Cultivating Professional Curiosity

How a "side project" helped fast-track my promotion at Amazon in 2016: I built an internal newsletter about "A/B testing case studies" that grew to 1000+ subscribers (including VPs) while working as a data scientist. Here's the crazy part - no one asked me to do it. Why did I do it? - Every team was running similar A/B tests, making the same mistakes, and nobody was sharing learnings - We were sitting on a goldmine of data from hundreds of experiments - Teams were literally reinventing the wheel because they couldn't see what others were testing. I saw the pain point the teams were facing. I knew this project would help teams learn fast and save them hours of research. Although it was not a typical data science project, it was a high-impact project. However, I had other priorities, so this became my passion project, which I still took seriously. I spent my weekends learning how to write well. I took writing courses. I obsessed over every word. My first newsletter took 3 weeks to write. The result? - Directors and VPs became subscribers - I built massive influence without a senior title - I got the "Learn and be curious" award at my organization This became one of the most important projects for my promotion. The lesson: The most powerful career moves aren't about solving the hardest technical problems - they're about solving the invisible ones right in front of us. --------- If you struggle with creating more impact and reaching the next level, I'm selecting 20 experienced data scientists ready to transform into high-impact tech leads in Jan 2025. This isn't another course about algorithms. It's the exact career playbook I developed over 7 years at Amazon, now helping dozens of data scientists: ✅ Lead data science & ML initiatives and create more business impact ✅ Turn stakeholders into advocates who champion your vision ✅ Position yourself as an expert and get the promotion you deserve Learn more and sign up here: https://lnkd.in/eKr_MFud

I asked the smartest people I know about AI... I’ve been reading everything I can get my hands on. Talking to AI founders, skeptics, operators, and dreamers. And having some very real conversations with people who’ve looked me in the eye and said: “This isn’t just a tool shift. It’s a leadership reckoning.” Oh boy. Another one eh? Alright. I get it. My job isn’t just to understand disruption. It’s to humanize it. Translate it. And make sure my teams are ready to grow through it and not get left behind. So I asked one of my most fav CEOs, turned investor - a sharp, no-BS mentor what he would do if he were running a company today. He didn’t flinch. He gave me a crisp, practical, people-centered roadmap. “Here’s how I’d lead AI transformation. Not someday. Now.” I’ve taken his words, built on them, and I’m sharing my approach here, not as a finished product, but as a living, evolving plan I’m adopting and sharing openly to refine with others. This plan I believe builds capability, confidence, and real business value: 1A. Educate the Top. Relentlessly. Every senior leader must go through an intensive AI bootcamp. No one gets to opt out. We can’t lead what we don’t understand. 1B. Catalog the problems worth solving. While leaders are learning, our best thinkers start documenting real challenges across the business. No shiny object chasing, just a working list of problems we need better answers for. 2. Find the right use cases. Map AI tools to real problems. Look for ways to increase efficiency, unlock growth, or reduce cost. And most importantly: communicate with optimism. AI isn’t replacing people, it’s teammate technology. Say that. Show that. 3. Build an AI Helpdesk. Recruit internal power users and curious learners to be your “AI Coaches.” Not just IT support - change agents. Make it peer-led and momentum-driven. 4. Choose projects with intention. We need quick wins to build energy and belief. But you need bigger bets that push the org forward. Balance short-term sprints with long-term missions. 5. Vet your tools like strategic hires. The AI landscape is noisy. Don’t just chase features. Choose partners who will evolve with you. Look for flexibility, reliability, and strong values alignment. 6. Build the ethics framework early. AI must come with governance. Be transparent. Be intentional. Put people at the center of every decision. 7. Reward experimentation. This is the messy middle. People will break things. Celebrate the ones who try. Make failing forward part of your culture DNA. 8. Scale with purpose. Don’t just track usage. Track value. Where are you saving time? Where is productivity up? Where is human potential being unlocked? This is not another one-and-done checklist. Its my AI compass. Because AI transformation isn’t just about tech adoption. It’s about trust, learning, transparency, and bringing your people with you. Help me make this plan better? What else should I be thinking about?

