Qualities of Successful Professionals

Over the short term, you shape your work. You decide what to work on, how to work on it, and you create outputs that are shaped by your skills & choices. Over the long term, your work shapes you. The type of work you do and the manner in which you do it will change you as a person. Perhaps the best example is when smart, talented, well-meaning people realize that they must begin to prioritize managing optics to continue getting further ahead in their company. It starts off very innocuously. You are being practical. You promise yourself that you‘re just playing the game as it is supposed to be played at these higher levels. This is not actually you. You are just acting a part. You learn the many levels of this new game. Being smart & ambitious, you begin to perfect it. A decade goes by. It has paid off. You are much farther ahead than your peers. You report to the CEO now. It feels good. Really good. You finally feel like you‘re ready to fulfill that lifelong dream of starting your own company. So after much thought, you go for it. But unbeknownst to you, you are now a different person than the person who first had this dream. You are great at managing optics, you are great at deluding yourself & others, and so thanks to those neural pathways that have gotten deeply etched by your work over the past decade, your past work is shaping your new work. So in decisions big and tiny, you optimize optics over impact. Over time, some well-wishers & courageous early employees point out the symptoms to you. But your charisma and your ability to argue your way out of everything (something you secretly pride yourself on, by labeling it as hard won intelligence) wins — always. No one knows for sure how this story ends or what happens to your startup — but it probably ends better if you can recognize that — while you think you are shaping your work, you are the one in control, you are the one who‘s decided to play a certain part for practical reasons — the work you choose to do is busy shaping you, for better or worse.

You don’t need a senior title to act like a senior engineer. The room you’re in knows. Always. Experience is never hidden. It shows in how you speak, collaborate, and lead. Here’s how you really spot a veteran engineer: • They focus on impact, not credit. • They mentor quietly, without ego or authority. • They improve the system and the team behind it. • They know when to push back and when to let go. • They debug without panic, and deploy without drama. • They turn meetings into decisions, not just discussions. • They write docs that make complex systems feel simple. • They give more than they take knowledge, support, trust. • They ask questions that get to the root of the problem, fast. • They bring clarity to chaos when everyone else is confused. Title or not, the real ones stand out.   Because leadership is shown, not assigned.

The more I interact with senior engineers at Google , the more I notice some common traits that really set them apart: * They have really strong intuition on if something would work or not (based on their prior experience) . They can evaluate potential risks beforehand. * They’re pros at juggling multiple priorities. * They see the big picture. It’s not just about solving the immediate problem but understanding how it fits into the larger goals. * They’re great at quick, realistic estimations. Those "back-of-the-envelope calculations" we talk about in interviews, it’s like second nature to them. * They make confident decisions, even when the information is incomplete. That ability to weigh trade-offs and move forward is something I have also been learning. It’s inspiring to see how these traits not only drive technical success but also make them invaluable leaders and collaborators. What other qualities have you observed in senior engineers that you admire? #softwareengineering

Dear Juniors, A few years ago, I handed a fresh associate a simple task — draft an adjournment letter. It was her second week. She sent me a clean draft, and also attached the cause list, prior correspondence with the AO, and even checked the last hearing date to ensure no conflict. She could’ve stopped at the draft. But she didn’t. That day, I knew I could trust her with bigger things — not because of brilliance, but because of ownership. Since then, I’ve interviewed dozens of young professionals. Some can quote case law like a textbook. Some have perfect resumes. But that’s not all I’m looking for. Here’s what actually makes you stand out: 🔹 Curiosity – Ask “why?” even when no one’s expecting it. 🔹 Ownership – Do the job like it’s your client. 🔹 Respect for Time – Yours. Mine. Clients’. The Court’s. 🔹 Humility with Hunger – Be confident enough to speak up, humble enough to listen. I can teach you how to argue a case or draft a brilliant reply. But I can’t teach you to care. We’ve been around since 1930 — and every junior here is not just an team member, but a custodian of legacy. And I take that very seriously. So if you’re a young CA or law graduate looking for a place where you’ll grow — not just professionally, but personally — come talk to us. P.S.: It’s okay if your grades aren’t perfect. Just make sure your attitude is. #TaxLitigation #LegalCareers #Gargieyas #Hiring #LawStudents #CAStudents #TaxProfessionals #CareerGrowth #TeamCulture #InternshipOpportunity

