AD 005 : Diana Lovett and The Chocolate Factory – Lessons Learned Building a Social Mission Chocolate Company

Diana Lovett, Founder & CEO of Cisse Chocolate, built an extraordinary company – both in its mission and execution. In this episode, Anthony had the pleasure of speaking with Diana and hearing about her experiences, lessons learned, and tips for effectively scaling a business – one whose products you can find on the shelves of huge companies such as Whole Foods, Target, and Wegmans. How she leverages her advisory board is not only unique, but something every startup and emerging growth company should consider.

AD 004 : What Makes You Happy?

It’s the age old question about leading a rewarding life: What makes you happy? In this episode I detail my experiences answering this question and provide a framework for choosing happiness.

AD 003 : Freelancing vs. Full-Time – Which Is Better?

Do you prefer being a full-time employee or working as a freelancer / consultant? Is one a better choice than the other? Which is right for you? Great questions. In this episode, Anthony walks through the differences and what it takes to get started as an independent consultant.

AD 002 : Overcoming the Imposter Syndrome

So many accomplished people suffer from the Imposter Syndrome. The good news is that it is fairly easy to overcome. In this episode, Anthony shows you exactly how to do that. First by identifying what it is, and then a four-step process for surmounting the obstacle.

AD 001 : Meaningful Living and Extraordinary Results through the Problem Solution Impact (PSI) Framework

Welcome to the very first podcast of Anthony’s Desk. In this episode, I share the discovery of my PSI framework – a model for meaningful living and extraordinary results through the Problem Solution Impact articulation.

Top 10 Tips for a Rewarding Career

I’ve made a ton of mistakes in my professional career. Some of them were painfully embarrassing and humiliating.

But several of the most powerful lessons I learned along the way helped frame the commencement address I delivered for Penn State University at the Great Valley School of Graduate Studies.

In that talk I share a personal story that set me back for years and hindered me in many ways. I also discuss an extraordinary incident that changed my life forever. From there, I presented my Top 10 Tips for a Spectacularly Rewarding Career.

These tips enabled me to land every job I wanted and experience an incredibly enriching career.

Good evening graduates.

  • I’m going to ask you three questions
  • then tell you a powerful story that can change your life
  • and finally – leave you with ten tips that will help you be a superstar in your professional field.

First, the questions:

Are you excited to graduate?

Now, how many of you landed the most awesome job of your dreams – making more money than you ever thought possible – and will soon be starting there? Be honest.

Last question: How many of you would like to have a career where

  • you’re doing work you love
  • are very well compensated
  • and feel like you are continually growing?

Believe it or not, it’s not that hard. And I’ll give you a few tips how.

Most of this I’ve learned through a ton of mistakes I made along the way.

I started my professional life as a computer engineer designing mainframes for Unisys. I discovered that while I enjoyed the intellectual stimulation of designing computers, I really loved the business side and figuring out how technology could be used to solve compelling problems.

And while I was running hardware and software engineering for Unisys, I was given a chance to create a new startup business. I built an open source software startup that hit the market at the perfect time and generated several hundred million dollars in just a couple years.

By that point I was bitten by the entrepreneurial bug, and I built a healthcare company, and then I began investing in startups – especially those that were focused on changing the world.

My career was very fortunate, but the path was nowhere near as smooth as I just described it.

In fact, it was incredibly rocky.

I used to be a very nervous, insecure person. And I worried a lot about what other people thought of me. When I was at Drexel (where I got my Electrical Engineering degree), some of my classes were pretty hard. But I never asked a question in any of those classes because my thinking went like this: if my question were a smart question, someone else would have asked it. Therefore, it must be a dumb question and I don’t want to ask it, otherwise I’ll look like an idiot.

So I didn’t ask any questions. And I was an idiot.

I lived my life like that for many years. Not asking questions, worrying what other people thought of me, and terrified of interviews because I was afraid of rejection.

My first real interview was absolutely horrific.

I interviewed for a very prestigious graduate school in NJ. I wanted to study quantum physics, and I had an interview with the associate dean of the department. I drove to the interview and got lost on the way. This was before the days of cell phones, and I didn’t have time to pull over and use a pay phone. I finally got there and was very nervous. I owned just one suit at the time, and I’m sure it was wrinkled and sweaty by the time I got there.

I rushed into the office and was probably about 15 or 20 minutes late. I was out of breath and the interviewer, a woman, told me to sit down. She launched right in to her first question, which was probably something like, “Why do you want to join this university?” And I started answering her question. But after about 10 seconds she put her hand up to stop me and said, “Anthony, I don’t mean to embarrass you, but are you aware that you have a dryer sheet sticking out the bottom of your pant leg?”

I looked down, and sure enough, I had a dryer sheet sticking out of my pant leg.

It was an incredibly embarrassing moment.

But the funny thing is that looking back on that experience so many years later, it seems like no big deal. So what – a dryer sheet.

But I was horrified.

Why? Because I was so worried what the other person thought and how that reflected on me.

