Never Play Victim – It Only Attracts Predators

When life hits you hard - do you see yourself as a victim, or as one selected by life to author of the next comeback story?

The 'Victim Mentality' is a trap. Playing the victim means you've lost the winning mindset, and erected at least 3 artifacts of failure - believing the world is against you

giving away responsibility for your success, and waiting for rescue, even when the cost is slavery. 

The consequences of the victim mentality are dire because you instantly attract predators - people who exploit weakness (manipulators, toxic competitors, fairweather friends and betrayers). It also destroys any credibility you may have had as a leader and blocks your capacities for innovation and risk-taking.

SharkTank® is called that because the phrase metaphorically represents a high-pressure environment where aspiring entrepreneurs must put everything on the line to defend their business ideas against scrutiny, cutthroat competition and tough questioning from the Sharks (investors) who inhabit the tank. 

The show is the perfect analogy for why predators finish victims off faster. Those who have won funding on the show were often not those with the best products or pitches - but those who refused to become victims. Confidence has tided many a player over on SharkTank® when they had nothing left but bluster kept fighting. 

Conversely, many presenters failed on sight from pusillanimous presentation. Once Sharks, literally and figuratively, smell blood in the water, they hunt down the wounded and eat them first. 

Leaders and competitors can sense when you’ve given up and abandoned responsibility. In tough markets, victimhood signals unpreparedness, and predators along the food chain pounce.

If you've been the habit of victim, you can shift to victor. 

~ Take ownership, by radical responsibility to own your choices, mistakes and outcomes. 

~ Effect a 'mindshift'. Ask 'What can I do next?' instead of 'Why me?'

~ Be tensile. Abhor excuses and turn every setback into raw material for a stronger comeback.

Overcome victimhood by understanding that:

~ People follow visionaries, not victims.

~ 'Victiming' kills professional growth - own mistakes to accelerates mastery.

~ The market doesn’t care about your best excuses businesses make - only your best execution.

Practical tools to break the victim mindset:

~ Reframe challenges: Problems are signals for innovation.

~ Audit your language: Replace blame with responsibility.

~ Surround yourself with builders, not complainers.

~ Act fast: It is not the big that eat the small, it is the fast that eat the slow. Build momentum fast by small decisive actions. 

Repeat 'never play the victim - it only attracts predators', to yourself again and again. And each time life tests you, don’t ask ‘Why me?’, ask ‘What’s next?’ and follow through - that is, if you TRULY WANT to shift from being prey to becoming a pioneer.'

Counterintuitive Communication Techniques For Leaders, Professionals & Entrepreneurs (Master the art of unexpected communication strategies that drive results)

Counterintuitive Communication Techniques

For Leaders, Professionals & Entrepreneurs

(Master the art of unexpected communication strategies that drive results) 

Table of Contents

Chapter 1: The Power of Strategic Silence

When not speaking becomes your strongest communication tool

Chapter 2: Disagreeing to Build Trust

How strategic disagreement strengthens relationships

Chapter 3: The Vulnerability Advantage

Leading with weakness to demonstrate strength

Chapter 4: Asking Questions Instead of Giving Answers

The counterintuitive leadership approach

Chapter 5: The Art of Saying No Positively

Rejection techniques that strengthen relationships

Chapter 1

The Power of Strategic Silence

In a world where everyone is rushing to speak, the most powerful communicators have mastered the art of strategic silence. This counterintuitive technique can transform your leadership presence and negotiation outcomes.

🤐 The 7-Second Rule

After asking a question, wait 7 full seconds before speaking again. This forces deeper thinking and more honest responses.

🎯 Silence in Negotiations

After stating your position, remain silent. The discomfort often leads the other party to make concessions or reveal information.

💡 Real-World Application

Scenario: During team meetings, instead of immediately filling awkward silences with your own ideas, wait. Team members will often share more creative solutions when given space to think.

🚚 Key Takeaways:

~ Silence creates psychological pressure that encourages honesty

~ It demonstrates confidence and control

~ Allows others to fill the space with valuable information

~ Shows respect for others' thinking processes. 

Chapter 2

Disagreeing to Build Trust

Conventional wisdom suggests agreement builds relationships. However, strategic disagreement, when done respectfully, actually builds deeper trust and credibility.

🎭 The Devil's Advocate Approach

Intentionally challenge popular ideas to test their strength and show you're thinking critically, not just agreeing to please.

