time. \u003C/p\u003E\u003Cp\u003E\u003Cstrong\u003ENote\u003C/strong\u003E: some of these are paywalled, where I can, I have provided a free subscriber link. \u003C/p\u003E\u003Ch2\u003EHow Netflix Culture Has Changed (NY Times)\u003C/h2\u003E\u003Cp\u003EOver a decade ago, Netflix came out with its Culture Deck, which at the time was a unique and transformational approach to sharing company culture and values to prospective and current employees. This was a huge step and influence in the company culture and employer branding movement that spawned a whole set of downstream implications about how companies talk about heir company culture. The news this week is that Netflix has come up with a revised version of that original culture document (you can read the new \u003Ca href=\"https://jobs.netflix.com/culture\" target=\"_blank\" rel=\"nofollow noopener\"\u003Eversion here\u003C/a\u003E) and the NY Times has a story about their take on it. (\u003Ca href=\"https://www.nytimes.com/2024/06/24/business/media/netflix-corporate-culture.html?unlocked_article_code=1.3U0.Gz52.QfCI2YcWpAAo&smid=url-share\" target=\"_blank\" rel=\"nofollow noopener\"\u003ELink Here\u003C/a\u003E)\u003C/p\u003E\u003Ch2\u003EAI Work Assistants Need a lot of Handholding (WSJ)\u003C/h2\u003E\u003Cp\u003EEven with all of the rush to bring AI tools to market, it turns out some of them still need a little bit of work, just like every single technology tool that has ever been implemented in an enterprise setting. Two issues here. First is a user/behavior issue, in terms of people being comfortable with thinking and working in a way that can maximize the tool. But the core issue goes back to the infamous quote: “garbage in, garbage out.” These tools rely on parsing and making sense of data, and need data to be really effective. When your data isn’t clean, you can’t go very far. Consequently, if you are using a tool in the enterprise and your data is not clear nor impactful, it’s going to be hard to do anything with the output that generates material impact or value. \u003Cstrong\u003E(\u003C/strong\u003E\u003Ca href=\"https://www.wsj.com/articles/ai-work-assistants-need-a-lot-of-handholding-500c2bd8?st=4ff37nw69ltm0yl&reflink=desktopwebshare_permalink\" target=\"_blank\" rel=\"nofollow noopener\"\u003E\u003Cstrong\u003ELink Here\u003C/strong\u003E\u003C/a\u003E\u003Cstrong\u003E)\u003C/strong\u003E\u003C/p\u003E\u003Ch2\u003EAs Employers Embrace AI, Workers Fret (Time)\u003C/h2\u003E\u003Cp\u003EWhile many organizations are testing and experimenting with new AI tools and solutions, it seems like we are still in the growing pains phase in terms of how employees feel about these new tools and solutions. In a best case scenario, AI eliminates the work we don’t want to do and allows us to do the work we can/should do, but how likely is that to happen? The flip side is, that it won’t happen if we don’t evolve our thinking about work and what work we can/should be doing. No answers, just reflections (\u003Ca href=\"https://time.com/6990637/ai-employers-workers/\" target=\"_blank\" rel=\"nofollow noopener\"\u003ELink Here\u003C/a\u003E)\u003C/p\u003E\u003Ch2\u003EBrené Brown Teams Up With BetterUp \u003C/h2\u003E\u003Cp\u003EBrené is teaming up with \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003EBetterUp\u003C/a\u003E to launch the \u003Ca href=\"https://www.betterup.com/daring-leadership-institute\" target=\"_blank\" rel=\"nofollow noopener\"\u003EDaring Leadership Institute\u003C/a\u003E, and to scale the impact of her Daring Leadership Program. It’s hard to know the specifics of these types of announcements, but it’s my understanding that Brene ran her own certification and training program around this via her company and brought on facilitators to train employees on her program and that it was pretty successful. That said, for anyone who has never ran training/certification programs, these things operationally can be very challenging to run. Not to mention, if you have ambitions to scale (which it seems like she does) inevitably you will run into challenges around quality/quantity. Finding a partner that can help with the scale/complexity can help solve some of these challenges. (\u003Ca href=\"https://brenebrown.com/articles/2024/06/26/a-dare-to-lead-betterup-partnership/\" target=\"_blank\" rel=\"nofollow noopener\"\u003ELink Here\u003C/a\u003E)\u003C/p\u003E\u003Ch2\u003EDon’t Skip The Work Happy Hour: Why Losing Friendships at Work is Bad For Everyone (Business Insider)\u003C/h2\u003E\u003Cp\u003EAt my wedding, I had a table full of my friends who I met from my time working in corporate. Some of my favorite memories from work were the events or interactions with co-workers that weren’t planned but naturally came about because we worked together. Today, as an entrepreneur, one of the things I miss most about not being at a company. Turns out, having good friends at work matters as it relates to engagement and performance, for companies and employees. I don’t think everyone needs to be friends with their colleagues, but I do think that increasing social connection is important, and most companies are not doing enough in this area. \u003Cstrong\u003E(\u003C/strong\u003E\u003Ca href=\"https://www.businessinsider.com/work-friends-spouses-loneliness-remote-hybrid-benefits-of-work-connections-2024-6\" target=\"_blank\" rel=\"nofollow noopener\"\u003E\u003Cstrong\u003ELink Here\u003C/strong\u003E\u003C/a\u003E)\u003C/p\u003E\u003Ch2\u003E3 Ways to Build a Culture That Lets High Performers Thrive\u003C/h2\u003E\u003Cp\u003EBack in 2015, I remember reading \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003ENeel Doshi\u003C/a\u003E and \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003ELindsay McGregor\u003C/a\u003E research around motivation and being impressed with the simplicity and usefulness of their framework. (I wasn’t alone, as it became a \u003Ca href=\"https://www.amazon.com/Primed-Perform-Performing-Cultures-Motivation/dp/0062373986\" target=\"_blank\" rel=\"nofollow noopener\"\u003ENY Times Bestseller\u003C/a\u003E) They are back at it again, but this time with some insights around how to build a culture that lets your top performers thrive. (\u003Ca href=\"https://hbr.org/2024/06/3-ways-to-build-a-culture-that-lets-high-performers-thrive\" target=\"_blank\" rel=\"nofollow noopener\"\u003E\u003Cstrong\u003ELink Here\u003C/strong\u003E\u003C/a\u003E)\u003C/p\u003E\u003Ch2\u003EHow Preferences Are Shifting in The Age of Gen AI (BCG)\u003C/h2\u003E\u003Cp\u003EBCG did a study to better understand the attitudes of job seekers and employees around work preferences with respect to technology and AI. They cite that due to the rapid pace of change and uncertainty, workers are citing things like career stability and learning and development as critical factors for what matters most in a job. (\u003Ca href=\"https://www.bcg.com/publications/2024/how-work-preferences-are-shifting-in-the-age-of-genai\" target=\"_blank\" rel=\"nofollow noopener\"\u003ELink Here\u003C/a\u003E)\u003C/p\u003E\u003Ch2\u003EBreathing Is Easy But We’re Doing it Wrong (Plain English)\u003C/h2\u003E\u003Cp\u003EA fascinating listen about breathing and sleep (\u003Ca href=\"https://open.spotify.com/episode/1jwarnFgrj7C6miDQ94ide?si=ecf7c65026cc48e7\" target=\"_blank\" rel=\"nofollow noopener\"\u003EListen Here\u003C/a\u003E)\u003C/p\u003E\u003Ch2\u003EThe Radical Shift Behind America’s Declining Birth Rate (Plain English)\u003C/h2\u003E\u003Cp\u003EIn all of my keynotes on the future of work, I always make a point to talk about the demographic shifts and their implications on talent. I don’t think we’ve fully grappled with this as a society in the US, but one of the underlying factors that drives this is the fact that we’re just not having as many children as we used to. Derek Thompson has done a few episodes on this already from a global perspective, but this one really gets into the nuance of the United States. (\u003Ca href=\"https://open.spotify.com/episode/6F3O7xFsu1tFljPGpPvtQY?si=269cda837a6d46af\" target=\"_blank\" rel=\"nofollow noopener\"\u003EListen Here\u003C/a\u003E)\u003C/p\u003E\u003Ch2\u003EHow Slack Experiments With New Ways of Working (The Edge of Work)\u003C/h2\u003E\u003Cp\u003EI had the chance to interview \u003Ca target=\"_blank\" href=\"https://www.linkedin.com/company/tiny-spec-inc/\"\u003ESlack\u003C/a\u003E Future of Work Program Director \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003EChrissie Arnold\u003C/a\u003E about how she and her team at Slack think about experimenting to create new ways of working. This is a must listen if you are looking for ways to improve the way that you work, or you want to know how Slack/Salesforce thinks about this. (\u003Ca href=\"https://theedgeofwork.com/new-ways-of-working-how-to-think-and-work-differently-with-chrissie-arnold-director-future-of-work-programs-slack/\" target=\"_blank\" rel=\"nofollow noopener\"\u003EListen Here\u003C/a\u003E)\u003C/p\u003E\u003Ch2\u003EThe Power of Social Capital and Intentional Collaboration in the Workplace (The Edge of Work)\u003C/h2\u003E\u003Cp\u003EI had the chance to bring on \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003EMichael Arena\u003C/a\u003E to talk about the importance of social capital and intentional collaboration in today's world of work. Since so much of our work today is done on teams, I think these two concepts are critically important to engagement and productivity, and Michael is one of my favorite voices on these topics. (\u003Ca href=\"https://theedgeofwork.com/the-power-of-intentional-collaboration-and-social-capital-in-todays-workplace-with-dr-michael-arena/\" target=\"_blank\" rel=\"nofollow noopener\"\u003EListen Here\u003C/a\u003E)\u003C/p\u003E\u003Chr\u003E\u003Ch2\u003EWhat Newsletters to Read\u003C/h2\u003E\u003Cp\u003EPeople often ask me what other newsletters I read or recommend. I wanted to share a few other newsletters that I read frequently that I would recommend that you check out. I know there are a diverse group of people that read this, so I tried to put some context on these to help people find the ones that are most important to them.\u003C/p\u003E\u003Cul\u003E\u003Cli\u003E\u003Cp\u003E\u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003ECharter\u003C/a\u003E's \u003Ca href=\"https://www.charterworks.com/newsletter/\" target=\"_blank\" rel=\"nofollow noopener\"\u003E\u003Cstrong\u003EFuture of Work Newsletter\u003C/strong\u003E\u003C/a\u003E - A weekly newsletter that has all you need to know about the Future of Work. Great for staying on top of what’s new and changing in the workplace if you’re in the future of work or HR space.\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Ca href=\"https://weeklyworkforce.com/\" target=\"_blank\" rel=\"nofollow noopener\"\u003E\u003Cstrong\u003EWeekly Workforce \u003C/strong\u003E\u003C/a\u003E- Written by Eryn Peters, this weekly newsletter covers the talent economy, and goes deep on topics like the freelance economy and workforce trends. Great for anyone covering talent/freelance/gig work.\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Ca href=\"https://www.newworldsamehumans.xyz/\" target=\"_blank\" rel=\"nofollow noopener\"\u003E\u003Cstrong\u003ENew World Same Humans\u003C/strong\u003E\u003C/a\u003E - A newsletter written by David Mattin, a researcher and futurist. Great insights at the intersection of technology and society trends for anyone trying to stay sharp on the future of work.\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Ca href=\"https://www.offbeat.works/learning-and-development-newsletter\" target=\"_blank\" rel=\"nofollow noopener\"\u003E\u003Cstrong\u003EThe Offbeat\u003C/strong\u003E\u003C/a\u003E - A newsletter written by \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003ELavinia Mehedințu\u003C/a\u003E for learning and development professionals. A mix of curated resources on learning as well as ideas and best practices. Great for staying sharp on your craft for the learning leaders out there.\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Ca href=\"https://talentedgeweekly.com/subscribe?ref=VzasBTVEAK\" target=\"_blank\" rel=\"nofollow noopener\"\u003E\u003Cstrong\u003ETalent Edge\u003C/strong\u003E\u003C/a\u003E - \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003EBrian Heger\u003C/a\u003E curates some of the best content related to talent management, people analytics and strategic workforce management. Great for the talent and HR professionals as well as executives/senior leaders who have to stay in the know talent trends.\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Ca href=\"https://www.linkedin.com/newsletters/this-week-in-culture-7033780643364839424/\" target=\"_blank\"\u003E\u003Cstrong\u003EThis Week in Culture\u003C/strong\u003E\u003C/a\u003E - A LinkedIn newsletter by \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003EJessica Kriegel\u003C/a\u003E . Jessica is an expert in workplace culture, and each week puts out a newsletter on stories related to culture and the workplace. (You can also check \u003Ca href=\"https://podcasts.apple.com/ng/podcast/the-state-of-workplace-culture-with-jessica-kriegel/id1645964951?i=1000652666134\" target=\"_blank\" rel=\"nofollow noopener\"\u003Eout my interview with her here\u003C/a\u003E.) Great for all the org & HR and talent professionals.\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Ca href=\"https://www.linkedin.com/newsletters/weekly-people-research-7072692323884638208/\" target=\"_blank\"\u003E\u003Cstrong\u003EWeekly People Research\u003C/strong\u003E\u003C/a\u003E - This is a weekly newsletter written by \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003ENicolas BEHBAHANI\u003C/a\u003E i, a People Analytics Leader based in France. Each day, Nicolas shares research related to talent/people & HR that he has found and summarizes it, and at the end of the week he shares a newsletter which summarizes what he shared during the week. The volume and consistency of this is impressive!\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Ca href=\"https://www.linkedin.com/newsletters/gig-economy-with-paul-estes-6545818088506564608/\" target=\"_blank\"\u003EGig Economy\u003C/a\u003E by \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003EPaul Estes\u003C/a\u003E - Paul is a thought leader on talent and the gig economy. His newsletter always has the latest resources, articles and news about anything related to talent and the gig economy.\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Ca href=\"https://lorraineklee.com/subscribe/\" target=\"_blank\" rel=\"nofollow noopener\"\u003E\u003Cstrong\u003ECareer Bites\u003C/strong\u003E\u003C/a\u003E\u003Cstrong\u003E - \u003C/strong\u003EA weekly newsletter written by \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003ELorraine K. Lee\u003C/a\u003E . A short but actionable read of advice to help you navigate and advance in your career. \u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003ERaw Signal Group\u003C/a\u003E 's Newsletter - Known as \"\u003Ca href=\"https://www.rawsignal.ca/newsletter\" target=\"_blank\" rel=\"nofollow noopener\"\u003EThe world's best newsletter,\"\u003C/a\u003E this is an insightful and often humorous read on ideas and takes on management in today's workplace.\u003C/p\u003E\u003C/li\u003E\u003C/ul\u003E\u003Ch2\u003EBooks\u003C/h2\u003E\u003Cp\u003EA mix of recently released books, as well as some ones that are going to be released in the summer & fall. \u003C/p\u003E\u003Cul\u003E\u003Cli\u003E\u003Cp\u003E\u003Ca href=\"https://www.amazon.com/Unconquerable-Leader-Mastering-Internal-External-ebook/dp/B0CVJWJR3H/ref=sr_1_1?crid=2KHTQBONK1W8U&dib=eyJ2IjoiMSJ9.N7tjkMVCVr1I51q3LQi0AySGAARirMkVH1V_Vj3CyAL-dORnk0UWYj7msUMA-6yxHaAOGeAssO_GJpDg3djK8EV3KKTEPQUEeGbXaVDWFZJGAjiZlDPDrIrb9Zo7QtK1XXgKYtBtWemd-KjE5NQimqicNNroXB6kWGyRxo3FLcSFUEH-FtxzgDPWwu8SlBwQ1FCCganlsXR8UQYwiCKBxZHUTkaVuNGk1Eri3FZF-Dk.CAxnjklgStHrjDcbQNqtJQwiMdGK9DD0AVKEdc7CkJs&dib_tag=se&keywords=nathan+tanner&qid=1719669624&sprefix=nathan+tanne%2Caps%2C142&sr=8-1\" target=\"_blank\" rel=\"nofollow noopener\"\u003EThe Unconquerable Leader (Nathan Tanner)\u003C/a\u003E\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Ca href=\"https://www.amazon.com/Problem-Change-Essential-Nature-Performance-ebook/dp/B0CWKY9JPQ/ref=sr_1_1?crid=3VE38RVQI6LTF&dib=eyJ2IjoiMSJ9.cgNGV9edCwvhmAceGModS2bfF40FaXiV3so5QeSTnN0.HbpeqvSTY0QNuka0DnLOuRt4cKRSnSOWdxE2tVzBWvg&dib_tag=se&keywords=ashley+goodall+the+problem+with+change&qid=1719671089&sprefix=ashley+goodal%2Caps%2C164&sr=8-1\" target=\"_blank\" rel=\"nofollow noopener\"\u003EThe Problem With Change\u003C/a\u003E \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003EAshley Goodall\u003C/a\u003E \u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Ca href=\"https://www.amazon.com/Bonfire-Moment-Together-Hardest-Startups/dp/0063297019/?_encoding=UTF8&pd_rd_w=7LQr8&content-id=amzn1.sym.f911c8db-3a2b-4b3e-952f-b80fdcee83f4&pf_rd_p=f911c8db-3a2b-4b3e-952f-b80fdcee83f4&pf_rd_r=134-3234571-4804141&pd_rd_wg=RRx1a&pd_rd_r=45cdde2e-0e3f-436b-b61b-623522edc2a9&ref_=aufs_ap_sc_dsk\" target=\"_blank\" rel=\"nofollow noopener\"\u003EThe Bonfire Moment:\u003C/a\u003E \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003EMartin Gonzalez\u003C/a\u003E \u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Ca href=\"https://www.amazon.com/Smart-Not-Loud-Noticed-Reasons-ebook/dp/B0CKSHN1BX/ref=sr_1_1?crid=15SB4HMQ7KA79&dib=eyJ2IjoiMSJ9.RyrbN6RCN8kFER1SeRQVsYbePcp9O8Y8ZvE-buQiBrc.Exyy4OSPueCMi1EXT22NHo7bQ1dIC-GytLTfSuf1XBM&dib_tag=se&keywords=jessica+chen+smart+not+loud&qid=1719669575&sprefix=jessica+chen%2Caps%2C141&sr=8-1\" target=\"_blank\" rel=\"nofollow noopener\"\u003ESmart Not Loud: How to Get Noticed at Work For the Right Reasons (Jessica Chen) - July 9th\u003C/a\u003E\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Ca href=\"https://www.amazon.com/Job-Therapy-Finding-Work-Works-ebook/dp/B0CLNHS11D/ref=sr_1_1?crid=3RB8XN0CNN4C6&dib=eyJ2IjoiMSJ9.8l2YrmZCYxw6iQDzbQvbk0jRDzukPd9NOsPM2QiXE0Gs4iuf9Ag1r4cfowvKcIkFwc6G6rOZQYxrEeQ-AiQevKxFd3YUa7JQv-FX6R2PDajZ0owY04-CyxaPGcrC-bj0O4n9cSlGs9bqMVUhp6dboOraPenk-6_Ou6R6EFAi1rB-K4DsqG2avjvP-69zBXr3kXpb0cadAVapdA9sVwxKp_Y2c7gMVtfRohhfX76-UFw.ZUfr_1UZRam3_MCaAWeAXKhs1qWJNb1vGKNwjU9u_JI&dib_tag=se&keywords=tessa+west&qid=1719670019&s=digital-text&sprefix=tessa+wes%2Cdigital-text%2C132&sr=1-1\" target=\"_blank\" rel=\"nofollow noopener\"\u003EJob Therapy: Finding Work That Works For You (Tessa West) July 23rd, 2024\u003C/a\u003E\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Ca href=\"https://www.amazon.com/Likeable-Badass-Women-Success-Deserve-ebook/dp/B0CPDZKBP3/ref=sr_1_1?crid=5TF8QLUGACH&dib=eyJ2IjoiMSJ9.QuBoiELwDM7PYbVJWJtCzso6Sd0Ix1Yw_YfHoqoBi_Y.cv0-IzMBRju4X0hPzcCBPRF7045xWmKwtt5ipMoa4jU&dib_tag=se&keywords=likeable+badass+alison+fragale&qid=1719669289&sprefix=likeable+bad%2Caps%2C144&sr=8-1\" target=\"_blank\" rel=\"nofollow noopener\"\u003ELikable Badass: How Women Get The Success They Deserve\u003C/a\u003E \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003EAlison Fragale\u003C/a\u003E - September 4th, 2024\u003C/p\u003E\u003C/li\u003E\u003Cli\u003E\u003Cp\u003E\u003Ca href=\"https://www.amazon.com/Getting-College-Career-Third-Succeeding/dp/0063349388/ref=tmm_pap_swatch_0?_encoding=UTF8&dib_tag=se&dib=eyJ2IjoiMSJ9.2WLS96W3NAlUk8AwEz6Mkqdexfakpc3uegr8CAAgop-lVDssxN8Qvd_BiMKPd_xeBgX_jlR2D2KKGvx8zulY0tu7fFDM4hGfkOMtrGhJEd2I4q74e-G3kJ1Z95Et0PncffN3mqF4bXu7O0BnJJwDLFzZ8LTnPA2fpN6vE5707FZhzY_WZwjXkuIQ9sjbBWWW4Rzd_1AeosajVdB5b4Ijz_Mc6n_N9Kt1JRbks73FBF4.zIIRYKwdIcKaOFDxLct8beGnUseQ-l5Kiv4jUIk9c4Q&qid=1719669508&sr=8-7\" target=\"_blank\" rel=\"nofollow noopener\"\u003EGetting From College to Career: Third Edition\u003C/a\u003E \u003Ca target=\"_blank\" rel=\"nofollow noopener\"\u003ELindsey Pollak\u003C/a\u003E - September 10th, 2024\u003C/p\u003E\u003C/li\u003E\u003C/ul\u003E","url":"https://www.linkedin.com/pulse/summer-reading-list-al-dea-kmegc"},{"@type":"WebPage","reviewedBy":{"@type":"Person","name":"Al Dea"},"url":"https://www.linkedin.com/in/itsaldea"},{"@context":"http://schema.org","@type":"Person","address":{"@type":"PostalAddress","addressCountry":"US","addressLocality":"Los Angeles Metropolitan Area"},"alumniOf":[{"@type":"Organization","name":"First Round Fast Track","url":"https://www.linkedin.com/company/first-round-fast-track","location":"San Francisco Bay Area","member":{"@type":"OrganizationRole","startDate":2021,"endDate":2023}},{"@type":"Organization","name":"The Muse","url":"https://www.linkedin.com/company/the-daily-muse","member":{"@type":"OrganizationRole","startDate":2016,"endDate":2023}},{"@type":"Organization","name":"Salesforce","url":"https://www.linkedin.com/company/salesforce","location":"San Francisco Bay Area","member":{"@type":"OrganizationRole","startDate":2017,"endDate":2021}},{"@type":"Organization","name":"Deloitte Digital","url":"https://www.linkedin.com/company/deloitte-digital","location":"San Francisco Bay Area","member":{"@type":"OrganizationRole","startDate":2015,"endDate":2017}},{"@type":"Organization","name":"Salesforce","url":"https://www.linkedin.com/company/salesforce","location":"San Francisco Bay Area","member":{"@type":"OrganizationRole","startDate":"2014-05","endDate":"2014-08"}},{"@type":"Organization","name":"Deloitte","url":"https://www.linkedin.com/company/deloitte","location":"Greater Boston Area","member":{"@type":"OrganizationRole","startDate":2010,"endDate":2013}},{"@type":"Organization","name":"Undergraduate Government of Boston College","url":"https://www.linkedin.com/company/undergraduate-government-of-boston-college","location":"Chestnut Hill, MA","member":{"@type":"OrganizationRole","startDate":2009,"endDate":2010}},{"@type":"EducationalOrganization","name":"University of North Carolina at Chapel Hill - Kenan-Flagler Business School","url":"https://www.linkedin.com/school/unc-kenan-flagler/","member":{"@type":"OrganizationRole","startDate":2013,"endDate":2015}},{"@type":"EducationalOrganization","name":"Boston College","url":"https://www.linkedin.com/school/boston-college/","member":{"@type":"OrganizationRole","startDate":2006,"endDate":2010}}],"awards":["UNC Kenan-Flagler Class of 2015 Leadership Core Value Award","Brian D.A. Hall Leadership Award"],"disambiguatingDescription":"Creator, Top Voice","image":{"@type":"ImageObject","contentUrl":"https://media.licdn.com/dms/image/v2/D5603AQE_njPDMCP_bw/profile-displayphoto-shrink_200_200/profile-displayphoto-shrink_200_200/0/1714500532018?e=2147483647&v=beta&t=y0IgNgMdrVtuoHWBxUGRd0p7FWU2TyjoQWSc0Iywwww"},"jobTitle":["Founder","Founder"],"knowsLanguage":[],"memberOf":[],"name":"Al Dea","sameAs":"https://www.linkedin.com/in/itsaldea","url":"https://www.linkedin.com/in/itsaldea","worksFor":[{"@type":"Organization","name":"The Edge of Work","url":"https://www.linkedin.com/company/the-edge-of-work","location":"Los Angeles, California, United States","member":{"@type":"OrganizationRole","startDate":"2021-09"}},{"@type":"Organization","name":"MBASchooled","url":"https://www.linkedin.com/company/mbaschooled","location":"San Francisco, California","member":{"@type":"OrganizationRole","startDate":"2015-02"}}],"interactionStatistic":{"@type":"InteractionCounter","interactionType":"https://schema.org/FollowAction","name":"Follows","userInteractionCount":33863},"description":"Talent, Leadership & Workplace Executive Coach, Speaker & Facilitator. Passionate about inspiring leaders to build organizations that develop and grow their people, and using new ways ways of working that bring employees together to achieve collective business outcomes.\u003Cbr\u003E\u003Cbr\u003EI'm the Owner of The Edge of Work, a leadership development consulting firm, and partner with organizations to solve the following challenges:\u003Cbr\u003E- Designing and delivering leadership development programs to identify and build the next generation of leaders\u003Cbr\u003E- Training and equipping new managers on how to lead and develop their people in today's workplace\u003Cbr\u003E- Facilitating new ways of working and team effectiveness for leaders of cross-functional teams\u003Cbr\u003E- Supporting upskilling initiatives of key power skills for all employees (ex: influence, emotional intelligence, collaboration career management, communications)\u003Cbr\u003E\u003Cbr\u003EMy mission is to inspire leaders to build better and more human companies that unleash the potential and performance of their people. I do this by consulting leaders on workplace trends, and through leadership training, helping employees each day how to effectively navigate and thrive in today's workplace.\u003Cbr\u003E\u003Cbr\u003EPreviously, I worked at Salesforce and Deloitte Consulting helping Fortune 500 companies use digital technology to drive organizational transformation.\u003Cbr\u003E\u003Cbr\u003EI'm interested in topics such as leadership, talent development, the future of work, & learning, culture, and people development. My work has been cited in publications such as The Wall Street Journal, MIT Sloan Management Review, Time, Fast Company, Inc Magazine, and The World Economic Forum."