That was the story of my life for several years.

Until this happened – which changed everything.

I was in Ocean City, MD for a weekend in the summer. I was walking down the beach late one afternoon, and the beach was pretty deserted. The lifeguards were already off duty, and no one was around. I was walking along the edge of the water when I heard someone screaming out for help.

In the distance I saw a kid – probably about 10 years old – swimming alone and being dragged out to sea by the undertow. I did what anyone else would do – I dove into the ocean and I swam out to him.

I grabbed the kid and tried swimming him back to the beach. It was very hard because the currents were pulling us further out. I remember the sea was pretty rough – I think maybe a storm was coming. At one point, I honestly thought we were both going to drown.

But, we made it back to the beach, and I collapsed on the sand pretty much totally wiped out. We were both safe and everything was fine.

But that’s not the part that changed my life.

After that incident, the local beach patrol heard about what happened and asked if they could meet with me. They wanted to see what could be done to improve their emergency response procedures.

And in this meeting, they were asking questions like:

  • What were you thinking when you heard the kid screaming?
  • Was it hard fighting the undertow getting the child back in?
  • Would it have helped if there were life-preservers near by?
  • What ideas did I have for improvement?

And a really strange thing happened during this interview. All my answers were coming straight from my heart. I wasn’t trying to win anyone’s approval. I didn’t really care what they were thinking. I was simply there to help them improve their emergency response procedures. And they were grateful to have me there speaking with them.

And I realized that up until that moment, I had had a totally different mindset my entire professional life.

Whenever I would go into a job interview or a sales call or a performance review meeting or anything else like that, my mindset went like this:

I am there to try and impress the other person. And if I do a good enough job, I will get what I’m looking for [the job, the sale, the good review, and so forth].

I had an epiphany.

What if I treated all those sorts of encounters the same was as the beach patrol interview.

Instead of thinking that the other person has what I need [the job, the sale, etc.] – I realized that it was the other way around. They need what I have, and I’m there to give them a few snippets into how my skills and experiences can help them be more remarkable.

This changed everything for me – and it helped me help other people.

Case in point: Let me tell you about a woman who wanted to land her dream job at Zynga – the social gaming company that Facebook bought.

This woman was a data analyst and was good at SQL. Before meeting with Zynga, she had failed every interview leading up to that because

  • she went in with the mindset of “this company has what I need … the job
  • and she never made it obvious to the interviewers how her skills could help them.

I asked her this one question: “As a data analyst, have you ever uncovered any non-obvious conclusions that enabled your company to better connect with their customers?”

Her eyes lit up: “Oh my goodness. Lots of times!”

I said, “Great – when you meet with Zynga, I want you to do two things.

  1. Tell them about these conclusions you drew and how it helped your company;
  2. And, remember that you have what Zynga needs to be more successful – otherwise, they never would have invited you in for an interview.

Well, that’s exactly what she did. And guess what happened?

She landed the job of her dreams with Zynga. Making an incredible salary doing work she loved.

That one mindset shift and the practical tips I’m about to share enabled me to land every job I ever wanted, make more money than I ever dreamed possible, and accomplish things that could really make a difference in the world.

So, here are those 10 tips.

Tip # 1: Build your own Advisory Board. Advisory board members are people who have accomplished a certain amount of success – whether that be professionally or personally – and are willing to help others who are eager to follow in their footsteps.

These people are great for providing advice, making introductions or connections, and helping you grow you.

And I’ve found that the easiest way to get someone to be an advisor is simply to ask them. Invite them to a coffee meeting so you can learn from their successes.

Most people feel honored to lend their guidance and expertise to someone who is genuinely seeking it. And if they are too arrogant or snobbish to do that – then you don’t want them as an advisor anyway.

And never stop surrounding yourself with advisors. The people will change over time, but the ability to learn and grow never ends. And a personal advisory board is one of best ways to provide the impetus to continually grow.

Tip # 2: Find ways you can help others. Don’t just do your job. Go to other departments in your company and find out what challenges they have.

If you are an engineer, learn about what keeps the people in marketing and HR up at night.

You may not have the answers, but if you position yourself as a good listener, you will likely be able to identify other people who can bring solutions from outside the organization.

By continually seeking ways you can help others, great things will flow back to you – I guarantee it.

Tip # 3: Always be connecting. You don’t have to be an extrovert to network and connect. You don’t have to have an outgoing, engaging personality to build an awesome network. Here’s the only thing you need to do: ask people to talk about themselves.

Ask them what they love about their work. Ask them what worries them. It doesn’t matter.

It turns out that talking about ourselves lights up the same pleasure centers in the brain as do food and money.

But even more significant, we really like – and want to spend more time with – the person asking the questions. So be that person who gets other people talking and is a good listener. You’ll be amazed at what that does for your network, regardless of your personality type.