🤝 Respectful Pushback 

Use phrases like "I see it differently because..." to disagree while maintaining relationship warmth.

📊 The Trust Paradox

People trust those who occasionally disagree with them more than those who always agree. Why? Because disagreement signals independent thinking and honesty.

♨️ The AIRE Framework:

A - Acknowledge: ‘I understand your perspective…’

I - Invite: ‘What are your thoughts on this alternative?’

R - Reframe: ‘Here's another way to look at it…’

E - Evidence - ‘Based on my experience…’

Chapter 3

The Vulnerability Advantage

Leaders often believe they must project invincibility. However, strategic vulnerability creates deeper connections and actually enhances your authority by demonstrating authenticity and emotional intelligence.

🎯 ¦Admit Mistakes Early

Own errors before others discover them

🤔 ¦Share Learning Moments

Discuss what you're still figuring out

💭 ¦Ask for Help

Request input on challenges you're facing

🌟 ¦The Vulnerability Sweet Spot

Share struggles related to growth and learning, not core competencies. Example: "I'm working on becoming a better listener" vs. "I don't know how to do my job."

Strategic Vulnerability Scripts:

¦For Team Meetings:

‘I realized I made an assumption here that wasn't correct. Here's what I learned…’

¦For Client Relationships:

‘I want to be transparent - this is new territory for us too, but here's how we're approaching it…’

¦For Networking:

‘I'm still learning about [topic]. What's been your experience with it?’

Chapter 4

Asking Questions Instead of Giving Answers

Great leaders resist the urge to immediately provide solutions. Instead, they guide others to discover answers through strategic questioning, creating buy-in and developing critical thinking skills.

🤔 The Question Hierarchy:

°Clarifying Questions: ‘What specifically do you mean by...?’

 °Assumption Questions: ‘What are we assuming here?’

 °Evidence Questions: ‘What evidence supports this?’

 °Perspective Questions: ‘How might others view this differently?’

 °Implication Questions: ‘What are the consequences if we're wrong?’

🧠 The Socratic Method in Business

Instead of: ‘Here's what we should do…’ Try: 

‘What options do we have?’

‘What would happen if we tried X?’ 

‘What concerns you most about that approach?’

This builds ownership and reveals blind spots you might have missed.

🎯 For Problem-Solving

• ‘What's the real problem here?’

• ‘What have you tried already?’

• ‘What would success look like?’

• ‘What's stopping us from getting there?’

💡 For Innovation

• ‘What if we did the opposite?’

• ‘How would our competitor approach this?’

• ‘What would we do with unlimited resources?’

• ‘What's the simplest solution?’

Chapter 5

The Art of Saying ‘No’ Positively 

Saying 'no' is essential for leaders, but how you say it determines whether you damage or strengthen relationships. Master the art of positive rejection to maintain goodwill while protecting your priorities.

The GRACE Method:

G - Gratitude: ‘Thank you for thinking of me for this opportunity…’

R - Reason: ‘My current commitments to [specific project] mean I can't give this the attention it deserves…’

A - Alternative: ‘However, I know someone who would be perfect for this…’

C - Connection: ‘I'd love to help with future projects when my schedule opens up…’

E - Encouragement: ‘I'm confident this project will be a great success!’

❌ Avoid These Phrases

‘I'm too busy’

‘That's not my job’

‘I don't have time’

‘Maybe later’ (when you mean no)

✅ Use These Instead

‘I'm committed to other priorities’

‘That's outside my current focus’

‘I want to give you my best, which I can't right now’

‘Let me suggest someone better suited’

⚡ The Power of the Positive No

A positive no actually strengthens relationships because it shows you respect both your time and theirs. People appreciate honesty over false promises or half-hearted commitments.

📝 Practice Scenarios:

Scenario 1: Asked to join another committee

‘I'm honored you'd consider me. My current board commitments need my full attention through Q2, but I'd love to discuss opportunities for next year.’

Scenario 2: Client wants additional scope

‘This sounds valuable. To give it proper attention, we'd need to adjust timeline and budget. Let's explore what that would look like.’

Conclusion 

Mastering counterintuitive communication means embracing approaches that defy instinct yet produce powerful results, such as, using strategic silence to command presence and invite deeper dialogue, disagreeing respectfully to build trust and demonstrate independent thinking, showing vulnerability to foster connection and enhance credibility, asking questions instead of offering immediate answers to inspire ownership and critical thinking, and saying 'no' positively to protect priorities while strengthening relationships. By weaving these techniques into everyday interactions, leaders, professionals and entrepreneurs can influence more effectively, earn authentic respect and drive results in ways that surprise and engage those around them.

