Ethan Evans ✓
@EthanEvansVP · Traveling the world · joined 29 Dec 2018
Former Amazon VP (70+ patents; 1,000+ hires; led global teams of 800+). Now Training Leaders to become True Executives.
39 964Followers
24Following
5 650Posts total
570.2KViews on collected posts
Последние посты
Ищем новые посты…
Never let your PTO expire. Youth waits for no one.
17K views · 288 likes
· 3 reposts · 4 replies
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@EthanEvansVP Or stop wasting time, and start your own business. I exercised my amzn options and did just that. Life is much nicer outside. (certainly outside amzn)
5.5K views · 10 likes
· 0 reposts · 1 replies
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As you look to move up, embrace the need to learn a different set of skills, whether that be management skills, AI tools, or new dimensions of your core competency.
15.1K views · 36 likes
· 3 reposts · 1 replies
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Then systematically improve those skills so that you have a chance to be among the most skilled candidates competing for the few senior positions that are available.
Senior leaders- what other advice do you have for middle-career readers?
14.2K views · 35 likes
· 2 reposts · 3 replies
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As an early/mid-level IC, you get promoted for simply being better at your core skill. You move up by honing your skills and standing out for your expertise.
If you enter management, however, that is a completely new skill set. And even if you stay on the IC track, the skill
17.9K views · 50 likes
· 1 reposts · 1 replies
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Now, the skill requirements for all jobs are changing as AI becomes a piece of every role.
These moments of skill change are your new chance to stand out because many of your competitors will resist pivoting their focus or adopting new tools.
16.2K views · 40 likes
· 2 reposts · 1 replies
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While this is obvious for personnel managers, it is also true for ICs. A project may need only one "Architect," and "Distinguished Engineer" isn't very distinguished if there are dozens of them.
20.2K views · 39 likes
· 1 reposts · 1 replies
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To continue your successful career growth, you must continue to be first and best, even as the competition gets harder and the necessary skills change.
You can’t control the competition, but you can control your readiness for changing skills.
19.3K views · 71 likes
· 3 reposts · 1 replies
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The weaker candidates have been weeded out in earlier promotions, so you are stuck with a large number of strong candidates competing for relatively few spots.
21.7K views · 66 likes
· 1 reposts · 2 replies
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I have bad news for successful, middle-career people: moving up only ever gets harder. Never easier. Very few middle managers make it to the executive level. Here’s how you can be the one that does:
216K views · 902 likes
· 46 reposts · 10 replies
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The reason that moving up gets harder as you progress in your career is simple. There are fewer available positions and more qualified competition. Business is like a pyramid. Many roles at the bottom, few senior managers, fewer directors, fewer VPs and SVPs, only one CEO.
22.3K views · 77 likes
· 2 reposts · 1 replies
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Corporations exploit their employees and customers for maximum profit. Understanding this truth will help you navigate your career and your life.
20.5K views · 281 likes
· 13 reposts · 4 replies
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@EthanEvansVP When you are able to activate your:
+ employee’s intrinsic motivation
+ alignment to objectives
+ competence to succeed
+ clarity of expectations
+ guardrails of what’s not acceptable
The lawn mower mows itself.
1.3K views · 4 likes
· 0 reposts · 0 replies
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If you are a key player on a high-performing team, you will have a much greater chance at being promoted.
There is a lot in Ron’s article that will benefit your team directly and help you grow your career as a result.
Read the article here: https://t.co/JkQgrCmOex
2.5K views · 13 likes
· 1 reposts · 0 replies
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The people who can make the team better are the ones who will have the greatest impact on the team’s performance. Far greater than someone who is simply “smart” or “hard-working.”
2.7K views · 13 likes
· 0 reposts · 1 replies
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Especially in a high-performance environment, where nearly everyone is smart and hard-working.
So what specific traits should you look to develop to make your team stronger, and therefore have a better shot at moving up?
2.5K views · 10 likes
· 0 reposts · 1 replies
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This week, acclaimed author Ron Friedman gives us a clear list in his article for the Level Up newsletter. He shares the traits that are essential to building “Superteams” (also the name of Ron’s new book).
2.6K views · 9 likes
· 0 reposts · 1 replies
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As a leader, all your other traits are great, but more than anything I need to know that a task I entrust to you will get finished, on time, in a reasonable way. Otherwise, I have to follow you around checking up on you, which both of us will hate.