Tip # 4: Accept responsibility for your mistakes and failures. There will always be roadblocks and times you screw up. While it is far easier to blame other people and point the accusing finger elsewhere, that doesn’t help much in life. Here is the best way that I’ve found to handle it:

  • Step 1: Acknowledge it. “I screwed up … and here’s how.”
  • Step 2: Understand it. “Here is what I learned from that experience.”
  • Step 3: Apply it. “Here is how I used that learning in another situation and things worked out really well.”

If you can honestly accept responsibility for your mistakes and apply those learning experiences, you will stand far above your peers.

Tip # 5: Always, always, always negotiate your salary. Whether it be when you’re starting a new job or getting promoted from one role into another. If you negotiate just your first job’s starting salary and never negotiated ever again in your professional career – just that first negotiation will lead to an increase of over $600,000 in your career. $600,000! Imagine if you negotiated each role.

And negotiating is far easier and far less anxiety-producing than most people think.

Tip # 6: Develop mechanisms to overcome the Impostor Syndrome. Fascinating research shows that the more skilled you really are, the less competent you think you are. Conversely, in what is known as the Dunning-Kruger effect, the less skilled you truly are, the more competent you believe you are.

You all are graduating from one of the finest institutions in the world. So I know you fall into the highly skilled category. So, the best ways to overcome Imposter Syndrome are:

  • First, recognize that you are doing this to yourself. You can’t counteract the effects until you realize that you’re choosing this negative voice.
  • Next, look objectively at the assertions. Is it really true that you don’t belong or is it more likely that you are sabotaging your thought processes?
  • And finally, one tip that has worked wonders for me is this: maintain a positive reinforcement folder in your email. Anytime someone sends you an email telling you how much you helped them or how much your work made a difference, file that in your Positive Reinforcement folder. Then, anytime you are feeling down, take a look at what’s in that folder, and you will feel a million times better.

Tip # 7: Learn the victory pose. If you want to dramatically increase your confidence levels and lower your stress levels for anything – whether that be an interview, important speech, first date, etc. – doing two minutes of the victory pose will dramatically reduce the amount of cortisol in your blood (that’s the stress hormone) and increase testosterone (that’s the confidence hormone).

This research was conducted by Amy Cuddy at Harvard, and her TED talk on this topic is the 2nd most popular talk in the world.

So what is the victory pose? Simply this: put your arms over your head in the V formation, clench your fists, and put a big smile on your face. Hold that for a minute or two, and the changes in your physiology are dramatic. It really, truly works like magic.

Tip # 8 : Be true to yourself. In the words of Oscar Wilde, “Be yourself … everyone else is taken.” I read a terrific essay many years ago by a palliative care worker named Bronnie Ware, who worked with patients during the final phase of their lives.

Her essay was called Regrets of the Dying, and the #1 regret of all her dying patients was this:

“I wish I’d had the courage to live a life true to myself, and not the life others expected of me.”

So don’t let fear and insecurity hold you back from pursuing your passions.

Tip # 9 : Be kind. You will encounter many different types of people in your career.

  • Some will be nice, others nasty.
  • Some generous. Others stingy.
  • Some helpful, others deceitful.

But keep this in mind – everyone you meet is struggling to do the best they can. Some people do that in socially appropriate ways, and in other people, not so much.

The ancient Greek philosopher Philo said it best: “Be kind, for everyone you meet is fighting a hard battle.”

If you heed Philo’s words, you will not only better understand human nature, but your own path will be much smoother.

And finally, my last tip for helping you lead a spectacularly rewarding career is this: don’t ever have a dryer sheet sticking out of the bottom of your pant leg.

OK, I’m just kidding. We can’t end on that tip.

So, Tip # 10 is this: continually read great books. I don’t care whether it’s fiction or non-fiction, I’ve found that good books can make such a huge impact on professional careers and personal growth.

There are many, many books that have moved me in my life. Three that I’ll mention are Getting Things Done by David Allen, How to Win Friends & Influence People by Dale Carnegie, and Man’s Search for Meaning by Victor Frankl. Even after all these years, I’m still amazed at how much a great book can move, motivate, and inspire me to new heights.

So, to bring this commencement address to an end, please remember this:

Every one of you has game-changing skills that can make a difference — both for the companies you work for and the people in your lives.

Learning how to articulate, leverage, and apply those skills will change your life. I guarantee it.

Now, go out there and live your life boldly and without fear. Turn your dreams into reality and make your mark.

Congratulations graduates – you are about to change the world!

If you liked this article on Top 10 Tips for a Rewarding Career, then consider signing up for my email newsletter. You’ll receive updates directly in your inbox each time I post.

Don’t worry – it’s free and I will never spam you.

Easiest Way to Negotiate a Salary Increase – Part 2

The first time I negotiated my salary, I was terrified.

Do I really want to rock the boat? Could this jeopardize my job? Does this make me look like a trouble-maker?

After the meeting with my boss was over, I realized my fears were totally unfounded. He agreed to review my situation, and I subsequently received a large increase. Equally important, my boss and I grew closer in our mutual understanding of priorities and the keys to success for our department. We became much more of a “team”.

