What I’m Reading on Substack; You Should, Too.
When I dived into Substack, I committed to do it for a year. I didn’t know what to expect. I wanted to work on my content depth, find my Substack voice and help managers adapt to the age of AI and the era of efficiency it is spawning.
While Substack is a place for writers and content creators, I didn’t realize it is also social network, including professionals who share many of the ideas that I believe in. I’ve exchanged many chat messages with many people in the community, but I’ve actually met — over Zoom — three people in the last six months whose Substack content I consistently read.
While I like sharing my own perspective about the future of managing, I know that I don’t know everything. I enjoy content from
, and , and I learn something every time I read something from them. I’ve quoted and referenced all three in my newsletters.In this week’s Managing in the Age of Uncertainty, I’m doing something different: I’m sharing why I enjoy reading Jan, Fauzia and Tom’s ideas.
Reading their newsletters expands your knowledge base as a manager. Learning new ideas and having perspective is critical to being a great manager — and staying up-to-date. I hope you enjoy my 5-star reviews!
Why I like Thinking Time from Jan
Anyone who has worked with me knows that I believe in “sacrifice” — the art of giving up something to gain something more important. What I love about
’s content is his hyper-focus on ADHD in the workplace. I love his positioning: “You're not scattered. You're systematic in ways others don't understand.”Jan’s content comes at you primarily through Substack’s Notes. It’s a daily stream of ways to think about why ADHD is a strength, once you know how to harness it. For managers, it will help you get the most out of a teammate who is wired to be ADHD.
Here are some of Jan’s nuggets:
“Forget time management. ADHD needs friction management. Lower the friction, tasks start by themselves.”
“When managing non-linear thinkers, don't mistake their silence for disengagement. Their brains are connecting dots across galaxies you can't see yet.”
“Calendar breakthrough: Stop scheduling tasks. Schedule energy states instead. Deep work needs peak energy. Meetings need patience. Match the task to the wave. The trick is noticing your own rhythm first - when you work with it, everything feels lighter.”
I scheduled a call with Jan to get to know him, and we’ve actually met a couple of times. He also shared this newsletter article about Goldman-Sachs about hiring ADHD traders — and it turns out they outperform. If you’re a parent or sibling to an ADHD early in career professional, forward this content to them and encourage them to subscribe to Thinking Time. His content has made me appreciate people like my son Jake, and why’s he’s so successful as a day/option trader.
Why I like Reading Fauzia Burke
I’ve actually known Fauzia for 25 years, as her firm was the publicist for the first book I wrote for Harvard Business School Publishing called Momentum. I’m not sure how the Substack algorithm put us together, but her content about writers using AI was the first newsletter I read on Substack — and we reunited on a Zoom call after not seeing each other for 10-15 years.
I resisted AI to help me write, but it was Fauzia who encouraged me to try AI. (And I did.) Fauzia’s newsletter explores the benefits and pitfalls of AI and writing. Especially for managers leading a team of people in sales, marketing and communications, Fauzia’s perspectives can give you a lot to think about. I feel like I’m more “current” on AI, and the way it’s used in writing from reading her posts and notes. I hope you will be, too.
Here are some of her nuggets:
Hyper-personalized with AI: Helpful or Creepy?: “I see the appeal of hyper-personalization. As a book publicist, I really do. At scale, it solves real problems. But we need to rethink how we use it, especially in industries like publishing , where trust and voice matter deeply.”
Writing in the Age of Suspicion is Getting Complicated: “There’s a growing conversation across Substack, social media and writing circles. People are dissecting writing in new ways, scanning for signs of AI.”
When I talked to Fauzia on Zoom, she asked me what my goal would be with AI. It’s a great question for anyone manager and the people on their teams. Here’s a homework assignment for you: Ask every person on your team how they’re using AI to make them better writers?
Why I like Build & Lead from Tom Dausy
I know a lot of people in project, program and product management, but I’ve never managed those functions or tasks myself. What I enjoy about reading Tom Dausy’s content is the human element he injects into managing these roles. I guess I never thought the “Gannt” chart could be so human.
I recently called Tom to pick his brain on how managers can create better KPIs. I’ll be covering this topic in a future newsletter, but here’s what Tom emphasized to me: Be vulnerable as a manager when setting KPIs. In other words, don’t assume you know everything as a manager and have an exclusive understanding of what success looks like. In short, ask your people for help when developing your performance metrics.
Here are some nuggets of Tom’s thinking about receiving feedback as a leader:
Turning Feedback into Fuel: Growth Strategies for Vulnerable Leaders
“Find the Common Threads: Go through all your feedback - from direct reports, peers, managers, and even self-reflection. What phrases or themes keep showing up? If multiple people say you "need to be more decisive," that’s a loud signal. It's not just one person's opinion; it's a recurring theme.”
“Look Beyond the Words: Sometimes the feedback is indirect. Is there a project that consistently falls behind? Could it be due to your hesitation to delegate tasks? The symptom (a delayed project) might point to a root cause (a lack of trust in your team, or a desire to maintain control).”
“Categorize for Clarity: Create a simple chart. You could have columns like "Communication," "Decision-Making," "Delegation," and "Empathy." As you read each piece of feedback, jot down the relevant comment in the appropriate column. You’ll quickly see which areas have the most notes.”
One More TIME…
I’m including the infographic from last week’s meeting model newsletter. A number of folks suggested I post it again.
Manager Thought of the Week
The Lone Nut Theory: Be the First Follower
I love this video because it highlights how movements start: a “lone nut” might get things going, but it’s really the first follower to the lone nut who ignites the movement. So , I’m the lone nut sharing what I consistently read on . I’m hoping to start a movement where others on share what they read on this platform. Who’s the first follower?
In Summary: Principles of Managing in the Age of Uncertainty
I left Cisco to answer this question with research and evidence: What does the manager of the future look like? What are millennials and gen-z seeking in a manager? Which behaviors, tactics, skills or processes matter? What’s it going to take to attract and keep the best people over the next decade? In short, how to be a great manager.
Based on this research, the core philosophy of this newsletter is rooted in one idea: successful managers in this moment in time, for this generation of talent, need to be “career dot-connectors.” The next-gen doesn’t expect to spend their entire career on your team — that’s an idea boomers grew up with. A job on your team is like a chapter in a career story to the current generation. If you want the best people on your team, you have to connect the dots between roles on the team and the career opportunities of the people working on the team.
What is the“Age of Uncertainty”? If the industrial age was about taking predictable steps up the ladder, the age of uncertainty is about finding or discovering the path of a career without any predictable steps, without an obvious ladder — it’s why being a career dot-connector will differentiate you as a manager.
How to be a Great Manager in the Age of Uncertainty: Be a Career Dot Connector is available on Amazon.
What kind of manager are you? Take my free self-assessment and learn about yourself.
Thanks so much, Ron.
I really appreciate the shout-out! I’m especially thankful for our Zoom call, it was such a pleasure to share experiences and passions together. Always great to connect with someone who’s as curious and energized about these topics as you are. Looking forward to more conversations down the road!
Some weeks, I wonder if it’s worth writing on Substack. Then this happens :) This is one of the most generous shout-outs, and I’m so grateful. I’m thrilled my work with AI is helping you, Ron. Thank you for including me!