Qualities of Successful Professionals

Being easy to work with is the most undervalued career skill. You will get better performance reviews, raises, and promotions. It's a strategic advantage. Studies show that managers are more likely to promote employees they enjoy working with. Imagine this: You're the manager and you've got two employees up for a big promotion. Both are incredibly skilled and have delivered amazing results. But there's a catch - one of them is an absolute joy to work with while the other is a bit of a pain. Who would you promote? If you're like most managers, you'd likely go with the person who makes your life easier. So, what does it mean to be easy to work with? It means being a team player, communicating effectively, being reliable, and having a positive attitude. Effective communication is also crucial in being easy to work with. You need to be able to clearly express your ideas and listen actively to others. You should be approachable, open to feedback, and willing to provide feedback in a constructive way. Being reliable means that you follow through on your commitments and meet deadlines. You're someone that others can count on, and they know that you'll get the job done. Having a positive attitude is essential. No one wants to work with someone who's constantly negative, complaining, or bringing everyone down. When you have a positive attitude, you're more enjoyable to be around, and you create a positive work environment. People want to work with someone who's enthusiastic, motivated, and supportive. When managers and coworkers are easy to work with, it also creates a positive and productive work environment, that benefits everyone. People like working with people they get along with. It makes everyone happier at work. Happy Employees = Productive Employees It's a win-win.

Look beyond someone’s resume. Stop getting caught up in years of experience, fancy degrees, and big company names. The most valuable people I've worked with had something far more important: 💡 They knew how to get things done. Experience matters, but the right mindset is transformative. I've coached over 300 professionals.  Here's what actually separates the top 1% from everyone else: ↳ Initiative is rare and valuable. The people who dive in without being asked are worth their weight in gold. ↳ Adaptability beats expertise when conditions change (and they always do). Those who can pivot quickly keep projects moving forward. ↳ Critical thinking can't be taught from a textbook. People who question assumptions and offer solutions rather than just problems are essential. ↳ Team-first attitudes create environments where everyone wins. Those who elevate others around them multiply your organization's capabilities. ↳ Ownership of mistakes shows maturity and integrity. The fastest learners are those who can admit when they're wrong. ↳ Positive energy is contagious. One person with the right attitude can transform an entire team's culture. When you find people with these qualities, your team doesn't just perform better - it inspires everyone to level up. What qualities would you add to this list? What are the traits that stand out most in your best teammates? —— Share ♻️ if this resonates. And follow me for more posts like this.

11 traits that set top performers apart, And how you can master them too: 1) Act First ↳Most people: Wait for instructions or permission ↳Top performers: Anticipate needs and move first ↳How: "I went ahead and drafted a version we can review" 2) Work Smart ↳Most people: Stay busy, doing things the long or wrong way ↳Top performers: Focus on doing things the best way, not just the first way ↳How: "Is this the best way to do this? Or can we rethink it?" 3) Own Results ↳Most people: Point fingers when things go wrong ↳Top performers: Take responsibility and focus on solutions ↳How: "That didn't land like I hoped - here's how I'll fix it" 4) Say No ↳Most people: Say yes to everything, fearing conflict ↳Top performers: Protect priorities by saying no when needed ↳How: "I'm at capacity right now - can we revisit this later?" 5) Early Feedback ↳Most people: Avoid feedback until it's too late ↳Top performers: Ask for it early and apply it quickly ↳How: "Anything I can improve on this before I continue?" 6) Lift Others ↳Most people: Focus only on personal wins ↳Top performers: Share knowledge, build trust, and elevate the team ↳How: "Here's a shortcut I learned - thought it might help you too" 7) Limit Responses ↳Most people: Reply instantly and mistake activity for productivity ↳Top performers: Protect focus and respond intentionally ↳How: "I'll review this and get back to you by 3 p.m." 8) Avoid Drama ↳Most people: Get pulled into gossip and emotional noise ↳Top performers: Stay above it, focusing on outcomes ↳How: "I'm not sure I have enough context - I'll stay out of this" 9) Take Risks ↳Most people: Stay safe to avoid judgment or failure ↳Top performers: Push into discomfort and learn quickly ↳How: "I've never done this before, but I'm open to trying" 10) Stay Balanced ↳Most people: Push until depleted, equating effort with results ↳Top performers: Prioritize recovery for long-term performance ↳How: "I'm going to sign off early tonight to stay sharp tomorrow" 11) Reflect Often ↳Most people: Move task to task without learning ↳Top performers: Pause to extract lessons from wins and failures ↳How: "What worked? What would I do differently next time?" Top performers work differently. Not by magic. Not by putting in 100-hour weeks. But by making smarter moves every day. Which of these are you currently working on? --- ♻️ Repost to help someone in your network reach their full potential. And follow me George Stern for more professional growth content.