}]} </script>  </head> <body dir="ltr">   <a href="#main-content" class="skip-link btn-md btn-primary absolute z-11 -top-[100vh] focus:top-0"> Skip to main content </a> <header class="header base-detail-page__header px-mobile-container-padding bg-color-background-container global-alert-offset sticky-header"> <nav class="nav pt-1.5 pb-2 flex items-center justify-between relative flex-nowrap babymamabear:py-1.5 nav--minified-mobile babybear:flex-wrap " aria-label="Primary"> <a href="/?trk=public_profile_nav-header-logo" class="nav__logo-link link-no-visited-state z-1 mr-auto min-h-[52px] flex items-center babybear:z-0 hover:no-underline focus:no-underline active:no-underline babymamabear:mr-3" data-tracking-control-name="public_profile_nav-header-logo" data-tracking-will-navigate> <span class="sr-only">LinkedIn</span> <icon 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src="https://media.licdn.com/dms/image/v2/D5616AQFaiLIEzhFTPQ/profile-displaybackgroundimage-shrink_200_800/profile-displaybackgroundimage-shrink_200_800/0/1682107798283?e=2147483647&v=beta&t=zPq_uRm4Dw2Qkyx3RfUEPO_P3wPDDDhjZJCZBD5CnNY" fetchpriority="auto" data-embed-id="cover-image" alt tabindex="0"> </div> </div>  </figure> <div class="top-card-layout__card relative p-2 papabear:p-details-container-padding"> <div class="top-card__profile-image-container top-card__profile-image-container--cvw-fix flex top-card-layout__entity-image-container flex" data-section="picture"> <button class="cursor-pointer" aria-label="Al Dea" data-modal="public_profile_logo_contextual-sign-in-info_modal" data-test-id="logo-button" type="button"> <div class="bg-white rounded-full h-[142px] mt-[-100px] p-[7px] w-[142px]"> <div class="top-card__entity-logo-gradient-ring rounded-full h-[134px] ml-[-3px] mt-[-3px] p-[6px] w-[134px]"> <img class="inline-block relative rounded-[50%] w-16 h-16 top-card-layout__entity-image top-card__profile-image top-card__profile-image--real-image top-card__entity-inner-ring onload top-card-layout__entity-image shadow-color-shadow shadow-[0_4px_12px] border-2 border-solid border-color-surface mt-[-70px] mb-[14px] papabear:border-4 papabear:mt-[-100px] papabear:mb-[18px]" data-delayed-url="https://media.licdn.com/dms/image/v2/D5603AQE_njPDMCP_bw/profile-displayphoto-shrink_200_200/profile-displayphoto-shrink_200_200/0/1714500532018?e=2147483647&v=beta&t=y0IgNgMdrVtuoHWBxUGRd0p7FWU2TyjoQWSc0Iywwww" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/9c8pery4andzj6ohjkjp54ma2" alt="Al Dea"> </div> </div> </button> <div class="contextual-sign-in-modal top-card__logo-modal" data-impression-id="public_profile_logo_cta_contextual-sign-in-modal">  <div class>  <div id="public_profile_logo_contextual-sign-in-info_modal" class="modal modal--contextual-sign-in" data-outlet="public_profile_logo_contextual-sign-in-info_modal">  <div class="modal__overlay flex items-center bg-color-background-scrim justify-center fixed bottom-0 left-0 right-0 top-0 opacity-0 invisible pointer-events-none z-[1000] transition-[opacity] ease-[cubic-bezier(0.25,0.1,0.25,1.0)] duration-[0.17s] py-4 " aria-hidden="true"> <section aria-modal="true" role="dialog" aria-labelledby="public_profile_logo_contextual-sign-in-info_modal-modal-header" tabindex="-1" class="max-h-full modal__wrapper overflow-auto p-0 bg-color-surface max-w-[1128px] min-h-[160px] relative scale-[0.25] shadow-sm shadow-color-border-faint transition-[transform] ease-[cubic-bezier(0.25,0.1,0.25,1.0)] duration-[0.33s] focus:outline-0 w-[1128px] mamabear:w-[744px] babybear:w-[360px] rounded-md"> <button class="modal__dismiss btn-tertiary h-[40px] w-[40px] p-0 rounded-full indent-0 contextual-sign-in-modal__modal-dismiss absolute right-0 m-[20px] cursor-pointer" aria-label="Dismiss" data-tracking-control-name="public_profile_logo_cta_contextual-sign-in-modal_modal_dismiss"> <icon class="contextual-sign-in-modal__modal-dismiss-icon" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/gs508lg3t2o81tq7pmcgn6m2"></icon> </button> <div class="modal__main w-full"> <div class="contextual-sign-in-modal__screen contextual-sign-in-modal__context-screen flex flex-col my-4 mx-3"> <img class="inline-block relative rounded-[50%] w-16 h-16 contextual-sign-in-modal__img m-auto" data-delayed-url="https://media.licdn.com/dms/image/v2/D5603AQE_njPDMCP_bw/profile-displayphoto-shrink_200_200/profile-displayphoto-shrink_200_200/0/1714500532018?e=2147483647&v=beta&t=y0IgNgMdrVtuoHWBxUGRd0p7FWU2TyjoQWSc0Iywwww" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/9c8pery4andzj6ohjkjp54ma2" alt> <h2 class="contextual-sign-in-modal__context-screen-title font-sans text-xl text-color-text my-2 mx-4 text-center" id="public_profile_logo_contextual-sign-in-info_modal-modal-header"> Sign in to view Al’s full profile </h2>  <div class="contextual-sign-in-modal__btn-container m-auto w-[320px] babybear:w-full">  <div class="w-full max-w-[400px] mx-auto"> <div class="google-auth-button">  <div class="google-auth-button__placeholder mx-auto " data-theme="filled_blue" data-logo-alignment="center" data-locale="en_US" role="button" aria-label="Continue with google"></div>  </div> </div> <div class="sign-in-modal" data-impression-id="public_profile_logo_cta_contextual-sign-in-modal_sign-in-modal"> <button class="sign-in-modal__outlet-btn cursor-pointer btn-md btn-primary btn-secondary" data-tracking-client-ingraph data-tracking-control-name="public_profile_logo_cta_contextual-sign-in-modal_sign-in-modal_outlet-button" data-modal="public_profile_logo_contextual-sign-in-info_modal_sign-in-modal">  Sign in </button> <div class>  <div id="public_profile_logo_contextual-sign-in-info_modal_sign-in-modal" class="modal modal--sign-in" data-outlet="public_profile_logo_contextual-sign-in-info_modal_sign-in-modal">  <div class="modal__overlay flex items-center bg-color-background-scrim justify-center fixed bottom-0 left-0 right-0 top-0 opacity-0 invisible pointer-events-none z-[1000] transition-[opacity] ease-[cubic-bezier(0.25,0.1,0.25,1.0)] duration-[0.17s] py-4 " aria-hidden="true"> <section aria-modal="true" role="dialog" aria-labelledby="public_profile_logo_contextual-sign-in-info_modal_sign-in-modal-modal-header" tabindex="-1" class="max-h-full modal__wrapper overflow-auto p-0 bg-color-surface max-w-[1128px] min-h-[160px] relative scale-[0.25] shadow-sm shadow-color-border-faint transition-[transform] ease-[cubic-bezier(0.25,0.1,0.25,1.0)] duration-[0.33s] focus:outline-0 w-[1128px] mamabear:w-[744px] babybear:w-[360px] rounded-md"> <button class="modal__dismiss btn-tertiary h-[40px] w-[40px] p-0 rounded-full indent-0 sign-in-modal__dismiss absolute right-0 cursor-pointer m-[20px]" aria-label="Dismiss" data-tracking-control-name="public_profile_logo_cta_contextual-sign-in-modal_sign-in-modal_dismiss"> <icon class="sign-in-modal__dismiss-icon" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/gs508lg3t2o81tq7pmcgn6m2"></icon> </button> <div class="modal__main w-full"> <div class="sign-in-modal__screen flex flex-col py-4 w-[513px] babybear:w-full px-3"> <h2 class="sign-in-modal__header font-sans text-display-md text-color-text "> Welcome back </h2> <code id="i18n_sign_in_form_show_text" style="display: none"></code> <code id="i18n_sign_in_form_show_label" style="display: none"></code> <code id="i18n_sign_in_form_hide_text" style="display: none"></code> <code id="i18n_sign_in_form_hide_label" style="display: none"></code> <code id="i18n_username_error_empty" style="display: none"></code> <code id="i18n_username_error_too_long" style="display: none"></code> <code id="i18n_username_error_too_short" style="display: none"></code> <code id="i18n_password_error_empty" style="display: none"></code> <code id="i18n_password_error_too_short" style="display: none"></code> <code id="i18n_password_error_too_long" style="display: none"></code>  <form data-id="sign-in-form" action="https://www.linkedin.com/uas/login-submit" method="post" novalidate class="mt-1.5 mb-2"> <input name="loginCsrfParam" value="3bb4e422-537a-457e-87af-7d8a4cb921bb" type="hidden"> <div class="flex flex-col"> <div class="mt-1.5" data-js-module-id="guest-input"> <div class="flex flex-col"> <label class="input-label mb-1" for="public_profile_logo_contextual-sign-in-info_modal_sign-in-modal_session_key"> Email or phone </label> <div class="text-input flex"> <input class="text-color-text font-sans text-md outline-0 bg-color-transparent w-full" autocomplete="username" id="public_profile_logo_contextual-sign-in-info_modal_sign-in-modal_session_key" name="session_key" required data-tracking-control-name="public_profile_logo_cta_contextual-sign-in-modal_sign-in-modal_sign-in-session-key" data-tracking-client-ingraph type="text"> </div> </div> <p class="input-helper mt-1.5" for="public_profile_logo_contextual-sign-in-info_modal_sign-in-modal_session_key" role="alert" data-js-module-id="guest-input__message"></p> </div> <div class="mt-1.5" data-js-module-id="guest-input"> <div class="flex flex-col"> <label class="input-label mb-1" for="public_profile_logo_contextual-sign-in-info_modal_sign-in-modal_session_password"> Password </label> <div class="text-input flex"> <input class="text-color-text font-sans text-md outline-0 bg-color-transparent w-full" autocomplete="current-password" id="public_profile_logo_contextual-sign-in-info_modal_sign-in-modal_session_password" name="session_password" required data-tracking-control-name="public_profile_logo_cta_contextual-sign-in-modal_sign-in-modal_sign-in-password" data-tracking-client-ingraph type="password"> <button aria-live="assertive" aria-relevant="text" data-id="sign-in-form__password-visibility-toggle" class="font-sans text-md font-bold text-color-action z-10 ml-[12px] hover:cursor-pointer" aria-label="Show your LinkedIn password" data-tracking-control-name="public_profile_logo_cta_contextual-sign-in-modal_sign-in-modal_sign-in-password-visibility-toggle-btn" type="button">Show</button> </div> </div> <p class="input-helper mt-1.5" for="public_profile_logo_contextual-sign-in-info_modal_sign-in-modal_session_password" role="alert" data-js-module-id="guest-input__message"></p> </div> <input name="session_redirect" type="hidden">  </div> <div data-id="sign-in-form__footer" class="flex justify-between sign-in-form__footer--full-width"> <a data-id="sign-in-form__forgot-password" class="font-sans text-md font-bold link leading-regular sign-in-form__forgot-password--full-width" href="https://www.linkedin.com/uas/request-password-reset?trk=public_profile_logo_cta_contextual-sign-in-modal_sign-in-modal_forgot_password" data-tracking-control-name="public_profile_logo_cta_contextual-sign-in-modal_sign-in-modal_forgot_password" data-tracking-will-navigate>Forgot password?</a>  <input name="trk" value="public_profile_logo_cta_contextual-sign-in-modal_sign-in-modal_sign-in-submit" type="hidden"> <button class="btn-md btn-primary flex-shrink-0 cursor-pointer sign-in-form__submit-btn--full-width" data-id="sign-in-form__submit-btn" data-tracking-control-name="public_profile_logo_cta_contextual-sign-in-modal_sign-in-modal_sign-in-submit-btn" data-tracking-client-ingraph data-tracking-litms type="submit"> Sign in </button> </div> <div class="sign-in-form__divider left-right-divider pt-2 pb-3"> <p class="sign-in-form__divider-text font-sans text-sm text-color-text px-2"> or </p> </div> </form> <div class="w-full max-w-[400px] mx-auto"> <div class="google-auth-button" data-tracking-control-name="public_profile_logo_cta_contextual-sign-in-modal_sign-in-modal_google-auth-button" data-tracking-client-ingraph> <p class="linkedin-tc__text text-color-text-low-emphasis text-xs pb-2" data-impression-id="public_profile_logo_cta_contextual-sign-in-modal_sign-in-modal__button-skip-tc-text"> By clicking Continue to join or sign in, you agree to LinkedIn’s <a href="/legal/user-agreement?trk=public_profile_logo_cta_contextual-sign-in-modal_sign-in-modal_auth-button_user-agreement" target="_blank" data-tracking-control-name="public_profile_logo_cta_contextual-sign-in-modal_sign-in-modal_auth-button_user-agreement" data-tracking-will-navigate="true">User Agreement</a>, <a href="/legal/privacy-policy?trk=public_profile_logo_cta_contextual-sign-in-modal_sign-in-modal_auth-button_privacy-policy" target="_blank" data-tracking-control-name="public_profile_logo_cta_contextual-sign-in-modal_sign-in-modal_auth-button_privacy-policy" data-tracking-will-navigate="true">Privacy Policy</a>, and <a href="/legal/cookie-policy?trk=public_profile_logo_cta_contextual-sign-in-modal_sign-in-modal_auth-button_cookie-policy" target="_blank" data-tracking-control-name="public_profile_logo_cta_contextual-sign-in-modal_sign-in-modal_auth-button_cookie-policy" data-tracking-will-navigate="true">Cookie Policy</a>. </p> <div class="google-auth-button__placeholder mx-auto google-auth-button__placeholder--black-border" data-theme="outline" data-logo-alignment="center" data-locale="en_US" role="button" aria-label="Continue with google" data-safe-to-skip-tnc-redirect></div>  </div> </div>  <p class="sign-in-modal__join-now m-auto font-sans text-md text-color-text mt-2"> New to LinkedIn? <a href="https://www.linkedin.com/signup/public-profile-join?vieweeVanityName=itsaldea&trk=public_profile_logo_cta_contextual-sign-in-modal_sign-in-modal_join-link" data-tracking-control-name="public_profile_logo_cta_contextual-sign-in-modal_sign-in-modal_join-link" data-tracking-will-navigate="true" class="sign-in-modal__join-link">Join now</a> </p> </div> </div>  </section> </div> </div> </div> </div> <div class="contextual-sign-in-modal__divider left-right-divider"> <p class="contextual-sign-in-modal__divider-text font-sans text-sm text-color-text px-2"> or </p> </div> </div> <p class="contextual-sign-in-modal__join-now m-auto font-sans text-md text-color-text my-1"> New to LinkedIn? <a href="https://www.linkedin.com/signup/public-profile-join?vieweeVanityName=itsaldea&trk=public_profile_logo_cta_contextual-sign-in-modal_join-link" data-tracking-control-name="public_profile_logo_cta_contextual-sign-in-modal_join-link" data-tracking-will-navigate="true" class="contextual-sign-in-modal__join-link">Join now</a> </p> <p class="linkedin-tc__text text-color-text-low-emphasis text-xs pb-2 contextual-sign-in-modal__terms-and-conditions m-auto w-[320px] pt-2 babybear:w-full" data-impression-id="linkedin-tc__button-skip-tc-text"> By clicking Continue to join or sign in, you agree to LinkedIn’s <a href="/legal/user-agreement?trk=linkedin-tc_auth-button_user-agreement" target="_blank" data-tracking-control-name="linkedin-tc_auth-button_user-agreement" data-tracking-will-navigate="true">User Agreement</a>, <a href="/legal/privacy-policy?trk=linkedin-tc_auth-button_privacy-policy" target="_blank" data-tracking-control-name="linkedin-tc_auth-button_privacy-policy" data-tracking-will-navigate="true">Privacy Policy</a>, and <a href="/legal/cookie-policy?trk=linkedin-tc_auth-button_cookie-policy" target="_blank" data-tracking-control-name="linkedin-tc_auth-button_cookie-policy" data-tracking-will-navigate="true">Cookie Policy</a>. </p> </div> </div>  </section> </div> </div> </div> </div>  </div> <div class="top-card-layout__entity-info-container flex flex-wrap papabear:flex-nowrap"> <div class="top-card-layout__entity-info flex-grow flex-shrink-0 basis-0 babybear:flex-none babybear:w-full babybear:flex-none babybear:w-full"> <button class="cursor-pointer hover:bg-color-background-none-tint-hover" data-modal="public_profile_top-card_title-modal-id" data-tracking-control-name="public_profile_top-card_title-modal-outlet-button"> <h1 class="top-card-layout__title font-sans text-lg papabear:text-xl font-bold leading-open text-color-text mb-0"> Al Dea </h1> </button> <img data-delayed-url="https://static.licdn.com/aero-v1/sc/h/5ufqwtxp4bgp1054vtveqepqe" alt="Al Dea is an influencer" class="top-card__influencer-icon ml-1">  <div class="contextual-sign-in-modal top-card-layout__title-modal" data-impression-id="public_profile_top-card_title-modal_contextual-sign-in-modal">  <div class>  <div id="public_profile_top-card_title-modal-id" class="modal modal--contextual-sign-in" data-outlet="public_profile_top-card_title-modal-id">  <div class="modal__overlay flex items-center bg-color-background-scrim justify-center fixed bottom-0 left-0 right-0 top-0 opacity-0 invisible pointer-events-none z-[1000] transition-[opacity] ease-[cubic-bezier(0.25,0.1,0.25,1.0)] duration-[0.17s] py-4 " aria-hidden="true"> <section aria-modal="true" role="dialog" aria-labelledby="public_profile_top-card_title-modal-id-modal-header" tabindex="-1" class="max-h-full modal__wrapper overflow-auto p-0 bg-color-surface max-w-[1128px] min-h-[160px] relative scale-[0.25] shadow-sm shadow-color-border-faint transition-[transform] ease-[cubic-bezier(0.25,0.1,0.25,1.0)] duration-[0.33s] focus:outline-0 w-[1128px] mamabear:w-[744px] babybear:w-[360px] rounded-md"> <button class="modal__dismiss btn-tertiary h-[40px] w-[40px] p-0 rounded-full indent-0 contextual-sign-in-modal__modal-dismiss absolute right-0 m-[20px] cursor-pointer" aria-label="Dismiss" data-tracking-control-name="public_profile_top-card_title-modal_contextual-sign-in-modal_modal_dismiss"> <icon class="contextual-sign-in-modal__modal-dismiss-icon" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/gs508lg3t2o81tq7pmcgn6m2"></icon> </button> <div class="modal__main w-full"> <div class="contextual-sign-in-modal__screen contextual-sign-in-modal__context-screen flex flex-col my-4 mx-3"> <img class="inline-block relative rounded-[50%] w-16 h-16 contextual-sign-in-modal__img m-auto" data-delayed-url="https://media.licdn.com/dms/image/v2/D5603AQE_njPDMCP_bw/profile-displayphoto-shrink_200_200/profile-displayphoto-shrink_200_200/0/1714500532018?e=2147483647&v=beta&t=y0IgNgMdrVtuoHWBxUGRd0p7FWU2TyjoQWSc0Iywwww" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/9c8pery4andzj6ohjkjp54ma2" alt> <h2 class="contextual-sign-in-modal__context-screen-title font-sans text-xl text-color-text my-2 mx-4 text-center" id="public_profile_top-card_title-modal-id-modal-header"> Sign in to view Al’s full profile </h2>  <div class="contextual-sign-in-modal__btn-container m-auto w-[320px] babybear:w-full">  <div class="w-full max-w-[400px] mx-auto"> <div class="google-auth-button">  <div class="google-auth-button__placeholder mx-auto " data-theme="filled_blue" data-logo-alignment="center" data-locale="en_US" role="button" aria-label="Continue with google"></div>  </div> </div> <div class="sign-in-modal" data-impression-id="public_profile_top-card_title-modal_contextual-sign-in-modal_sign-in-modal"> <button class="sign-in-modal__outlet-btn cursor-pointer btn-md btn-primary btn-secondary" data-tracking-client-ingraph data-tracking-control-name="public_profile_top-card_title-modal_contextual-sign-in-modal_sign-in-modal_outlet-button" data-modal="public_profile_top-card_title-modal-id_sign-in-modal">  Sign in </button> <div class>  <div id="public_profile_top-card_title-modal-id_sign-in-modal" class="modal modal--sign-in" data-outlet="public_profile_top-card_title-modal-id_sign-in-modal">  <div class="modal__overlay flex items-center bg-color-background-scrim justify-center fixed bottom-0 left-0 right-0 top-0 opacity-0 invisible pointer-events-none z-[1000] transition-[opacity] ease-[cubic-bezier(0.25,0.1,0.25,1.0)] duration-[0.17s] py-4 " aria-hidden="true"> <section aria-modal="true" role="dialog" aria-labelledby="public_profile_top-card_title-modal-id_sign-in-modal-modal-header" tabindex="-1" class="max-h-full modal__wrapper overflow-auto p-0 bg-color-surface max-w-[1128px] min-h-[160px] relative scale-[0.25] shadow-sm shadow-color-border-faint transition-[transform] ease-[cubic-bezier(0.25,0.1,0.25,1.0)] duration-[0.33s] focus:outline-0 w-[1128px] mamabear:w-[744px] babybear:w-[360px] rounded-md"> <button class="modal__dismiss btn-tertiary h-[40px] w-[40px] p-0 rounded-full indent-0 sign-in-modal__dismiss absolute right-0 cursor-pointer m-[20px]" aria-label="Dismiss" data-tracking-control-name="public_profile_top-card_title-modal_contextual-sign-in-modal_sign-in-modal_dismiss"> <icon class="sign-in-modal__dismiss-icon" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/gs508lg3t2o81tq7pmcgn6m2"></icon> </button> <div class="modal__main w-full"> <div class="sign-in-modal__screen flex flex-col py-4 w-[513px] babybear:w-full px-3"> <h2 class="sign-in-modal__header font-sans text-display-md text-color-text "> Welcome back </h2> <code id="i18n_sign_in_form_show_text" style="display: none"></code> <code id="i18n_sign_in_form_show_label" style="display: none"></code> <code id="i18n_sign_in_form_hide_text" style="display: none"></code> <code id="i18n_sign_in_form_hide_label" style="display: none"></code> <code id="i18n_username_error_empty" style="display: none"></code> <code id="i18n_username_error_too_long" style="display: none"></code> <code id="i18n_username_error_too_short" style="display: none"></code> <code id="i18n_password_error_empty" style="display: none"></code> <code id="i18n_password_error_too_short" style="display: none"></code> <code id="i18n_password_error_too_long" style="display: none"></code>  <form data-id="sign-in-form" action="https://www.linkedin.com/uas/login-submit" method="post" novalidate class="mt-1.5 mb-2"> <input name="loginCsrfParam" value="3bb4e422-537a-457e-87af-7d8a4cb921bb" type="hidden"> <div class="flex flex-col"> <div class="mt-1.5" data-js-module-id="guest-input"> <div class="flex flex-col"> <label class="input-label mb-1" for="public_profile_top-card_title-modal-id_sign-in-modal_session_key"> Email or phone </label> <div class="text-input flex"> <input class="text-color-text font-sans text-md outline-0 bg-color-transparent w-full" autocomplete="username" id="public_profile_top-card_title-modal-id_sign-in-modal_session_key" name="session_key" required data-tracking-control-name="public_profile_top-card_title-modal_contextual-sign-in-modal_sign-in-modal_sign-in-session-key" data-tracking-client-ingraph type="text"> </div> </div> <p class="input-helper mt-1.5" for="public_profile_top-card_title-modal-id_sign-in-modal_session_key" role="alert" data-js-module-id="guest-input__message"></p> </div> <div class="mt-1.5" data-js-module-id="guest-input"> <div class="flex flex-col"> <label class="input-label mb-1" for="public_profile_top-card_title-modal-id_sign-in-modal_session_password"> Password </label> <div class="text-input flex"> <input class="text-color-text font-sans text-md outline-0 bg-color-transparent w-full" autocomplete="current-password" id="public_profile_top-card_title-modal-id_sign-in-modal_session_password" name="session_password" required data-tracking-control-name="public_profile_top-card_title-modal_contextual-sign-in-modal_sign-in-modal_sign-in-password" data-tracking-client-ingraph type="password"> <button aria-live="assertive" aria-relevant="text" data-id="sign-in-form__password-visibility-toggle" class="font-sans text-md font-bold text-color-action z-10 ml-[12px] hover:cursor-pointer" aria-label="Show your LinkedIn password" data-tracking-control-name="public_profile_top-card_title-modal_contextual-sign-in-modal_sign-in-modal_sign-in-password-visibility-toggle-btn" type="button">Show</button> </div> </div> <p class="input-helper mt-1.5" for="public_profile_top-card_title-modal-id_sign-in-modal_session_password" role="alert" data-js-module-id="guest-input__message"></p> </div> <input name="session_redirect" value="https://www.linkedin.com/in/itsaldea" type="hidden">  </div> <div data-id="sign-in-form__footer" class="flex justify-between sign-in-form__footer--full-width"> <a data-id="sign-in-form__forgot-password" class="font-sans text-md font-bold link leading-regular sign-in-form__forgot-password--full-width" href="https://www.linkedin.com/uas/request-password-reset?trk=public_profile_top-card_title-modal_contextual-sign-in-modal_sign-in-modal_forgot_password" data-tracking-control-name="public_profile_top-card_title-modal_contextual-sign-in-modal_sign-in-modal_forgot_password" data-tracking-will-navigate>Forgot password?