 

Learning and Earning - Peller’s Cameraman Interviews Should Make Us Rethink Antiquated Notions of the Dignity of Labour

Peller is a popular Nigerian influencer. Along with his girlfriend, Jarvis the robot girl, the boy - Habeeb Hamzat Adelaja by name - has taken the Nigerian social media scene by storm. Personally, I confess that their outrageous antics make them come across as juvenile delinquents sometimes but they still get me to pause and watch their videos from time to time, no doubt contributing to their massive earnings with my precious data - but I no go lie, I need the entertainment occasionally. 

Well, last week Peller sparked more controversy after advertising a ₦500,000-per-month cameraman job that only candidates with Master's Degrees could apply for. Guess what? He attracted a crowd of highly qualified applicants, including at least 20 with master's. The video drew mixed reactions with many expressing pity for the applicants who had to ‘lower themselves to that level’ as well as frustration with Nigeria’s education system and job market. Others mocked the interviewees for their ‘desperation’. 

One can understand, even if one disagrees, with critics who felt bad when he streamed part of the interview process, showing these highly educated persons presenting themselves in line for his kind consideration. Note that Peller has not publicly disclosed any formal academic qualifications beyond secondary school, much less a university degree. He has occasionally described himself in interviews as ‘self-taught’ in photography and digital content production - but those are not the paper qualifications people with that fixated mindset want to see.

The Guardian reported how one participant, Nkese Eyo, accused Peller of exploiting her by using the interviews as content. Eyo, who is a content creator herself, however claimed he made jokes about her ethnicity and body size - so she might have a different axe to grind with the young man. In response, Peller defended the process as a genuine recruitment effort, announced that two candidates had been selected and argued that critics should focus on systemic economic failures rather than targeting him personally. 

I don't know about the alleged ethnic profiling and body-shaming (and I'll leave both content creators to sort that one out) but I do agree with the boy that he didn't overstep legal bounds - even though, smart businessman that he is, he has effectively added them to his revenue stream every time somebody clicks on that video - whether now or in a decade. 

The entire incident places a spotlight on the severity of unemployment among educated Nigerians, but it also stirred up the perennial discourse on livelihood versus the dignity of man, especially the question of whether any job that helps you make an honest kobo should be dismissed as undignifying? It also raises emerging ethical issues as social media achieves increasing importance as a GDP item in Nigeria. For example, what's the legal position if an influencer combines hiring processes with viral content creation?

 

Since the furore erupted, I still haven't been able to understand why applying and attending an interview for a ₦500,000-a-month cameraman role with a wealthy celebrity should cause large numbers of Nigerians to melt down online. Is it that Peller is too young, too loud or too proud? Or is it, ‘how dare someone without a degree, albeit a wealthy celebrity, ‘demean’ Nigeria’s precious educated force by offering them what some see as a ‘menial’ job - even though it pays higher than many ‘professional’ positions? Plus, what is wrong with anyone, regardless of educational attainment, taking a job that pays them better than most for their skills?

Let’s start by acknowledging the uncomfortable truth that there is a growing gap between learning and earning, and it is not unique to Nigeria. It’s happening everywhere. While some are busy debating whether a cameraman’s role should be beneath a postgraduate, thousands of new lawyers are graduating every year into a labour market that cannot absorb them. Last week alone, about 4,500 young Nigerians were called to the Bar, with another set of graduates waiting to join them in a month or two. 

This has been the reality for over a decade. It’s similar in engineering, accountancy, banking - any field you care to mention. I suggest that before we rush to dismiss the entire episode as insulting and undignified, perhaps we should pause to ask ourselves: What does it really mean to have dignity in labour? Is our collective sense of what educated people should do with their lives helping or harming us in a country where even the most prestigious professions are drowning in oversupply?

I am of the firm belief that the greatest barrier to wealth is often not the education system, but holding the mindset in a challenging economy that certain jobs are too ‘low’ for someone with a degree. So, If I were a lawyer with an LLM earning ₦75,000 in a law firm today who also happens to be a skilled photographer - I would take Peller’s interview without hesitation. That is, unless my love for legal practice constrains me to continue deviling in the profession till such a time as my circumstances may improve. 