Too often, I’ve been in a meeting where everyone agreed collaboration was essential—yet when it came to execution, things stalled. Silos persisted, friction rose, and progress felt painfully slow. A recent Harvard Business Review article highlights a frustrating truth: even the best-intentioned leaders struggle to work across functions. Why? Because traditional leadership development focuses on vertical leadership (managing teams) rather than lateral leadership (influencing peers across the business). The best cross-functional leaders operate differently. They don’t just lead their teams—they master LATERAL AGILITY: the ability to move side to side, collaborate effectively, and drive results without authority. The article suggests three strategies on how to do this: (1) Think Enterprise-First. Instead of fighting for their department, top leaders prioritize company-wide success. They ask: “What does the business need from our collaboration?” rather than “How does this benefit my team?” (2) Use "Paradoxical Questions" to Avoid Stalemates. Instead of arguing over priorities, they find a way to win together by asking: “How can we achieve my objective AND help you meet yours?” This shifts the conversation from turf battles to solutions. (3) “Make Purple” Instead of Pushing a Plan. One leader in the article put it best: “I bring red, you bring blue, and together we create purple.” The best collaborators don’t show up with a fully baked plan—they co-create with others to build trust and alignment. In my research, I’ve found that curiosity is so helpful in breaking down silos. Leaders who ask more questions—genuinely, not just performatively—build deeper trust, uncover hidden constraints, and unlock creative solutions. - Instead of assuming resistance, ask: “What constraints are you facing?” - Instead of pushing a plan, ask: “How might we build this together?” - Instead of guarding your function’s priorities, ask: “What’s the bigger picture we’re missing?” Great collaboration isn’t about power—it’s about perspective. And the leaders who master it create workplaces where innovation thrives. Which of these strategies resonates with you most? #collaboration #leadership #learning #skills https://lnkd.in/esC4cfjS

You’re at a networking event. Holding a sweaty plastic cup. Wishing you were home in sweatpants. 🫠 Someone turns to you and says: “So… how was your weekend?” “Busy.” “Cool.” Cue the awkward silence. 🫣 Early in my career, I thought this was just... networking. You make small talk. Exchange business cards. Leave with a lanyard and a vague sense of regret. But small talk never helped me build trust. Or learn anything new. It just filled the air—then vanished. So I started asking better questions. Ones that *actually* sparked connection. Here are 4 questions I now use all the time (and yes, you can steal them): 📌 “What’s something you’re really proud of from the past month?” 📌 “What’s a lesson you’ve learned the hard way in your role?” 📌 “What’s something you’re excited about outside of work?” 📌 “What’s one thing that would make your week 10% better?” Small talk fills silence. But good questions build real relationships. 🙌 ♻️ If this post was helpful, repost it to your network to help others. Follow me Jenny Wood for more content to help you chase what you want, unapologetically.

Building side projects has made me a better developer. 🚀 I've picked up tech and tools that aren't part of my day job. 👉 When I created Agendaful, I learned to build Slack apps from scratch and got hands-on experience with Supabase, Prisma ORM, AWS Lambda, and Serverless. 👉 Feature Cue taught me how to craft effective AI prompts and uncover insights from user-generated content. 👉 Working on Resume has introduced me to Twilio's API and legal compliance for SMS campaigns. Plus, I've explored new AI tools like Cursor and v0. At your day job, adopting new tech means meetings, approvals, and roadmap delays. With side projects, you're in charge. No waiting, just learning and creating. If you're sitting on a fun, helpful app idea, start today. You’ll gain skills, make new connections, and open doors you didn't even know existed. I’d love to hear what you’re building. Share your latest side project below.