</a>  <input name="trk" value="public_profile_top-card_title-modal_contextual-sign-in-modal_sign-in-modal_sign-in-submit" type="hidden"> <button class="btn-md btn-primary flex-shrink-0 cursor-pointer sign-in-form__submit-btn--full-width" data-id="sign-in-form__submit-btn" data-tracking-control-name="public_profile_top-card_title-modal_contextual-sign-in-modal_sign-in-modal_sign-in-submit-btn" data-tracking-client-ingraph data-tracking-litms type="submit"> Sign in </button> </div> <div class="sign-in-form__divider left-right-divider pt-2 pb-3"> <p class="sign-in-form__divider-text font-sans text-sm text-color-text px-2"> or </p> </div> </form> <div class="w-full max-w-[400px] mx-auto"> <div class="google-auth-button" data-tracking-control-name="public_profile_top-card_title-modal_contextual-sign-in-modal_sign-in-modal_google-auth-button" data-tracking-client-ingraph> <p class="linkedin-tc__text text-color-text-low-emphasis text-xs pb-2" data-impression-id="public_profile_top-card_title-modal_contextual-sign-in-modal_sign-in-modal__button-skip-tc-text"> By clicking Continue to join or sign in, you agree to LinkedIn’s <a href="/legal/user-agreement?trk=public_profile_top-card_title-modal_contextual-sign-in-modal_sign-in-modal_auth-button_user-agreement" target="_blank" data-tracking-control-name="public_profile_top-card_title-modal_contextual-sign-in-modal_sign-in-modal_auth-button_user-agreement" data-tracking-will-navigate="true">User Agreement</a>, <a href="/legal/privacy-policy?trk=public_profile_top-card_title-modal_contextual-sign-in-modal_sign-in-modal_auth-button_privacy-policy" target="_blank" data-tracking-control-name="public_profile_top-card_title-modal_contextual-sign-in-modal_sign-in-modal_auth-button_privacy-policy" data-tracking-will-navigate="true">Privacy Policy</a>, and <a href="/legal/cookie-policy?trk=public_profile_top-card_title-modal_contextual-sign-in-modal_sign-in-modal_auth-button_cookie-policy" target="_blank" data-tracking-control-name="public_profile_top-card_title-modal_contextual-sign-in-modal_sign-in-modal_auth-button_cookie-policy" data-tracking-will-navigate="true">Cookie Policy</a>. </p> <div class="google-auth-button__placeholder mx-auto google-auth-button__placeholder--black-border" data-theme="outline" data-logo-alignment="center" data-locale="en_US" role="button" aria-label="Continue with google" data-safe-to-skip-tnc-redirect></div>  </div> </div>  <p class="sign-in-modal__join-now m-auto font-sans text-md text-color-text mt-2"> New to LinkedIn? <a href="https://www.linkedin.com/signup/public-profile-join?vieweeVanityName=itsaldea&trk=public_profile_top-card_title-modal_contextual-sign-in-modal_sign-in-modal_join-link" data-tracking-control-name="public_profile_top-card_title-modal_contextual-sign-in-modal_sign-in-modal_join-link" data-tracking-will-navigate="true" class="sign-in-modal__join-link">Join now</a> </p> </div> </div>  </section> </div> </div> </div> </div> <div class="contextual-sign-in-modal__divider left-right-divider"> <p class="contextual-sign-in-modal__divider-text font-sans text-sm text-color-text px-2"> or </p> </div> </div> <p class="contextual-sign-in-modal__join-now m-auto font-sans text-md text-color-text my-1"> New to LinkedIn? <a href="https://www.linkedin.com/signup/public-profile-join?vieweeVanityName=itsaldea&trk=public_profile_top-card_title-modal_contextual-sign-in-modal_join-link" data-tracking-control-name="public_profile_top-card_title-modal_contextual-sign-in-modal_join-link" data-tracking-will-navigate="true" class="contextual-sign-in-modal__join-link">Join now</a> </p> <p class="linkedin-tc__text text-color-text-low-emphasis text-xs pb-2 contextual-sign-in-modal__terms-and-conditions m-auto w-[320px] pt-2 babybear:w-full" data-impression-id="linkedin-tc__button-skip-tc-text"> By clicking Continue to join or sign in, you agree to LinkedIn’s <a href="/legal/user-agreement?trk=linkedin-tc_auth-button_user-agreement" target="_blank" data-tracking-control-name="linkedin-tc_auth-button_user-agreement" data-tracking-will-navigate="true">User Agreement</a>, <a href="/legal/privacy-policy?trk=linkedin-tc_auth-button_privacy-policy" target="_blank" data-tracking-control-name="linkedin-tc_auth-button_privacy-policy" data-tracking-will-navigate="true">Privacy Policy</a>, and <a href="/legal/cookie-policy?trk=linkedin-tc_auth-button_cookie-policy" target="_blank" data-tracking-control-name="linkedin-tc_auth-button_cookie-policy" data-tracking-will-navigate="true">Cookie Policy</a>. </p> </div> </div>  </section> </div> </div> </div> </div> <h2 class="top-card-layout__headline break-words font-sans text-md leading-open text-color-text"> Helping Organizations Develop Their Leaders - Leadership Facilitator, Keynote Speaker, Podcast Host </h2> <h3 class="top-card-layout__first-subline font-sans text-md leading-open text-color-text-low-emphasis"> <div class="profile-info-subheader"> <span>Los Angeles Metropolitan Area</span> <span class="before:middot"></span> <button class="link cursor-pointer text-md focus:outline focus:outline-2 focus:outline-color-action" data-tracking-client-ingraph data-tracking-control-name="public_profile_profile-info-subheader_contact-info_modal-trigger" data-modal="public_profile_profile-info-subheader__contact-info_modal" data-no-cool-off="true" tabindex="0"> Contact Info </button> <div class="contextual-sign-in-modal contact-info-modal" data-impression-id="public_profile_profile-info-subheader_contact-info_modal_contextual-sign-in-modal">  <div class>  <div id="public_profile_profile-info-subheader__contact-info_modal" class="modal modal--contextual-sign-in" data-outlet="public_profile_profile-info-subheader__contact-info_modal">  <div class="modal__overlay flex items-center bg-color-background-scrim justify-center fixed bottom-0 left-0 right-0 top-0 opacity-0 invisible pointer-events-none z-[1000] transition-[opacity] ease-[cubic-bezier(0.25,0.1,0.25,1.0)] duration-[0.17s] py-4 " aria-hidden="true"> <section aria-modal="true" role="dialog" aria-labelledby="public_profile_profile-info-subheader__contact-info_modal-modal-header" tabindex="-1" class="max-h-full modal__wrapper overflow-auto p-0 bg-color-surface max-w-[1128px] min-h-[160px] relative scale-[0.25] shadow-sm shadow-color-border-faint transition-[transform] ease-[cubic-bezier(0.25,0.1,0.25,1.0)] duration-[0.33s] focus:outline-0 w-[1128px] mamabear:w-[744px] babybear:w-[360px] rounded-md"> <button class="modal__dismiss btn-tertiary h-[40px] w-[40px] p-0 rounded-full indent-0 contextual-sign-in-modal__modal-dismiss absolute right-0 m-[20px] cursor-pointer" aria-label="Dismiss" data-tracking-control-name="public_profile_profile-info-subheader_contact-info_modal_contextual-sign-in-modal_modal_dismiss"> <icon class="contextual-sign-in-modal__modal-dismiss-icon" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/gs508lg3t2o81tq7pmcgn6m2"></icon> </button> <div class="modal__main w-full"> <div class="contextual-sign-in-modal__screen contextual-sign-in-modal__context-screen flex flex-col my-4 mx-3"> <img class="inline-block relative rounded-[50%] w-16 h-16 contextual-sign-in-modal__img m-auto" data-delayed-url="https://media.licdn.com/dms/image/v2/D5603AQE_njPDMCP_bw/profile-displayphoto-shrink_200_200/profile-displayphoto-shrink_200_200/0/1714500532018?e=2147483647&v=beta&t=y0IgNgMdrVtuoHWBxUGRd0p7FWU2TyjoQWSc0Iywwww" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/9c8pery4andzj6ohjkjp54ma2" alt> <h2 class="contextual-sign-in-modal__context-screen-title font-sans text-xl text-color-text my-2 mx-4 text-center" id="public_profile_profile-info-subheader__contact-info_modal-modal-header"> Sign in to view Al’s full profile </h2>  <div class="contextual-sign-in-modal__btn-container m-auto w-[320px] babybear:w-full">  <div class="w-full max-w-[400px] mx-auto"> <div class="google-auth-button">  <div class="google-auth-button__placeholder mx-auto " data-theme="filled_blue" data-logo-alignment="center" data-locale="en_US" role="button" aria-label="Continue with google"></div>  </div> </div> <div class="sign-in-modal" data-impression-id="public_profile_profile-info-subheader_contact-info_modal_contextual-sign-in-modal_sign-in-modal"> <button class="sign-in-modal__outlet-btn cursor-pointer btn-md btn-primary btn-secondary" data-tracking-client-ingraph data-tracking-control-name="public_profile_profile-info-subheader_contact-info_modal_contextual-sign-in-modal_sign-in-modal_outlet-button" data-modal="public_profile_profile-info-subheader_sign-in-modal">  Sign in </button> <div class>  <div id="public_profile_profile-info-subheader_sign-in-modal" class="modal modal--sign-in" data-outlet="public_profile_profile-info-subheader_sign-in-modal">  <div class="modal__overlay flex items-center bg-color-background-scrim justify-center fixed bottom-0 left-0 right-0 top-0 opacity-0 invisible pointer-events-none z-[1000] transition-[opacity] ease-[cubic-bezier(0.25,0.1,0.25,1.0)] duration-[0.17s] py-4 " aria-hidden="true"> <section aria-modal="true" role="dialog" aria-labelledby="public_profile_profile-info-subheader_sign-in-modal-modal-header" tabindex="-1" class="max-h-full modal__wrapper overflow-auto p-0 bg-color-surface max-w-[1128px] min-h-[160px] relative scale-[0.25] shadow-sm shadow-color-border-faint transition-[transform] ease-[cubic-bezier(0.25,0.1,0.25,1.0)] duration-[0.33s] focus:outline-0 w-[1128px] mamabear:w-[744px] babybear:w-[360px] rounded-md"> <button class="modal__dismiss btn-tertiary h-[40px] w-[40px] p-0 rounded-full indent-0 sign-in-modal__dismiss absolute right-0 cursor-pointer m-[20px]" aria-label="Dismiss" data-tracking-control-name="public_profile_profile-info-subheader_contact-info_modal_contextual-sign-in-modal_sign-in-modal_dismiss"> <icon class="sign-in-modal__dismiss-icon" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/gs508lg3t2o81tq7pmcgn6m2"></icon> </button> <div class="modal__main w-full"> <div class="sign-in-modal__screen flex flex-col py-4 w-[513px] babybear:w-full px-3"> <h2 class="sign-in-modal__header font-sans text-display-md text-color-text "> Welcome back </h2> <code id="i18n_sign_in_form_show_text" style="display: none"></code> <code id="i18n_sign_in_form_show_label" style="display: none"></code> <code id="i18n_sign_in_form_hide_text" style="display: none"></code> <code id="i18n_sign_in_form_hide_label" style="display: none"></code> <code id="i18n_username_error_empty" style="display: none"></code> <code id="i18n_username_error_too_long" style="display: none"></code> <code id="i18n_username_error_too_short" style="display: none"></code> <code id="i18n_password_error_empty" style="display: none"></code> <code id="i18n_password_error_too_short" style="display: none"></code> <code id="i18n_password_error_too_long" style="display: none"></code>  <form data-id="sign-in-form" action="https://www.linkedin.com/uas/login-submit" method="post" novalidate class="mt-1.5 mb-2"> <input name="loginCsrfParam" value="3bb4e422-537a-457e-87af-7d8a4cb921bb" type="hidden"> <div class="flex flex-col"> <div class="mt-1.5" data-js-module-id="guest-input"> <div class="flex flex-col"> <label class="input-label mb-1" for="public_profile_profile-info-subheader_sign-in-modal_session_key"> Email or phone </label> <div class="text-input flex"> <input class="text-color-text font-sans text-md outline-0 bg-color-transparent w-full" autocomplete="username" id="public_profile_profile-info-subheader_sign-in-modal_session_key" name="session_key" required data-tracking-control-name="public_profile_profile-info-subheader_contact-info_modal_contextual-sign-in-modal_sign-in-modal_sign-in-session-key" data-tracking-client-ingraph type="text"> </div> </div> <p class="input-helper mt-1.5" for="public_profile_profile-info-subheader_sign-in-modal_session_key" role="alert" data-js-module-id="guest-input__message"></p> </div> <div class="mt-1.5" data-js-module-id="guest-input"> <div class="flex flex-col"> <label class="input-label mb-1" for="public_profile_profile-info-subheader_sign-in-modal_session_password"> Password </label> <div class="text-input flex"> <input class="text-color-text font-sans text-md outline-0 bg-color-transparent w-full" autocomplete="current-password" id="public_profile_profile-info-subheader_sign-in-modal_session_password" name="session_password" required data-tracking-control-name="public_profile_profile-info-subheader_contact-info_modal_contextual-sign-in-modal_sign-in-modal_sign-in-password" data-tracking-client-ingraph type="password"> <button aria-live="assertive" aria-relevant="text" data-id="sign-in-form__password-visibility-toggle" class="font-sans text-md font-bold text-color-action z-10 ml-[12px] hover:cursor-pointer" aria-label="Show your LinkedIn password" data-tracking-control-name="public_profile_profile-info-subheader_contact-info_modal_contextual-sign-in-modal_sign-in-modal_sign-in-password-visibility-toggle-btn" type="button">Show</button> </div> </div> <p class="input-helper mt-1.5" for="public_profile_profile-info-subheader_sign-in-modal_session_password" role="alert" data-js-module-id="guest-input__message"></p> </div> <input name="session_redirect" value="https://www.linkedin.com/in/itsaldea" type="hidden">  </div> <div data-id="sign-in-form__footer" class="flex justify-between sign-in-form__footer--full-width"> <a data-id="sign-in-form__forgot-password" class="font-sans text-md font-bold link leading-regular sign-in-form__forgot-password--full-width" href="https://www.linkedin.com/uas/request-password-reset?trk=public_profile_profile-info-subheader_contact-info_modal_contextual-sign-in-modal_sign-in-modal_forgot_password" data-tracking-control-name="public_profile_profile-info-subheader_contact-info_modal_contextual-sign-in-modal_sign-in-modal_forgot_password" data-tracking-will-navigate>Forgot password?</a>  <input name="trk" value="public_profile_profile-info-subheader_contact-info_modal_contextual-sign-in-modal_sign-in-modal_sign-in-submit" type="hidden"> <button class="btn-md btn-primary flex-shrink-0 cursor-pointer sign-in-form__submit-btn--full-width" data-id="sign-in-form__submit-btn" data-tracking-control-name="public_profile_profile-info-subheader_contact-info_modal_contextual-sign-in-modal_sign-in-modal_sign-in-submit-btn" data-tracking-client-ingraph data-tracking-litms type="submit"> Sign in </button> </div> <div class="sign-in-form__divider left-right-divider pt-2 pb-3"> <p class="sign-in-form__divider-text font-sans text-sm text-color-text px-2"> or </p> </div> </form> <div class="w-full max-w-[400px] mx-auto"> <div class="google-auth-button" data-tracking-control-name="public_profile_profile-info-subheader_contact-info_modal_contextual-sign-in-modal_sign-in-modal_google-auth-button" data-tracking-client-ingraph> <p class="linkedin-tc__text text-color-text-low-emphasis text-xs pb-2" data-impression-id="public_profile_profile-info-subheader_contact-info_modal_contextual-sign-in-modal_sign-in-modal__button-skip-tc-text"> By clicking Continue to join or sign in, you agree to LinkedIn’s <a href="/legal/user-agreement?trk=public_profile_profile-info-subheader_contact-info_modal_contextual-sign-in-modal_sign-in-modal_auth-button_user-agreement" target="_blank" data-tracking-control-name="public_profile_profile-info-subheader_contact-info_modal_contextual-sign-in-modal_sign-in-modal_auth-button_user-agreement" data-tracking-will-navigate="true">User Agreement</a>, <a href="/legal/privacy-policy?trk=public_profile_profile-info-subheader_contact-info_modal_contextual-sign-in-modal_sign-in-modal_auth-button_privacy-policy" target="_blank" data-tracking-control-name="public_profile_profile-info-subheader_contact-info_modal_contextual-sign-in-modal_sign-in-modal_auth-button_privacy-policy" data-tracking-will-navigate="true">Privacy Policy</a>, and <a href="/legal/cookie-policy?trk=public_profile_profile-info-subheader_contact-info_modal_contextual-sign-in-modal_sign-in-modal_auth-button_cookie-policy" target="_blank" data-tracking-control-name="public_profile_profile-info-subheader_contact-info_modal_contextual-sign-in-modal_sign-in-modal_auth-button_cookie-policy" data-tracking-will-navigate="true">Cookie Policy</a>. </p> <div class="google-auth-button__placeholder mx-auto google-auth-button__placeholder--black-border" data-theme="outline" data-logo-alignment="center" data-locale="en_US" role="button" aria-label="Continue with google" data-safe-to-skip-tnc-redirect></div>  </div> </div>  <p class="sign-in-modal__join-now m-auto font-sans text-md text-color-text mt-2"> New to LinkedIn? <a href="https://www.linkedin.com/signup/public-profile-join?vieweeVanityName=itsaldea&trk=public_profile_profile-info-subheader_contact-info_modal_contextual-sign-in-modal_sign-in-modal_join-link" data-tracking-control-name="public_profile_profile-info-subheader_contact-info_modal_contextual-sign-in-modal_sign-in-modal_join-link" data-tracking-will-navigate="true" class="sign-in-modal__join-link">Join now</a> </p> </div> </div>  </section> </div> </div> </div> </div> <div class="contextual-sign-in-modal__divider left-right-divider"> <p class="contextual-sign-in-modal__divider-text font-sans text-sm text-color-text px-2"> or </p> </div> </div> <p class="contextual-sign-in-modal__join-now m-auto font-sans text-md text-color-text my-1"> New to LinkedIn? <a href="https://www.linkedin.com/signup/public-profile-join?vieweeVanityName=itsaldea&trk=public_profile_profile-info-subheader_contact-info_modal_contextual-sign-in-modal_join-link" data-tracking-control-name="public_profile_profile-info-subheader_contact-info_modal_contextual-sign-in-modal_join-link" data-tracking-will-navigate="true" class="contextual-sign-in-modal__join-link">Join now</a> </p> <p class="linkedin-tc__text text-color-text-low-emphasis text-xs pb-2 contextual-sign-in-modal__terms-and-conditions m-auto w-[320px] pt-2 babybear:w-full" data-impression-id="linkedin-tc__button-skip-tc-text"> By clicking Continue to join or sign in, you agree to LinkedIn’s <a href="/legal/user-agreement?trk=linkedin-tc_auth-button_user-agreement" target="_blank" data-tracking-control-name="linkedin-tc_auth-button_user-agreement" data-tracking-will-navigate="true">User Agreement</a>, <a href="/legal/privacy-policy?trk=linkedin-tc_auth-button_privacy-policy" target="_blank" data-tracking-control-name="linkedin-tc_auth-button_privacy-policy" data-tracking-will-navigate="true">Privacy Policy</a>, and <a href="/legal/cookie-policy?trk=linkedin-tc_auth-button_cookie-policy" target="_blank" data-tracking-control-name="linkedin-tc_auth-button_cookie-policy" data-tracking-will-navigate="true">Cookie Policy</a>. </p> </div> </div>  </section> </div> </div> </div> </div> <div class="not-first-middot"> <span> 34K followers </span> <span> 500+ connections </span> </div> </div> </h3> <h4 class="top-card-layout__second-subline font-sans text-sm leading-open text-color-text-low-emphasis mt-0.5">  <div class="mutual-connections mt-1"> <div class="face-pile flex !no-underline"> <div class="face-pile__images-container self-start flex-shrink-0 mr-1 leading-[1]"> <img class="inline-block relative rounded-[50%] w-4 h-4 face-pile__image border-1 border-solid border-color-transparent -ml-2 first:ml-0" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/boxt1zgrwnv3ss0ch8fpldqox" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/9c8pery4andzj6ohjkjp54ma2" alt> <img class="inline-block relative rounded-[50%] w-4 h-4 face-pile__image border-1 border-solid border-color-transparent -ml-2 first:ml-0" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/6fw6jn9040cngf2toi2pvzkn6" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/9c8pery4andzj6ohjkjp54ma2" alt> <img class="inline-block relative rounded-[50%] w-4 h-4 face-pile__image border-1 border-solid border-color-transparent -ml-2 first:ml-0" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/5kmvlcys0cgehw7e3ojvz5yuk" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/9c8pery4andzj6ohjkjp54ma2" alt> </div> <button aria-label="See your mutual connections with Al" class="font-semibold text-color-link cursor-pointer" data-tracking-client-ingraph data-tracking-control-name="public_profile_mutual-connections_modal-trigger" data-modal="public_profile_mutual-connections_contextual-sign-in-modal" data-no-cool-off="true">See your mutual connections</button> </div> <div class="contextual-sign-in-modal mutual-connections-modal" data-impression-id="public_profile_mutual-connections_contextual-sign-in-modal">  <div class>  <div id="public_profile_mutual-connections_contextual-sign-in-modal" class="modal modal--contextual-sign-in" data-outlet="public_profile_mutual-connections_contextual-sign-in-modal">  <div class="modal__overlay flex items-center bg-color-background-scrim justify-center fixed bottom-0 left-0 right-0 top-0 opacity-0 invisible pointer-events-none z-[1000] transition-[opacity] ease-[cubic-bezier(0.25,0.1,0.25,1.0)] duration-[0.17s] py-4 " aria-hidden="true"> <section aria-modal="true" role="dialog" aria-labelledby="public_profile_mutual-connections_contextual-sign-in-modal-modal-header" tabindex="-1" class="max-h-full modal__wrapper overflow-auto p-0 bg-color-surface max-w-[1128px] min-h-[160px] relative scale-[0.25] shadow-sm shadow-color-border-faint transition-[transform] ease-[cubic-bezier(0.25,0.1,0.25,1.0)] duration-[0.33s] focus:outline-0 w-[1128px] mamabear:w-[744px] babybear:w-[360px] rounded-md"> <button class="modal__dismiss btn-tertiary h-[40px] w-[40px] p-0 rounded-full indent-0 contextual-sign-in-modal__modal-dismiss absolute right-0 m-[20px] cursor-pointer" aria-label="Dismiss" data-tracking-control-name="public_profile_mutual-connections_contextual-sign-in-modal_modal_dismiss"> <icon class="contextual-sign-in-modal__modal-dismiss-icon" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/gs508lg3t2o81tq7pmcgn6m2"></icon> </button> <div class="modal__main w-full"> <div class="contextual-sign-in-modal__screen contextual-sign-in-modal__context-screen flex flex-col my-4 mx-3"> <img class="inline-block relative rounded-[50%] w-16 h-16 contextual-sign-in-modal__img m-auto" data-delayed-url="https://media.licdn.com/dms/image/v2/D5603AQE_njPDMCP_bw/profile-displayphoto-shrink_200_200/profile-displayphoto-shrink_200_200/0/1714500532018?e=2147483647&v=beta&t=y0IgNgMdrVtuoHWBxUGRd0p7FWU2TyjoQWSc0Iywwww" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/9c8pery4andzj6ohjkjp54ma2" alt> <h2 class="contextual-sign-in-modal__context-screen-title font-sans text-xl text-color-text my-2 mx-4 text-center" id="public_profile_mutual-connections_contextual-sign-in-modal-modal-header"> View mutual connections with Al </h2>  <div class="contextual-sign-in-modal__btn-container m-auto w-[320px] babybear:w-full">  <div class="w-full max-w-[400px] mx-auto"> <div class="google-auth-button">  <div class="google-auth-button__placeholder mx-auto " data-theme="filled_blue" data-logo-alignment="center" data-locale="en_US" role="button" aria-label="Continue with google"></div>  </div> </div> <div class="sign-in-modal" data-impression-id="public_profile_mutual-connections_contextual-sign-in-modal_sign-in-modal"> <button class="sign-in-modal__outlet-btn cursor-pointer btn-md btn-primary btn-secondary" data-tracking-client-ingraph data-tracking-control-name="public_profile_mutual-connections_contextual-sign-in-modal_sign-in-modal_outlet-button" data-modal="public_profile_mutual-connections_sign-in-modal">  Sign in </button> <div class>  <div id="public_profile_mutual-connections_sign-in-modal" class="modal modal--sign-in" data-outlet="public_profile_mutual-connections_sign-in-modal">  <div class="modal__overlay flex items-center bg-color-background-scrim justify-center fixed bottom-0 left-0 right-0 top-0 opacity-0 invisible pointer-events-none z-[1000] transition-[opacity] ease-[cubic-bezier(0.25,0.1,0.25,1.0)] duration-[0.17s] py-4 " aria-hidden="true"> <section aria-modal="true" role="dialog" aria-labelledby="public_profile_mutual-connections_sign-in-modal-modal-header" tabindex="-1" class="max-h-full modal__wrapper overflow-auto p-0 bg-color-surface max-w-[1128px] min-h-[160px] relative scale-[0.25] shadow-sm shadow-color-border-faint transition-[transform] ease-[cubic-bezier(0.25,0.1,0.25,1.0)] duration-[0.33s] focus:outline-0 w-[1128px] mamabear:w-[744px] babybear:w-[360px] rounded-md"> <button class="modal__dismiss btn-tertiary h-[40px] w-[40px] p-0 rounded-full indent-0 sign-in-modal__dismiss absolute right-0 cursor-pointer m-[20px]" aria-label="Dismiss" data-tracking-control-name="public_profile_mutual-connections_contextual-sign-in-modal_sign-in-modal_dismiss"> <icon class="sign-in-modal__dismiss-icon" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/gs508lg3t2o81tq7pmcgn6m2"></icon> </button> <div class="modal__main w-full"> <div class="sign-in-modal__screen flex flex-col py-4 w-[513px] babybear:w-full px-3"> <h2 class="sign-in-modal__header font-sans text-display-md text-color-text "> Welcome back </h2> <code id="i18n_sign_in_form_show_text" style="display: none"></code> <code id="i18n_sign_in_form_show_label" style="display: none"></code> <code id="i18n_sign_in_form_hide_text" style="display: none"></code> <code id="i18n_sign_in_form_hide_label" style="display: none"></code> <code id="i18n_username_error_empty" style="display: none"></code> <code id="i18n_username_error_too_long" style="display: none"></code> <code id="i18n_username_error_too_short" style="display: none"></code> <code id="i18n_password_error_empty" style="display: none"></code> <code id="i18n_password_error_too_short" style="display: none"></code> <code id="i18n_password_error_too_long" style="display: none"></code>  <form data-id="sign-in-form" action="https://www.linkedin.com/uas/login-submit" method="post" novalidate class="mt-1.5 mb-2"> <input name="loginCsrfParam" value="3bb4e422-537a-457e-87af-7d8a4cb921bb" type="hidden"> <div class="flex flex-col"> <div class="mt-1.5" data-js-module-id="guest-input"> <div class="flex flex-col"> <label class="input-label mb-1" for="public_profile_mutual-connections_sign-in-modal_session_key"> Email or phone </label> <div class="text-input flex"> <input class="text-color-text font-sans text-md outline-0 bg-color-transparent w-full" autocomplete="username" id="public_profile_mutual-connections_sign-in-modal_session_key" name="session_key" required data-tracking-control-name="public_profile_mutual-connections_contextual-sign-in-modal_sign-in-modal_sign-in-session-key" data-tracking-client-ingraph type="text"> </div> </div> <p class="input-helper mt-1.5" for="public_profile_mutual-connections_sign-in-modal_session_key" role="alert" data-js-module-id="guest-input__message"></p> </div> <div class="mt-1.5" data-js-module-id="guest-input"> <div class="flex flex-col"> <label class="input-label mb-1" for="public_profile_mutual-connections_sign-in-modal_session_password"> Password </label> <div class="text-input flex"> <input class="text-color-text font-sans text-md outline-0 bg-color-transparent w-full" autocomplete="current-password" id="public_profile_mutual-connections_sign-in-modal_session_password" name="session_password" required data-tracking-control-name="public_profile_mutual-connections_contextual-sign-in-modal_sign-in-modal_sign-in-password" data-tracking-client-ingraph type="password"> <button aria-live="assertive" aria-relevant="text" data-id="sign-in-form__password-visibility-toggle" class="font-sans text-md font-bold text-color-action z-10 ml-[12px] hover:cursor-pointer" aria-label="Show your LinkedIn password" data-tracking-control-name="public_profile_mutual-connections_contextual-sign-in-modal_sign-in-modal_sign-in-password-visibility-toggle-btn" type="button">Show</button> </div> </div> <p class="input-helper mt-1.5" for="public_profile_mutual-connections_sign-in-modal_session_password" role="alert" data-js-module-id="guest-input__message"></p> </div> <input name="session_redirect" value="https://www.linkedin.com/in/itsaldea" type="hidden">  </div> <div data-id="sign-in-form__footer" class="flex justify-between sign-in-form__footer--full-width"> <a data-id="sign-in-form__forgot-password" class="font-sans text-md font-bold link leading-regular sign-in-form__forgot-password--full-width" href="https://www.linkedin.com/uas/request-password-reset?trk=public_profile_mutual-connections_contextual-sign-in-modal_sign-in-modal_forgot_password" data-tracking-control-name="public_profile_mutual-connections_contextual-sign-in-modal_sign-in-modal_forgot_password" data-tracking-will-navigate>Forgot password?