Jonathan Whipple's Linkedin Analytics

How to spot toxic red flags before they cost you YEARS. Here's the psychology keeping you trapped: We've all stayed in toxic jobs longer than we should have.  But why? It's not simply poor decision-making. It's literally how your brain is wired: 1. Normalcy bias ↳ Your brain normalizes discomfort when it happens gradually  ↳ This is "Boiling frog syndrome" in action 2. Familiarity effect  ↳ Chaos feels comfortable after enough exposure ↳ Your brain chooses toxic familiarity over healthy uncertainty 3. Sunk cost fallacy ↳ "I've already invested so much time here"  ↳ Your brain overvalues the past, undervalues the future 4. Groupthink ↳ Your conformity instinct activate when no one speaks up ↳ You're hard-wired to choose acceptance over wellbeing The most dangerous trap isn't the toxic workplace itself. 𝗜𝘁'𝘀 𝗵𝗼𝘄 𝘆𝗼𝘂𝗿 𝗯𝗿𝗮𝗶𝗻 𝗷𝘂𝘀𝘁𝗶𝗳𝗶𝗲𝘀 𝘀𝘁𝗮𝘆𝗶𝗻𝗴. What was your first red flag that you ignored? I'll go first...👇 — 👋 Hi, Jonathan here! ♽ Repost if you feel we deserve psychological safety at work ➕ Follow me for tips to prioritize well-being at work @ 9am EDT

We’ve been sold a lie: “Work on your weaknesses.” Why? So you can become decent at things that drain you? I’ve worked with hundreds of high-performing professionals. The top 1% don’t chase balance. They build around their edge. 𝗧𝗵𝗲𝘆 𝗹𝗲𝗮𝗻 𝗵𝗮𝗿𝗱 𝗶𝗻𝘁𝗼 𝘄𝗵𝗮𝘁 𝗺𝗮𝗸𝗲𝘀 𝘁𝗵𝗲𝗺 𝗱𝗮𝗻𝗴𝗲𝗿𝗼𝘂𝘀. They don’t “round themselves out.” They design around their flaws.  And they let their gifts do the heavy lifting. Because strengths aren’t just skills. They’re signals. Signals that point you toward: ↳ The right roles ↳ The right routines ↳ The kind of work where you thrive Steph Curry didn’t bulk up to play center. He became the greatest shooter of all time. If you want to start doing your best work... Stop trying to be good at everything.  And start focusing on what you're already GREAT at. — 💭 𝘞𝘩𝘢𝘵’𝘴 𝘰𝘯𝘦 𝘴𝘵𝘳𝘦𝘯𝘨𝘵𝘩 𝘺𝘰𝘶’𝘷𝘦 𝘣𝘦𝘦𝘯 𝘶𝘯𝘥𝘦𝘳𝘦𝘴𝘵𝘪𝘮𝘢𝘵𝘪𝘯𝘨? Drop it in the comments. Let’s name it. 👋 Hi, I'm Jonathan! I help people love their work. ♻️ Repost if you believe your gifts are your strategy ➕ Follow for human-first career insights @ 9am EDT

Specialists earn 38% more, but generalists have 2x options: (This side-by-side comparison changed my entire career) Most of us have faced this fork in the road.  I sure have. I spent a decade casting TV shows, before recruiting.  That transition taught me a big lesson... Your natural strengths should determine your career path.  Not industry trends.  And certainly not others' expectations. — 𝗦𝗶𝗴𝗻𝘀 𝘆𝗼𝘂 𝗺𝗶𝗴𝗵𝘁 𝘁𝗵𝗿𝗶𝘃𝗲 𝗮𝘀 𝗮 𝗦𝗣𝗘𝗖𝗜𝗔𝗟𝗜𝗦𝗧: 1. You find deep satisfaction mastering complex systems 2. You consistently outperform peers in your domain 3. You enjoy being a go-to expert that others consult 4. You prefer structured, clear advancement paths 𝗦𝗶𝗴𝗻𝘀 𝘆𝗼𝘂 𝗺𝗶𝗴𝗵𝘁 𝗲𝘅𝗰𝗲𝗹 𝗮𝘀 𝗮 𝗚𝗘𝗡𝗘𝗥𝗔𝗟𝗜𝗦𝗧: 1. You connect dots across disciplines others miss 2. You adapt quickly to changing priorities and roles 3. You enjoy variety in your daily work 4. You're energized by learning new things — True career freedom is when your path and strengths align.  Not when you force yourself into a role that doesn't fit. Which path did you choose in your career? Does it leverage your natural strengths? Share in the comments 👇 — 👋 Hi, Jonathan here! ♽ Repost to help someone choose their path ➕ Follow me for daily career strategies @ 9am EDT