This wasn’t a one-time fluke. I experienced similar results with every subsequent negotiation since then, in each role and organization.

The key to a successful salary negotiation starts with these two data points:

  1. I knew I was being paid much less than my market value.
  2. I was aware of the impact that my skills and accomplishments were having on the company.

Armed with this information, salary negotiation is not only simple, but it can actually enhance the relationship between you and your manager. I know this from being on both sides of the table for hundreds of such discussions.

Previously, I wrote an article on getting started negotiating a salary increase with your boss. I gave some tips on teeing up the conversation and ended that article by challenging you to articulate the value you bring to your organization.

Now let’s hit on how to manage the communication flow once you have stated that you feel you are under-compensated, closing with, “And I’d really like your help so that we can address this.”

At this point, the manager will likely ask you for additional detail such as, “Tell me more what you are thinking.” A great way to make your request is to elaborate on the impact you are currently making, your desire to contribute even more to the department, and then your ask.

No matter what your manager responds with, say nothing.


That is both easy to do (just keep your mouth shut) and very hard to do – because the silence feels so awkward.

Actually, there’s a tiny step before the silence. Repeat back what the manager said, and then say nothing.

An amazing thing happens with silence.

The gap is begging to be filled, and it will be filled by your manager. And she will fill that gap with either some form of justification or a willingness to make a change – both of which are helpful to you.

If it’s a justification for why they can’t pay more (e.g. The salary pool for this year is fixed and there is nothing left in the budget) then that information is incredibly useful for the next step in the conversation – collaborative brainstorming.

If it’s a willingness to dig in (e.g. Let me take a look and get back to you), then you are nearly done.

But remember, you can only do this if you are certain of those two points: (1) you are being paid much less than market value, and (2) you are well aware of (and know how to articulate) the impact that your skills and accomplishments are having on the department.

Does this process – including the silence bit – actually work?

I’ve helped hundreds of people negotiate salaries (and other aspects of compensation such as additional vacation or bonuses) they never dreamed possible. This not only works, the impact is extraordinary.

In Part 3 of this series, I’ll take you through the end-to-end process ofcollaborative brainstorming giving you very specific questions to ask that will make the salary negotiation process a breeze and further enhance your relationship with your manager.

Easiest Way to Negotiate a Salary Increase – Part 1

Here’s a painful, yet fairly common occurrence. You discover that a co-working peer – who you know doesn’t work as hard (or well) as you – has a higher salary. Sometimes a lot higher.

Last week I got an email from a woman who had just learned that her co-worker – with the same job title – was making 20% more than she was. And not only that, the co-worker didn’t work nearly as hard and hadn’t been with the company as long.

What should she do?

Here’s what she shouldn’t do: tell her boss about the discrepancy and ask for an increase. For one thing, it creates an awkward scenario between employee and manager, and it puts the manager in a defensive position of needing to justify one person’s salary over another.

There very well might be legitimate circumstances that led to the co-worker having a higher salary, including that the individual negotiated a starting salary whereas the other person simply accepted what was offered when she joined.

I should also note that while we unfortunately still live in a culture where women are grossly under-compensated compared to their male peers, in this particular situation, the employee and higher paid co-worker are both female.

Here’s what she should do: First, validate from outside sources that her current salary is indeed below where it should be. Sites like,, and make it very easy to gather this data.

Then, at her next regularly scheduled one-on-one with her manager, start by articulating the value she brings to the company. This is done by discussing not just the work that was completed, but the impact it has had. That might be time saved, revenue increased, costs cut, etc.

Impact is anything that truly matters to the company.

Too many people discuss what they did, but never tie it to impact, and as such, it carries little weight. The goal is to get the manager nodding their head up-and-down in agreement thinking, “Yep, this person is definitely making a great impact – I’m so glad she’s on my team”.

So, what does articulating your value look like? Rather than describe it, here are a couple real-world examples:

  • After I recognized that we had no ability to outsource our projects, I created a process to qualify, onboard, and manage an outsourcing agency. And I developed the training materials so anyone in our department can leverage this. We’re now able to outsource our entire claim submission clearance process at much lower costs than we could before.
  • Since we had no plan for coordinating and leveraging social media channels to better connect with our community, I put together an overarching strategy for all engagement channels and personally managed all posts including Twitter, Facebook, Pinterest, and Instagram. And over the past month we saw a huge increase in users with many positive comments about our brand.

What makes the two examples above so powerful for articulating value is the PSI framework: problem, solution, impact. Present the problem, then the solution you developed for the problem, and the impact it had.

The impact doesn’t need to include numbers – just anything that matters to the company – even subjectively like “many positive comments”.

Then, after going through your impact articulation, follow with some positive comments about why you like working for the company and this manager. And then add this:

negotiation quote

This opens the door to a non-threatening, collaborative discussion around compensation.

In Part 2 of this series, I’ll share more detail about how to navigate the conversation from here, including what to do if you get push-back.

Freelancing vs. Full-Time – Which is Better?