</a>  <input name="trk" value="public_profile_mutual-connections_contextual-sign-in-modal_sign-in-modal_sign-in-submit" type="hidden"> <button class="btn-md btn-primary flex-shrink-0 cursor-pointer sign-in-form__submit-btn--full-width" data-id="sign-in-form__submit-btn" data-tracking-control-name="public_profile_mutual-connections_contextual-sign-in-modal_sign-in-modal_sign-in-submit-btn" data-tracking-client-ingraph data-tracking-litms type="submit"> Sign in </button> </div> <div class="sign-in-form__divider left-right-divider pt-2 pb-3"> <p class="sign-in-form__divider-text font-sans text-sm text-color-text px-2"> or </p> </div> </form> <div class="w-full max-w-[400px] mx-auto"> <div class="google-auth-button" data-tracking-control-name="public_profile_mutual-connections_contextual-sign-in-modal_sign-in-modal_google-auth-button" data-tracking-client-ingraph> <p class="linkedin-tc__text text-color-text-low-emphasis text-xs pb-2" data-impression-id="public_profile_mutual-connections_contextual-sign-in-modal_sign-in-modal__button-skip-tc-text"> By clicking Continue to join or sign in, you agree to LinkedIn’s <a href="/legal/user-agreement?trk=public_profile_mutual-connections_contextual-sign-in-modal_sign-in-modal_auth-button_user-agreement" target="_blank" data-tracking-control-name="public_profile_mutual-connections_contextual-sign-in-modal_sign-in-modal_auth-button_user-agreement" data-tracking-will-navigate="true">User Agreement</a>, <a href="/legal/privacy-policy?trk=public_profile_mutual-connections_contextual-sign-in-modal_sign-in-modal_auth-button_privacy-policy" target="_blank" data-tracking-control-name="public_profile_mutual-connections_contextual-sign-in-modal_sign-in-modal_auth-button_privacy-policy" data-tracking-will-navigate="true">Privacy Policy</a>, and <a href="/legal/cookie-policy?trk=public_profile_mutual-connections_contextual-sign-in-modal_sign-in-modal_auth-button_cookie-policy" target="_blank" data-tracking-control-name="public_profile_mutual-connections_contextual-sign-in-modal_sign-in-modal_auth-button_cookie-policy" data-tracking-will-navigate="true">Cookie Policy</a>. </p> <div class="google-auth-button__placeholder mx-auto google-auth-button__placeholder--black-border" data-theme="outline" data-logo-alignment="center" data-locale="en_US" role="button" aria-label="Continue with google" data-safe-to-skip-tnc-redirect></div>  </div> </div>  <p class="sign-in-modal__join-now m-auto font-sans text-md text-color-text mt-2"> New to LinkedIn? <a href="https://www.linkedin.com/signup/public-profile-join?vieweeVanityName=itsaldea&trk=public_profile_mutual-connections_contextual-sign-in-modal_sign-in-modal_join-link" data-tracking-control-name="public_profile_mutual-connections_contextual-sign-in-modal_sign-in-modal_join-link" data-tracking-will-navigate="true" class="sign-in-modal__join-link">Join now</a> </p> </div> </div>  </section> </div> </div> </div> </div> <div class="contextual-sign-in-modal__divider left-right-divider"> <p class="contextual-sign-in-modal__divider-text font-sans text-sm text-color-text px-2"> or </p> </div> </div> <p class="contextual-sign-in-modal__join-now m-auto font-sans text-md text-color-text my-1"> New to LinkedIn? <a href="https://www.linkedin.com/signup/public-profile-join?vieweeVanityName=itsaldea&trk=public_profile_mutual-connections_contextual-sign-in-modal_join-link" data-tracking-control-name="public_profile_mutual-connections_contextual-sign-in-modal_join-link" data-tracking-will-navigate="true" class="contextual-sign-in-modal__join-link">Join now</a> </p> <p class="linkedin-tc__text text-color-text-low-emphasis text-xs pb-2 contextual-sign-in-modal__terms-and-conditions m-auto w-[320px] pt-2 babybear:w-full" data-impression-id="linkedin-tc__button-skip-tc-text"> By clicking Continue to join or sign in, you agree to LinkedIn’s <a href="/legal/user-agreement?trk=linkedin-tc_auth-button_user-agreement" target="_blank" data-tracking-control-name="linkedin-tc_auth-button_user-agreement" data-tracking-will-navigate="true">User Agreement</a>, <a href="/legal/privacy-policy?trk=linkedin-tc_auth-button_privacy-policy" target="_blank" data-tracking-control-name="linkedin-tc_auth-button_privacy-policy" data-tracking-will-navigate="true">Privacy Policy</a>, and <a href="/legal/cookie-policy?trk=linkedin-tc_auth-button_cookie-policy" target="_blank" data-tracking-control-name="linkedin-tc_auth-button_cookie-policy" data-tracking-will-navigate="true">Cookie Policy</a>. </p> </div> </div>  </section> </div> </div> </div> </div> </div> </h4> <div class="top-card-layout__cta-container flex flex-wrap mt-0.5 papabear:mt-0 ml-[-12px]"> <a class="top-card-layout__cta mt-2 ml-1.5 h-auto babybear:flex-auto top-card-layout__cta--primary btn-md btn-primary" href="https://www.linkedin.com/signup/public-profile-join?vieweeVanityName=itsaldea&trk=public_profile_top-card-primary-button-join-to-view-profile" data-tracking-client-ingraph data-tracking-control-name="public_profile_top-card-primary-button-join-to-view-profile" data-tracking-will-navigate> Join to view profile </a> <div class="contextual-sign-in-modal top-card-layout__secondary-cta-modal flex babybear:flex-auto" data-impression-id="public_profile_top-card_secondary-cta-modal_contextual-sign-in-modal"> <button class="contextual-sign-in-modal__outlet-btn cursor-pointer btn-md btn-primary top-card-layout__cta mt-2 ml-1.5 h-auto babybear:flex-auto top-card-layout__cta--secondary btn-md btn-secondary-emphasis" data-tracking-client-ingraph data-tracking-control-name="public_profile_top-card_secondary-cta-modal_contextual-sign-in-modal_outlet-button" data-modal="public_profile_top-card_secondary-cta-modal-id"> <icon class="w-2 h-2 align-middle mr-1" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/3ljz3g2ipmq0j47d44m25e1ug"></icon> Message </button> <div class>  <div id="public_profile_top-card_secondary-cta-modal-id" class="modal modal--contextual-sign-in" data-outlet="public_profile_top-card_secondary-cta-modal-id">  <div class="modal__overlay flex items-center bg-color-background-scrim justify-center fixed bottom-0 left-0 right-0 top-0 opacity-0 invisible pointer-events-none z-[1000] transition-[opacity] ease-[cubic-bezier(0.25,0.1,0.25,1.0)] duration-[0.17s] py-4 " aria-hidden="true"> <section aria-modal="true" role="dialog" aria-labelledby="public_profile_top-card_secondary-cta-modal-id-modal-header" tabindex="-1" class="max-h-full modal__wrapper overflow-auto p-0 bg-color-surface max-w-[1128px] min-h-[160px] relative scale-[0.25] shadow-sm shadow-color-border-faint transition-[transform] ease-[cubic-bezier(0.25,0.1,0.25,1.0)] duration-[0.33s] focus:outline-0 w-[1128px] mamabear:w-[744px] babybear:w-[360px] rounded-md"> <button class="modal__dismiss btn-tertiary h-[40px] w-[40px] p-0 rounded-full indent-0 contextual-sign-in-modal__modal-dismiss absolute right-0 m-[20px] cursor-pointer" aria-label="Dismiss" data-tracking-control-name="public_profile_top-card_secondary-cta-modal_contextual-sign-in-modal_modal_dismiss"> <icon class="contextual-sign-in-modal__modal-dismiss-icon" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/gs508lg3t2o81tq7pmcgn6m2"></icon> </button> <div class="modal__main w-full"> <div class="contextual-sign-in-modal__screen contextual-sign-in-modal__context-screen flex flex-col my-4 mx-3"> <img class="inline-block relative rounded-[50%] w-16 h-16 contextual-sign-in-modal__img m-auto" data-delayed-url="https://media.licdn.com/dms/image/v2/D5603AQE_njPDMCP_bw/profile-displayphoto-shrink_200_200/profile-displayphoto-shrink_200_200/0/1714500532018?e=2147483647&v=beta&t=y0IgNgMdrVtuoHWBxUGRd0p7FWU2TyjoQWSc0Iywwww" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/9c8pery4andzj6ohjkjp54ma2" alt> <h2 class="contextual-sign-in-modal__context-screen-title font-sans text-xl text-color-text my-2 mx-4 text-center" id="public_profile_top-card_secondary-cta-modal-id-modal-header"> Sign in to view Al’s full profile </h2>  <div class="contextual-sign-in-modal__btn-container m-auto w-[320px] babybear:w-full">  <div class="w-full max-w-[400px] mx-auto"> <div class="google-auth-button">  <div class="google-auth-button__placeholder mx-auto " data-theme="filled_blue" data-logo-alignment="center" data-locale="en_US" role="button" aria-label="Continue with google"></div>  </div> </div> <div class="sign-in-modal" data-impression-id="public_profile_top-card_secondary-cta-modal_contextual-sign-in-modal_sign-in-modal"> <button class="sign-in-modal__outlet-btn cursor-pointer btn-md btn-primary btn-secondary" data-tracking-client-ingraph data-tracking-control-name="public_profile_top-card_secondary-cta-modal_contextual-sign-in-modal_sign-in-modal_outlet-button" data-modal="public_profile_top-card_secondary-cta-modal-id_sign-in-modal">  Sign in </button> <div class>  <div id="public_profile_top-card_secondary-cta-modal-id_sign-in-modal" class="modal modal--sign-in" data-outlet="public_profile_top-card_secondary-cta-modal-id_sign-in-modal">  <div class="modal__overlay flex items-center bg-color-background-scrim justify-center fixed bottom-0 left-0 right-0 top-0 opacity-0 invisible pointer-events-none z-[1000] transition-[opacity] ease-[cubic-bezier(0.25,0.1,0.25,1.0)] duration-[0.17s] py-4 " aria-hidden="true"> <section aria-modal="true" role="dialog" aria-labelledby="public_profile_top-card_secondary-cta-modal-id_sign-in-modal-modal-header" tabindex="-1" class="max-h-full modal__wrapper overflow-auto p-0 bg-color-surface max-w-[1128px] min-h-[160px] relative scale-[0.25] shadow-sm shadow-color-border-faint transition-[transform] ease-[cubic-bezier(0.25,0.1,0.25,1.0)] duration-[0.33s] focus:outline-0 w-[1128px] mamabear:w-[744px] babybear:w-[360px] rounded-md"> <button class="modal__dismiss btn-tertiary h-[40px] w-[40px] p-0 rounded-full indent-0 sign-in-modal__dismiss absolute right-0 cursor-pointer m-[20px]" aria-label="Dismiss" data-tracking-control-name="public_profile_top-card_secondary-cta-modal_contextual-sign-in-modal_sign-in-modal_dismiss"> <icon class="sign-in-modal__dismiss-icon" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/gs508lg3t2o81tq7pmcgn6m2"></icon> </button> <div class="modal__main w-full"> <div class="sign-in-modal__screen flex flex-col py-4 w-[513px] babybear:w-full px-3"> <h2 class="sign-in-modal__header font-sans text-display-md text-color-text "> Welcome back </h2> <code id="i18n_sign_in_form_show_text" style="display: none"></code> <code id="i18n_sign_in_form_show_label" style="display: none"></code> <code id="i18n_sign_in_form_hide_text" style="display: none"></code> <code id="i18n_sign_in_form_hide_label" style="display: none"></code> <code id="i18n_username_error_empty" style="display: none"></code> <code id="i18n_username_error_too_long" style="display: none"></code> <code id="i18n_username_error_too_short" style="display: none"></code> <code id="i18n_password_error_empty" style="display: none"></code> <code id="i18n_password_error_too_short" style="display: none"></code> <code id="i18n_password_error_too_long" style="display: none"></code>  <form data-id="sign-in-form" action="https://www.linkedin.com/uas/login-submit" method="post" novalidate class="mt-1.5 mb-2"> <input name="loginCsrfParam" value="3bb4e422-537a-457e-87af-7d8a4cb921bb" type="hidden"> <div class="flex flex-col"> <div class="mt-1.5" data-js-module-id="guest-input"> <div class="flex flex-col"> <label class="input-label mb-1" for="public_profile_top-card_secondary-cta-modal-id_sign-in-modal_session_key"> Email or phone </label> <div class="text-input flex"> <input class="text-color-text font-sans text-md outline-0 bg-color-transparent w-full" autocomplete="username" id="public_profile_top-card_secondary-cta-modal-id_sign-in-modal_session_key" name="session_key" required data-tracking-control-name="public_profile_top-card_secondary-cta-modal_contextual-sign-in-modal_sign-in-modal_sign-in-session-key" data-tracking-client-ingraph type="text"> </div> </div> <p class="input-helper mt-1.5" 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aria-label="Show your LinkedIn password" data-tracking-control-name="public_profile_top-card_secondary-cta-modal_contextual-sign-in-modal_sign-in-modal_sign-in-password-visibility-toggle-btn" type="button">Show</button> </div> </div> <p class="input-helper mt-1.5" for="public_profile_top-card_secondary-cta-modal-id_sign-in-modal_session_password" role="alert" data-js-module-id="guest-input__message"></p> </div> <input name="session_redirect" value="https://www.linkedin.com/in/itsaldea" type="hidden">  </div> <div data-id="sign-in-form__footer" class="flex justify-between sign-in-form__footer--full-width"> <a data-id="sign-in-form__forgot-password" class="font-sans text-md font-bold link leading-regular sign-in-form__forgot-password--full-width" href="https://www.linkedin.com/uas/request-password-reset?trk=public_profile_top-card_secondary-cta-modal_contextual-sign-in-modal_sign-in-modal_forgot_password" 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href="https://www.linkedin.com/signup/public-profile-join?vieweeVanityName=itsaldea&trk=public_profile_top-card_secondary-cta-modal_contextual-sign-in-modal_sign-in-modal_join-link" data-tracking-control-name="public_profile_top-card_secondary-cta-modal_contextual-sign-in-modal_sign-in-modal_join-link" data-tracking-will-navigate="true" class="sign-in-modal__join-link">Join now</a> </p> </div> </div>  </section> </div> </div> </div> </div> <div class="contextual-sign-in-modal__divider left-right-divider"> <p class="contextual-sign-in-modal__divider-text font-sans text-sm text-color-text px-2"> or </p> </div> </div> <p class="contextual-sign-in-modal__join-now m-auto font-sans text-md text-color-text my-1"> New to LinkedIn? <a href="https://www.linkedin.com/signup/public-profile-join?vieweeVanityName=itsaldea&trk=public_profile_top-card_secondary-cta-modal_contextual-sign-in-modal_join-link" 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target="_blank" data-tracking-control-name="linkedin-tc_auth-button_cookie-policy" data-tracking-will-navigate="true">Cookie Policy</a>. </p> </div> </div>  </section> </div> </div> </div> </div> </div> </div> <div class="top-card-layout__entity-info flex-grow flex-shrink-0 basis-0 babybear:flex-none babybear:w-full top-card-layout__entity-info--right-column ml-details-container-padding max-w-[288px] babybear:my-2 babybear:ml-0"> <div class="top-card__links-container"> <div data-section="currentPositionsDetails"> <a href="https://www.linkedin.com/company/the-edge-of-work?trk=public_profile_topcard-current-company" target="_self" data-tracking-control-name="public_profile_topcard-current-company" data-tracking-will-navigate class="flex text-md mb-1.5 font-sans font-bold leading-open items-center link" data-test-id="top-card-link"> <img class="inline-block relative w-4 h-4 mr-1 shrink-0 border-4 border-color-transparent border-solid rounded-[6px] bg-clip-content" data-delayed-url="https://media.licdn.com/dms/image/v2/D560BAQGLeG12A2Mt1Q/company-logo_100_100/company-logo_100_100/0/1692584236566/the_edge_of_work_logo?e=2147483647&v=beta&t=5a6KAJExv8fSQiuOuBgPmGw5kkUTc-4rWc-5H2fLrVU" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/cs8pjfgyw96g44ln9r7tct85f" alt> <span class="top-card-link__description line-clamp-2"> The Edge of Work  </span> </a> </div> <div data-section="educationsDetails"> <a href="https://www.linkedin.com/school/unc-kenan-flagler/?trk=public_profile_topcard-school" target="_self" data-tracking-control-name="public_profile_topcard-school" data-tracking-will-navigate class="flex text-md mb-1.5 font-sans font-bold leading-open items-center link" data-test-id="top-card-link"> <img class="inline-block relative w-4 h-4 mr-1 shrink-0 border-4 border-color-transparent border-solid rounded-[6px] bg-clip-content" 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data-delayed-url="https://static.licdn.com/aero-v1/sc/h/9o8qqup6da04vhqijz8ft1j5g"> <span class="top-card-link__description line-clamp-2"> Websites  </span> </div> </button> <div id="websites" class="modal " data-outlet="default-outlet">  <div class="modal__overlay flex items-center bg-color-background-scrim justify-center fixed bottom-0 left-0 right-0 top-0 opacity-0 invisible pointer-events-none z-[1000] transition-[opacity] ease-[cubic-bezier(0.25,0.1,0.25,1.0)] duration-[0.17s] py-4 " aria-hidden="true"> <section aria-modal="true" role="dialog" aria-labelledby="websites-modal-header" tabindex="-1" class="max-h-full modal__wrapper overflow-auto p-0 bg-color-surface max-w-[1128px] min-h-[160px] relative scale-[0.25] shadow-sm shadow-color-border-faint transition-[transform] ease-[cubic-bezier(0.25,0.1,0.25,1.0)] duration-[0.33s] focus:outline-0 w-[1128px] mamabear:w-[744px] babybear:w-[360px] max-w-[774px] rounded-md"> <header class="modal__header flex items-center justify-between py-1.5 px-3 "> <h2 id="websites-modal-header" class="modal__title font-normal leading-open text-color-text text-lg">Websites</h2> <button class="modal__dismiss modal__dismiss--with-icon btn-tertiary h-[40px] w-[40px] p-0 rounded-full indent-0 " aria-label="Dismiss" data-tracking-control-name="public_profile_websites-modal-dismiss" type="button"> <icon class="modal__dismiss-icon relative top-[2px]" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/gs508lg3t2o81tq7pmcgn6m2"></icon> </button>  </header> <div class="modal__main w-full"> <dl class="websites-list"> <div class="websites-list__row"> <dt class="grow shrink-0 basis-1/2 websites__name mw-[50%] leading-regular pr-3"> Company Website </dt> <dd class="break-all"> <a href="https://www.linkedin.com/redir/redirect?url=www%2Eal-dea%2Ecom&urlhash=dTZ_&trk=public_profile_website" target="_blank" data-tracking-control-name="public_profile_website" data-tracking-will-navigate> <span class="font-semibold"> www.al-dea.com </span><img alt class="h-2 w-2 ml-0.5 align-baseline" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/8w0vew433o9nluoruq9k5eqy"> </a> </dd> </div> <div class="websites-list__row"> <dt class="grow shrink-0 basis-1/2 websites__name mw-[50%] leading-regular pr-3"> Personal Website </dt> <dd class="break-all"> <a href="https://www.linkedin.com/redir/redirect?url=https%3A%2F%2Ftwitter%2Ecom%2Falex_dea&urlhash=8Zie&trk=public_profile_website" target="_blank" data-tracking-control-name="public_profile_website" data-tracking-will-navigate> <span class="font-semibold"> https://twitter.com/alex_dea </span><img alt class="h-2 w-2 ml-0.5 align-baseline" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/8w0vew433o9nluoruq9k5eqy"> </a> </dd> </div> </dl> </div>  </section> </div> </div> </div> </div> </div> </div> </div> <div class="ellipsis-menu absolute right-0 top-0 top-card-layout__ellipsis-menu mr-1 papabear:mt-0.5 papabear:mr-2"> <div class="collapsible-dropdown flex items-center relative hyphens-auto"> <button class="ellipsis-menu__trigger collapsible-dropdown__button btn-md btn-tertiary cursor-pointer !py-[6px] !px-1 flex items-center rounded-[50%] " aria-expanded="false" aria-label="Open menu" data-tracking-control-name="public_profile_ellipsis-menu-trigger" tabindex="0"> <icon class="ellipsis-menu__trigger-icon m-0 p-0 centered-icon" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/671xosfpvk4c0kqtyl87hashi"></icon> </button> <ul class="collapsible-dropdown__list hidden container-raised absolute w-auto overflow-y-auto flex-col items-stretch z-1 bottom-auto top-[100%]" role="menu" tabindex="-1"> <li class="ellipsis-menu__item border-t-1 border-solid border-color-border-low-emphasis first-of-type:border-none flex" role="presentation"> <a href="/uas/login?fromSignIn=true&session_redirect=https%3A%2F%2Fwww.linkedin.com%2Fin%2Fitsaldea&trk=public_profile_ellipsis-menu-semaphore-sign-in-redirect&guestReportContentType=PROFILE&_f=guest-reporting" data-tracking-control-name="public_profile_ellipsis-menu-semaphore-sign-in-redirect" data-tracking-will-navigate data-item-type="semaphore" data-semaphore-content-type="PROFILE" data-semaphore-content-urn="urn:li:member:13450715" data-semaphore-tracking-prefix="public_profile_ellipsis-menu-semaphore" data-is-logged-in="false" data-modal="semaphore__toggle" class="semaphore__toggle visited:text-color-text-secondary ellipsis-menu__semaphore ellipsis-menu__item-button flex items-center w-full p-1 cursor-pointer font-sans text-sm font-bold link-styled focus:link-styled link:no-underline active:bg-color-background-container-tint focus:bg-color-background-container-tint hover:bg-color-background-container-tint outline-offset-[-2px]" role="menuitem">  <icon class="ellipsis-menu__item-icon text-color-text h-[24px] w-[24px] mr-1" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/iq0x9q37wj214o129ai1yjut"> </icon> Report this profile </a>  </li>  </ul>  </div> </div>  </div> </section>   <section class="core-section-container core-section-container--with-border border-b-1 border-solid border-color-border-faint py-4 pp-section summary" data-section="summary">  <h2 class="core-section-container__title section-title"> About </h2>  <div class="core-section-container__content break-words"> <p>Talent, Leadership & Workplace Executive Coach, Speaker & Facilitator. Passionate about inspiring leaders to build organizations that develop and grow their people, and using new ways ways of working that bring employees together to achieve collective business outcomes.<br><br>I'm the Owner of The Edge of Work, a leadership development consulting firm, and partner with organizations to solve the following challenges:<br>- Designing and delivering leadership development programs to identify and build the next generation of leaders<br>- Training and equipping new managers on how to lead and develop their people in today's workplace<br>- Facilitating new ways of working and team effectiveness for leaders of cross-functional teams<br>- Supporting upskilling initiatives of key power skills for all employees (ex: influence, emotional intelligence, collaboration career management, communications)<br><br>My mission is to inspire leaders to build better and more human companies that unleash the potential and performance of their people. I do this by consulting leaders on workplace trends, and through leadership training, helping employees each day how to effectively navigate and thrive in today's workplace.<br><br>Previously, I worked at Salesforce and Deloitte Consulting helping Fortune 500 companies use digital technology to drive organizational transformation.<br><br>I'm interested in topics such as leadership, talent development, the future of work, & learning, culture, and people development. My work has been cited in publications such as The Wall Street Journal, MIT Sloan Management Review, Time, Fast Company, Inc Magazine, and The World Economic Forum.