Get curious! Last staff meeting I gave my team at Duke Innovation and Entrepreneurship an assignment--explore how generative #ai tools can increase our #productivity. Everyone presented their best use case. Here's what we learned... 🤖It's not perfect. Don't expect to turn 100% of a task over to (the current version) of ChatGPT; you still need to apply your knowledge and cross-check the output (hallucinations do happen). But, don't throw the baby out with the bathwater. There's a lot of efficiency that can be gained, so explore and see where there's value add. 🤖Tools can help you stimulate new ideas and serve as a creative partner. For example one of our team members asked for ideas for the name of a program. There were several suggestions that were obvious or overused but there were also a couple no one on our team had ever thought of and we will certainly consider mixing and matching the ideas in our marketing this year. 🤖Tools can help you get 80% of the way there but you'll need to personalize it. For example, one team member used a generative AI tool to the narrative of a new teaching case study while another draft logo ideas for a new program. Both needed additional work and changes, but taking advantage of getting 80% of the way there will make each of us (and collectively our team) more efficient. 🤖One team member even used ChatGPT as a technical consultant, having it write a script that would connect our Airtable database to another database for real-time data integration. Brilliant. Q: What was the reason I devoted an hour of our team time to this exploration? A: I wanted to replace the fear (or avoidance) of AI with #curiosity. One team member even vocalized their concern about the potential of AI to replace their function, but noted that after playing around with it, they found the tool to be a great complement to the work they are doing. Success 💥 What are you doing to push your teams to be curious learners about using AI to drive organizational potential? https://lnkd.in/g9QPBYxc

“How do I start a conversation on LinkedIn? I hate small talk.” I get this question almost every week. And I get it. You’re not here to chat about the weather. You want career momentum, not some awkward “Hope you’re doing well!” messages that go nowhere. I used to feel the same way. For years, I avoided networking because it felt… fake. Like I had to “perform” to be noticed. So I stayed quiet, came online, liked a couple of posts and "dodged". And missed out on job leads, mentors, and real opportunities. Here’s what I found out ↳You don’t need to be extroverted to be effective. ↳You just need the right words. So I built 5 go-to scripts that helped me (and now hundreds of clients) start real conversations — without small talk, and without sounding desperate. Here’s what actually works: ✅ 1. The “Warm Compliment” “Hi [Name], I really appreciated your recent post on [topic]. It gave me a new perspective. Would love to stay connected.” ↳ Most people aren’t used to being seen. Be specific. Be sincere. Watch the response rate explode. ✅ 2. The “Shared Interest” “Hey [Name], I noticed we both work in [industry] and have similar roles. I’m always looking to connect with others in this space — open to connecting?” ↳ Similar paths = easy conversation starters. It’s not random. It’s relevant. ✅ 3. The “Mutual Contact” “Hi [Name], I saw you’re connected with [person]. I’ve heard great things about your work — would love to connect and learn from your experience.” ↳ This leverages borrowed trust. And trust opens doors faster than any cold pitch. ✅ 4. The “Curious Learner” “Hi [Name], I’m exploring roles in [field] and saw your background — impressive! Would you be open to a quick 10-min coffee chat in the next few weeks?” ↳ Specific ask. Clear intent. Respectful of time. Easy yes. ✅ 5. The “Follow-Up Nudge” “Just following up in case you missed this — still would love to connect whenever timing allows!” ↳ People are busy. Following up isn’t annoying. It’s professional persistence. These aren’t magic words. But they work — because they respect the other person’s attention while giving you a clear, low-anxiety way to reach out. I built these scripts for introverts like me who want to build real relationships without burning out. And now, I use them in my coaching programs to help professionals transition from being stuck to being in demand, without having to guess what to say or how to show up. 👋 Want the full script bundle and a breakdown of how I use them to land job interviews, collabs, and mentor chats? DM me “NETWORK” and I’ll send it your way. And if this post helped you think differently about networking, 👇 Follow me Rudy Malle for more bold, brutally honest career moves you can actually use. #NetworkingTips #CareerStrategy #ClinicalResearchCareers #IntrovertFriendly #JobSearchGameChanger