Your ROI isn't broken.  But your definition of return is:  It’s not always dollars. It’s not always time. It’s 𝘦𝘯𝘦𝘳𝘨𝘺. It’s 𝘵𝘳𝘶𝘴𝘵. It’s 𝘱𝘦𝘰𝘱𝘭𝘦. The best leaders don’t just track what they get back. They care deeply about what they put in. They don’t ask: “How much did this return?” They ask: ↳ Did it create 𝗶𝗺𝗽𝗮𝗰𝘁? ↳ Did it honor 𝗶𝗻𝘁𝗲𝗴𝗿𝗶𝘁𝘆? ↳ Was it driven by 𝗶𝗻𝘁𝗲𝗻𝘁𝗶𝗼𝗻? ↳ Did it spark 𝗶𝗻𝘀𝗽𝗶𝗿𝗮𝘁𝗶𝗼𝗻? ↳ Did it foster 𝗶𝗻𝘃𝗼𝗹𝘃𝗲𝗺𝗲𝗻𝘁? That’s the ROI that actually matters. The kind that builds loyalty. The kind that grows teams. The kind that lasts. Because at the end of the day… Your greatest return will come from where you invest in people. — 💭 What kind of ROI are you building right now? Drop a word in the comments that 𝘮𝘢𝘵𝘵𝘦𝘳𝘴 𝘮𝘰𝘳𝘦 𝘵𝘩𝘢𝘯 𝘮𝘰𝘯𝘦𝘺. 👋 Hi, I’m 𝗝𝗼𝗻𝗮𝘁𝗵𝗮𝗻! I help people grow careers that grow people. ♻️ Repost if you believe return on impact is the future ➕ Follow me for human-first insights @ 9am EDT

How to go from Intern to CEO in 7 years.  My ADVANCE framework is backed by 4 billionaire journeys:

Job rejection isn't failure. It's data. Here's how the top 1% flip 'no' into momentum: 3 ways to transform career rejection into professional growth: 1. The 24-Hour Reset Method ↳ Document emotions without acting on them  ↳ Creates emotional distance without denial  ↳ Prevents reactive decisions that compound setbacks 2. The Feedback Data Mining Technique ↳ Ask "What specifically would make me stronger?"  ↳ Extract actionable insights from subjective feedback  ↳ Convert rejection reasons into your next skill targets 3. The Visible Recovery Strategy ↳ Launch a 30-day improvement project immediately  ↳ Focus on the exact skills cited in your rejection  ↳ Signal resilience to decision-makers in your network — Phrases that transform rejection moments into momentum: When processing internally: ↳ "This rejection is information, not a verdict on my worth." When requesting feedback: ↳ "What would have made me the ideal candidate for this role?" When sharing with your network: ↳ "I'm working on [specific skill] after some recent feedback." When planning next steps: ↳ "This will lead me to a better aligned role." 𝗥𝗲𝗺𝗲𝗺𝗯𝗲𝗿: 𝗧𝗼𝗱𝗮𝘆'𝘀 𝗿𝗲𝗷𝗲𝗰𝘁𝗶𝗼𝗻 𝗶𝘀 𝘁𝗼𝗺𝗼𝗿𝗿𝗼𝘄'𝘀 𝗯𝗿𝗲𝗮𝗸𝘁𝗵𝗿𝗼𝘂𝗴𝗵. 👋 Hi, Jonathan here! ♻️ Repost if you value the courage it takes to bounce back ➕ Follow me for professional growth insights @ 9am EDT