</p> </div> </section> <section class="core-section-container core-section-container--with-border border-b-1 border-solid border-color-border-faint py-4 pp-section services" data-section="services">  <h2 class="core-section-container__title section-title"> Services </h2>  <div class="core-section-container__content break-words"> <ul class="show-more-less__list show-more-less__list--no-hidden-elems flex flex-wrap etta-show-more-less mb-2" data-impression-id="public_profile_services_see_more_show-more-less"> <li class="pills-list__item inline-flex" data-impression-id="public_profile_services_pill"> <a href="https://www.linkedin.com/services/l2/public-speaking-coaches?trk=public_profile_services_pill" aria-label="Public Speaking" data-tracking-control-name="public_profile_services_pill" data-tracking-will-navigate class="pill pill--filled flex w-fit mr-[6px] mb-1 hover:no-underline services-pills"> Public Speaking </a> </li> <li class="pills-list__item inline-flex" data-impression-id="public_profile_services_pill"> <a href="https://www.linkedin.com/services/l2/corporate-trainers?trk=public_profile_services_pill" aria-label="Corporate Training" data-tracking-control-name="public_profile_services_pill" data-tracking-will-navigate class="pill pill--filled flex w-fit mr-[6px] mb-1 hover:no-underline services-pills"> Corporate Training </a> </li> <li class="pills-list__item inline-flex" data-impression-id="public_profile_services_pill"> <a href="https://www.linkedin.com/services/l2/executive-coaches?trk=public_profile_services_pill" aria-label="Executive Coaching" data-tracking-control-name="public_profile_services_pill" data-tracking-will-navigate class="pill pill--filled flex w-fit mr-[6px] mb-1 hover:no-underline services-pills"> Executive Coaching </a> </li> <li class="pills-list__item inline-flex" data-impression-id="public_profile_services_pill"> <a href="https://www.linkedin.com/services/l2/leadership-development-coaches?trk=public_profile_services_pill" aria-label="Leadership Development" data-tracking-control-name="public_profile_services_pill" data-tracking-will-navigate class="pill pill--filled flex w-fit mr-[6px] mb-1 hover:no-underline services-pills"> Leadership Development </a> </li> </ul> <a class="btn-sm btn-secondary-emphasis inline-block min-h-0 babybear:w-full border-none" data-tracking-control-name="public_profile_services_rfs" data-impression-id="public_profile_services_rfs" data-modal="public_profile_services-modal" data-no-cool-off="true" href="https://www.linkedin.com/signup/cold-join?session_redirect=https%3A%2F%2Fwww%2Elinkedin%2Ecom%2Fservices%2Fpage%2F99491231136482ba28%2Frequest-proposal"> Request proposal </a> </div> </section>   <section class="core-section-container core-section-container--with-border border-b-1 border-solid border-color-border-faint py-4 articles" data-section="articles">  <h2 class="core-section-container__title section-title"> Articles by Al </h2>  <div class="core-section-container__content break-words"> <div class="show-more-less">  <ul data-max-num-to-show="3" class="show-more-less__list show-more-less__list--hide-after-3" data-impression-id="public_profile_article_view_show-more-less"> <li> <div class="base-card relative w-full hover:no-underline focus:no-underline base-card--link base-main-card flex flex-wrap py-2 pr-2 babybear:pr-0 base-main-card--link babybear:py-1 main-article-card"> <a class="base-card__full-link absolute top-0 right-0 bottom-0 left-0 p-0 z-[2]" href="https://www.linkedin.com/pulse/how-managers-can-become-career-development-champions-al-dea-cetyf" data-tracking-control-name="public_profile_article_view" data-tracking-will-navigate> <span class="sr-only"> How Managers Can Become Career Development Champions </span> </a> <div class="base-main-card__media relative w-[228px] block overflow-hidden flex-shrink-0 rounded-md h-[129px] babybear:w-[105px] babybear:h-[59px]"> <img class="h-full" data-delayed-url="https://media.licdn.com/dms/image/v2/D4D12AQH3eDIz03tCcQ/article-cover_image-shrink_720_1280/B4DZVXjZp_HYAI-/0/1740930653749?e=2147483647&v=beta&t=bVYU5_oFoDM2_80_yV4UFr1feh4UAS9hgvuAKUG_M8c" alt>  </div> <div class="base-main-card__info self-center ml-1 flex-1 relative break-words papabear:min-w-0 mamabear:min-w-0 babybear:w-full article-card-social-actions"> <div class="body-text text-color-text-low-emphasis base-main-card__metadata mb-0 babybear:mb-0 babybear:-mt-0.5"> <span class="body-text text-color-text-low-emphasis base-main-card__metadata-item babybear:text-xs">Mar 4, 2025</span>  </div> <h3 class="base-main-card__title font-sans text-[18px] font-bold text-color-text overflow-hidden babybear:text-sm"> How Managers Can Become Career Development Champions </h3>  <p class="base-main-card__description body-text text-color-text -mt-0.5"> Last month, 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</div> </section> <section class="core-section-container core-section-container--with-border border-b-1 border-solid border-color-border-faint py-4 contributions" data-section="contributions">  <h2 class="core-section-container__title section-title"> Contributions </h2>  <div class="core-section-container__content break-words"> <div class="show-more-less">  <ul data-max-num-to-show="4" class="show-more-less__list show-more-less__list--hide-after-4" data-impression-id="public_profile_contributions_show-more-less"> <li class="contributions__list-item-wrapper"> <div class="contribution-item my-2"> <h4 class="font-semibold text-lg leading-regular"> <a class="contribution-title-link text-color-text hover:text-color-text focus:text-color-text active:text-color-text" data-tracking-control-name="public_profile_contributions_contribution-title" data-tracking-will-navigate href="https://www.linkedin.com/advice/0/what-do-you-your-team-facing-common-barriers-collaboration-veouf"> What do you do if your team is facing common barriers to collaboration and teamwork in a leadership role? </a> </h4> <a class="hover:no-underline active:no-underline visited:no-underline focus:no-underline" data-tracking-control-name="public_profile_contributions_contribution-body" data-tracking-will-navigate href="https://www.linkedin.com/advice/0/what-do-you-your-team-facing-common-barriers-collaboration-veouf?contributionUrn=urn%3Ali%3Acomment%3A%28urn%3Ali%3AarticleSegment%3A%28urn%3Ali%3AlinkedInArticle%3A7174110004503863296%2C7174110006223511554%29%2C7182959117605482497%29"> <p class="text-md leading-regular my-1 line-clamp-3"> An exercise that can be used on projects or cross-functional teams is called a "pre-mortem." This is a meeting prior to kicking off a project to identify potential blockers or challenges and to make them transparent and visible to everyone on the team so please are aware of what is going on and what could be a challenge </p> </a> <div class="contribution-list flex justify-between flex-col items-start gap-y-2"> <time class="contribution__time font-sans text-sm text-color-text-low-emphasis"> Al Dea contributed 11 months ago </time> <a class="insightful-button rounded-xl border-solid py-0.5 px-2 flex text-sm gap-1 hover:no-underline btn-secondary-emphasis" href="https://www.linkedin.com/advice/0/what-do-you-your-team-facing-common-barriers-collaboration-veouf?contributionUrn=urn%3Ali%3Acomment%3A%28urn%3Ali%3AarticleSegment%3A%28urn%3Ali%3AlinkedInArticle%3A7174110004503863296%2C7174110006223511554%29%2C7182959117605482497%29" data-tracking-control-name="public_profile_contributions_contribution-insightful-link" data-tracking-will-navigate> <img alt="Insightful" class="lazy-load w-2 h-2 bg-white rounded-full" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/byjfih68cazgghr6pv616zma1"> <span> Upvote</span> </a> </div> </div> </li> <li class="contributions__list-item-wrapper"> <div class="contribution-item my-2"> <h4 class="font-semibold text-lg leading-regular"> <a class="contribution-title-link text-color-text hover:text-color-text focus:text-color-text active:text-color-text" data-tracking-control-name="public_profile_contributions_contribution-title" data-tracking-will-navigate href="https://www.linkedin.com/advice/0/what-do-you-your-team-facing-common-barriers-collaboration-veouf"> What do you do if your team is facing common barriers to collaboration and teamwork in a leadership role? </a> </h4> <a class="hover:no-underline active:no-underline visited:no-underline focus:no-underline" data-tracking-control-name="public_profile_contributions_contribution-body" data-tracking-will-navigate href="https://www.linkedin.com/advice/0/what-do-you-your-team-facing-common-barriers-collaboration-veouf?contributionUrn=urn%3Ali%3Acomment%3A%28urn%3Ali%3AarticleSegment%3A%28urn%3Ali%3AlinkedInArticle%3A7174110004503863296%2C7174110006231900161%29%2C7182958824918540288%29"> <p class="text-md leading-regular my-1 line-clamp-3"> When it comes to building trust, finding ways to practice small "acts" of trust but to do them consistently is what helps build trust over time. Finding ways to consistently make "deposits" into a trust bank account is what helps build trust over time </p> </a> <div class="contribution-list flex justify-between flex-col items-start gap-y-2"> <time class="contribution__time font-sans text-sm text-color-text-low-emphasis"> Al Dea contributed 11 months ago </time> <a class="insightful-button rounded-xl border-solid py-0.5 px-2 flex text-sm gap-1 hover:no-underline btn-secondary-emphasis" href="https://www.linkedin.com/advice/0/what-do-you-your-team-facing-common-barriers-collaboration-veouf?contributionUrn=urn%3Ali%3Acomment%3A%28urn%3Ali%3AarticleSegment%3A%28urn%3Ali%3AlinkedInArticle%3A7174110004503863296%2C7174110006231900161%29%2C7182958824918540288%29" data-tracking-control-name="public_profile_contributions_contribution-insightful-link" data-tracking-will-navigate> <img alt="Insightful" class="lazy-load w-2 h-2 bg-white rounded-full" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/byjfih68cazgghr6pv616zma1"> <span> Upvote</span> </a> </div> </div> </li> <li class="contributions__list-item-wrapper"> <div class="contribution-item my-2"> <h4 class="font-semibold text-lg leading-regular"> <a class="contribution-title-link text-color-text hover:text-color-text focus:text-color-text active:text-color-text" data-tracking-control-name="public_profile_contributions_contribution-title" data-tracking-will-navigate href="https://www.linkedin.com/advice/1/what-most-common-mistakes-leaders-make-when-driving-lpbqf"> What are the most common mistakes leaders make when driving change? </a> </h4> <a class="hover:no-underline active:no-underline visited:no-underline focus:no-underline" data-tracking-control-name="public_profile_contributions_contribution-body" data-tracking-will-navigate href="https://www.linkedin.com/advice/1/what-most-common-mistakes-leaders-make-when-driving-lpbqf?contributionUrn=urn%3Ali%3Acomment%3A%28urn%3Ali%3AarticleSegment%3A%28urn%3Ali%3AlinkedInArticle%3A7163957072772882432%2C7163957076011028480%29%2C7164460652693049344%29"> <p class="text-md leading-regular my-1 line-clamp-3"> One of my mantras for any change is the idea of bringing people on the journey with you. While you may be in charge of of the change, the change is bigger than just you, and you need to find ways to get help and support. Finding a way to invite people in, and then to encourage them to be supportive can be a way of getting around this challenge, so you can get the support you need to make the change </p> </a> <div class="contribution-list flex justify-between flex-col items-start gap-y-2"> <time class="contribution__time font-sans text-sm text-color-text-low-emphasis"> Al Dea contributed 1 year ago </time> <a class="insightful-button rounded-xl border-solid py-0.5 px-2 flex text-sm gap-1 hover:no-underline btn-secondary-emphasis" href="https://www.linkedin.com/advice/1/what-most-common-mistakes-leaders-make-when-driving-lpbqf?contributionUrn=urn%3Ali%3Acomment%3A%28urn%3Ali%3AarticleSegment%3A%28urn%3Ali%3AlinkedInArticle%3A7163957072772882432%2C7163957076011028480%29%2C7164460652693049344%29" data-tracking-control-name="public_profile_contributions_contribution-insightful-link" data-tracking-will-navigate> <img alt="Insightful" class="lazy-load w-2 h-2 bg-white rounded-full" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/byjfih68cazgghr6pv616zma1"> <span> 1 Upvote</span> </a> </div> </div> </li> <li class="contributions__list-item-wrapper"> <div class="contribution-item my-2"> <h4 class="font-semibold text-lg leading-regular"> <a class="contribution-title-link text-color-text hover:text-color-text focus:text-color-text active:text-color-text" data-tracking-control-name="public_profile_contributions_contribution-title" data-tracking-will-navigate href="https://www.linkedin.com/advice/1/how-can-you-develop-your-leadership-skills-when-have-f3rzc"> How can you develop your leadership skills when you have limited opportunities to lead? </a> </h4> <a class="hover:no-underline active:no-underline visited:no-underline focus:no-underline" data-tracking-control-name="public_profile_contributions_contribution-body" data-tracking-will-navigate href="https://www.linkedin.com/advice/1/how-can-you-develop-your-leadership-skills-when-have-f3rzc?contributionUrn=urn%3Ali%3Acomment%3A%28urn%3Ali%3AarticleSegment%3A%28urn%3Ali%3AlinkedInArticle%3A7138309491472691200%2C7138309493167194112%29%2C7145869643260256256%29"> <p class="text-md leading-regular my-1 line-clamp-3"> It's very easy in our fast-paced and always on ways of working to forget to slow down and reflect on the work you are already doing and the impact that it's making. One way to do this is each month, create a half hour of time in your calendar to quietly write down what you recently worked on, what impact it made, and what skills you were using. If you do this each month, you'll be surprised at how much you did and how much you learned </p> </a> <div class="contribution-list flex justify-between flex-col items-start gap-y-2"> <time class="contribution__time font-sans text-sm text-color-text-low-emphasis"> Al Dea contributed 1 year ago </time> <a class="insightful-button rounded-xl border-solid py-0.5 px-2 flex text-sm gap-1 hover:no-underline btn-secondary-emphasis" href="https://www.linkedin.com/advice/1/how-can-you-develop-your-leadership-skills-when-have-f3rzc?contributionUrn=urn%3Ali%3Acomment%3A%28urn%3Ali%3AarticleSegment%3A%28urn%3Ali%3AlinkedInArticle%3A7138309491472691200%2C7138309493167194112%29%2C7145869643260256256%29" data-tracking-control-name="public_profile_contributions_contribution-insightful-link" data-tracking-will-navigate> <img alt="Insightful" class="lazy-load w-2 h-2 bg-white rounded-full" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/byjfih68cazgghr6pv616zma1"> <span> 1 Upvote</span> </a> </div> </div> </li> <li class="contributions__list-item-wrapper"> <div class="contribution-item my-2"> <h4 class="font-semibold text-lg leading-regular"> <a class="contribution-title-link text-color-text hover:text-color-text focus:text-color-text active:text-color-text" data-tracking-control-name="public_profile_contributions_contribution-title" data-tracking-will-navigate href="https://www.linkedin.com/advice/1/how-can-you-develop-your-leadership-skills-when-have-f3rzc"> How can you develop your leadership skills when you have limited opportunities to lead? </a> </h4> <a class="hover:no-underline active:no-underline visited:no-underline focus:no-underline" data-tracking-control-name="public_profile_contributions_contribution-body" data-tracking-will-navigate href="https://www.linkedin.com/advice/1/how-can-you-develop-your-leadership-skills-when-have-f3rzc?contributionUrn=urn%3Ali%3Acomment%3A%28urn%3Ali%3AarticleSegment%3A%28urn%3Ali%3AlinkedInArticle%3A7138309491472691200%2C7138309493162995712%29%2C7145869342260215808%29"> <p class="text-md leading-regular my-1 line-clamp-3"> One way to step into leadership is to proactively take the initiative for a new opportunity, project or idea. Instead of waiting around for someone else to tell you what to do, find a specific challenge or problem that you think by solving would provide impact, come up with a potential solution, and bring together other people to help you solve the problem </p> </a> <div class="contribution-list flex justify-between flex-col items-start gap-y-2"> <time class="contribution__time font-sans text-sm text-color-text-low-emphasis"> Al Dea contributed 1 year ago </time> <a class="insightful-button rounded-xl border-solid py-0.5 px-2 flex text-sm gap-1 hover:no-underline btn-secondary-emphasis" href="https://www.linkedin.com/advice/1/how-can-you-develop-your-leadership-skills-when-have-f3rzc?contributionUrn=urn%3Ali%3Acomment%3A%28urn%3Ali%3AarticleSegment%3A%28urn%3Ali%3AlinkedInArticle%3A7138309491472691200%2C7138309493162995712%29%2C7145869342260215808%29" data-tracking-control-name="public_profile_contributions_contribution-insightful-link" data-tracking-will-navigate> <img alt="Insightful" class="lazy-load w-2 h-2 bg-white rounded-full" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/byjfih68cazgghr6pv616zma1"> <span> Upvote</span> </a> </div> </div> </li> <li class="contributions__list-item-wrapper"> <div class="contribution-item my-2"> <h4 class="font-semibold text-lg leading-regular"> <a class="contribution-title-link text-color-text hover:text-color-text focus:text-color-text active:text-color-text" data-tracking-control-name="public_profile_contributions_contribution-title" data-tracking-will-navigate href="https://www.linkedin.com/advice/1/how-can-you-develop-your-leadership-skills-when-have-f3rzc"> How can you develop your leadership skills when you have limited opportunities to lead? </a> </h4> <a class="hover:no-underline active:no-underline visited:no-underline focus:no-underline" data-tracking-control-name="public_profile_contributions_contribution-body" data-tracking-will-navigate href="https://www.linkedin.com/advice/1/how-can-you-develop-your-leadership-skills-when-have-f3rzc?contributionUrn=urn%3Ali%3Acomment%3A%28urn%3Ali%3AarticleSegment%3A%28urn%3Ali%3AlinkedInArticle%3A7138309491472691200%2C7138309493150404608%29%2C7145869124596817920%29"> <p class="text-md leading-regular my-1 line-clamp-3"> One tactical approach I've used in the past is proactively going out to seek feedback on my strengths from my peers. One way to do this is to identify a bunch of employees who see and observe your day to day work, and come up with 3-4 questions you can ask them about your strengths, what you do well, and how you contribute. Then, you can collect and analyze this information you receive and incorporate it into new projects or opportunities that you can take on in your existing role </p> </a> <div class="contribution-list flex justify-between flex-col items-start gap-y-2"> <time class="contribution__time font-sans text-sm text-color-text-low-emphasis"> Al Dea contributed 1 year ago </time> <a class="insightful-button rounded-xl border-solid py-0.5 px-2 flex text-sm gap-1 hover:no-underline btn-secondary-emphasis" href="https://www.linkedin.com/advice/1/how-can-you-develop-your-leadership-skills-when-have-f3rzc?contributionUrn=urn%3Ali%3Acomment%3A%28urn%3Ali%3AarticleSegment%3A%28urn%3Ali%3AlinkedInArticle%3A7138309491472691200%2C7138309493150404608%29%2C7145869124596817920%29" data-tracking-control-name="public_profile_contributions_contribution-insightful-link" data-tracking-will-navigate> <img alt="Insightful" class="lazy-load w-2 h-2 bg-white rounded-full" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/byjfih68cazgghr6pv616zma1"> <span> Upvote</span> </a> </div> </div> </li> </ul> <button class="show-more-less-button show-more-less__button show-more-less__more-button !btn-tertiary !py-1.5" data-tracking-control-name="public_profile_contributions_show_more"> Show more <icon class="show-more-less-button-icon" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/cyolgscd0imw2ldqppkrb84vo"></icon></button> <div class="pt-1"> <a data-tracking-control-name="public_profile_contributions_see_all_contributions" data-tracking-will-navigate href="https://www.linkedin.com/signup/cold-join?session_redirect=https%3A%2F%2Fwww%2Elinkedin%2Ecom%2Fin%2Fitsaldea%2Frecent-activity%2Fcomments%2F" class="show-more-less-button see-more-link show-more-less__less-button show-more-less__button--hide !text-color-link !border-color-link !shadow-none border-[1px] border-solid !py-1.5"> Join now to see all contributions </a> </div> </div> </div> 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class="contextual-sign-in-modal__join-link">Join now</a> </p> <p class="linkedin-tc__text text-color-text-low-emphasis text-xs pb-2 contextual-sign-in-modal__terms-and-conditions m-auto w-[320px] pt-2 babybear:w-full" data-impression-id="linkedin-tc__button-skip-tc-text"> By clicking Continue to join or sign in, you agree to LinkedIn’s <a href="/legal/user-agreement?trk=linkedin-tc_auth-button_user-agreement" target="_blank" data-tracking-control-name="linkedin-tc_auth-button_user-agreement" data-tracking-will-navigate="true">User Agreement</a>, <a href="/legal/privacy-policy?trk=linkedin-tc_auth-button_privacy-policy" target="_blank" data-tracking-control-name="linkedin-tc_auth-button_privacy-policy" data-tracking-will-navigate="true">Privacy Policy</a>, and <a href="/legal/cookie-policy?trk=linkedin-tc_auth-button_cookie-policy" target="_blank" data-tracking-control-name="linkedin-tc_auth-button_cookie-policy" data-tracking-will-navigate="true">Cookie Policy</a>. </p> </div> </div>  </section> </div> </div> </div> </div>  <div class="core-section-container__content break-words"> <ul data-test-id="activities__list"> <li> <div class="base-card relative w-full hover:no-underline focus:no-underline base-card--link base-main-card flex flex-wrap py-2 pr-2 babybear:pr-0 base-main-card--link main-activity-card"> <a class="base-card__full-link absolute top-0 right-0 bottom-0 left-0 p-0 z-[2]" href="https://www.linkedin.com/posts/laura-parker-99032532_thewayweserve-learninganddevelopment-activity-7311398598129209344-HSQN" data-tracking-control-name="public_profile" data-tracking-will-navigate> <span class="sr-only"> This week, I had the pleasure of spending time with my European CS&SC Learning and Development team in Portugal. Our 42-member team gathered for two… </span> </a> <div class="base-main-card__media relative w-[228px] block overflow-hidden flex-shrink-0 rounded-md h-[134px] babybear:w-full babybear:h-auto babybear:min-h-[134px] babybear:max-h-[250px]"> <img class="main-activity-card__img h-full " data-delayed-url="https://media.licdn.com/dms/image/v2/D4E22AQFQbe_B_yE5Bw/feedshare-shrink_2048_1536/B4EZXdORRnG0Ao-/0/1743173262233?e=2147483647&v=beta&t=OSFfrbvS6OrPEbXSeQYuAnGmia9uPZIvkk0G2WiUBQ4" alt>  </div> <div class="base-main-card__info self-center ml-1 flex-1 relative break-words papabear:min-w-0 mamabear:min-w-0 babybear:w-full ">  <h3 class="base-main-card__title font-sans text-[18px] font-bold text-color-text overflow-hidden "> This week, I had the pleasure of spending time with my European CS&SC Learning and Development team in Portugal. Our 42-member team gathered for two… </h3> <h4 class="base-main-card__subtitle body-text text-color-text overflow-hidden "> Liked by <a href="https://www.linkedin.com/in/itsaldea?trk=public_profile_actor-name" data-tracking-control-name="public_profile_actor-name" data-tracking-will-navigate="true" class="hidden-nested-link">Al Dea</a> </h4>   </div>  </div> </li> <li> <div class="base-card relative w-full hover:no-underline focus:no-underline base-card--link base-main-card flex flex-wrap py-2 pr-2 babybear:pr-0 base-main-card--link main-activity-card"> <a class="base-card__full-link absolute top-0 right-0 bottom-0 left-0 p-0 z-[2]" href="https://www.linkedin.com/posts/simoncbrown1_ai-space-skills-activity-7311568528250175488-Hw3Z" data-tracking-control-name="public_profile" data-tracking-will-navigate> <span class="sr-only"> Thanks to Brian Hackett and Meighan Hackett Poritz for hosting a hugely valuable Learning Forum this week, bringing together a fantastic mix of… </span> </a> <div class="base-main-card__media relative w-[228px] block overflow-hidden flex-shrink-0 rounded-md h-[134px] babybear:w-full babybear:h-auto babybear:min-h-[134px] babybear:max-h-[250px]"> <img class="main-activity-card__img h-full " data-delayed-url="https://media.licdn.com/dms/image/v2/D4D22AQHIUonNGu61oA/feedshare-shrink_800/B4DZXfo0HDG8Ao-/0/1743213776493?e=2147483647&v=beta&t=VUVnJLRwWo_B8C0W5CKoQUZwIj7rjkBpiBkbPCzfI98" alt>  </div> <div class="base-main-card__info self-center ml-1 flex-1 relative break-words papabear:min-w-0 mamabear:min-w-0 babybear:w-full ">  <h3 class="base-main-card__title font-sans text-[18px] font-bold text-color-text overflow-hidden "> Thanks to Brian Hackett and Meighan Hackett Poritz for hosting a hugely valuable Learning Forum this week, bringing together a fantastic mix of… </h3> <h4 class="base-main-card__subtitle body-text text-color-text overflow-hidden "> Liked by <a href="https://www.linkedin.com/in/itsaldea?trk=public_profile_actor-name" data-tracking-control-name="public_profile_actor-name" data-tracking-will-navigate="true" class="hidden-nested-link">Al Dea</a> </h4>   </div>  </div> </li> <li> <div class="base-card relative w-full hover:no-underline focus:no-underline base-card--link base-main-card flex flex-wrap py-2 pr-2 babybear:pr-0 base-main-card--link main-activity-card"> <a class="base-card__full-link absolute top-0 right-0 bottom-0 left-0 p-0 z-[2]" href="https://www.linkedin.com/posts/simoncbrown1_over-the-last-two-years-there-have-been-activity-7311575476441952256-PTBQ" data-tracking-control-name="public_profile" data-tracking-will-navigate> <span class="sr-only"> Over the last two years, there have been a few moments where, on playing with a new GenAI release, my mind has been blown 🤯. Earlier this week… </span> </a> <div class="base-main-card__media relative w-[228px] block overflow-hidden flex-shrink-0 rounded-md h-[134px] babybear:w-full babybear:h-auto babybear:min-h-[134px] babybear:max-h-[250px]"> <img class="main-activity-card__img h-full " data-delayed-url="https://media.licdn.com/dms/image/v2/D4D22AQEaS69uo7aZxQ/feedshare-shrink_2048_1536/B4DZXfvJSTG4Ao-/0/1743215433547?e=2147483647&v=beta&t=iqeYxy36ZyBRhs-0G4p4hdVtYNnQftnPSTNEBO8sTkc" alt>  </div> <div class="base-main-card__info self-center ml-1 flex-1 relative break-words papabear:min-w-0 mamabear:min-w-0 babybear:w-full ">  <h3 class="base-main-card__title font-sans text-[18px] font-bold text-color-text overflow-hidden "> Over the last two years, there have been a few moments where, on playing with a new GenAI release, my mind has been blown 🤯. Earlier this week… </h3> <h4 class="base-main-card__subtitle body-text text-color-text overflow-hidden "> Liked by <a href="https://www.linkedin.com/in/itsaldea?trk=public_profile_actor-name" data-tracking-control-name="public_profile_actor-name" data-tracking-will-navigate="true" class="hidden-nested-link">Al Dea</a> </h4>   </div>  </div> </li> </ul> <a class="btn-md btn-secondary-emphasis mt-3 py-[10px] inline-block min-h-0 babybear:w-full" href="https://www.linkedin.com/signup/cold-join?session_redirect=https%3A%2F%2Fwww%2Elinkedin%2Ecom%2Fin%2Fitsaldea%2Frecent-activity%2F&trk=public_profile_see-all-posts" data-test-id="activities__see-more-link" data-tracking-control-name="public_profile_see-all-posts" data-tracking-will-navigate> Join now to see all activity </a> </div> </section> <section class="core-section-container core-section-container--with-border border-b-1 border-solid border-color-border-faint py-4 pp-section experience" data-section="experience">  <h2 class="core-section-container__title section-title"> Experience </h2>  <div class="core-section-container__content break-words"> <ul class="experience__list"> <li class="profile-section-card relative flex w-full list-none py-1.5 pr-2 pl-1 experience-item" data-section="currentPositionsDetails">  <a class="profile-section-card__image-link" href="https://www.linkedin.com/company/the-edge-of-work?trk=public_profile_experience-item_profile-section-card_image-click" data-tracking-control-name="public_profile_experience-item_profile-section-card_image-click" data-tracking-will-navigate> <img class="inline-block relative w-6 h-6 shrink-0 mr-0.5 border-4 border-color-transparent border-solid box-content rounded-[6px] profile-section-card__image" data-delayed-url="https://media.licdn.com/dms/image/v2/D560BAQGLeG12A2Mt1Q/company-logo_100_100/company-logo_100_100/0/1692584236566/the_edge_of_work_logo?e=2147483647&v=beta&t=5a6KAJExv8fSQiuOuBgPmGw5kkUTc-4rWc-5H2fLrVU" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/cs8pjfgyw96g44ln9r7tct85f" alt="The Edge of Work Graphic"> </a> <div class="pl-0.5 grow break-words"> <h3 class="[&>*]:mb-0 text-[18px] text-color-text leading-regular group-hover:underline font-semibold"> <span class="experience-item__title"> Founder </span> </h3> <h4 class="text-color-text text-md [&>*]:mb-0 not-first-middot leading-[1.75]"> <a class="relative hover:underline link-styled hover:!text-color-text active:!text-color-text !font-normal" href="https://www.linkedin.com/company/the-edge-of-work?trk=public_profile_experience-item_profile-section-card_subtitle-click" data-tracking-control-name="public_profile_experience-item_profile-section-card_subtitle-click" data-tracking-client-ingraph data-tracking-will-navigate> <span class="experience-item__subtitle"> The Edge of Work </span> </a> </h4> <div class="text-color-text-low-emphasis text-md [&>*]:mb-0 [&>*]:text-md [&>*]:text-color-text-low-emphasis"> <p