Author | Lightnews

Reposted by Nathan Broslawsky

Sarah Drasner @sarahedo.bsky.social · Jun 25

Ok, I've had whiskey and my flight is delayed, so...

time for some unadvised unadulterated software eng and management advice (thread)

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Nathan Broslawsky @nbroslawsky.bsky.social · Mar 13

Identity careers are over. Your job title is becoming obsolete—and that's good news.

We're entering the age of "Polymer Professionals" who define themselves by capabilities, not labels.

Read my post on how this shift transforms #careers and organizations: www.nathanbroslawsky.com/p/identity-c...

Identity Careers Are Over. Polymer Professions are in.

The polymer professional — adaptable, integrative, and perpetually evolving — represents not just a new approach to career development, but a fundamental rethinking of the professional identity itself...

www.nathanbroslawsky.com

Nathan Broslawsky @nbroslawsky.bsky.social · Feb 27

Mentorship programs are everywhere, but mentorship cultures are rare.

In my latest post I explore why weaving mentorship into your organization's DNA creates resilience, innovation, and leadership pipelines that no standalone program can match.

www.nathanbroslawsky.com/p/how-to-bui...

#leadership

How to Build a Mentorship Culture (Not Just Another Program)

Every company should be looking for ways to grow and nurture their people. However, when companies introduce “mentorship,” it usually takes the form of an internal matching service. But, a mentorship ...

www.nathanbroslawsky.com

Nathan Broslawsky @nbroslawsky.bsky.social · Feb 26

Their stance was: read everything you can get your hands on. The only one that may have slightly raised their eyebrows was A Clockwork Orange at age 14, but they didn’t stop it…

Nathan Broslawsky @nbroslawsky.bsky.social · Feb 21

Yeah, people don’t go through “management training” and then magically become good managers or somehow have leadership qualities. Those who are willing to invest and put in the work are the ones who actually stand out.

Nathan Broslawsky @nbroslawsky.bsky.social · Feb 21

One of the students asked “how do I ask for (and get) feedback?” And my advice was “you can’t always assume your manager has really been trained to give feedback well.” So that led to a good conversation about how to operate in a non-ideal environment like that.

Lots for us to keep doing here 😉

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Nathan Broslawsky @nbroslawsky.bsky.social · Feb 21

I was talking to a group of students last night about how most new managers are thrown still into the job with no training at all. Just "you were good at your old job. Now manage these people." 🤦‍♂️

With such great resources like this research, it's surprising people aren't going in more prepared.

Pat Kua @patkua.bsky.social · Feb 21

Many people want to know how to build highly effective teams and are unaware of the research Google did 10 years 😅 ago about the characteristics of highly effective teams. Here's my take on Project Aristotle and how leaders can use it to build highly effective teams.

www.patkua.com/blog/project...

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Reposted by Nathan Broslawsky

Adam Grant @adamgrant.bsky.social · Feb 20

Downplaying your achievements is not the antidote to appearing arrogant.

Humility is acknowledging your weaknesses, not denying your strengths. Generosity is elevating others, not diminishing yourself.

Owning your success doesn't make you a narcissist—it makes you a role model.

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Nathan Broslawsky @nbroslawsky.bsky.social · Feb 19

6/ Want more content like this? Follow me here or visit nathanbroslawsky.com to subscribe to my newsletter for leadership insights delivered right to your inbox! 📫

Nathan Broslawsky

Product & Technology Leader // Leadership & Organizational Development // Fractional CPTO

nathanbroslawsky.com

Nathan Broslawsky @nbroslawsky.bsky.social · Feb 19

5/ Master these three questions and you'll transform your interviews from simple Q&As into compelling narratives about shared potential and mutual growth. It's not just about getting the job — it's about starting a partnership.

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Nathan Broslawsky @nbroslawsky.bsky.social · Feb 19

4/ 🤝 "Why us?" is the most powerful question. Bridge the gap between your aspirations & the company's direction. Show how this pairing amplifies both sides. Paint the picture of a future where you're already working together successfully.