I've interviewed >30k candidates. These are the 5 rarest + most impactful positive traits I've seen (the kind that lead to hires!) 1️⃣ Comfortable --> Authentic - Most candidates are in "performance mode" - The rare few are relaxed and conversational - Relaxed candidates readily admit mistakes or weaknesses - They ask questions or for clarification, and pause to think - And they follow the interviewers conversation rather than forcing talking points or rehearsed parts 2️⃣ Not eager, while interested - Too eager reads as salesy or inauthentic (see above) - But zero interest says "impress me" (ew) - The best candidates want to learn more, but aren't "trying to force it" - These candidates also ask tougher + thoughtful questions 3️⃣ Positive + Good Frame of Mind - So many candidates vent in interviews - Interviews are not therapy sessions, but some treat them that way - Stay positive, don't denigrate others or your previous company 4️⃣ Researched - Read everything you can about the company - Ask LLMs to give you more info / prep for the convo - Learn about all the people you'll be interviewing with - Public company? Read their earnings reports, etc. - 95% of candidates don't do this 5️⃣ Desire to Do What's Impactful - Some candidates lead with what they will take (benefits, time off, etc)  - Many focus on the tech / tools they want to work with or on - Others desire to make money and career climb - The rarest lead with a desire to make an impact on the business <<< The broader picture: the best candidates aren't "trying to get the job." The best candidates are working WITH the hiring manager and team to figure out if they are a good pairing, and are willing to share information that might be self-disqualifying. It may seem counterintuitive, but this orientation is MORE likely to lead to a hire than to torpedo a hiring process - so long as there's an actual match!

The #1 skill that got you promoted? It’s probably the same skill keeping you out of the C-suite. You got here because you’re the one who jumps into every problem, digs into the details, and gets it done. That’s what put you on the map. But now? That approach might just be what’s holding you back. Because the C-suite isn’t looking for fixers—it’s looking for discerners. Here’s what discernment brings that the “fix-it” mentality can’t: 1. The Power of Strategic Silence Fixers speak up in every meeting, adding input to every discussion. Discerners? They speak when it counts. Timing is everything at this level, and a well-placed comment can shift a strategy or rally a team more than a constant stream of advice. 2. Confidence to Delegate Jumping in to solve everything sends a message: “I don’t trust you to handle it.” Discerners know when to step back and let the team own it. They empower people to grow, build confidence, and learn. That’s true influence. 3. The Big Picture Perspective Being hands-on got you this far, but it’s also kept you close to the ground. Discernment lets you zoom out and see the broader impact, balancing short-term fixes with the long-term goals that shape a company’s future. 4. Steady Leadership Under Pressure The higher you go, the bigger the challenges. Discerners know when to act and when to hold back. Sometimes, the best move is watching things unfold to get clarity before taking action. It’s how you stay calm, steady, and focused when everything else is chaos. So, if being the “fixer” has helped you rise, now it’s time to pivot. Lean into discernment and see how you transform from the dependable problem-solver into the strategic leader who drives vision and impact. 👉 What other strengths work against you as you rise into leadership?