Do you prefer being a full-time employee or working as a freelancer / consultant? Is one a better choice than the other? Which is right for you?

Great questions.

I’ve helped a lot of people transition from employee to consultant, as well as the other direction – and I’ve been both a W2 employee and a 1099 consultant. While there is no universally right choice, there are certainly pros and cons to each. It often comes down to a lifestyle preference.

Early in my career at Unisys, we hired a consultant to help us with some of our engineering projects. The guy was really talented, but no smarter or more capable than any of the other team members. Yet he was getting paid an hourly consulting rate nearly 30% more than everyone else. Surprisingly (to me), he didn’t want to be a consultant – he wanted to be converted into a full-time employee, knowing full well that his rate would be dropped back into the standard engineering range for Unisys.

I asked him why he wanted to take such a huge pay cut. His answer probably won’t surprise you: “Anthony, I really want the security of a full-time job.

But, the world has changed in the years since that conversation took place. There is no such thing as job security anywhere. Yes, certain states in the US make it difficult to terminate an employee, but for the most part, if the company wants you gone, you’re done. (I’m obviously not referring to gigs involving tenure or other forms of legal contracts that preclude a person from being laid off.)

Nonetheless, there is a certain prestige or status that comes with being an employee, and everything else being equal, a company will terminate consultants before its employees. So, you could argue that an employee does have a bit more “job security” than a consultant.

On the flip side, as a consultant, you have the benefits of higher pay (usually) and the tax breaks of deducting legitimate business expenses from your income. And perhaps most significantly, you choose the projects to work on and can be your own boss.

In many consulting gigs, you determine the hours you will work – although there will be times when you’ll need to align your work activities with the company you are supporting.

The first consulting gig I had required me to spend one day per week in the company’s offices – but the rest of the time was completely mine to schedule – so long as I met the agreed upon commitments.


Do Companies Want Consultants?

Why would a company choose to work with a consultant (and pay more) instead of hiring a full-time employee?

Many reasons, but here are some of the big ones:

A. Project Timing and Simplicity

The company has a specific task that needs to be completed in a certain period of time. If they don’t have the current resources and in-house expertise to meet the deadline, they can go through the lengthy process of onboarding a new employee and all the items that go along with that such as:

  • back-and-forth negotiating of the salary/sign-on bonus
  • waiting for the person to complete their two-week farewell to the prior company
  • new employee onboarding for benefits/office/computer/phone/etc.

Or, the company can find a consultant that can do exactly what needs to be done and begin contributing within a matter of hours.

Furthermore, once the project is done, the company can easily (with no pain) end the contract with the consultant and part ways as friends.

B. Cost

Yes, the company will likely pay a higher rate for a consultant, but the company won’t be paying any health benefits or employment taxes (or any other benefits such as 401K matching). So, the hourly rate might be higher, but the overall total cash outlay is likely less. It also costs far less to end a contract with a consultant than it does to terminate an employee.

C. No Baggage and Perceived Value

A strange thing happens within companies (both large and small) – they tend to develop a certain set of politics and silos. And each employee is “granted” access to various resources based on their title and influence. Yet an external consultant has no baggage – at least none apparent.

Here’s an example of what I mean. We had one project at Unisys that required a thorough analysis across multiple departments (engineering, marketing, and sales) as we were developing a particular product strategy. We could have assigned an internal task force to pull all the information together, process the data, and present the findings.

Had we done that, the task force would likely have been stonewalled at various junctures, plus once they presented their findings, no one would have taken them too seriously since it would have been assumed the results were skewed toward what the individuals within the task force wanted.

By bringing in an external consultant, all those challenges can be negated – presuming the consultant has the cachet and expertise required. Which is exactly what we did at Unisys, and the results were superb.

D. Focused Specialization

While a company deploys employees onto a particular project, there might be a specialized skill that is only needed for a portion of the project. For example, a healthcare IT company might have a bunch of full-time developers writing the code, but need a database security expert to ensure all the right protections and reporting pieces are in place. Instead of hiring a full-time security person, the company might prefer to hire a consultant for just that piece of the project.


What are the challenges being a consultant / freelancer?

The big challenge with being a consultant or freelancer is ensuring you have enough gigs lined up to cover your expense requirements.

I don’t know too many consultants who have anything booked more than 3-6 months out. That is the nature of consulting work. One might reasonably ask, “Isn’t that scary not knowing where your income will be coming from in a few months?” But, if you have skills that are in-demand and you have the ability to network and/or leverage references/testimonials from past clients, then down-time is rare.

Another challenge that many consultants face is lack of human interaction. While some gigs require you to spend time in the company offices or interacting with other company employees, there are many projects where you are working alone. For many days, weeks, and even months at a time.

Perhaps you may welcome such seclusion. But I know many consultants who spend their working hours in coffee shops just to be within the din of human activity.

Some of the smaller challenges with being a consultant include responsibility for your health benefits, paying self-employment taxes, tracking hours and periodic invoicing, and purchasing your own office supplies/equipment. All of these are fairly simple, but it is work that needs to be done.

pro con list


Is one path better than the other?