3.1K views · 20 likes
· 1 reposts · 1 replies
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The people who will make the team better are the ones who can push tough decisions through, influence cross-functional partners and senior leaders, and get support from their colleagues and reports. They are *dependable.*
3.5K views · 18 likes
· 0 reposts · 1 replies
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The good news is that smart, hard-working, and well-intentioned people often are the ones who will make the team better, but this is not always the case.
3.9K views · 16 likes
· 0 reposts · 1 replies
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Being able to get something done without supervision, or pushing, is what takes you out of being a "lawnmower" employee.
When I promoted people as an Amazon VP, I did not promote the smartest, hardest-working, or most well-intentioned people. I promoted those who would make the
4.8K views · 26 likes
· 0 reposts · 1 replies
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You can be frustrated that managers want things "their way." It's a reasonable complaint, because it belittles the value of your own judgment and autonomy.
6.2K views · 26 likes
· 0 reposts · 1 replies
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But understand the reasoning - managers *love* it when you make something better, but they also *fear* that your definition of better will actually be wrong. So for managers to give you trust and autonomy, you have to first demonstrate good judgment in what you will do with that
5.7K views · 33 likes
· 0 reposts · 1 replies
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Executives have a nasty little short hand for one type of employee: a "lawnmower." That's because they "work when you push them."
63.9K views · 426 likes
· 6 reposts · 5 replies
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From a leadership perspective, the most valuable people are those who can take a task and get it done either "how I would have done it" or with a positive surprise - better than my own way.
7K views · 42 likes
· 0 reposts · 2 replies
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You might interpret this to mean "push them to do more," and it can mean that. But it can also mean any kind of employee that you have to watch over to get the result you need. That includes people who get distracted, don't deliver, or misunderstand the directions and produce the
7.5K views · 45 likes
· 0 reposts · 1 replies
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As a Senior Manager at Amazon, I all but openly disobeyed my SVP, built an entire product, and got promoted to Director for it. Fortune favors the bold, and sometimes the rebellious.
47.1K views · 508 likes
· 11 reposts · 4 replies
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На фоне аккаунтов своего размера
27 постов за последние 90 дней рядом с диапазоном 10K–100K подписчиков. показывается широко, но откликается мало кто.
Медианные просмотры7 523этот аккаунт924медиана для 10K–100K
Охват, %18.82%этот аккаунт3.62%медиана для 10K–100K
Вовлечённость, %0.44%этот аккаунт1.52%медиана для 10K–100K
| Показатель | Этот аккаунт | Медиана для 10K–100K | Отношение |
|---|---|---|---|
| Медианные просмотры на пост | 7 523 | 924 | 8.14× |
| Охват (просмотры ÷ подписчики) | 18.82% | 3.62% | 5.20× |
| Вовлечённость | 0.44% | 1.52% | 0.29× |
Другие в этом диапазоне → Сравнить с другим аккаунтом → Как считаются эти ориентиры →
Growth & engagement
How the posts we collected actually performed: views and reaction rate post by post, what the audience did with them, and where the follower count goes.
Views per post
2.5K28 Aug
1.3K
20.5K30 Aug
22.3K1 Sep
216K
21.7K
19.3K
20.2K
16.2K
17.9K
14.2K
15.1K
5.5K
17K3 Sep
Last 14 collected posts, oldest on the left. The scale is logarithmic: one post can outrun the rest a hundred times over.
Engagement rate per post
0.57%28 Aug
0.31%
1.45%30 Aug
0.36%1 Sep
0.44%
0.32%
0.39%
0.20%
0.26%
0.29%
0.28%
0.27%
0.20%
1.74%3 Sep
Reactions — likes, reposts, replies and quotes — divided by views. Median for 10K–100K accounts is 1.52%.
What the audience does
Likes61.1%3 104 in total
Reposts1.9%96 in total
Replies1.0%51 in total
Quotes0.1%6 in total
Bookmarks35.9%1 824 in total
Share of every reaction we collected for this account. Replies mean argument, reposts mean endorsement, bookmarks mean the post was worth keeping.
The follower curve appears once this account has two daily snapshots — we take one a day, and this one is on its first.
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