HR isn’t just about policies and compliance. It’s about power and influence. The best HR pros are equipped to shape the future. Here are 10 skills that set the top HR pros apart: ▶️ 𝗛𝗥 𝗔𝗻𝗮𝗹𝘆𝘁𝗶𝗰𝘀 You don’t have to be a data scientist. But knowing how to track key metrics? That’s a career accelerator. ▶️ 𝗔𝗜 𝗖𝘂𝗿𝗶𝗼𝘀𝗶𝘁𝘆 HR and AI are already working together. The best HR pros ask, “How can this make my job easier?” instead of resisting change. ▶️ 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗜𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲 (𝗘𝗤) Reading the room. Managing conflict. Helping employees feel heard. ▶️ 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗔𝗰𝘂𝗺𝗲𝗻 HR isn't an island. Understanding how your company makes money (and where HR fits in) makes you indispensable. ▶️ 𝗜𝗻𝗳𝗹𝘂𝗲𝗻𝗰𝗲 & 𝗣𝗲𝗿𝘀𝘂𝗮𝘀𝗶𝗼𝗻 You don’t always have direct authority. But knowing how to influence decisions? That’s the real power. ▶️ 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗧𝗵𝗶𝗻𝗸𝗶𝗻𝗴 HR is more than putting out fires. The best pros connect people strategy with business outcomes. ▶️ 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗦𝗸𝗶𝗹𝗹𝘀 From executives to employees, HR talks to everyone. Clear, confident, and concise communication is key. ▶️ 𝗧𝗲𝗰𝗵 𝗔𝗱𝗮𝗽𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 HR tech is evolving fast. You don’t need to know every tool—but you should be comfortable learning new ones. ▶️ 𝗘𝘅𝗰𝗲𝗹 𝗦𝗸𝗶𝗹𝗹𝘀 Not just for payroll and reporting. A strong Excel foundation helps you analyze trends and make data-driven decisions. ▶️ 𝗣𝗿𝗼𝗯𝗹𝗲𝗺-𝗦𝗼𝗹𝘃𝗶𝗻𝗴 𝗠𝗶𝗻𝗱𝘀𝗲𝘁 HR is full of gray areas. The best HR pros don’t just follow rules—they find creative solutions. The best part? These skills aren’t about talent. They’re about mindset and practice. Which of these skills do you think is most underrated in HR? 👇 Drop a comment and share this with your HR network!

THIS IS NOT ABOUT SPORTS Cutdown Day is upon us. Teams will whittle their rosters to 53 players by 4 PM. Here are the three types of players I identified during my time in the NFL. I see the same tratis in the organizations I work with today. **** Getting Bitter Oftentimes, we assume that bitter individuals have character defects, but in my work with organizations over the past decade, I find that the source of their bitterness usually stems from unkept promises. Leadership made reassurances and never followed through. Sure, there are some people who major in pettiness. They are more concerned with office politics and the rumor mill than the work. BUT, I find it more common that these humans have been scarred in some way. They are not beyond repair, but it will take more than a trust fall to get them back. Getting By People in this category are professional imposters. They understand what is required of them. They have identified the bare minimum necessary for them to stay afloat. As a leader, it would be unwise to automatically label these folks as nefarious characters. Rarely do they intend to sabotage the organization. Their primary focus is tacking to the path of least resistance. What they lack in performance they make up in predictability. You can forecast their performance with a high degree of success. Getting Better These people are relentless in their pursuit of excellence. They tend to have a high level of pride. It's not so much that they care about the organization so much that they want to excel. Rather, they are maniacal about creating the best work product humanly possible. Work attached to their name means something. They are constantly looking for an edge rather than an out. They tend to possess a humility that empowers them to ask questions and seek out sponsors. If they see someone utilizing a technique that works, they will incorporate it into their personal regimen. These people are also in high demand because their reputation is a natural marketing machine. When you find these people, you must: 1) Challenge, 2) Elevate, 3) Empower, and 4) Compensate them. Stay In The Deep End.® #ThisIsNotAboutSports #LinkedInSports