Peller, if reports are accurate, earns at least $100,000 monthly. That is more than most blue-chip firms in Nigeria pay their entire executive teams. When a digital entrepreneur offers to pay a cameraman half a million naira per month, shouldn’t we be asking what he knows about monetising creativity that the rest of us haven’t learned? People forget that the digital and creative economy is one of the few Nigerian sectors consistently expanding and creating wealth. 

Peller, Jarvis and their kind are living proof that content creation and personal branding are serious businesses. Their operations require skilled production, marketing and visual storytelling - work that is neither menial nor inconsequential to anyone. Even abroad, many celebrity photographers, videographers, and assistants have impressive academic pedigrees. It is not unusual to find people with master’s and doctoral degrees working behind the scenes because they have realised something crucial - that wealth lies in finding the sweet spot between what you know and what the market wants.

I understand the argument that Nigeria needs more robust, dignified employment for its educated citizens. That’s true. But refusing to engage with opportunities in the creative industries, simply because they don’t match our outdated ideas of ‘professional’ work, is part of why so many talented people remain broke.

Beyond the salary, consider the upside for any master’s degree holder with an entrepreneurial mindset who finds himself (or herself) in Peller’s organisation. Two years working in that ecosystem would likely give them access to skills, networks and visibility to start their own production business or build a personal brand. In a world where digital platforms can multiply your income many times over, learning to create and monetise content is a growth path, not a dead end - or a walk of shame.

More fundamentally, I would argue that the professions themselves need this kind of disruption. We need more lawyers who can produce documentaries on legal literacy, more engineers who can teach technical skills via YouTube, more PhDs who can translate complex ideas into mass-market content. No discipline is truly complete today without the entrepreneurial element - and the refusal to embrace this is why many people with advanced degrees stay trapped in low-paying traditional roles.

The dignity of labour is not determined by the title of the job, but by the skill, professionalism and impact you bring to it. Poverty often begins when you see a way out of penury but dismiss it as infra dignitatem or 'beneath dignity' for you while making no effort to increase your value where you are. Peller’s cameraman role may not be the career many dreamed of while collecting certificates, but it is honest work, with serious earning potential, in a growing industry. And if you believe you are too educated to take it, make sure you are also working just as hard to create something better.

Honour Your Pioneers - Success is Often an Inherited Blessing

In the context of great and enduring success the pioneers are not always the finishers. They are often the forerunners - those who break the inertia, absorb the early pain, confront the first resistance, and carry the vision far enough so that others may run with it. Their role is rarely glamorous. They face the unknown with fewer tools, less support, and more uncertainty. And even when they don’t arrive, they show the way.

That’s why the work of pioneers must not be trivialized. Not every father builds a city. Some clear the forest so their sons can build without obstacles. Not every mother writes history books - some simply live lives of such courage that their daughters never again settle for smallness. Pioneers are not always named, but they are always necessary. Honoring pioneers is not nostalgia, it’s wisdom. It reminds us that we are not self-made. It also teaches us to play our part with faithfulness, even if we won’t see the final fruit.

The story of Terah and Abraham is apt illustration of this principle. It is more than a chronicle of geographical journeys - it is a roadmap of how legacy works. Terah didn’t complete the journey to Canaan, but he made it far enough to make the next generation’s task possible. His unfinished journey became the compass for Abraham’s complete breakthrough. That’s how life often works. Many times, what looks like a failure in one generation is actually a foundation for victory in the next.

"And Terah took Abram his son, and Lot the son of Haran his son's son, and Sarai his daughter in law, his son Abram's wife; and they went forth with them from Ur of the Chaldees, TO GO INTO THE LAND OF CANAAN; AND THEY CAME UNTO HARAN, AND DWELT THERE. And the days of Terah were 205 years: and Terah died in Haran." Genesis 11:31,32

"And Abram took Sarai his wife, and Lot his brother's son, and all their substance that they had gathered, and the souls that they had gotten in Haran; and they went forth TO GO INTO THE LAND OF CANAAN; AND INTO THE LAND OF CANAAN THEY CAME." Genesis 12:5 

There might have been no Abraham without Terah. Abraham's father, Terah, who allegedly 'failed' (according to some contemporary preachers) led his family from their native land, Ur of the Chaldees, to Haran. Originally bound for Canaan, this intrepid patriarch protected and guided his little family unit through some of the most dangerous terrains and territories of the ancient world - with little more than heart and hope. 