class="experience-item__meta-item"> <span class="date-range text-color-text-secondary font-sans text-md leading-open font-regular"> <time>Sep 2021</time> - Present <span class="before:middot">3 years 7 months</span> </span> </p> <p class="experience-item__meta-item"> Los Angeles, California, United States </p>  </div> </div> </li> <li class="profile-section-card relative flex w-full list-none py-1.5 pr-2 pl-1 experience-item" data-section="currentPositionsDetails">  <a class="profile-section-card__image-link" href="https://www.linkedin.com/company/mbaschooled?trk=public_profile_experience-item_profile-section-card_image-click" data-tracking-control-name="public_profile_experience-item_profile-section-card_image-click" data-tracking-will-navigate> <img class="inline-block relative w-6 h-6 shrink-0 mr-0.5 border-4 border-color-transparent border-solid box-content rounded-[6px] profile-section-card__image" data-delayed-url="https://media.licdn.com/dms/image/v2/C4E0BAQFXkMgs-Msn9w/company-logo_100_100/company-logo_100_100/0/1662684460045?e=2147483647&v=beta&t=F7G48RIeDowndSK1_ueey3YWpz4e3eE45uxaYRj1Msk" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/cs8pjfgyw96g44ln9r7tct85f" alt="MBASchooled Graphic"> </a> <div class="pl-0.5 grow break-words"> <h3 class="[&>*]:mb-0 text-[18px] text-color-text leading-regular group-hover:underline font-semibold"> <span class="experience-item__title"> Founder </span> </h3> <h4 class="text-color-text text-md [&>*]:mb-0 not-first-middot leading-[1.75]"> <a class="relative hover:underline link-styled hover:!text-color-text active:!text-color-text !font-normal" href="https://www.linkedin.com/company/mbaschooled?trk=public_profile_experience-item_profile-section-card_subtitle-click" data-tracking-control-name="public_profile_experience-item_profile-section-card_subtitle-click" data-tracking-client-ingraph data-tracking-will-navigate> <span class="experience-item__subtitle"> MBASchooled </span> </a> </h4> <div class="text-color-text-low-emphasis text-md [&>*]:mb-0 [&>*]:text-md [&>*]:text-color-text-low-emphasis"> <p class="experience-item__meta-item"> <span class="date-range text-color-text-secondary font-sans text-md leading-open font-regular"> <time>Feb 2015</time> - Present <span class="before:middot">10 years 2 months</span> </span> </p> <p class="experience-item__meta-item"> San Francisco, California </p>  </div> </div> </li> <li class="profile-section-card relative flex w-full list-none py-1.5 pr-2 pl-1 experience-item" data-section="currentPositionsDetails">  <a class="profile-section-card__image-link" href="https://www.linkedin.com/company/first-round-fast-track?trk=public_profile_experience-item_profile-section-card_image-click" data-tracking-control-name="public_profile_experience-item_profile-section-card_image-click" data-tracking-will-navigate> <img class="inline-block relative w-6 h-6 shrink-0 mr-0.5 border-4 border-color-transparent border-solid box-content rounded-[6px] profile-section-card__image" data-delayed-url="https://media.licdn.com/dms/image/v2/C4E0BAQFeTCed4SmX2w/company-logo_100_100/company-logo_100_100/0/1678406308804/first_round_fast_track_logo?e=2147483647&v=beta&t=FPw4jMwONEzbxTjMuHhB0lG-VEUB6KwVzCH393vTi2Y" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/cs8pjfgyw96g44ln9r7tct85f" alt="First Round Fast Track Graphic"> </a> <div class="pl-0.5 grow break-words"> <h3 class="[&>*]:mb-0 text-[18px] text-color-text leading-regular group-hover:underline font-semibold"> <span class="experience-item__title"> Mentor </span> </h3> <h4 class="text-color-text text-md [&>*]:mb-0 not-first-middot leading-[1.75]"> <a class="relative hover:underline link-styled hover:!text-color-text active:!text-color-text !font-normal" href="https://www.linkedin.com/company/first-round-fast-track?trk=public_profile_experience-item_profile-section-card_subtitle-click" data-tracking-control-name="public_profile_experience-item_profile-section-card_subtitle-click" data-tracking-client-ingraph data-tracking-will-navigate> <span class="experience-item__subtitle"> First Round Fast Track </span> </a> </h4> <div class="text-color-text-low-emphasis text-md [&>*]:mb-0 [&>*]:text-md [&>*]:text-color-text-low-emphasis"> <p class="experience-item__meta-item"> <span class="date-range text-color-text-secondary font-sans text-md leading-open font-regular"> <time>2021</time> - <time>2023</time> <span class="before:middot">2 years</span> </span> </p> <p class="experience-item__meta-item"> San Francisco Bay Area </p>  </div> </div> </li> <li class="profile-section-card relative flex w-full list-none py-1.5 pr-2 pl-1 experience-item" data-section="currentPositionsDetails">  <a class="profile-section-card__image-link" href="https://www.linkedin.com/company/the-daily-muse?trk=public_profile_experience-item_profile-section-card_image-click" data-tracking-control-name="public_profile_experience-item_profile-section-card_image-click" data-tracking-will-navigate> <img class="inline-block relative w-6 h-6 shrink-0 mr-0.5 border-4 border-color-transparent border-solid box-content rounded-[6px] profile-section-card__image" data-delayed-url="https://media.licdn.com/dms/image/v2/D4E0BAQGvHUR4FIBWyw/company-logo_100_100/company-logo_100_100/0/1719847750585/the_daily_muse_logo?e=2147483647&v=beta&t=PnI5TqkxhiL0I9x62Ah_sdbnNOY5VQPDHE-xjGbQVtI" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/cs8pjfgyw96g44ln9r7tct85f" alt="The Muse Graphic"> </a> <div class="pl-0.5 grow break-words"> <h3 class="[&>*]:mb-0 text-[18px] text-color-text leading-regular group-hover:underline font-semibold"> <span class="experience-item__title"> Leadership Coach </span> </h3> <h4 class="text-color-text text-md [&>*]:mb-0 not-first-middot leading-[1.75]"> <a class="relative hover:underline link-styled hover:!text-color-text active:!text-color-text !font-normal" href="https://www.linkedin.com/company/the-daily-muse?trk=public_profile_experience-item_profile-section-card_subtitle-click" data-tracking-control-name="public_profile_experience-item_profile-section-card_subtitle-click" data-tracking-client-ingraph data-tracking-will-navigate> <span class="experience-item__subtitle"> The Muse </span> </a> </h4> <div class="text-color-text-low-emphasis text-md [&>*]:mb-0 [&>*]:text-md [&>*]:text-color-text-low-emphasis"> <p class="experience-item__meta-item"> <span class="date-range text-color-text-secondary font-sans text-md leading-open font-regular"> <time>2016</time> - <time>2023</time> <span class="before:middot">7 years</span> </span> </p>   </div> </div> </li> <li class="profile-section-card relative flex w-full list-none py-1.5 pr-2 pl-1 experience-item" data-section="currentPositionsDetails">  <a class="profile-section-card__image-link" href="https://www.linkedin.com/company/salesforce?trk=public_profile_experience-item_profile-section-card_image-click" data-tracking-control-name="public_profile_experience-item_profile-section-card_image-click" data-tracking-will-navigate> <img class="inline-block relative w-6 h-6 shrink-0 mr-0.5 border-4 border-color-transparent border-solid box-content rounded-[6px] profile-section-card__image" data-delayed-url="https://media.licdn.com/dms/image/v2/C560BAQHZ9xYomLW7zg/company-logo_100_100/company-logo_100_100/0/1630658255326/salesforce_logo?e=2147483647&v=beta&t=qTOWgVlA05Oyq4_yQSi790-w_uu88NQ3SNcgh9xl738" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/cs8pjfgyw96g44ln9r7tct85f" alt="Salesforce Graphic"> </a> <div class="pl-0.5 grow break-words"> <h3 class="[&>*]:mb-0 text-[18px] text-color-text leading-regular group-hover:underline font-semibold"> <span class="experience-item__title"> Product Marketing </span> </h3> <h4 class="text-color-text text-md [&>*]:mb-0 not-first-middot leading-[1.75]"> <a class="relative hover:underline link-styled hover:!text-color-text active:!text-color-text !font-normal" href="https://www.linkedin.com/company/salesforce?trk=public_profile_experience-item_profile-section-card_subtitle-click" data-tracking-control-name="public_profile_experience-item_profile-section-card_subtitle-click" data-tracking-client-ingraph data-tracking-will-navigate> <span class="experience-item__subtitle"> Salesforce </span> </a> </h4> <div class="text-color-text-low-emphasis text-md [&>*]:mb-0 [&>*]:text-md [&>*]:text-color-text-low-emphasis"> <p class="experience-item__meta-item"> <span class="date-range text-color-text-secondary font-sans text-md leading-open font-regular"> <time>2017</time> - <time>2021</time> <span class="before:middot">4 years</span> </span> </p> <p class="experience-item__meta-item"> San Francisco Bay Area </p>  </div> </div> </li> <li class="profile-section-card relative flex w-full list-none py-1.5 pr-2 pl-1 experience-item" data-section="currentPositionsDetails">  <a class="profile-section-card__image-link" href="https://www.linkedin.com/company/deloitte-digital?trk=public_profile_experience-item_profile-section-card_image-click" data-tracking-control-name="public_profile_experience-item_profile-section-card_image-click" data-tracking-will-navigate> <img class="inline-block relative w-6 h-6 shrink-0 mr-0.5 border-4 border-color-transparent border-solid box-content rounded-[6px] profile-section-card__image" data-delayed-url="https://media.licdn.com/dms/image/v2/C510BAQG9x6s0x5PIxw/company-logo_100_100/company-logo_100_100/0/1631380939463?e=2147483647&v=beta&t=iIfCMtC-Pp7ZSm_-LnYgPhKn3VIzPM-nvLwc48iMXgA" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/cs8pjfgyw96g44ln9r7tct85f" alt="Deloitte Digital Graphic"> </a> <div class="pl-0.5 grow break-words"> <h3 class="[&>*]:mb-0 text-[18px] text-color-text leading-regular group-hover:underline font-semibold"> <span class="experience-item__title"> Management Consultant </span> </h3> <h4 class="text-color-text text-md [&>*]:mb-0 not-first-middot leading-[1.75]"> <a class="relative hover:underline link-styled hover:!text-color-text active:!text-color-text !font-normal" href="https://www.linkedin.com/company/deloitte-digital?trk=public_profile_experience-item_profile-section-card_subtitle-click" data-tracking-control-name="public_profile_experience-item_profile-section-card_subtitle-click" data-tracking-client-ingraph data-tracking-will-navigate> <span class="experience-item__subtitle"> Deloitte Digital </span> </a> </h4> <div class="text-color-text-low-emphasis text-md [&>*]:mb-0 [&>*]:text-md [&>*]:text-color-text-low-emphasis"> <p class="experience-item__meta-item"> <span class="date-range text-color-text-secondary font-sans text-md leading-open font-regular"> <time>2015</time> - <time>2017</time> <span class="before:middot">2 years</span> </span> </p> <p class="experience-item__meta-item"> San Francisco Bay Area </p>  </div> </div> </li> <li class="profile-section-card relative flex w-full list-none py-1.5 pr-2 pl-1 experience-item" data-section="currentPositionsDetails">  <a class="profile-section-card__image-link" href="https://www.linkedin.com/company/salesforce?trk=public_profile_experience-item_profile-section-card_image-click" data-tracking-control-name="public_profile_experience-item_profile-section-card_image-click" data-tracking-will-navigate> <img class="inline-block relative w-6 h-6 shrink-0 mr-0.5 border-4 border-color-transparent border-solid box-content rounded-[6px] profile-section-card__image" data-delayed-url="https://media.licdn.com/dms/image/v2/C560BAQHZ9xYomLW7zg/company-logo_100_100/company-logo_100_100/0/1630658255326/salesforce_logo?e=2147483647&v=beta&t=qTOWgVlA05Oyq4_yQSi790-w_uu88NQ3SNcgh9xl738" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/cs8pjfgyw96g44ln9r7tct85f" alt="Salesforce Graphic"> </a> <div class="pl-0.5 grow break-words"> <h3 class="[&>*]:mb-0 text-[18px] text-color-text leading-regular group-hover:underline font-semibold"> <span class="experience-item__title"> MBA Product Marketing Intern </span> </h3> <h4 class="text-color-text text-md [&>*]:mb-0 not-first-middot leading-[1.75]"> <a class="relative hover:underline link-styled hover:!text-color-text active:!text-color-text !font-normal" href="https://www.linkedin.com/company/salesforce?trk=public_profile_experience-item_profile-section-card_subtitle-click" data-tracking-control-name="public_profile_experience-item_profile-section-card_subtitle-click" data-tracking-client-ingraph data-tracking-will-navigate> <span class="experience-item__subtitle"> Salesforce </span> </a> </h4> <div class="text-color-text-low-emphasis text-md [&>*]:mb-0 [&>*]:text-md [&>*]:text-color-text-low-emphasis"> <p class="experience-item__meta-item"> <span class="date-range text-color-text-secondary font-sans text-md leading-open font-regular"> <time>May 2014</time> - <time>Aug 2014</time> <span class="before:middot">4 months</span> </span> </p> <p class="experience-item__meta-item"> San Francisco Bay Area </p>  </div> </div> </li> <li class="profile-section-card relative flex w-full list-none py-1.5 pr-2 pl-1 experience-item" data-section="currentPositionsDetails">  <a class="profile-section-card__image-link" href="https://www.linkedin.com/company/deloitte?trk=public_profile_experience-item_profile-section-card_image-click" data-tracking-control-name="public_profile_experience-item_profile-section-card_image-click" data-tracking-will-navigate> <img class="inline-block relative w-6 h-6 shrink-0 mr-0.5 border-4 border-color-transparent border-solid box-content rounded-[6px] profile-section-card__image" data-delayed-url="https://media.licdn.com/dms/image/v2/C560BAQGNtpblgQpJoQ/company-logo_100_100/company-logo_100_100/0/1662120928214/deloitte_logo?e=2147483647&v=beta&t=OSF8M5LreT0Sf2F-JcNk6XMT0ArCuPfDmRR-knCC4HY" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/cs8pjfgyw96g44ln9r7tct85f" alt="Deloitte Graphic"> </a> <div class="pl-0.5 grow break-words"> <h3 class="[&>*]:mb-0 text-[18px] text-color-text leading-regular group-hover:underline font-semibold"> <span class="experience-item__title"> Management Consultant </span> </h3> <h4 class="text-color-text text-md [&>*]:mb-0 not-first-middot leading-[1.75]"> <a class="relative hover:underline link-styled hover:!text-color-text active:!text-color-text !font-normal" href="https://www.linkedin.com/company/deloitte?trk=public_profile_experience-item_profile-section-card_subtitle-click" data-tracking-control-name="public_profile_experience-item_profile-section-card_subtitle-click" data-tracking-client-ingraph data-tracking-will-navigate> <span class="experience-item__subtitle"> Deloitte </span> </a> </h4> <div class="text-color-text-low-emphasis text-md [&>*]:mb-0 [&>*]:text-md [&>*]:text-color-text-low-emphasis"> <p class="experience-item__meta-item"> <span class="date-range text-color-text-secondary font-sans text-md leading-open font-regular"> <time>2010</time> - <time>2013</time> <span class="before:middot">3 years</span> </span> </p> <p class="experience-item__meta-item"> Greater Boston Area </p>  </div> </div> </li> <li class="profile-section-card relative flex w-full list-none py-1.5 pr-2 pl-1 experience-item" data-section="currentPositionsDetails">  <a class="profile-section-card__image-link" href="https://www.linkedin.com/company/undergraduate-government-of-boston-college?trk=public_profile_experience-item_profile-section-card_image-click" data-tracking-control-name="public_profile_experience-item_profile-section-card_image-click" data-tracking-will-navigate> <img class="inline-block relative w-6 h-6 shrink-0 mr-0.5 border-4 border-color-transparent border-solid box-content rounded-[6px] profile-section-card__image" data-delayed-url="https://media.licdn.com/dms/image/v2/C4E0BAQFAlGKzmQusKQ/company-logo_100_100/company-logo_100_100/0/1630616197270/undergraduate_government_of_boston_college_logo?e=2147483647&v=beta&t=5z2DG_WIz4i36f0ZjdPA2ljD61hCB_BCFbQtMNUGr00" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/cs8pjfgyw96g44ln9r7tct85f" alt="Undergraduate Government of Boston College Graphic"> </a> <div class="pl-0.5 grow break-words"> <h3 class="[&>*]:mb-0 text-[18px] text-color-text leading-regular group-hover:underline font-semibold"> <span class="experience-item__title"> Student Body President </span> </h3> <h4 class="text-color-text text-md [&>*]:mb-0 not-first-middot leading-[1.75]"> <a class="relative hover:underline link-styled hover:!text-color-text active:!text-color-text !font-normal" href="https://www.linkedin.com/company/undergraduate-government-of-boston-college?trk=public_profile_experience-item_profile-section-card_subtitle-click" data-tracking-control-name="public_profile_experience-item_profile-section-card_subtitle-click" data-tracking-client-ingraph data-tracking-will-navigate> <span class="experience-item__subtitle"> Undergraduate Government of Boston College </span> </a> </h4> <div class="text-color-text-low-emphasis text-md [&>*]:mb-0 [&>*]:text-md [&>*]:text-color-text-low-emphasis"> <p class="experience-item__meta-item"> <span class="date-range text-color-text-secondary font-sans text-md leading-open font-regular"> <time>2009</time> - <time>2010</time> <span class="before:middot">1 year</span> </span> </p> <p class="experience-item__meta-item"> Chestnut Hill, MA </p>  </div> </div> </li> </ul> </div> </section> <section class="core-section-container core-section-container--with-border border-b-1 border-solid border-color-border-faint py-4 education text-color-text text-md" data-section="educationsDetails">  <h2 class="text-xl"> Education </h2>  <div class="core-section-container__content break-words"> <ul class="education__list"> <li class="profile-section-card relative flex w-full list-none py-1.5 pr-2 pl-1 education__list-item">  <a class="profile-section-card__image-link" href="https://www.linkedin.com/school/unc-kenan-flagler/?trk=public_profile_school_profile-section-card_image-click" data-tracking-control-name="public_profile_school_profile-section-card_image-click" data-tracking-will-navigate> <img class="inline-block relative w-6 h-6 shrink-0 mr-0.5 border-4 border-color-transparent border-solid box-content rounded-[6px] profile-section-card__image" data-delayed-url="https://media.licdn.com/dms/image/v2/C4E0BAQGzj-9BhFjiQA/company-logo_100_100/company-logo_100_100/0/1646422987250/unc_kenan_flagler_logo?e=2147483647&v=beta&t=4eRWE_VhOd524YI_w7vEE6fumfEOl8CX4nBwOzdI6GE" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/6qpnald1ddva78jx4bnnl3vw" alt="UNC Kenan-Flagler Business School Graphic"> </a> <div class="pl-0.5 grow break-words"> <h3 class="[&>*]:mb-0 text-[18px] text-color-text leading-regular group-hover:underline font-semibold"> <a class="text-color-text text-[18px] link-styled link-no-visited-state hover:!text-color-text active:!text-color-text" data-tracking-control-name="public_profile_school" data-tracking-will-navigate href="https://www.linkedin.com/school/unc-kenan-flagler/?trk=public_profile_school"> University of North Carolina at Chapel Hill - Kenan-Flagler Business School </a> </h3> <h4 class="text-color-text text-md [&>*]:mb-0 not-first-middot leading-[1.75]"> <span class="control-transition">Master of Business Administration (M.B.A.)</span>  </h4> <div class="text-color-text-low-emphasis text-md [&>*]:mb-0 [&>*]:text-md [&>*]:text-color-text-low-emphasis"> <p class="my-0.5 mx-0 inline-block"> <span class="date-range text-color-text-secondary font-sans text-md leading-open font-regular"> <time>2013</time> - <time>2015</time>  </span> </p> <div class="control-transition" data-section="educations"> <p class="my-0.5 mx-0 inline-block font-sans text-md text-color-text"> Activities and Societies: Vice President, MBA Student Association, Admissions Advisory Board, The Consortium for Graduate Study in Management Fellow, Business Communications Center (BCC) Consultant, Tar Heel Talks (Founder) Career Mentor. </p>  </div> </div> </div> </li> <li class="profile-section-card relative flex w-full list-none py-1.5 pr-2 pl-1 education__list-item">  <a class="profile-section-card__image-link" href="https://www.linkedin.com/school/boston-college/?trk=public_profile_school_profile-section-card_image-click" data-tracking-control-name="public_profile_school_profile-section-card_image-click" data-tracking-will-navigate> <img class="inline-block relative w-6 h-6 shrink-0 mr-0.5 border-4 border-color-transparent border-solid box-content rounded-[6px] profile-section-card__image" data-delayed-url="https://media.licdn.com/dms/image/v2/C4D0BAQHQq9GTK55wuA/company-logo_100_100/company-logo_100_100/0/1630580523474/boston_college_logo?e=2147483647&v=beta&t=4qPw9GCYb-eRvwqlDOl8vXzBwuiy52Jn3vdeyvUT79c" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/6qpnald1ddva78jx4bnnl3vw" alt="Boston College Graphic"> </a> <div class="pl-0.5 grow break-words"> <h3 class="[&>*]:mb-0 text-[18px] text-color-text leading-regular group-hover:underline font-semibold"> <a class="text-color-text text-[18px] link-styled link-no-visited-state hover:!text-color-text active:!text-color-text" data-tracking-control-name="public_profile_school" data-tracking-will-navigate href="https://www.linkedin.com/school/boston-college/?trk=public_profile_school"> Boston College </a> </h3> <h4 class="text-color-text text-md [&>*]:mb-0 not-first-middot leading-[1.75]"> <span class="control-transition">Bachelors</span> <span class="control-transition" data-section="educations">Marketing, Theology</span>  </h4> <div class="text-color-text-low-emphasis text-md [&>*]:mb-0 [&>*]:text-md [&>*]:text-color-text-low-emphasis"> <p class="my-0.5 mx-0 inline-block"> <span class="date-range text-color-text-secondary font-sans text-md leading-open font-regular"> <time>2006</time> - <time>2010</time>  </span> </p> <div class="control-transition" data-section="educations"> <p class="my-0.5 mx-0 inline-block font-sans text-md text-color-text"> Activities and Societies: Undergraduate Government of Boston College (UGBC) Student Body President, Senate President, Senate Vice President, Senator, Resident Assistant, Orientation Leader, KAIROS Program, Pedro Arrupe Immersion Program </p>  </div> </div> </div> </li> <li class="profile-section-card relative flex w-full list-none py-1.5 pr-2 pl-1 education__list-item">  <img class="inline-block relative w-6 h-6 bg-color-entity-ghost-background shrink-0 mr-0.5 border-4 border-color-transparent border-solid box-content rounded-[6px] profile-section-card__image" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/6qpnald1ddva78jx4bnnl3vw" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/6qpnald1ddva78jx4bnnl3vw" alt> <div class="pl-0.5 grow break-words"> <h3 class="[&>*]:mb-0 text-[18px] text-color-text leading-regular group-hover:underline font-semibold"> McQuaid Jesuit High School </h3> <h4 class="text-color-text text-md [&>*]:mb-0 not-first-middot leading-[1.75]"> <span class="control-transition">High School</span>  </h4> <div class="text-color-text-low-emphasis text-md [&>*]:mb-0 [&>*]:text-md [&>*]:text-color-text-low-emphasis"> <p class="my-0.5 mx-0 inline-block">  </p> <div class="control-transition" data-section="educations"> <p class="my-0.5 mx-0 inline-block font-sans text-md text-color-text"> Activities and Societies: Campus Ministry, Executive Council </p>  </div> </div> </div> </li> <li class="profile-section-card relative flex w-full list-none py-1.5 pr-2 pl-1 education__list-item">  <a class="profile-section-card__image-link" href="https://cl.linkedin.com/school/ucatolica/?trk=public_profile_school_profile-section-card_image-click" data-tracking-control-name="public_profile_school_profile-section-card_image-click" data-tracking-will-navigate> <img class="inline-block relative w-6 h-6 shrink-0 mr-0.5 border-4 border-color-transparent border-solid box-content rounded-[6px] profile-section-card__image" data-delayed-url="https://media.licdn.com/dms/image/v2/D4D0BAQFEVlRNrCIHoQ/company-logo_100_100/B4DZWq_npTGcAU-/0/1742330559679/ucatolica_logo?e=2147483647&v=beta&t=vZa0m9sSzN-Dq0g_k-OPrigZoPdLRo-2KQlbDf2fLzQ" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/6qpnald1ddva78jx4bnnl3vw" alt="Pontificia Universidad Católica de Chile Graphic"> </a> <div class="pl-0.5 grow break-words"> <h3 class="[&>*]:mb-0 text-[18px] text-color-text leading-regular group-hover:underline font-semibold"> <a class="text-color-text text-[18px] link-styled link-no-visited-state hover:!text-color-text active:!text-color-text" data-tracking-control-name="public_profile_school" data-tracking-will-navigate href="https://cl.linkedin.com/school/ucatolica/?trk=public_profile_school"> Pontificia Universidad Católica de Chile </a> </h3> <h4 class="text-color-text text-md [&>*]:mb-0">-</h4> <div class="text-color-text-low-emphasis text-md [&>*]:mb-0 [&>*]:text-md [&>*]:text-color-text-low-emphasis"> <p class="my-0.5 mx-0 inline-block">  </p>  </div> </div> </li> </ul> </div> </section>        <section class="core-section-container core-section-container--with-border border-b-1 border-solid border-color-border-faint py-4 honors-and-awards" data-section="honors-and-awards">  <h2 class="core-section-container__title section-title"> Honors & Awards </h2>  <div class="core-section-container__content break-words"> <ul class="awards__list"> <li class="profile-section-card relative flex w-full list-none py-1.5 pr-2 pl-1">  <div class="pl-0.5 grow break-words"> <h3 class="[&>*]:mb-0 text-[18px] text-color-text leading-regular group-hover:underline font-semibold"> UNC Kenan-Flagler Class of 2015 Leadership Core Value Award </h3> <h4 class="text-color-text text-md [&>*]:mb-0 not-first-middot leading-[1.75]"> University of North Carolina Kenan-Flagler Business School </h4> <div class="text-color-text-low-emphasis text-md [&>*]:mb-0 [&>*]:text-md [&>*]:text-color-text-low-emphasis"> <span class="date-range text-color-text-secondary font-sans text-md leading-open font-regular"> <time> May 2015 </time> </span> <div class="show-more-less-text"> <p class="show-more-less-text__text--less"> In the 18th Century, the people of North Carolina founded UNC - the first state university in the nation. In the 20th Century, UNC created one of the nation's first schools of business. In the 21st Century, we will build on our heritage by providing innovative leadership in the education and research, and by inspiring and developing leaders of the future.