🎯 The Simple 2-Word Leadership Hack That Transformed My Disney Teams Here's what 20+ years of leadership and coaching Fortune 500 executives taught me: the most powerful leadership tool isn't a framework or policy. It's two words: "What if?" At Disney, I watched a frustrated creative team transform overnight when their leader switched from giving solutions to asking one simple question: "What if we looked at this like our youngest viewers?" The energy shift was electric. ⚡ Here's why "what if" questions create psychological safety that changes everything: 1️⃣ 𝗧𝗵𝗲𝘆 𝗧𝗿𝗮𝗻𝘀𝗳𝗲𝗿 𝗣𝗼𝘄𝗲𝗿 When you ask "What if we approached this from the customer's view?" instead of dictating solutions, you're telling your team: "Your insights matter more than my experience." I've seen the most guarded teams light up when given this permission to co-create. 2️⃣ 𝗧𝗵𝗲𝘆 𝗠𝗮𝗸𝗲 𝗙𝗮𝗶𝗹𝘂𝗿𝗲 𝗦𝗮𝗳𝗲 "What if this project doesn't work as planned?" opens a completely different conversation than "This project must succeed." One creates fear. The other creates innovation. 3️⃣ 𝗧𝗵𝗲𝘆 𝗠𝗼𝗱𝗲𝗹 𝗥𝗲𝗮𝗹 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 Nothing builds trust faster than a leader who chooses curiosity over certainty. "What if I'm missing something important here?" shows your team that even you have blind spots. This isn't weakness. It's Authentic Leadership. 🎯 Try these power-shift questions in your next meeting: • "What if we had unlimited resources?" • "What if our biggest competitor solved this first?" • "What if we're measuring the wrong things?" • "What if our newest team member has the answer?" The safest, most innovative cultures aren't built through grand policies about "speaking up." They're built in small moments where curiosity becomes the default language. 💡 Your challenge: Replace one statement with a "what if" question in your next conversation. Watch what happens. ⬇️ Share your insights below And if your team needs help building a question-driven culture, let's talk. 😀

Forget charisma or being a great listener. Real leadership is about asking uncomfortable questions with psychological safety. ➡️ Some leaders dominate every conversation, always “on,” always making sure everyone hears their expertise? It’s impressive… at first. But the impact fades. Because the rooms they lead get quieter. Innovation slows down. Teams disengage. ➡️ Many have seen the opposite, too (like I used to be): The “active listener” who nods, reflects, and never rocks the boat. It’s disarming, makes people feel safe, but rarely shifts the room forward. ✅ The most respected leaders aren’t just great talkers or great listeners. They’re conversation architects. They elevate everyone by asking questions that force people to think bigger, see sharper, and step up. 👉🏼 Here's some examples: Trying to impress: “Let me tell you what I think we should do.” Just listening: “I hear everyone’s point of view.” Elevating with a great question: “What are we not seeing here that could break our plan?” 👉🏼 Here are a few examples of leadership-elevating questions that elevate conversations: ✔️“What’s the real risk if we do nothing?” ✔️“What’s one thing we should challenge about our current thinking?” ✔️“Which perspective haven’t we considered yet?” ✔️“Where’s the hidden friction nobody’s talking about?” ✔️“If failure wasn’t an option, what bold move would we make right now?” ✔️“What's your real concern here?” 👉🏼 The room always rises (or falls) to the level of its questions. Anyone can talk. Smart leaders listen. But the rarest and most valuable skill is elevating the entire room with questions that reveal, disrupt, and build. 👇 What’s a question that changed the direction of your team, your project, or even your career? Let’s crowdsource the questions that move mountains. #Leadership #Communication #QuestionsThatMatter #HR #TechLeaders #HealthcareLeadership #EmployeeExperience #ERGLeaders #LDEngagement #TeamCulture #Innovation #ManagerMindset #WorkplaceWisdom #CultureShift #ChangeMakers

The best leaders don't have all the answers. They ask the most questions. Asking questions is seen as a sign of weakness. Let's change that. When you make your team feel safe to be vulnerable, ask "silly" questions, and not know something… That’s when growth happens. Here’s how I build psychological safety in my teams: 1. Establish a no-blame culture 2. Reward growth over perfection 3. Create mentorship opportunities 4. Celebrate learning from mistakes 5. Provide anonymous feedback channels 6. Share my own missteps openly 7. Recognise calculated risk-taking 8. Encourage constant dialogue 9. Give regular, constructive feedback As leaders, we must create environments where questions are celebrated, not criticised. It isn’t stupid to ask for help. It’s smart. When I see someone asking questions, I don't see ignorance. I see: ✅ Curiosity ✅ Growth mindset ✅ Desire to learn ✅ Intelligence The next time someone on your team asks a question, celebrate it. They're not showing weakness - they're showing ambition. How do you handle questions in your workplace?