No. They are just different. If you are the kind of person who likes variety, being your own boss (mostly), choosing which projects you’ll work on, and having more “control” over your professional path – then you might consider the consulting route. But then you are also buying in to ensuring you have a sufficient runway to meet your expense requirements.

The simplest test I’ve found for determining whether someone is cut out for consulting is this: Does the thought of being your own boss, managing your own time, and choosing your projects get you really excited? If the answer is not a resounding “hell yeah”, then consulting work may not be for you.

I have a superstar software developer named Eli that I work with on many of my projects. He tells the story of his first (and last) professional gig as an employee. After only a few months of working as a “W2” Eli decided he never wanted to work for a boss again. Was his boss a jerk? Not at all. It’s just that Eli’s personality, work style, and drive is much more suited for consulting work. That decision took place many years ago shortly after he graduated from Drexel.

Since that day, he’s never taken a full-time job, yet the consulting gigs continually fell into his lap. Why? Because the work he does is in demand (application development), his work is exceptional (his clients love his work), and references/testimonials from past clients continually drive new opportunities.


The Best of Both Worlds

Considering a consulting gig but too afraid to leave your day job? Then try the best of both worlds: employee and consultant.

I know many people who have full-time jobs as a W2 employee, and they also do (non-conflicting) consulting work on nights and weekends. This is a great way to dip your toe in the consulting waters and see if you like what it has to offer.

But you need to be careful. When you accept a full-time job with a company, you will likely sign certain documents that determine the ownership of intellectual property, what you can (and cannot) do using company resources (e.g. laptop, stationery, phone, email servers, etc.), and what constitutes “company time” versus your own time. So, carefully review all documents (likely with legal counsel) before embarking on a parallel consulting business.


Getting Started as a Consultant

It is actually quite easy to get started as a consultant. While you aren’t required to incorporate yourself, it is wise to do so in order to benefit from the legal protection a corporation has to offer. Starting your own LLC is inexpensive – there are plenty of good legal/tax personnel who can file all the necessary paperwork and get you up and running for under $500.

You’ll also want your own website, email address, and phone number so you can begin marketing yourself. And all of those are also dirt simple (and inexpensive) to setup.

Here are some resources that might help you.

  • Website – I recommend using WordPress – it is free and very easy to get started without needing to know any coding. But, you still need a hosting provider – this is where you register your domain name. I use a few hosting companies, but the easiest I’ve found is Bluehost. Their rates are good (about $5 or $6 per month) and setting up your own WordPress site requires not much more than one button click. Of course, the biggest challenge you’ll have is coming up with a good domain name that hasn’t already been taken.
  • Email Address. If you use Bluehost, you get unlimited email accounts. So, if you created a new site called then you can make as many <name> addresses as you’d like.
  • Phone Number. If you are comfortable sharing your cell phone on your website and with your clients, then that’s the cheapest way to go since you are already paying for that phone. But if you’d like to have a bit more of a professional feel, you can use Grasshopper which gives you an 800 number that forwards to your cell phone (without needing to give away your cell phone number). Grasshopper also lets you have custom greetings (e.g. Press 1 for support, Press 2 for sales, etc.) and everything else you’d expect in a “professional phone system”.
  • Billing, Invoicing, and Accounting. You can either do it manually (spreadsheet to keep track of your hours, create your own invoices in Word/Google Docs to send to your clients each month) or you can use an online system like FreshBooks that costs something like $20/month. Another tool I’ve heard people rave about is Wave, which does invoicing, accounting, payments, and client management.
  • Time Tracking. If you are billing hourly, then you’ll need to keep track of your time. You can do this with a regular watch or use a free tool like toggl.
  • Legal Documentation. You can use a local accountant/tax/legal firm, but if you are the kind of person who likes to do it on your own (and perhaps save a few dollars), check out Legal Zoom.
  • Other Business Ideas. Besides consulting, are you looking for other ideas to leverage your capabilities? If so, you might want to check out my friend Chris Guillebeau’s book called The $100 Startup. In here, Chris shares success stories from many people who have built their own companies for less than $100. This is a great book for inspiring you toward channeling your passions and skills into a sustainable business.


Getting Customers as a Consultant

Let’s say you’ve got all the operational stuff out of the way (website, phone, infrastructure, etc.) – now what?

Reach out to your network! Let your peeps know about your work. But don’t just say “Hey everyone, I’m doing XYZ. Send me some business.” Instead, phrase your communication in a way that makes it clear how you can impact people’s business. Instead of “I do website design” consider something like “I help companies dramatically increase their user engagement and visitor conversion rates with my website design and customer funneling services.” And if you can follow that up with a couple testimonial quotes from prior engagements, you’ve got yourself a message worth forwarding.

Testimonials and references are the best methods of growing a freelance / consulting business. Having your prior work “sell” you is the easiest (and most effective) form of selling.