He led them from Ur to Babel/Babylon, to Accad, to Mari, to Rezeph, to Haran, about 641 miles, where for reasons untold - perhaps sickness, diminished supplies, increased danger on the road or plain travel weariness - he decided to stop the migration. We cannot know for sure why he took that decision - but maybe the little town offered good choices for his weary band to settle, and having settled, to prosper. 

What we do know is that by the time God called Abraham much later to go on to Canaan, he only had 400 miles left to travel from Haran to arrive. Who knows, but attempting 1041 miles straight to Canaan might have proven equally too hard for even Abraham without that foundational 641 miles leg up he inherited from his father - and the wealth amassed during their years in Haran.

We live in a time that is quick to honor arrivals but slow to respect those who started the journey. Yet in homes, in ministries, in movements, companies and even nations - success rarely begins with the generation that enjoys it. Someone endured scarcity so others might have stability. Someone asked hard questions so others could get clear answers. Someone walked, burdened down, so another could run.

This is why memory, institutional memory especially, is a sacred duty. In every Canaan, there is an Abraham, and behind every Abraham, there is a Terah - someone who dared to leave Ur when it still felt like home to set off for Canaan while it was still a mirage. And perhaps, that’s the real call - not always to finish everything, but to carry vision far enough so that someone after us can carry it through.

CELEBRATING 30TH WEDDING ANNIVERSARY WITH PASTORS PAUL AND BECKY ENENCHE

Today, the 16th of April, 2024 marks the 30th Wedding Anniversary of a truly remarkable couple, the Senior Pastors of Dunamis International Gospel Centre Worldwide, Pastor Dr. Paul Enenche and Pastor Dr. Becky Enenche. On this joyous occasion my family joins millions around the world to celebrate, not only the tenacious love they have modelled in their marriage, but also their unbelievable accomplishments together as the Senior Pastors of Dunamis International Gospel Centre (DIGC), The Glory Dome, Abuja, and the hundreds of DIGC churches across the world. 

Pastors Paul and Becky Enenche's love story testifies to the power of God upon their union and the power of their mutual devotion to each other. Over the past thirty years, during which I have known them for the last twenty-three, they have built a solid example of love, friendship and mutual respect for our guidance - virtues that have become the cornerstone of their successful marriage and ministry. Their union shines a bright hope on the increasingly beleaguered marriage institution so that countless couples have been inspired to fight for their own marriages while multitudes of singles have been emboldened to exchange vows, persuaded that Godly marriages still exist. 

Together, this couple, full of the Holy Spirit and Power, have built a Leadership Legacy as the Senior Pastors of Dunamis International Gospel Centre, one of Nigeria's largest mega churches that speaks for itself. The Glory Dome, the church's iconic headquarters in Abuja ranks in the topmost of the world's bespoke places of Christian worship while the hundreds of Dunamis churches around the world speak volumes about the reality of God's grace and truth undergirding their Call. 

Under their nurture, DIGC has grown into a global spiritual powerhouse that touches the lives of millions of people daily and has transformed communities through the power of the gospel. Their leadership style is characterized by humility, integrity, compassion and a deep passion for empowering others to reach their full potential in Christ. They have raised a generation of Christian and secular leaders who are making significant impact in various spheres of society, including business, education, healthcare, and government.

In their joint and individual capacities, Pastor Dr. Paul Enenche and Pastor Dr. Becky Enenche have demonstrated exceptional leadership skills, vision, and dedication to their calling. The influence and reach of this man of God and his wife through their teachings, books, conferences, and media platforms have touched the lives of millions of people worldwide. God regularly heals the sick, delivers the oppressed and restores hope to all manners of the hurting and even hopeless in their meetings. 

Their commitment to excellence and innovation has led to the establishment of various institutions, including the Dunamis International School of Ministry (DISOM) and the Solomon School of Business & Leadership (SSBL). They have regularly spoken of their intentions to one day build a university and a Dunamis International School of Health and Medical Sciences. These institutions, existing and proposed, are designed to equip the next generation of leaders with the knowledge, skills, and character needed to make a significant impact in their communities and the world at large.

Today, as they celebrate their 30th wedding anniversary, they challenge the world with a legacy of love, leadership, and impact that will continue to inspire future generations. Their commitment to excellence for their four vastly talented children, their extended and church family and their high calling is a constant testament to the transformative impact of the gospel.