“Leadership is for the extroverted.” This belief, deeply ingrained in my mindset, presented a profound conundrum early in my leadership career. The archetypical leader, in my eyes, was always dynamic, outspoken, someone who could command a room with their sheer presence and eloquence. Yet, this image conflicted with my own quieter, more introspective nature. I found myself at a crossroads, torn between the necessity to be authentic and the perceived need to be an effective leader. This narrow view not only limits the scope of what leadership can look like but also devalues the unique strengths inherent in quiet individuals. Many, like me, begin to doubt their potential, mistakenly believing that a quieter nature is a disqualification for effective leadership. It wasn’t until I came across Susan Cain’s work on introversion that I experienced a seismic shift in perspective on the concept of quiet leadership. To further explore this topic, I reached out to my friend Angela Lin, a Quiet Leader and Finance Executive, on a mission to support Quiet Leaders to achieve their full potential. She shared with me the following 8 Hidden Strengths of Quiet Leaders: 1/ Win-Win: Resolves conflict with goal of win-win 2/ Strategic: Managing risks & scenarios for decisions 3/Reliable: Self-motivated, productive and gets results 4/Problem Solver: Critical thinkers with creative solutions 5/Deep Thinker: Analytical & detailed for valuable insights 6/ Humility: Asks questions & hire people smarter than them 7/ Calm in Crisis: Maintains stability during challenging times 8/ Empathetic: Listens, understand and responds to others’ needs In leadership, the quiet is not just heard, but felt, making a lasting impact. Quiet is strong. Quiet is powerful. ---- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

I've worked with some of the highest performers at Google. Here are 5 things I've learned from them. 1. Learn quickly Learning is a superpower and curiosity is an asset. These folks are always open to learning, always open to something new, and learn new things fast. 2. Embrace humility. Yes, high performers are smart. Very. They also aren't afraid to say "I don't know." And humility at scale allows for innovation, creativity, and psychological safety. 3. Ask questions. I love the motto "No dumb questions" which allows for people to understand both the problem and possible solutions. Questions also challenge the status quo and make things better. 4. Don't multitask. This one surprised me. Watching all the high performers, they work on a problem, stay on the problem, and fix the problem. They don't do 100 things okay. They do 4-5 things really well. 5. Show up. The people you work with who perform best are the people you can rely on. Their availability and presence can't be emphasized enough. Consistency and hard work goes a very long way.

If you're struggling to make progress in your career, Perhaps you're ignoring the hard truth: Being easy to work with is a huge advantage. If you want to accelerate your career, Start by looking in the mirror. Are you approachable? Are you high-energy? Are you proactive? Do you keep commitments or make excuses? Do you bring solutions or problems? Do you show up early or late? None of those are about talent.  They are about commitment. Being easy to work with isn't hard to understand, Yet most people sabotage their own success. The biggest excuse I hear holding them back: "I can't change. That's just who I am." It's not. It's just who you've chosen to be until now. And you can choose one of these 5 ways to fix it: 1. Default to Yes → Volunteer for tough projects → Step in when others step back → Find ways to make things work The solution mindset is magnetic. 2. Master the Follow-Through → Do what you say you'll do → Update before being asked → No task is beneath you Reliability builds trust. 3. Make Others Look Good → Share credit generously → Support quietly → Celebrate publicly Success is contagious. 4. Communicate Clearly → Keep updates brief → Ask better questions → Confirm understanding Clear is kind. 5. Choose Speed Over Perfection → Move fast on feedback → Adapt without ego → Learn in public Progress beats perfection. Here's the real secret: Being easy to work with isn't about being nice. It's about being valuable. It's not about avoiding conflict. It's about solving problems. And it's definitely not about being perfect. It's about being better than yesterday. Small shifts. Consistent effort. Compounding results. The choice is yours: Be the person everyone wants on their team, Or be the person everyone wants to leave. What will you choose? Share to help others and follow Dave Kline for more.