<br><br>In recognition of the Class of 2015 Graduate who best exemplifies the Core Value of Leadership  </p>  </div> </div> </div> </li> <li class="profile-section-card relative flex w-full list-none py-1.5 pr-2 pl-1">  <div class="pl-0.5 grow break-words"> <h3 class="[&>*]:mb-0 text-[18px] text-color-text leading-regular group-hover:underline font-semibold"> Brian D.A. Hall Leadership Award </h3> <h4 class="text-color-text text-md [&>*]:mb-0 not-first-middot leading-[1.75]"> Boston College </h4> <div class="text-color-text-low-emphasis text-md [&>*]:mb-0 [&>*]:text-md [&>*]:text-color-text-low-emphasis"> <span class="date-range text-color-text-secondary font-sans text-md leading-open font-regular"> <time> May 2009 </time> </span> <div class="show-more-less-text"> <p class="show-more-less-text__text--less"> To the individual, by who both in action and accomplishment in co-curricular life, has created positive change within a student organization and its student membership, as well as contributed to the overall quality of student life  </p>  </div> </div> </div> </li> </ul> </div> </section>    <section class="core-section-container core-section-container--with-border border-b-1 border-solid border-color-border-faint py-4 recommendations" data-section="recommendations">  <h2 class="core-section-container__title section-title"> Recommendations received </h2>  <div class="core-section-container__content break-words"> <ul> <li> <div class="endorsement-card flex flex-col"> <a href="https://es.linkedin.com/in/andystorch?trk=public_profile_recommendations" target="_self" data-tracking-control-name="public_profile_recommendations" data-tracking-will-navigate class="base-card relative w-full hover:no-underline focus:no-underline base-card--link base-main-card flex flex-wrap py-2 pr-2 babybear:pr-0 base-main-card--link endorsement-card__entity">  <img class="inline-block relative rounded-[50%] w-6 h-6 " data-delayed-url="https://media.licdn.com/dms/image/v2/C5603AQGkplEkTChMAg/profile-displayphoto-shrink_400_400/profile-displayphoto-shrink_400_400/0/1663275885365?e=2147483647&v=beta&t=8a-_c4jrzwZjru-gfHJdraUBv6Bcm9SZz5wtvK1Rb8U" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/9c8pery4andzj6ohjkjp54ma2" alt="Click here to view Andy Storch’s profile"> <div class="base-main-card__info self-center ml-1 flex-1 relative break-words papabear:min-w-0 mamabear:min-w-0 babybear:w-full ">  <h3 class="base-main-card__title font-sans text-[18px] font-bold text-color-text overflow-hidden "> Andy Storch  </h3>   <div class="body-text text-color-text-low-emphasis base-main-card__metadata"> <p class="endorsement-card__content body-text text-color-text-low-emphasis"> “Al is such a wealth of knowledge and connections in the education and talent development worlds. I learn something new every time I talk with Al and I love following him on LinkedIn and having him on my podcast to share insights. I've also hired him to facilitate sessions for clients and he is a consummate professional and great facilitator. Highly recommend working with Al.” </p> </div>  </div>  </a> </div> </li> <li> <div class="endorsement-card flex flex-col"> <a href="https://nl.linkedin.com/in/erica-isotta-surace-22b99794?trk=public_profile_recommendations" target="_self" data-tracking-control-name="public_profile_recommendations" data-tracking-will-navigate class="base-card relative w-full hover:no-underline focus:no-underline base-card--link base-main-card flex flex-wrap py-2 pr-2 babybear:pr-0 base-main-card--link endorsement-card__entity">  <img class="inline-block relative rounded-[50%] w-6 h-6 " data-delayed-url="https://media.licdn.com/dms/image/v2/D4E03AQFIBb7elW0mGQ/profile-displayphoto-shrink_400_400/profile-displayphoto-shrink_400_400/0/1725782320937?e=2147483647&v=beta&t=Tta_oFzRHJBGWQegg2In4xB9k1Se4dx9K8jPB3tpmh4" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/9c8pery4andzj6ohjkjp54ma2" alt="Click here to view Erica Isotta Surace’s profile"> <div class="base-main-card__info self-center ml-1 flex-1 relative break-words papabear:min-w-0 mamabear:min-w-0 babybear:w-full ">  <h3 class="base-main-card__title font-sans text-[18px] font-bold text-color-text overflow-hidden "> Erica Isotta Surace  </h3>   <div class="body-text text-color-text-low-emphasis base-main-card__metadata"> <p class="endorsement-card__content body-text text-color-text-low-emphasis"> “I recently had the pleasure of having Al Dea, a public speaker, and talent development consultant, as a guest on the Closer in Tech podcast. Al shared his expertise and insights on the topic of relationships in the workplace, offering valuable advice and practical tips for building strong and effective relationships with every one we get to work with. His passion for talent development and relationship building was evident throughout the conversation, making him a captivating and engaging speaker. I highly recommend Al for any speaking engagement or consulting opportunity focused on professional development, team building, and building solid and positive relationships in the workplace.” </p> </div>  </div>  </a> </div> </li> </ul> <div> <p class="my-2 text-color-text-low-emphasis" data-test-id="recommendations__recommenders"> 10 people have recommended Al </p> <a class="btn-md btn-secondary-emphasis inline-block" href="https://www.linkedin.com/signup/public-profile-join?vieweeVanityName=itsaldea&trk=public_profile_recommendations" data-tracking-control-name="public_profile_recommendations" data-tracking-will-navigate data-test-id="recommendations-cta"> Join now to view </a> </div> </div> </section> <section class="core-section-container core-section-container--with-border border-b-1 border-solid border-color-border-faint py-4 activities" data-nosnippet="true" data-section="posts">  <div class="flex justify-between"> <h2 class="core-section-container__title section-title"> More activity by Al </h2>  </div>   <div class="core-section-container__content break-words"> <ul data-test-id="activities__list"> <li> <div class="base-card relative w-full hover:no-underline focus:no-underline base-card--link base-main-card flex flex-wrap py-2 pr-2 babybear:pr-0 base-main-card--link main-activity-card"> <a class="base-card__full-link absolute top-0 right-0 bottom-0 left-0 p-0 z-[2]" href="https://www.linkedin.com/posts/valschmitt_samfam-teamtraining-activity-7311543637312516097-7a7_" data-tracking-control-name="public_profile" data-tracking-will-navigate> <span class="sr-only"> It was a busy week representing the MX training team at Samsung eXperience. We had a great time talking shop with our internal teams and customers… </span> </a> <div class="base-main-card__media relative w-[228px] block overflow-hidden flex-shrink-0 rounded-md h-[134px] babybear:w-full babybear:h-auto babybear:min-h-[134px] babybear:max-h-[250px]"> <img class="main-activity-card__img h-full " data-delayed-url="https://media.licdn.com/dms/image/v2/D4D22AQGsKBhkldJW5Q/feedshare-shrink_800/B4DZXfSMLjHwAk-/0/1743207843647?e=2147483647&v=beta&t=iC2Bh43QHc77M-Qj7-djsNJFGlKphXmS2n2C_HSMfks" alt>  </div> <div class="base-main-card__info self-center ml-1 flex-1 relative break-words papabear:min-w-0 mamabear:min-w-0 babybear:w-full ">  <h3 class="base-main-card__title font-sans text-[18px] font-bold text-color-text overflow-hidden "> It was a busy week representing the MX training team at Samsung eXperience. We had a great time talking shop with our internal teams and customers… </h3> <h4 class="base-main-card__subtitle body-text text-color-text overflow-hidden "> Liked by <a href="https://www.linkedin.com/in/itsaldea?trk=public_profile_actor-name" data-tracking-control-name="public_profile_actor-name" data-tracking-will-navigate="true" class="hidden-nested-link">Al Dea</a> </h4>   </div>  </div> </li> <li> <div class="base-card relative w-full hover:no-underline focus:no-underline base-card--link base-main-card flex flex-wrap py-2 pr-2 babybear:pr-0 base-main-card--link main-activity-card"> <a class="base-card__full-link absolute top-0 right-0 bottom-0 left-0 p-0 z-[2]" href="https://www.linkedin.com/posts/nitinmittal0101_genai-activity-7311401055282491393-THgx" data-tracking-control-name="public_profile" data-tracking-will-navigate> <span class="sr-only"> Fantastic experience to launch Deloitte's Global AI Simulation Center of Excellence. The CoE will accelerate client innovation with #GenAI, offering… </span> </a> <div class="base-main-card__media relative w-[228px] block overflow-hidden flex-shrink-0 rounded-md h-[134px] babybear:w-full babybear:h-auto babybear:min-h-[134px] babybear:max-h-[250px]"> <img class="main-activity-card__img h-full " data-delayed-url="https://media.licdn.com/dms/image/v2/D4E22AQElnIwSi00m7Q/feedshare-shrink_800/B4EZXdQc39HcAg-/0/1743173832695?e=2147483647&v=beta&t=2qlJJ7IGPNGUpygqlWuB7jS4Ub2YG6R2-620aAcf9MM" alt>  </div> <div class="base-main-card__info self-center ml-1 flex-1 relative break-words papabear:min-w-0 mamabear:min-w-0 babybear:w-full ">  <h3 class="base-main-card__title font-sans text-[18px] font-bold text-color-text overflow-hidden "> Fantastic experience to launch Deloitte's Global AI Simulation Center of Excellence. The CoE will accelerate client innovation with #GenAI, offering… </h3> <h4 class="base-main-card__subtitle body-text text-color-text overflow-hidden "> Liked by <a href="https://www.linkedin.com/in/itsaldea?trk=public_profile_actor-name" data-tracking-control-name="public_profile_actor-name" data-tracking-will-navigate="true" class="hidden-nested-link">Al Dea</a> </h4>   </div>  </div> </li> <li> <div class="base-card relative w-full hover:no-underline focus:no-underline base-card--link base-main-card flex flex-wrap py-2 pr-2 babybear:pr-0 base-main-card--link main-activity-card"> <a class="base-card__full-link absolute top-0 right-0 bottom-0 left-0 p-0 z-[2]" href="https://www.linkedin.com/posts/sandraloughlin_hrtech-skillsbasedorganization-peopleanalytics-activity-7311522338934607872-TxKT" data-tracking-control-name="public_profile" data-tracking-will-navigate> <span class="sr-only"> The Visier Inc. announcement yesterday is a great example of where #hrtech is going—away from software and toward intelligence. Visier partnered… </span> </a> <div class="base-main-card__media relative w-[228px] block overflow-hidden flex-shrink-0 rounded-md h-[134px] babybear:w-full babybear:h-auto babybear:min-h-[134px] babybear:max-h-[250px]"> <img class="main-activity-card__img h-full " data-delayed-url="https://media.licdn.com/dms/image/v2/D4E22AQEjKF4WEcdnOw/feedshare-shrink_800/B4EZXe.0dtHgAg-/0/1743202765321?e=2147483647&v=beta&t=vTYX064RuFVwWNds2q5B_O_kdlm6f8FLEdyxBgomgFI" alt>  </div> <div class="base-main-card__info self-center ml-1 flex-1 relative break-words papabear:min-w-0 mamabear:min-w-0 babybear:w-full ">  <h3 class="base-main-card__title font-sans text-[18px] font-bold text-color-text overflow-hidden "> The Visier Inc. announcement yesterday is a great example of where #hrtech is going—away from software and toward intelligence. Visier partnered… </h3> <h4 class="base-main-card__subtitle body-text text-color-text overflow-hidden "> Liked by <a href="https://www.linkedin.com/in/itsaldea?trk=public_profile_actor-name" data-tracking-control-name="public_profile_actor-name" data-tracking-will-navigate="true" class="hidden-nested-link">Al Dea</a> </h4>   </div>  </div> </li> <li> <div class="base-card relative w-full hover:no-underline focus:no-underline base-card--link base-main-card flex flex-wrap py-2 pr-2 babybear:pr-0 base-main-card--link main-activity-card"> <a class="base-card__full-link absolute top-0 right-0 bottom-0 left-0 p-0 z-[2]" href="https://www.linkedin.com/posts/leah-hatem-000_innovation-collaboration-ai-activity-7311526420155949057-ObuZ" data-tracking-control-name="public_profile" data-tracking-will-navigate> <span class="sr-only"> 🚀 When innovation meets collaboration, extraordinary things happen. Earlier this week, Hay Joosten - SHRM-SCP and I achieved something remarkable… </span> </a> <div class="base-main-card__media relative w-[228px] block overflow-hidden flex-shrink-0 rounded-md h-[134px] babybear:w-full babybear:h-auto babybear:min-h-[134px] babybear:max-h-[250px]"> <img class="main-activity-card__img h-full main-activity-card__img--ghost" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/53n89ecoxpr1qrki1do3alazb" alt>  </div> <div class="base-main-card__info self-center ml-1 flex-1 relative break-words papabear:min-w-0 mamabear:min-w-0 babybear:w-full ">  <h3 class="base-main-card__title font-sans text-[18px] font-bold text-color-text overflow-hidden "> 🚀 When innovation meets collaboration, extraordinary things happen. Earlier this week, Hay Joosten - SHRM-SCP and I achieved something remarkable… </h3> <h4 class="base-main-card__subtitle body-text text-color-text overflow-hidden "> Liked by <a href="https://www.linkedin.com/in/itsaldea?trk=public_profile_actor-name" data-tracking-control-name="public_profile_actor-name" data-tracking-will-navigate="true" class="hidden-nested-link">Al Dea</a> </h4>   </div>  </div> </li> <li> <div class="base-card relative w-full hover:no-underline focus:no-underline base-card--link base-main-card flex flex-wrap py-2 pr-2 babybear:pr-0 base-main-card--link main-activity-card"> <a class="base-card__full-link absolute top-0 right-0 bottom-0 left-0 p-0 z-[2]" href="https://www.linkedin.com/posts/drflofalayi_talentstrategy-leadershipdevelopment-leadership-activity-7311485753191006208-bnIr" data-tracking-control-name="public_profile" data-tracking-will-navigate> <span class="sr-only"> Happy Friday! Ending the month on a high note—grateful for amazing teammates and colleagues who challenge, inspire, and elevate our work as we serve… </span> </a> <div class="base-main-card__media relative w-[228px] block overflow-hidden flex-shrink-0 rounded-md h-[134px] babybear:w-full babybear:h-auto babybear:min-h-[134px] babybear:max-h-[250px]"> <img class="main-activity-card__img h-full " data-delayed-url="https://media.licdn.com/dms/image/v2/D4E22AQGXY5VDCz3ynw/feedshare-shrink_2048_1536/B4EZXedgoVGYA0-/0/1743194037528?e=2147483647&v=beta&t=dix4Ax366ECj6smvsbINzEID6Z4hmEX8WYeC7D4oqI0" alt>  </div> <div class="base-main-card__info self-center ml-1 flex-1 relative break-words papabear:min-w-0 mamabear:min-w-0 babybear:w-full ">  <h3 class="base-main-card__title font-sans text-[18px] font-bold text-color-text overflow-hidden "> Happy Friday! Ending the month on a high note—grateful for amazing teammates and colleagues who challenge, inspire, and elevate our work as we serve… </h3> <h4 class="base-main-card__subtitle body-text text-color-text overflow-hidden "> Liked by <a href="https://www.linkedin.com/in/itsaldea?trk=public_profile_actor-name" data-tracking-control-name="public_profile_actor-name" data-tracking-will-navigate="true" class="hidden-nested-link">Al Dea</a> </h4>   </div>  </div> </li> <li> <div class="base-card relative w-full hover:no-underline focus:no-underline base-card--link base-main-card flex flex-wrap py-2 pr-2 babybear:pr-0 base-main-card--link main-activity-card"> <a class="base-card__full-link absolute top-0 right-0 bottom-0 left-0 p-0 z-[2]" href="https://www.linkedin.com/posts/kareichenbach_those-local-to-boston-come-join-me-next-activity-7311481645927157760-abCT" data-tracking-control-name="public_profile" data-tracking-will-navigate> <span class="sr-only"> Those local to Boston - come join me next week to talk about AI! </span> </a> <div class="base-main-card__media relative w-[228px] block overflow-hidden flex-shrink-0 rounded-md h-[134px] babybear:w-full babybear:h-auto babybear:min-h-[134px] babybear:max-h-[250px]"> <img class="main-activity-card__img h-full " data-delayed-url="https://media.licdn.com/dms/image/v2/D4E10AQFEKI3db5QEiA/image-shrink_800/B4EZXdOsb2HgAo-/0/1743173372155?e=2147483647&v=beta&t=xYALEOZxLhTlQiVzxCZIEiQzmLt-svxdu0zgmV9PM6A" alt>  </div> <div class="base-main-card__info self-center ml-1 flex-1 relative break-words papabear:min-w-0 mamabear:min-w-0 babybear:w-full ">  <h3 class="base-main-card__title font-sans text-[18px] font-bold text-color-text overflow-hidden "> Those local to Boston - come join me next week to talk about AI! </h3> <h4 class="base-main-card__subtitle body-text text-color-text overflow-hidden "> Liked by <a href="https://www.linkedin.com/in/itsaldea?trk=public_profile_actor-name" data-tracking-control-name="public_profile_actor-name" data-tracking-will-navigate="true" class="hidden-nested-link">Al Dea</a> </h4>   </div>  </div> </li> <li> <div class="base-card relative w-full hover:no-underline focus:no-underline base-card--link base-main-card flex flex-wrap py-2 pr-2 babybear:pr-0 base-main-card--link main-activity-card"> <a class="base-card__full-link absolute top-0 right-0 bottom-0 left-0 p-0 z-[2]" href="https://www.linkedin.com/posts/cjbrivera_lifeatwise-teamculture-leadership-activity-7311440327469383680-Mntk" data-tracking-control-name="public_profile" data-tracking-will-navigate> <span class="sr-only"> What an exciting week at Wise Austin! 💚 Our office was buzzing with energy as we welcomed visitors, both internal and external, and celebrated new… </span> </a> <div class="base-main-card__media relative w-[228px] block overflow-hidden flex-shrink-0 rounded-md h-[134px] babybear:w-full babybear:h-auto babybear:min-h-[134px] babybear:max-h-[250px]"> <img class="main-activity-card__img h-full " data-delayed-url="https://media.licdn.com/dms/image/v2/D5622AQH6itxD3z-pLg/feedshare-shrink_800/B56ZXd0OhMHEAg-/0/1743183212327?e=2147483647&v=beta&t=qar3NYTsJg5bpblJg7ROQAN11JbFw97dDZRN8JqT8KA" alt>  </div> <div class="base-main-card__info self-center ml-1 flex-1 relative break-words papabear:min-w-0 mamabear:min-w-0 babybear:w-full ">  <h3 class="base-main-card__title font-sans text-[18px] font-bold text-color-text overflow-hidden "> What an exciting week at Wise Austin! 💚 Our office was buzzing with energy as we welcomed visitors, both internal and external, and celebrated new… </h3> <h4 class="base-main-card__subtitle body-text text-color-text overflow-hidden "> Liked by <a href="https://www.linkedin.com/in/itsaldea?trk=public_profile_actor-name" data-tracking-control-name="public_profile_actor-name" data-tracking-will-navigate="true" class="hidden-nested-link">Al Dea</a> </h4>   </div>  </div> </li> </ul>  </div> </section>  <section class="core-section-container my-3 bottom-cta-banner">    <div class="core-section-container__content break-words"> <section class="hidden-summary container-lined p-3 overflow-hidden babybear:p-2" data-impression-id="public_profile_bottom-cta-banner_guest_hidden_summary"> <h2 class="hidden-summary__title text-xl text-color-text overflow-hidden break-words mb-2 leading-regular font-normal"> View Al’s full profile </h2> <ul class="hidden-summary__summary-items"> <li class="hidden-summary__summary-item flex text-md text-color-text font-normal leading-open items-center mb-1.5 last:mb-0"> <div class="hidden-summary__summary-item-icon-container flex items-center justify-center shrink-0 mr-1"> <icon class="hidden-summary__summary-item-icon h-2 w-2 " alt data-delayed-url="https://static.licdn.com/aero-v1/sc/h/au8rc359lanmyfaah39izyss1"></icon> </div> <span class="hidden-summary__summary-item-text overflow-hidden break-words"> See who you know in common </span> </li> <li class="hidden-summary__summary-item flex text-md text-color-text font-normal leading-open items-center mb-1.5 last:mb-0"> <div class="hidden-summary__summary-item-icon-container flex items-center justify-center shrink-0 mr-1"> <icon class="hidden-summary__summary-item-icon h-2 w-2 " alt data-delayed-url="https://static.licdn.com/aero-v1/sc/h/bk9h057z1lch588recizysfdc"></icon> </div> <span class="hidden-summary__summary-item-text overflow-hidden break-words"> Get introduced </span> </li> <li class="hidden-summary__summary-item flex text-md text-color-text font-normal leading-open items-center mb-1.5 last:mb-0"> <div class="hidden-summary__summary-item-icon-container flex items-center justify-center shrink-0 mr-1"> <icon class="hidden-summary__summary-item-icon h-2 w-2 " alt data-delayed-url="https://static.licdn.com/aero-v1/sc/h/engl6kavv3716laqjpfbilqqt"></icon> </div> <span class="hidden-summary__summary-item-text overflow-hidden break-words"> Contact Al directly </span> </li> </ul> <a class="hidden-summary__cta hidden-summary__cta--secondary btn-sm !text-[16px] btn-secondary-emphasis inline-block mt-3 mr-1.5" href="https://www.linkedin.com/signup/public-profile-join?vieweeVanityName=itsaldea&trk=public_profile_bottom-cta-banner" data-tracking-control-name="public_profile_bottom-cta-banner" data-tracking-will-navigate> Join to view full profile </a> </section> </div> </section> </section> </div> </section> <section class="right-rail papabear:w-right-rail-width papabear:ml-column-gutter mamabear:max-w-[790px] mamabear:px-mobile-container-padding babybear:max-w-[790px] babybear:px-mobile-container-padding">  <section class="aside-section-container mb-4 browsemap" data-nosnippet="true"> <h2 class="aside-section-container__title section-title"> Other similar profiles </h2>  <div class="aside-section-container__content break-words"> <ul class="show-more-less__list show-more-less__list--no-hidden-elems aside-profiles-list" data-impression-id="public_profile_browsemap_show-more-less"> <li>  <a href="https://www.linkedin.com/in/edumazal?trk=public_profile_browsemap-profile" target="_self" data-impression-id="public_profile_browsemap-0" data-tracking-control-name="public_profile_browsemap-profile" data-tracking-will-navigate class="base-card relative w-full hover:no-underline focus:no-underline base-card--link base-aside-card flex my-1.5 base-aside-card--link">   <div class="bg-clip-content bg-contain border-2 border-color-container-neutral-border border-solid box-border h-[56px] rounded-[49.9%] shrink-0 w-[56px] " data-delayed-url="https://media.licdn.com/dms/image/v2/C4E03AQEGxQLMM-pSLA/profile-displayphoto-shrink_400_400/profile-displayphoto-shrink_400_400/0/1548784176561?e=2147483647&v=beta&t=nWGLZXN3bpmZtqmwRcuLp5RWVJQHApSaRMLlfQvBkFI" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/9c8pery4andzj6ohjkjp54ma2" data-delayed-background data-impression-id="public_profile_browsemap-0"></div> <div class="base-aside-card__info self-center pl-0.5 flex flex-col flex-1"> <h3 class="base-aside-card__title font-sans text-md font-bold text-color-text relative"> Eduardo 'Edu' Mazal  </h3>    <div class="base-aside-card__metadata font-sans text-sm leading-open font-regular text-color-text-low-emphasis mt-0.5"> Salt Lake City Metropolitan Area </div>  </div>  </a> <a href="https://www.linkedin.com/in/edumazal?trk=public_profile_browsemap_browse-map_connect-button" aria-label="Connect with Eduardo &#39;Edu&#39; Mazal" class="relative -top-0.5 btn-sm btn-secondary inline-flex items-center ml-[52px]" data-tracking-client-ingraph data-tracking-control-name="public_profile_browsemap_browse-map_connect-button" data-tracking-will-navigate> <icon class="w-2 h-2 align-middle mr-1" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/82mk0tliwd4tdyyne68xrnb2a"></icon> Connect </a> </li> <li>  <a href="https://www.linkedin.com/in/tmolfetto?trk=public_profile_browsemap-profile" target="_self" data-impression-id="public_profile_browsemap-1" data-tracking-control-name="public_profile_browsemap-profile" data-tracking-will-navigate class="base-card relative w-full hover:no-underline focus:no-underline base-card--link base-aside-card flex my-1.5 base-aside-card--link">   <div class="bg-clip-content bg-contain border-2 border-color-container-neutral-border border-solid box-border h-[56px] rounded-[49.9%] shrink-0 w-[56px] " data-delayed-url="https://media.licdn.com/dms/image/v2/C4D03AQG0mFKAAKDwIg/profile-displayphoto-shrink_400_400/profile-displayphoto-shrink_400_400/0/1516243410688?e=2147483647&v=beta&t=wihPOPpfcq-u79GbB9xa6SudOxOE8decTguhDpT63wY" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/9c8pery4andzj6ohjkjp54ma2" data-delayed-background data-impression-id="public_profile_browsemap-1"></div> <div class="base-aside-card__info self-center pl-0.5 flex flex-col flex-1"> <h3 class="base-aside-card__title font-sans text-md font-bold text-color-text relative"> Thomas Molfetto  </h3>    <div class="base-aside-card__metadata font-sans text-sm leading-open font-regular text-color-text-low-emphasis mt-0.5"> Cranford, NJ </div>  </div>  </a> <a href="https://www.linkedin.com/in/tmolfetto?trk=public_profile_browsemap_browse-map_connect-button" aria-label="Connect with Thomas Molfetto" class="relative -top-0.5 btn-sm btn-secondary inline-flex items-center ml-[52px]" data-tracking-client-ingraph data-tracking-control-name="public_profile_browsemap_browse-map_connect-button" data-tracking-will-navigate> <icon class="w-2 h-2 align-middle mr-1" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/82mk0tliwd4tdyyne68xrnb2a"></icon> Connect </a> </li> <li>  <a href="https://www.linkedin.com/in/malihamustafa?trk=public_profile_browsemap-profile" target="_self" data-impression-id="public_profile_browsemap-2" data-tracking-control-name="public_profile_browsemap-profile" data-tracking-will-navigate class="base-card relative w-full hover:no-underline focus:no-underline base-card--link base-aside-card flex my-1.5 base-aside-card--link">   <div class="bg-clip-content bg-contain border-2 border-color-container-neutral-border border-solid box-border h-[56px] rounded-[49.9%] shrink-0 w-[56px] " data-delayed-url="https://media.licdn.com/dms/image/v2/C5603AQHRpFv_2kfMJA/profile-displayphoto-shrink_400_400/profile-displayphoto-shrink_400_400/0/1562187218942?e=2147483647&v=beta&t=0oUyPS0npYcadcGmX2DxAJAQ_PjeR_ZfvmNbq3ZzSnk" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/9c8pery4andzj6ohjkjp54ma2" data-delayed-background data-impression-id="public_profile_browsemap-2"></div> <div