The more I engage with experienced engineers at Microsoft, the more I notice some common traits that really set them apart: 🔹 Strong Technical Instincts – They can quickly gauge whether an idea is feasible, drawing from past experience to anticipate risks before they arise. 🔹 Exceptional Prioritization Skills – They manage multiple tasks seamlessly, knowing what needs immediate attention and what can wait. 🔹 Big-Picture Thinking – Instead of just tackling the problem at hand, they consider how their solutions align with long-term goals and broader business objectives. 🔹 Quick & Practical Estimations – Those rough mental calculations we often discuss in interviews? They do them effortlessly, ensuring realistic planning and execution. 🔹 Decisive Under Uncertainty – Even with incomplete information, they make well-reasoned decisions, balancing trade-offs effectively to keep things moving. Observing these qualities in action is both inspiring and a learning experience. Beyond technical expertise, it’s their ability to think strategically, adapt, and lead that makes them invaluable. What other traits have you noticed in senior engineers that set them apart?

The Gift of True Connection: A Teacher Who Knows Every Child’s Voice Here’s an educator you can truly entrust with your child’s growth and well-being. Imagine this scene: The teacher, seated with her back to the students, hears a simple “hello” from a child behind her. Without turning around, she immediately calls out the child’s name, bringing smiles and cheers from the rest of the class. It’s a moment of magic that goes beyond simple recognition—it shows a deep understanding of each child’s unique personality and voice. This is the hallmark of an exceptional teacher, one who knows her students so well that she can identify them without even seeing their faces. She’s not just a teacher; she’s a guide, a mentor, and a champion for every child in her care. Her intuitive connection with her students reflects the words of renowned educators like #MariaMontessori and #JohnDewey, who emphasized the importance of understanding the individuality of each child to foster a truly effective learning environment. #MoralOfTheStory: Teaching is More Than Curriculum—It’s About #Connection In a world often focused on rigid metrics and standardized testing, this teacher exemplifies what true education should be. The best teachers aren’t just good at delivering lessons; they excel in building relationships, understanding each child’s unique qualities, and creating a space where every student feels seen, valued, and celebrated. Takeaway for Aspiring #Kindergarten Teachers: 1. Know Your Students Beyond the Classroom: Build a connection that goes beyond academics. Get to know the voices, interests, and quirks of your students—it’s the foundation of effective teaching. 2. Be Intuitive and Observant: Like the teacher in the story, hone your ability to listen, observe, and respond to your students in ways that make them feel recognized and understood. 3. Create a Joyful Learning Environment: Acknowledge each child’s presence and celebrate their individuality. It fosters a sense of belonging and encourages active participation. 4. Follow the Example of Great Educators: Remember the lessons from Montessori and Dewey—focus on the child as an individual, and create learning experiences that honor their unique perspectives. #Aspiringteachers, take note: The greatest gift you can give your students is the feeling of being truly seen and known. When children feel this way, they don’t just learn—they thrive.

🔋 High-Agency Generalists Are The Future As a CEO, I spend a lot of time thinking about what kind of talent truly drives an organization forward — especially now, as AI accelerates everything around us. Lately, I keep coming back to a phrase from Daniel Priestley: ‘High Agency Generalist’. These are key people of influence in any group getting stuff DONE. The ones who can move between rooms, connect the dots, unblock teams, and turn vague ideas into actual momentum. In the past, these people were sometimes underestimated — too broad, too horizontal, too undefined. But in this new era, where AI is starting to handle a lot of the doing, I’ve found myself placing more and more value on the deciding. The orchestrating. The energizing. Enter the high-agency generalist. Not a jack-of-all-trades — but someone who: • Thrives in ambiguity • Translates strategy into execution across disciplines • Sees 3 steps ahead — and moves the room to act • Has the range to talk product, people, brand, and finance — all before lunch • Becomes the glue that holds momentum together They don’t just manage complexity. They accelerate through it. AI is changing a lot. But it isn’t (yet) changing our need for judgment, creativity, and energy. And those things don’t live in job descriptions — they live in people. If you’re a high-energy generalist: this is your time. And if you’re building a team for the future: make sure you’ve got one at the table.