It is therefore my pleasure and privilege today, on behalf of my family, to celebrate the heads of my spiritual family, Pastor Dr. Paul Enenche and Pastor Dr. Becky Enenche on their 30th wedding anniversary, acknowledging their significant contributions to our personal growth and development, that of the body of Christ and the society at large. May their love continue to grow, and their impact continue to expand as they continue to serve God and humanity with dedication, excellence, and passion.

SKILLS OVER DEGREES: LESSONS FROM MARK ZUCKERBERG’S HIRING PHILOSOPHY

Mark Zuckerberg’s famous hiring philosophy – 'I will only hire someone to work directly for me if I would work for that person' has good lessons for today’s job seekers. To the cursory glance it might seem like a simple enough statement, but it is a strong barometer of the shift in employer hiring values that is happening among those whose job it is to acquire talent for companies even as we speak.

Being the optimal hire nowadays goes far beyond a well-crafted résume

Put simply, getting hired nowadays is no longer just about ticking off boxes on a resume anymore during selection and shortlisting - it is more about finding individuals who can lead, inspire, and contribute to the culture which the thriving company they want to join has painstakingly built, sometimes over decades.

So, if we go beyond qualifications, what then do employers really want? Zuckerberg's words suggest that he looks out for more than just technical skills and experience. He wants people who challenge him, people he can learn from and people who share his vision for the future - at least for Meta or any of the other worldwide companies he has built. This benchmarks several emerging trends in hiring.

1¦ Leadership and Potential: Companies are increasingly interested in candidates who demonstrate leadership potential early, even if they don't have years of managerial experience yet. This would mean people who demonstrate that they can take the initiative, solve problems creatively, innovate and inspire others.

2¦ Cultural Fit: A strong cultural fit is essential for both employee satisfaction and company success. Cultural fit is when your personal values, work style, and goals align with your company's mission, values, and work environment. Employers want people who share their work ethic and overall vision, not entitled brats or disentitled victims who poke at people's eyes like low-hanging twigs on a hiking trail. This ensures a more collaborative and productive workforce.

3¦ Mutual Respect: The best working relationships are built on mutual respect. Mutual respect in the workplace means valuing each other's contributions, opinions, and perspectives, regardless of job title or seniority. Employers are looking for individuals who value their contributions and who they would be happy to collaborate with on a daily basis. Nobody wants an awkward character who creeps people out or an unctuous simpleton over-eager to please.

How to Thrive in this New Hiring Landscape

If you're looking to land a job in tech (or any industry for that matter), there are some key takeaways from Zuckerberg's philosophy and the new hiring realities.

1¦ Develop Your Leadership Skills: Leadership is no longer a top-down pyramid, but a network of collaborators where influence and initiative can emerge from any level. Even if you are not applying for a management position, demonstrate your leadership potential. This could involve taking on additional responsibilities, mentoring others, or finding innovative solutions to challenges.

2¦ Showcase Your Cultural Fit: Research the company thoroughly and tailor your application to highlight how your values and work style align with theirs. Like I noted earlier, cultural fit is having values, work style, and goals which fit your company's, in her mission, values, and overall work environment. This shows that you do your homework, know how to apply knowledge and are genuinely interested in being part of the team at the company.

3¦ Be Someone Others Want to Work For: In today's workplace, strive to be more than just a good employee. Continuously learn and develop your expertise to become more and more sought-after. Be proactive, share your knowledge, and cultivate strong relationships. Aim to succeed and inspire others to succeed. Be someone people genuinely want to work with. Continuously develop your skills, knowledge, and expertise. When you become an indispensable asset, you'll unlock new opportunities and achieve greater career success.

4¦ Mutual Assessment: Remember that the hiring process is a two-way street. Don't just focus on whether the company is right for you; also assess whether you would be happy and productive working with their team and leadership. After all, it is your career that is on the line and if you are to have a long and fulfilling career you have to find satisfaction in what you do and peace, even joy, in the people you do it with.

In Conclusion

Zuckerberg's hiring philosophy might seem idealistic, but it reflects a growing understanding that a company's success depends on more than just an individual's technical competence. Nowadays, it is about finding individuals who can lead, inspire, and contribute to a positive and productive work environment. By focusing on leadership, cultural fit, and mutual respect, job seekers can position themselves for success in today's competitive market.

Are you ready to take the next step in your career? Share your thoughts and experiences in the comments!