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Become An AI Expert In Just 5 Minutes
If you’re a decision maker at your company, you need to be on the bleeding edge of, well, everything. But before you go signing up for seminars, conferences, lunch ‘n learns, and all that jazz, just know there’s a far better (and simpler) way: Subscribing to The Deep View.
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Resource Roundup!
Last week I shared a preview of what Nan Doud was building - she followed up and shared a full website she built - and you might find it useful if you’re looking for a new role!
Radhika Marwaha shared a a workflow she built for finding recently posted jobs, and is happy to share them - more here.
Steve Clark shared a video to a workshop he did on AI for HR/TA professionals and also shared a link to the Gems as well.
And if you’re looking for a laugh, check out this LinkedIn translator. 🙂
And my network is hiring! All of these are from connections/former colleagues - I can make intros!
Visibility at work - are you showing up where it matters?
You can be crushing it at work - delivering great results, meeting deadlines, exceeding your goals. You know you’re outperforming your peers.
Yet you look over and see one of those peers who just asked you to fix their mess of a project for the third time getting pulled into meetings with senior leaders and getting public shout outs.
I suspect most of us have experienced this and wondered what we’re doing wrong.
The good news is that is a skill, and it’s one you can build!
“My work should speak for itself!”
Almost any time I talk about workplace dynamics, this is the feedback I get, and I would push back here. The reality is that knowing how to navigate workplace dynamics, identify who has influence and be influential to those people - these are all skills just like data analysis or evaluating a resume.
Doing good work is the minimum expectation in most places. It’s not often going to get accolades and stand out. And that often means you have to do more if you want to get ahead.
So how to do you get more visibility?
Well, here are a few ideas for showing off your work (without being annoying).
Prioritize the most important work
All projects and outcomes aren’t created equal. It’s entirely possible that you look at a colleague and think, “I’m doing more than them” while management is looking at your colleague and thinking, “wow they delivered the two most important outcomes this quarter.”
The recruiter who hires 3 of the most business-critical high stakes roles in 2 months might be seen as contributing more than the one who filled 10 low stakes roles in that same time frame.
The seller who closes the first $1M deal in company history may be seen as higher performing than the one who closed 7 $100-150k deals.
So make sure you’re aligning with your manager on what the most important, highest impact outcomes are - and make sure you win on those.Narrate your work.
Share regular updates with your manager on the things you're working on. this can be as simple as an FYI section on your one-on-one agendas.
Seek out input from key stakeholders that also gives them a glimpse into what it is you're doing.
often high performers actually fly under the radar because they make the work look easy - so provide small glimpses into the thought that has gone into the work you're doing. Instead of sending your manager a finished deliverable, include one sentence about the tricky part you navigated. That way, you’re both delivering the results AND signaling how you thought critically, engaged stakeholders, leveraged AI, etc.
For ex. "Here's the report. I noticed the Q3 numbers looked off and cross-checked against the original data before finalizing, and actually created a cool skill in Claude that will do this automatically for future reports.”Get in the room.
If you're not getting invited into the rooms, and offer to join in. You can ask, "Is there anything I can help prep for the next leadership meeting?" or "Would it be useful if I joined the kickoff to hear the context firsthand?" Most people will say yes, and that will give you more exposure.
And if it’s a no, then let your manager know you’d like and ask for their recommendations to get more access. There are lots of ways to make sure that decision makers see the work that you're doing, And the more you show up, the more likely you are to get more opportunities in the future.Become an expert.
If you want to be known as the AI expert, share what you’re building. Drop a thoughtful observation in a team channel. Forward an article with your actual take, not just "interesting!" You don't have to be loud but be present so people start associating you with the topics that you want to be seen as an expert in.Share outside of work.
Talk about your work on social media or in a newsletter or a blog - maybe this catches your employer’s attention; maybe it catches the attention of your next employer. But regardless, it'll will increase your visibility in the things you’re accomplishing.
And none of this is about self-promotion
I think this topic often brings anxiety for people because they think that it's about self-promotion and bragging - and that doesn't come naturally to people, particularly those from cultures where humility may be prized, and often for women and people of color.
So remember, this isn't necessarily about bragging or constantly showing off what you're doing. It's about genuinely being engaged and helpful in the workplace, and making it easier for others to see the value that you bring.
🙋Answering Your Questions🙋
Each week, I’ll answer one (or more!) of your questions in this section. You can submit your questions here.
Do I leave out that I have a gap on my resume? I willingly took a break and tell it upfront but I feel scared that if the gap goes over a year, I might not even get calls. Is this fear justified?
I wouldn’t be overly concerned about this personally, there’s not much you can do about it since they’ll know you’re no longer at your current job. And <1 year isn’t a huge concern to most employers - it’s once you get in the 2+ range that they worry about skills eroding and such.
I would probably list what you’ve done in that break that could be relevant - particularly any skill development that could be aligned to your target roles.
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