Most salespeople are working HARDER than ever before, but the top 1% are working SMARTER by doing these 5 things differently... 👇 I've spent 20+ years in sales and trained thousands of salespeople. The difference between average and exceptional isn't effort. It's strategy. Here's what the best do differently: 1 - They qualify OUT more than they qualify IN. ↳ They know not every prospect is worth pursuing. ↳ They'd rather have 10 perfect-fit opportunities than 100 poor ones. ↳ They ask tough questions early to save everyone's time. 2 - They sell the PROBLEM, not the solution. ↳ Most salespeople rush to pitch their product. ↳ The best help prospects understand the cost of inaction. ↳ When you sell the problem well, the solution sells itself. 3 - They follow up until they get a YES or NO. ↳ 80% of sales require 5+ follow-ups. ↳ Most salespeople give up after 2. ↳ The top 1% have a system and stick to it. 4 - They build their personal brand BEFORE they need it. ↳ They post content regularly. ↳ They engage with their industry. ↳ When they reach out, prospects already know who they are. 5 - They focus on HELPING, not hitting numbers. ↳ Ironically, this makes them hit bigger numbers. ↳ People can sense genuine intent. ↳ Help enough people and the sales follow. Here's the truth: You can make 100 calls a day and still struggle. Or you can make 20 SMART calls and crush your targets. The top 1% learned this early. They don't work harder. They work smarter. They focus on quality. They play the long game. And most importantly? They never stop learning and adapting. Which one will you focus on this week?

5 Priceless Freelancing Growth Tips I Wish I Knew Earlier ➊ The most underrated freelancing skill is reliability. Deliver on time, keep your word, and communicate well. Clients value freelancers they can depend on more than those with the flashiest portfolios. Reliability builds trust—and trust leads to repeat business. ➋ Charge for the value you create, not the hours you spend. Early on, I undervalued my work and billed only for time. The truth is, clients care about results, not how long it takes you to deliver them. Price your services based on the impact you bring to their business. ➌ Your network is your safety net. The best freelance gigs rarely come from job boards. They come from referrals, conversations, and relationships. Make networking a regular part of your workflow—it’s just as important as your deliverables. ➍ Treat every client like your most important one. Even small projects can lead to big opportunities. Go above and beyond for every client—they’ll remember, refer, and come back for more. ➎ Invest in skills that clients pay top dollar for. Identify high-value services in your industry and master them. Whether it’s a technical skill, communication, or strategy, clients will gladly pay a premium for expertise that solves big problems. Freelancing isn’t just about finding clients—it’s about building a sustainable, thriving business. What’s the best freelancing advice you’ve ever received?

How to become an SEO superstar I've worked with hundreds of SEO specialists throughout my career, and I can bucket them into 5 levels using Shaan Puri's triangle of talent. Here's the breakdown: Level 1: 30% of the SEO specialists I have come across are at level 1. These are the dinosaurs still building Web 2.0s, social bookmarks and comment links. They're essentially useless in today's SEO landscape. If you are at this level, you have some serious thinking to do. Level 2: About 50% of them are task monkeys. They need detailed SOPs, constant supervision, and regular standups and follow-ups to deliver results. Unfortunately, most SEO specialists never progress beyond this stage. Level 3: About 15% of the people are problem solvers. Throw a problem at them and they will come back with a solution, but they won't lift a finger if you don't ask them to. Level 4: Only about 4% are systems thinkers. These specialists don't just solve problems - they consider resources, create processes, and build sustainable solutions that work without their constant involvement. Level 5: The top 1% SEO superstars. These rare individuals are both problem solvers and problem identifiers. They spot and address issues before others even recognise them. They demonstrate high agency in everything they do. They work autonomously and create a massive business impact. So, how do you become an SEO superstar? Everyone starts somewhere, and Level 2 is a perfectly acceptable entry point. Spend a year or two there, but remember - the jump to Level 5 isn't as huge as you might think. While in Level 2 or 3, start showing glimpses of superstar potential. Most people stay stuck in Level 2 (or 3) because they're waiting for someone else to solve problems or give them permission to act. Break this mindset by taking initiative. Start by making your manager's life easier. Look for inefficiencies in existing processes and improve them. Identify issues that can move the needle. Pick up those deprioritised problems that everyone sees but no one addresses. I've witnessed SEO specialists make this leap from task executors to superstars. The path is clear, and the gap isn't as wide as it appears. Either you take the leap of faith from level 2 to level 5 OR See yourself rot in level 2 and eventually slip to level 1. So tell me honestly, which level are you at?