Working 30% less helped me produce 100% more. After burning out 3 times, I NEEDED this formula: I went from a 50+ hour grind, to a focused 40.  All while delivering 2x the results. The 70-20-10 Focus Formula is the secret: 70% of your time on FOCUSED WORK  ↳ Deep work sessions where you operate in your zone of genius  ↳ Schedule these during your peak energy hours 20% on STRATEGIC RECOVERY  ↳ Intentional breaks that recharge your mental batteries  ↳ Micro-recovery rituals between important tasks 10% on PERFORMANCE REFLECTION  ↳ Weekly reviews to optimize your strategy approach  ↳ Identifying energy drains in your operations This framework transformed how I approach work. It helped me create boundaries that protect my energy And it amplified my impact. Remember: Sustainable career performance is built intentionally. What's your biggest energy drain at the office right now? Share in the comments 👇 — 👋 Hi, I'm Jonathan! ♽ Share this with someone who deserves work-life balance. ➕ Follow for daily work-life balance tips @ 9am EDT

Reclaim exactly 10+ hours every week with zero guilt. My 5-3-1 method turns overworked into in control. ↴

Kindness isn’t a perk.  It’s a performance strategy. That might sound soft. But hear me out. I’ve worked in 2 of the most competitive industries: 1. Television 2. Recruiting Both are built on performance. And both will burn you out if you’re always 𝘱𝘦𝘳𝘧𝘰𝘳𝘮𝘪𝘯𝘨. In TV, I thought the best drama came from conflict. In recruiting, I thought the best hires came from polish. I was wrong. The best moments...  (on screen 𝘢𝘯𝘥 in business) came when people felt safe enough to be REAL. Kindness is what creates that safety. It’s what allows people to: ↳ Show up without the mask ↳ Take creative risks ↳ Speak the truth when it’s hard That’s not soft. 𝗧𝗵𝗮𝘁'𝘀 𝗵𝗼𝘄 𝘀𝘁𝗿𝗼𝗻𝗴 𝘁𝗲𝗮𝗺𝘀 𝘀𝘁𝗮𝘆 𝘀𝘁𝗿𝗼𝗻𝗴. Kindness isn’t extra. It’s essential. Let's make that the norm. — When has kindness helped you do your best work? Share in the comments 👇 👋 Hi, Jonathan here! ♻️ Repost if you believe kindness makes teams stronger ➕ Follow me for professional growth insights @ 9am EDT

Your career will always demand more.  Your family only asks for presence. I choose hugs over hustle on the weekend. And my performance is better for it. What boundaries are non-negotiable for you?

18% of tech talent walks away from high-paying jobs. It's not just about money: I love to study workplace motivation patterns. And the data has completely changed how I view retention. — Employees want fulfillment. And it requires the intersection of these 3 factors: 1. 𝗙𝗮𝗶𝗿 𝗰𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝘁𝗵𝗲 𝗳𝗼𝘂𝗻𝗱𝗮𝘁𝗶𝗼𝗻 ↳ Yet 80% choose healthier workplaces to bigger checks (Glassdoor) 2. 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝗶𝘀 𝘁𝗵𝗲 𝗺𝗼𝘁𝗶𝘃𝗮𝘁𝗼𝗿 ↳ 84% cite bad managers as the main cause of work stress (SHRM) 3. 𝗖𝗮𝗿𝗲𝗲𝗿 𝗴𝗿𝗼𝘄𝘁𝗵 𝗶𝘀 𝘁𝗵𝗲 𝗺𝗼𝗺𝗲𝗻𝘁𝘂𝗺 ↳ Tech employees only stay 2-3 years on average (BLS) Great companies don't separate these elements. They build cultures where they naturally intersect. — Which element would keep YOU at a company? Share in the comments 👇 👋 Hi, Jonathan here! ♽ Repost if you think fair pay is just the starting point ➕ Follow me for daily career insights @ 9am EDT