And if you are struggling getting your first clients, you might want to consider doing a pro-bono project. But don’t just tell the client “I’ll do it for free”. Instead, say something like this: “My normal rate is $X per hour, and I am confident that I can _____ <some wording about the impact you’ll have for the client.> But since I’m looking to build my portfolio and reference base, I’m willing to do this gig on my nickel. However, I request two things in return if you are blown away by my work: (1) that I can use you as a reference, and (2) if you’d like me to take on additional projects, then we do so at my normal rate.”

You need to word that in a way that fits your particular style and vernacular, but you get the idea. This way, you aren’t valuing yourself at zero. You are valuing yourself at your normal rate, but are willing to do this project at no cost in order to show how good you are. Then, obviously, blow away the customer’s expectations and you are well on your way toward future (paid) work.


Wrap Up

The decision to be a consultant (or a full-time employee) is not a “once-and-done” conclusion. You can move back and forth between the two over your career. There’s no right or wrong answer – just what is best for you depending on your interests and lifestyle at any point in time.

If you have any questions on any of this or would like referrals on legal/tax resources or help getting a website/email configured, just hit me up on Twitter @Anthonys_Desk or email.

PS: Many companies that are looking for both full-time employees and independent consultants regularly reach out to me for talented resources in my network that can help them. So, if you are looking for such work then reach out to me.

As always, wishing you much success in your career!

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Forget Everything You Learned

Why? Because everything you learned regarding writing a resume rarely works – including what you hear from the outplacement firms and recruiting consultants who are actually paid to do this. But don’t fret – I’ll present you with a framework that can dramatically increase your chances of getting the job you want.

First, you need to understand the two-part secret of resume.

Secret part one: The purpose of your resume is not to get the job. Rather, the resume has one, and only one purpose – which is to leave the reader thinking, “Wow, we need to get this person in here for an interview.”

Secret part two: Unless it’s your mother, the reader of your resume likely doesn’t care about you. What they care about is their company and the challenges they have.

Doesn’t sound like much of a secret, does it? The problem is, you’d think it was the most clandestine cover-up by the way people write their resumes.

If the purpose of your resume is to leave the reader wanting to meet with you, and if the reader doesn’t really care about you – then everything you write on your resume needs to leave the reader seeing the obvious connection between what you’ve done and how you can help their company.

For every single bullet or sentence you write, ask yourself this one question: Does it contribute toward the reader thinking, “We gotta meet with this person”?

If the answer is no, then either delete it or rewrite it.

Unfortunately, most people list every job they’ve ever had, and each role within those jobs. Further, they identify every skill they’ve even slightly mastered. And some people actually write about the kind of job or role that they are seeking – as if the reader might really be thinking, “Hmm, I wonder what kind of job this candidate would like to have?”

This often makes zero connection with the reader, and that’s why most resumes get thrown in the trash.

The Sad State of Affairs

Here’s an actual bullet from a resume I received, listed under one of this person’s jobs as a procurement manager.


It’s a true statement of one of the many responsibilities for this person. The problem is, it tells the reader very little, and worse, it hardly excites the reader to want to get the candidate in for an interview.

And yet that’s what most resumes look like. A series of boring sentence fragments that contain close to zero impact value. That’s why most resumes barely get a second look. But yours doesn’t need to be like that. In fact, yours shouldn’t look like that. Stand out from the crowd (noise) and highlight your impact.

After I dug in to what this woman had actually achieved in her role, below is my “edited” version of the bullet point.


What do we learn about this “second” candidate? Well, for one thing we see someone who understands market trends and is conscientious about business results. But most importantly, we see how her initiative directly (and quickly) translated into an improved bottom line.

After reading that second bullet, you could imagine a business executive (e.g. hiring manager) thinking, “Very good – this woman could likely do similar things for us.”

Just because you use bullets doesn’t mean you need to write in boring, no-person, incomplete sentence fragments. Nor do you need to avoid writing in the first person.

Re-read those “before” and “after” bullets above. Now, put yourself in the shoes of a hiring manager or HR screener role and tell me – which of those two would resonate more with you?

Your Dating Profile

Your resume is not a transcript. There is no need to list everything you’ve ever done.

Instead, think of your resume more like a dating profile.

If you wrote a dating profile that was uninteresting and demonstrated no personality (and listed every partner you ever dated since high school), how likely is it that you’ll get a response? Answer: very unlikely.

Resume screeners and hiring managers will likely receive hundreds of resumes for a given role, from which they will immediately whittle that down to about a dozen or so for further consideration. If your resume doesn’t move the reader in a way where they can see the obvious connection on how you can help their company – then your chances are very slim.

So, select a few very powerful points you can make for your major jobs and write them in a way that leaves the reader thinking, “Wow, this person looks good. We need to meet with them.”

Be Interesting

Very few resume screeners and hiring managers are doing a cross-check between a set of skills they are looking for and what you list on your resume. Sure, if you are applying for a technical role that requires certain mastery, then you obviously need to articulate your strong competence. But, you are competing against the hundreds (or maybe thousands) of others who know the same programming languages or development tools or process methodologies or whatever else might be important for a given role.