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Nathan Broslawsky @nbroslawsky.bsky.social · Feb 19

3/ 👉 "Why me?" is your chance to differentiate yourself. Show your competency & potential, but also your unique perspectives & personal brand. Move beyond your resume to demonstrate the tangible benefits you'll bring to the company.

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Nathan Broslawsky @nbroslawsky.bsky.social · Feb 19

2/ 👈 "Why you?" is about showing the employer why you're interested in them. Share your excitement about the role, company, growth opportunities, mission & culture. Show you've done your homework about the company, hiring manager & team.

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Nathan Broslawsky @nbroslawsky.bsky.social · Feb 19

Had a great conversation about interviewing recently & wanted to share a beautiful framework I learned from a friend years ago. All interviewing boils down to telling a story that answers 3 simple questions:

👈 Why you?
👉 Why me?
🤝 Why us?

🧵

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Nathan Broslawsky @nbroslawsky.bsky.social · Feb 4

3/ This isn't about following trends or reacting to headlines — it's about building stronger, more effective teams that drive better business outcomes.

Want more insights on leadership and organizational strategy? Follow me here or visit nathanbroslawsky.com to subscribe to my newsletter.

Nathan Broslawsky

Product & Technology Leader // Leadership & Organizational Development // Fractional CPTO

nathanbroslawsky.com

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Nathan Broslawsky @nbroslawsky.bsky.social · Feb 4

2/ I break down three systems every leader can implement today:

↳ Hiring: Building structured evaluation processes that surface the best talent
↳ Performance Management: Creating clear, measurable definitions of success
↳ Promotions: Designing transparent pathways for advancement based on impact

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Nathan Broslawsky @nbroslawsky.bsky.social · Feb 4

Despite everything we are hearing around DEI these days, as leaders, we still have power to bring objectivity to how we hire, develop, and advance our people.

www.nathanbroslawsky.com/p/fair-by-de...

#leadership #management #talentmanagement #hiring #leadershipsky 👇

Fair by Design: Securing Equitable Talent Practices

There is a lot that you can do to ensure that you are bringing fairness and objectivity to the way you are leading and managing your organization. Hiring, performance management, and promotions are th...

www.nathanbroslawsky.com

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Nathan Broslawsky @nbroslawsky.bsky.social · Jan 29

It’s definitely an art. Insulating and drywalling my garage was a great way to get practice (low cost of failure). When I look at it now, I can see how I got progressively better as I got further down the wall… 😆

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Nathan Broslawsky @nbroslawsky.bsky.social · Jan 28

9/ Want more insights on leadership and product strategy? Follow me here or visit nathanbroslawsky.com to subscribe to my newsletter. Let's keep building better products and teams together! 🚀

Nathan Broslawsky

Product & Technology Leader // Leadership & Organizational Development // Fractional CPTO

nathanbroslawsky.com

Nathan Broslawsky @nbroslawsky.bsky.social · Jan 28

8/ Let's reframe "product-led" as a growth strategy requiring everyone's expertise, not an org structure.

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Nathan Broslawsky @nbroslawsky.bsky.social · Jan 28

7/ The goal isn't Product team dominance – it's creating such a compelling product experience that growth becomes inherent to how users interact with it.

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Nathan Broslawsky @nbroslawsky.bsky.social · Jan 28

6/ And the collaboration continues:

• Sales helps enterprise customers maximize value
• Support ensures users can succeed independently

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Nathan Broslawsky @nbroslawsky.bsky.social · Jan 28

5/ Successful product-led growth requires deep collaboration:

• Design creates intuitive experiences
• Engineering builds the self-service foundation
• Product Management identifies business and market opportunities
• Marketing ensures discovery

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Nathan Broslawsky @nbroslawsky.bsky.social · Jan 28

4/ The difference is subtle but crucial:

✅ Product-led = Product drives growth
❌ Product-led ≠ Product team dominates decisions

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Nathan Broslawsky @nbroslawsky.bsky.social · Jan 28

3/ In product-led companies, your product does the heavy lifting:

✓ Attracting new users
✓ Demonstrating value quickly
✓ Making it easy to expand usage
✓ Creating viral loops for organic growth

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