class="base-aside-card__info self-center pl-0.5 flex flex-col flex-1"> <h3 class="base-aside-card__title font-sans text-md font-bold text-color-text relative"> Maliha Mustafa  </h3>    <div class="base-aside-card__metadata font-sans text-sm leading-open font-regular text-color-text-low-emphasis mt-0.5"> Mountain View, CA </div>  </div>  </a> <a href="https://www.linkedin.com/in/malihamustafa?trk=public_profile_browsemap_browse-map_connect-button" aria-label="Connect with Maliha Mustafa" class="relative -top-0.5 btn-sm btn-secondary inline-flex items-center ml-[52px]" data-tracking-client-ingraph data-tracking-control-name="public_profile_browsemap_browse-map_connect-button" data-tracking-will-navigate> <icon class="w-2 h-2 align-middle mr-1" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/82mk0tliwd4tdyyne68xrnb2a"></icon> Connect </a> </li> <li>  <a href="https://www.linkedin.com/in/camillelandau?trk=public_profile_browsemap-profile" target="_self" data-impression-id="public_profile_browsemap-3" data-tracking-control-name="public_profile_browsemap-profile" data-tracking-will-navigate class="base-card relative w-full hover:no-underline focus:no-underline base-card--link base-aside-card flex my-1.5 base-aside-card--link">   <div class="bg-clip-content bg-contain border-2 border-color-container-neutral-border border-solid box-border h-[56px] rounded-[49.9%] shrink-0 w-[56px] " data-delayed-url="https://media.licdn.com/dms/image/v2/D5603AQHHT-SmBEWQ4g/profile-displayphoto-shrink_400_400/profile-displayphoto-shrink_400_400/0/1664915671267?e=2147483647&v=beta&t=eHTEe2Z8-Zy_oicLR7kGecC0Do6pl2eVsBBp_bqgs1U" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/9c8pery4andzj6ohjkjp54ma2" data-delayed-background data-impression-id="public_profile_browsemap-3"></div> <div class="base-aside-card__info self-center pl-0.5 flex flex-col flex-1"> <h3 class="base-aside-card__title font-sans text-md font-bold text-color-text relative"> Camille Landau  </h3>    <div class="base-aside-card__metadata font-sans text-sm leading-open font-regular text-color-text-low-emphasis mt-0.5"> Alameda, CA </div>  </div>  </a> <a href="https://www.linkedin.com/in/camillelandau?trk=public_profile_browsemap_browse-map_connect-button" aria-label="Connect with Camille Landau" class="relative -top-0.5 btn-sm btn-secondary inline-flex items-center ml-[52px]" data-tracking-client-ingraph data-tracking-control-name="public_profile_browsemap_browse-map_connect-button" data-tracking-will-navigate> <icon class="w-2 h-2 align-middle mr-1" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/82mk0tliwd4tdyyne68xrnb2a"></icon> Connect </a> </li> <li>  <a href="https://www.linkedin.com/in/paolo-messina?trk=public_profile_browsemap-profile" target="_self" data-impression-id="public_profile_browsemap-4" data-tracking-control-name="public_profile_browsemap-profile" data-tracking-will-navigate class="base-card relative w-full hover:no-underline focus:no-underline base-card--link base-aside-card flex my-1.5 base-aside-card--link">   <div class="bg-clip-content bg-contain border-2 border-color-container-neutral-border border-solid box-border h-[56px] rounded-[49.9%] shrink-0 w-[56px] " data-delayed-url="https://media.licdn.com/dms/image/v2/C5603AQHOW02cDe9j5w/profile-displayphoto-shrink_200_200/profile-displayphoto-shrink_200_200/0/1516240148287?e=2147483647&v=beta&t=17y9HD5UvDcySLNHh1BgmVWw7tezaiMf148E1sbzMpw" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/9c8pery4andzj6ohjkjp54ma2" data-delayed-background data-impression-id="public_profile_browsemap-4"></div> <div class="base-aside-card__info self-center pl-0.5 flex flex-col flex-1"> <h3 class="base-aside-card__title font-sans text-md font-bold text-color-text relative"> Paolo Messina, PhD, MBA  </h3>    <div class="base-aside-card__metadata font-sans text-sm leading-open font-regular text-color-text-low-emphasis mt-0.5"> San Francisco Bay Area </div>  </div>  </a> <a href="https://www.linkedin.com/in/paolo-messina?trk=public_profile_browsemap_browse-map_connect-button" aria-label="Connect with Paolo Messina, PhD, MBA" class="relative -top-0.5 btn-sm btn-secondary inline-flex items-center ml-[52px]" data-tracking-client-ingraph data-tracking-control-name="public_profile_browsemap_browse-map_connect-button" data-tracking-will-navigate> <icon class="w-2 h-2 align-middle mr-1" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/82mk0tliwd4tdyyne68xrnb2a"></icon> Connect </a> </li> <li>  <a href="https://www.linkedin.com/in/dawngartin?trk=public_profile_browsemap-profile" target="_self" data-impression-id="public_profile_browsemap-5" data-tracking-control-name="public_profile_browsemap-profile" data-tracking-will-navigate class="base-card relative w-full hover:no-underline focus:no-underline base-card--link base-aside-card flex my-1.5 base-aside-card--link">   <div class="bg-clip-content bg-contain border-2 border-color-container-neutral-border border-solid box-border h-[56px] rounded-[49.9%] shrink-0 w-[56px] " data-delayed-url="https://media.licdn.com/dms/image/v2/C5603AQHEm_Wtm3cGgw/profile-displayphoto-shrink_400_400/profile-displayphoto-shrink_400_400/0/1660766320431?e=2147483647&v=beta&t=qBG-yejRV6d522n_KkYhequCu_FijDb-SsecD2Sh87E" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/9c8pery4andzj6ohjkjp54ma2" data-delayed-background data-impression-id="public_profile_browsemap-5"></div> <div class="base-aside-card__info self-center pl-0.5 flex flex-col flex-1"> <h3 class="base-aside-card__title font-sans text-md font-bold text-color-text relative"> Dawn Gartin  </h3>    <div class="base-aside-card__metadata font-sans text-sm leading-open font-regular text-color-text-low-emphasis mt-0.5"> Atlanta Metropolitan Area </div>  </div>  </a> <a href="https://www.linkedin.com/in/dawngartin?trk=public_profile_browsemap_browse-map_connect-button" aria-label="Connect with Dawn Gartin" class="relative -top-0.5 btn-sm btn-secondary inline-flex items-center ml-[52px]" data-tracking-client-ingraph data-tracking-control-name="public_profile_browsemap_browse-map_connect-button" data-tracking-will-navigate> <icon class="w-2 h-2 align-middle mr-1" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/82mk0tliwd4tdyyne68xrnb2a"></icon> Connect </a> </li> <li>  <a href="https://www.linkedin.com/in/lisa-teves-30b8b713?trk=public_profile_browsemap-profile" target="_self" data-impression-id="public_profile_browsemap-6" data-tracking-control-name="public_profile_browsemap-profile" data-tracking-will-navigate class="base-card relative w-full hover:no-underline focus:no-underline base-card--link base-aside-card flex my-1.5 base-aside-card--link">   <div class="bg-clip-content bg-contain border-2 border-color-container-neutral-border border-solid box-border h-[56px] rounded-[49.9%] shrink-0 w-[56px] " data-delayed-url="https://media.licdn.com/dms/image/v2/C4E03AQEp7C6jDON1xA/profile-displayphoto-shrink_400_400/profile-displayphoto-shrink_400_400/0/1540217486516?e=2147483647&v=beta&t=TMyyIfgme5o3Tae_1vha3SvlcPZ6JCLeZCMZIfi9_oA" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/9c8pery4andzj6ohjkjp54ma2" data-delayed-background data-impression-id="public_profile_browsemap-6"></div> <div class="base-aside-card__info self-center pl-0.5 flex flex-col flex-1"> <h3 class="base-aside-card__title font-sans text-md font-bold text-color-text relative"> Lisa Teves  </h3> <p class="base-aside-card__subtitle font-sans text-sm text-color-text leading-open mt-0.5 break-words line-clamp-2"> Sr. Product Marketing Manager at Appfire | Launching new apps | Driving Product Growth </p>   <div class="base-aside-card__metadata font-sans text-sm leading-open font-regular text-color-text-low-emphasis mt-0.5"> Atlanta, GA </div>  </div>  </a> <a 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Experts add insights directly into each article, started with the help of AI. </p> <a href="https://www.linkedin.com/pulse/topics/home/" class="content-hub-cta__btn btn-md btn-secondary-emphasis text-md font-bold mt-1 block box-border" data-tracking-control-name="public_profile_content-hub-cta" data-tracking-will-navigate> Explore More </a> </section> </div> </section> <section class="aside-section-container mb-4 samename" data-nosnippet="true"> <h2 class="aside-section-container__title section-title"> Others named <strong>Al Dea</strong> </h2>  <div class="aside-section-container__content break-words"> <ul class="show-more-less__list show-more-less__list--no-hidden-elems aside-profiles-list" data-impression-id="public_profile_samename_show-more-less"> <li>  <a href="https://www.linkedin.com/in/albert-dea-a7678a4a?trk=public_profile_samename-profile" target="_self" data-impression-id="public_profile_samename-0" data-tracking-control-name="public_profile_samename-profile" data-tracking-will-navigate class="base-card relative w-full hover:no-underline focus:no-underline base-card--link base-aside-card flex my-1.5 base-aside-card--link">   <div class="bg-clip-content bg-contain border-2 border-color-container-neutral-border border-solid box-border h-[56px] rounded-[49.9%] shrink-0 w-[56px] " data-delayed-url="https://media.licdn.com/dms/image/v2/C5603AQGzMSn7fTGjPg/profile-displayphoto-shrink_200_200/profile-displayphoto-shrink_200_200/0/1564552411816?e=2147483647&v=beta&t=XRRlB1pkabkWWtg_LRiKheY6eAimlDkYQfweIbVNR3k" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/9c8pery4andzj6ohjkjp54ma2" data-delayed-background data-impression-id="public_profile_samename-0"></div> <div class="base-aside-card__info self-center pl-0.5 flex flex-col flex-1"> <h3 class="base-aside-card__title font-sans text-md font-bold text-color-text relative"> Albert Dea  </h3>    <div class="base-aside-card__metadata font-sans text-sm leading-open font-regular text-color-text-low-emphasis mt-0.5"> Hayward, CA </div>  </div>  </a> </li> <li>  <a href="https://ie.linkedin.com/in/alfred-o-dea-095916265?trk=public_profile_samename-profile" target="_self" data-impression-id="public_profile_samename-1" data-tracking-control-name="public_profile_samename-profile" data-tracking-will-navigate class="base-card relative w-full hover:no-underline focus:no-underline base-card--link base-aside-card flex my-1.5 base-aside-card--link">   <div class="bg-clip-content bg-contain border-2 border-color-container-neutral-border border-solid box-border h-[56px] rounded-[49.9%] shrink-0 w-[56px] " data-delayed-url="https://media.licdn.com/dms/image/v2/D4E03AQGgKjhiWsbRrw/profile-displayphoto-shrink_200_200/profile-displayphoto-shrink_200_200/0/1732560225306?e=2147483647&v=beta&t=RKE_8PxIBxS_1kGTQmQmTbP_vmy_YBfjwgXd6x-XNMQ" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/9c8pery4andzj6ohjkjp54ma2" data-delayed-background data-impression-id="public_profile_samename-1"></div> <div class="base-aside-card__info self-center pl-0.5 flex flex-col flex-1"> <h3 class="base-aside-card__title font-sans text-md font-bold text-color-text relative"> Alfred O Dea  </h3> <p class="base-aside-card__subtitle font-sans text-sm text-color-text leading-open mt-0.5 break-words line-clamp-2"> Attending Dublin City University </p>   <div class="base-aside-card__metadata font-sans text-sm leading-open font-regular text-color-text-low-emphasis mt-0.5"> Dublin </div>  </div>  </a> </li> <li>  <a href="https://www.linkedin.com/in/albert-dea-caliman-6b8b2330?trk=public_profile_samename-profile" target="_self" data-impression-id="public_profile_samename-2" data-tracking-control-name="public_profile_samename-profile" data-tracking-will-navigate class="base-card relative w-full hover:no-underline focus:no-underline base-card--link base-aside-card flex my-1.5 base-aside-card--link">   <div class="bg-clip-content bg-contain border-2 border-color-container-neutral-border border-solid box-border h-[56px] rounded-[49.9%] shrink-0 w-[56px] bg-color-entity-ghost-background" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/9c8pery4andzj6ohjkjp54ma2" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/9c8pery4andzj6ohjkjp54ma2" data-delayed-background data-impression-id="public_profile_samename-2"></div> <div class="base-aside-card__info self-center pl-0.5 flex flex-col flex-1"> <h3 class="base-aside-card__title font-sans text-md font-bold text-color-text relative"> Albert Dea. Caliman  </h3> <p class="base-aside-card__subtitle font-sans text-sm text-color-text leading-open mt-0.5 break-words line-clamp-2"> -- </p>   <div class="base-aside-card__metadata font-sans text-sm leading-open font-regular text-color-text-low-emphasis mt-0.5"> United States </div>  </div>  </a> </li> </ul> <p class="font-sans text-base leading-open my-2 mx-0 text-color-text-low-emphasis" id="samename__others-named"> 3 others named Al Dea are on LinkedIn </p> <a class="samename__see-all btn-md btn-secondary-emphasis inline-block babybear:w-full" aria-describedby="samename__others-named" href="https://www.linkedin.com/pub/dir/Al/Dea?trk=public_profile_samename-see-all" data-tracking-control-name="public_profile_samename-see-all" data-tracking-will-navigate> See others named <strong>Al Dea</strong> </a> </div> </section>   </section> </main>  <footer class="li-footer bg-transparent w-full "> <ul class="li-footer__list flex flex-wrap flex-row items-start justify-start w-full h-auto 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data-delayed-url="https://media.licdn.com/dms/image/v2/D5603AQE_njPDMCP_bw/profile-displayphoto-shrink_200_200/profile-displayphoto-shrink_200_200/0/1714500532018?e=2147483647&v=beta&t=y0IgNgMdrVtuoHWBxUGRd0p7FWU2TyjoQWSc0Iywwww" data-ghost-classes="bg-color-entity-ghost-background" data-ghost-url="https://static.licdn.com/aero-v1/sc/h/9c8pery4andzj6ohjkjp54ma2" alt> <h2 class="contextual-sign-in-modal__context-screen-title font-sans text-xl text-color-text my-2 mx-4 text-center" id="base-contextual-sign-in-modal-modal-header"> View Al’s full profile </h2>  <div class="contextual-sign-in-modal__btn-container m-auto w-[320px] babybear:w-full">  <div class="w-full max-w-[400px] mx-auto"> <div class="google-auth-button">  <div class="google-auth-button__placeholder mx-auto " data-theme="filled_blue" data-logo-alignment="center" data-locale="en_US" role="button" aria-label="Continue with google"></div>  </div> </div> <div class="sign-in-modal" data-impression-id="public_profile_contextual-sign-in-modal_sign-in-modal"> <button class="sign-in-modal__outlet-btn cursor-pointer btn-md btn-primary btn-secondary" data-tracking-client-ingraph data-tracking-control-name="public_profile_contextual-sign-in-modal_sign-in-modal_outlet-button" data-modal="base-sign-in-modal">  Sign in </button> <div class>  <div id="base-sign-in-modal" class="modal modal--sign-in" data-outlet="base-sign-in-modal">  <div class="modal__overlay flex items-center bg-color-background-scrim justify-center fixed bottom-0 left-0 right-0 top-0 opacity-0 invisible pointer-events-none z-[1000] transition-[opacity] ease-[cubic-bezier(0.25,0.1,0.25,1.0)] duration-[0.17s] py-4 " aria-hidden="true"> <section aria-modal="true" role="dialog" aria-labelledby="base-sign-in-modal-modal-header" tabindex="-1" class="max-h-full modal__wrapper overflow-auto p-0 bg-color-surface max-w-[1128px] min-h-[160px] relative scale-[0.25] shadow-sm shadow-color-border-faint transition-[transform] ease-[cubic-bezier(0.25,0.1,0.25,1.0)] duration-[0.33s] focus:outline-0 w-[1128px] mamabear:w-[744px] babybear:w-[360px] rounded-md"> <button class="modal__dismiss btn-tertiary h-[40px] w-[40px] p-0 rounded-full indent-0 sign-in-modal__dismiss absolute right-0 cursor-pointer m-[20px]" aria-label="Dismiss" data-tracking-control-name="public_profile_contextual-sign-in-modal_sign-in-modal_dismiss"> <icon class="sign-in-modal__dismiss-icon" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/gs508lg3t2o81tq7pmcgn6m2"></icon> </button> <div class="modal__main w-full"> <div class="sign-in-modal__screen flex flex-col py-4 w-[513px] babybear:w-full px-3"> <h2 class="sign-in-modal__header font-sans text-display-md text-color-text "> Welcome back </h2> <code id="i18n_sign_in_form_show_text" style="display: none"></code> <code id="i18n_sign_in_form_show_label" style="display: none"></code> <code id="i18n_sign_in_form_hide_text" style="display: none"></code> <code id="i18n_sign_in_form_hide_label" style="display: none"></code> <code id="i18n_username_error_empty" style="display: none"></code> <code id="i18n_username_error_too_long" style="display: none"></code> <code id="i18n_username_error_too_short" style="display: none"></code> <code id="i18n_password_error_empty" style="display: none"></code> <code id="i18n_password_error_too_short" style="display: none"></code> <code id="i18n_password_error_too_long" style="display: none"></code>  <form data-id="sign-in-form" action="https://www.linkedin.com/uas/login-submit" method="post" novalidate class="mt-1.5 mb-2"> <input name="loginCsrfParam" value="3bb4e422-537a-457e-87af-7d8a4cb921bb" type="hidden"> <div class="flex flex-col"> <div class="mt-1.5" data-js-module-id="guest-input"> <div class="flex flex-col"> <label class="input-label mb-1" for="base-sign-in-modal_session_key"> Email or phone </label> <div class="text-input flex"> <input class="text-color-text font-sans text-md outline-0 bg-color-transparent w-full" autocomplete="username" id="base-sign-in-modal_session_key" name="session_key" required data-tracking-control-name="public_profile_contextual-sign-in-modal_sign-in-modal_sign-in-session-key" data-tracking-client-ingraph type="text"> </div> </div> <p class="input-helper mt-1.5" for="base-sign-in-modal_session_key" role="alert" data-js-module-id="guest-input__message"></p> </div> <div class="mt-1.5" data-js-module-id="guest-input"> <div class="flex flex-col"> <label class="input-label mb-1" for="base-sign-in-modal_session_password"> Password </label> <div class="text-input flex"> <input class="text-color-text font-sans text-md outline-0 bg-color-transparent w-full" autocomplete="current-password" id="base-sign-in-modal_session_password" name="session_password" required data-tracking-control-name="public_profile_contextual-sign-in-modal_sign-in-modal_sign-in-password" data-tracking-client-ingraph type="password"> <button aria-live="assertive" aria-relevant="text" data-id="sign-in-form__password-visibility-toggle" class="font-sans text-md font-bold text-color-action z-10 ml-[12px] hover:cursor-pointer" aria-label="Show your LinkedIn password" data-tracking-control-name="public_profile_contextual-sign-in-modal_sign-in-modal_sign-in-password-visibility-toggle-btn" type="button">Show</button> </div> </div> <p class="input-helper mt-1.5" for="base-sign-in-modal_session_password" role="alert" data-js-module-id="guest-input__message"></p> </div> <input name="session_redirect" value="https://www.linkedin.com/in/itsaldea" type="hidden">  </div> <div data-id="sign-in-form__footer" class="flex justify-between sign-in-form__footer--full-width"> <a data-id="sign-in-form__forgot-password" class="font-sans text-md font-bold link leading-regular sign-in-form__forgot-password--full-width" href="https://www.linkedin.com/uas/request-password-reset?trk=public_profile_contextual-sign-in-modal_sign-in-modal_forgot_password" data-tracking-control-name="public_profile_contextual-sign-in-modal_sign-in-modal_forgot_password" data-tracking-will-navigate>Forgot password?</a>  <input name="trk" value="public_profile_contextual-sign-in-modal_sign-in-modal_sign-in-submit" type="hidden"> <button class="btn-md btn-primary flex-shrink-0 cursor-pointer sign-in-form__submit-btn--full-width" data-id="sign-in-form__submit-btn" data-tracking-control-name="public_profile_contextual-sign-in-modal_sign-in-modal_sign-in-submit-btn" data-tracking-client-ingraph data-tracking-litms type="submit"> Sign in </button> </div> <div class="sign-in-form__divider left-right-divider pt-2 pb-3"> <p class="sign-in-form__divider-text font-sans text-sm text-color-text px-2"> or </p> </div> </form> <div class="w-full max-w-[400px] mx-auto"> <div class="google-auth-button" data-tracking-control-name="public_profile_contextual-sign-in-modal_sign-in-modal_google-auth-button" data-tracking-client-ingraph> <p class="linkedin-tc__text text-color-text-low-emphasis text-xs pb-2" data-impression-id="public_profile_contextual-sign-in-modal_sign-in-modal__button-skip-tc-text"> By clicking Continue to join or sign in, you agree to LinkedIn’s <a href="/legal/user-agreement?trk=public_profile_contextual-sign-in-modal_sign-in-modal_auth-button_user-agreement" target="_blank" data-tracking-control-name="public_profile_contextual-sign-in-modal_sign-in-modal_auth-button_user-agreement" data-tracking-will-navigate="true">User Agreement</a>, <a href="/legal/privacy-policy?trk=public_profile_contextual-sign-in-modal_sign-in-modal_auth-button_privacy-policy" target="_blank" data-tracking-control-name="public_profile_contextual-sign-in-modal_sign-in-modal_auth-button_privacy-policy" data-tracking-will-navigate="true">Privacy Policy</a>, and <a href="/legal/cookie-policy?trk=public_profile_contextual-sign-in-modal_sign-in-modal_auth-button_cookie-policy" target="_blank" data-tracking-control-name="public_profile_contextual-sign-in-modal_sign-in-modal_auth-button_cookie-policy" data-tracking-will-navigate="true">Cookie Policy</a>. </p> <div class="google-auth-button__placeholder mx-auto google-auth-button__placeholder--black-border" data-theme="outline" data-logo-alignment="center" data-locale="en_US" role="button" aria-label="Continue with google" data-safe-to-skip-tnc-redirect></div>  </div> </div>  <p class="sign-in-modal__join-now m-auto font-sans text-md text-color-text mt-2"> New to LinkedIn? <a href="https://www.linkedin.com/signup/public-profile-join?vieweeVanityName=itsaldea&trk=public_profile_contextual-sign-in-modal_sign-in-modal_join-link" data-tracking-control-name="public_profile_contextual-sign-in-modal_sign-in-modal_join-link" data-tracking-will-navigate="true" class="sign-in-modal__join-link">Join now</a> </p> </div> </div>  </section> </div> </div> </div> </div> <div class="contextual-sign-in-modal__divider left-right-divider"> <p class="contextual-sign-in-modal__divider-text font-sans text-sm text-color-text px-2"> or </p> </div> </div> <p class="contextual-sign-in-modal__join-now m-auto font-sans text-md text-color-text my-1"> New to LinkedIn? <a href="https://www.linkedin.com/signup/public-profile-join?vieweeVanityName=itsaldea&trk=public_profile_contextual-sign-in-modal_join-link" data-tracking-control-name="public_profile_contextual-sign-in-modal_join-link" data-tracking-will-navigate="true" class="contextual-sign-in-modal__join-link">Join now</a> </p> <p class="linkedin-tc__text text-color-text-low-emphasis text-xs pb-2 contextual-sign-in-modal__terms-and-conditions m-auto w-[320px] pt-2 babybear:w-full" data-impression-id="linkedin-tc__button-skip-tc-text"> By clicking Continue to join or sign in, you agree to LinkedIn’s <a href="/legal/user-agreement?trk=linkedin-tc_auth-button_user-agreement" target="_blank" data-tracking-control-name="linkedin-tc_auth-button_user-agreement" data-tracking-will-navigate="true">User Agreement</a>, <a href="/legal/privacy-policy?trk=linkedin-tc_auth-button_privacy-policy" target="_blank" data-tracking-control-name="linkedin-tc_auth-button_privacy-policy" data-tracking-will-navigate="true">Privacy Policy</a>, and <a href="/legal/cookie-policy?trk=linkedin-tc_auth-button_cookie-policy" target="_blank" data-tracking-control-name="linkedin-tc_auth-button_cookie-policy" data-tracking-will-navigate="true">Cookie Policy</a>. </p> </div> </div>  </section> </div> </div> </div> </div> <div class="cta-modal overflow-hidden container-raised z-10 fixed bottom-3 right-3 min-h-[56px] p-2 babybear:hidden windows-app-upsell windows-app-upsell--msft flex flex-col p-2 w-[359px] !bg-[#F1F8FA] opacity-90 backdrop-blur-[2px] z-1" data-impression-id="public_profile_windows-app-upsell_cta-modal" role="dialog" aria-labelledby="cta-modal-header" aria-describedby="cta-modal-subheader"> <div class="windows-app-upsell__linkedin-title-container pt-[6px] mb-1.5 flex align-center"> <icon class="windows-app-upsell__linkedin-bug-icon block w-[21px] h-[21px]" data-svg-class-name="windows-app-upsell__linkedin-bug-icon-svg w-[21px] h-[21px]" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/euqjj7tf5wvr33frd3x1jj9s"></icon> <p class="windows-app-upsell__linkedin-title uppercase text-xs text-color-text-secondary leading-[21px] ml-1"> LinkedIn </p> </div> <p class="windows-app-upsell__title font-sans text-md text-color-text-accent-4-hover font-semibold leading-regular mb-1"> LinkedIn is better on the app </p> <p class="windows-app-upsell__body font-sans text-sm text-color-text-secondary leading-regular"> Don’t have the app? Get it in the Microsoft Store. </p> <a class="windows-app-upsell__cta btn-sm btn-secondary-emphasis mt-2 mb-[6px] w-fit" href="ms-windows-store://pdp/?ProductId=9WZDNCRFJ4Q7&mode=mini&cid=guest_desktop_upsell" data-tracking-client-ingraph data-tracking-control-name="public_profile_windows-app-upsell_cta" data-tracking-will-navigate> Open the app </a> <button class="cta-modal__dismiss-btn absolute h-4 w-4 p-1 top-2 right-2 hover:cursor-pointer focus:outline focus:outline-2 focus:outline-color-action" data-tracking-control-name="public_profile_windows-app-upsell_dismiss" aria-label="Dismiss"> <icon class="cta-modal__dismiss-icon block h-2 w-2 onload" data-delayed-url="https://static.licdn.com/aero-v1/sc/h/adzjokfylbe8pvjr9h8iv96mw"></icon> </button> </div> </div> <code id="disableOneTapOnInitIfCsm" style="display: none"></code>  <code id="enableFingerprintingJS" style="display: none"></code> <code id="fingerprintingUrlPath" style="display: none"></code> <code id="fingerprintingWaitTime" style="display: none"></code> <script src="https://static.licdn.com/aero-v1/sc/h/5c81icanok4a9if4xo1qkuq7c" async></script>  <script src="https://static.licdn.com/aero-v1/sc/h/b42mogpzwnwuzsp3ikwd8bza0" async defer></script>   </body> </html>

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Al Dea - Founder - The Edge of Work | LinkedIn