So, simply listing your skills or bullets on what you’ve done is hardly likely to leave a reader excited.

For instance, here’s how most people write about their education: degree, major, school, and GPA.

Of course, people only include their GPA if it’s really good – otherwise they omit it. So, everyone knows that if you don’t show a GPA, you had mediocre grades. But even if you had a 4.0, what does that tell us? Perhaps that you are good at memorizing or taking tests. Maybe you are a hard worker. But we don’t really know.

Here’s how the education section looked on the resume of someone I know very well.


Yep, he’s a smart guy … 4.0 at Drexel. But do we know if he’d be a good employee? Maybe he’s just good at school work and has no interaction skills. Could he really help our business?

But as I said, I knew this person and how good he is. Here’s the updated version that I helped it.


If you were a hiring manager, which of these two people would you rather interview?

How Bad Is It?

I recently hosted a workshop on How to Write a Killer Resume. Very smart, accomplished people attended the class. Prior to the class, I asked everyone to privately submit, on a scale of 1 to 10, how they would rate their resume (1 being terrible and 10 awesome). The average across the large sample was about 7.

Since I had a chance to see many of their resumes prior to workshop, I felt the ratings were closer to about 4. And at the conclusion of our workshop, they all agreed with me. Not surprisingly, that rating of 4 is about the average given the thousands of resumes I’ve reviewed over the past two decades.

Most people think their resume is much better than it is. And that’s actually good news for you. Because if you follow the framework I suggest here, your resume will look spectacular by comparison.

New Rules – Use Mini-Stories

The way to leave the hiring manager or resume screener wanting to meet with you is by making it very clear how what you’ve done in the past directly correlates to how you’ll likely be able to help this new company.

The “new” rules enable you to write a resume that gets noticed, connects with the reader, and is far more likely to lead to an interview.

The way to do that is instead of telling us what you’ve done, write about the impact of what you’ve done. And the best way to do that – to connect with people – is to use what I call mini-stories.

What’s a mini-story?

Tell us the problem. Then tell us what you did to solve the problem. Finally, give us the impact. That’s it: problem-solution-impact. And do it as concisely as possible.

Here’s an example from a woman who works at a financial services company.


If you were a resume screener or hiring manager and you read those three bullets, how likely would you be saying, “Wow, we need to get this woman in here right away for an interview”?

Probably not very likely because we don’t see how exceptional she is. But after I dug in to her accomplishments, it was clear that her impact was much bigger than her resume indicated.

Here is the edited version.


Clearly the “after” version shows us how spectacular this person is: they recognized there was an issue … they developed a solution to address the problems … and look at the impact! That’s the kind of person we would like working in our company. We need to meet with this woman!

That’s the key to writing a resume that leads to an interview. Select a few messages from each major gig, and tell us concise mini-stories: problem-solution-impact.

Once again, there is no need to tell us everything you did. Remember, the purpose of the resume is not to get the job – only the leave the reader thinking, “Damn, this person is good – we need to meet with them right away.”

Thus, throw away the “old” rules of writing in boring sentence fragments. They don’t accomplish anything (other than putting a reader to sleep). Write in a way that makes a connection with the reader and helps them see how you’ll likely be able to apply what you’ve accomplished in the past to make their company more remarkable.

Career Domination

In every section of your resume, powerfully convey your accomplishments and background in a way that keeps the reader nodding their head up-and-down thinking, “This person is good!” If you have a line, sentence, or bullet that does not contribute toward that conclusion, then either delete it or re-write it until it does.

Once you pass that filter, you’ve got yourself a spectacular resume.

Career Domination is taking the steps required to align your skills, passions, and market opportunities in a way that leaves you waking up every morning excited to be doing exactly what you are embarking upon. Life is too short to be in a job you don’t like – or to be unhappily unemployed.

Follow this guidance to potently articulate your game-changing capabilities. The old rules no longer apply. Don’t be held back by them. Unless you want to end up like this:

I’m Here to Help

This post just touched on a few examples of how to tune your resume for maximum impact. But we can do better than that.

I’ve created a free email series that will walk you through every section of the resume and what you need to do to significantly improve your chances of making the cut and getting an interview. Simply enter your first name and email below, and you’ll receive the first lesson in your Inbox.

Is this really free?

Yep. I’ve reviewed thousands of resumes (literally) in my various roles of manager, director, CEO, board member, and investor. And I’ve made countless hiring and thank-you-but-not-interested decisions over that time. I’ve learned what works and what doesn’t work.

Unfortunately, most resumes fall into the “doesn’t work” category. My passion is helping people land their dream jobs and not settle for mediocrity. The first step is having a killer resume. This email series is one small way that can help.

So, go ahead and sign-up – and let’s get your resume to a point where HR screeners and hiring managers read it and think, “Wow, this person is good! Let’s get them in here right away for an interview.”