What I learnt on the Twitter this week:

1. Doug Ford declares State of Emergency. Says he doesn't understand what people don't understand about the rules. Either stay home or go to Walmart to buy essential cream cheese.
2. Ford announces his French lessons are going tray bueno.

A guide for ambitious teenagers who want to grow

This thread contains guidance related to:
• Twitter Networking
• Avoiding Naive bBlunders
• Growing on Twitter
• And anything I could tell advise you like an elder brother

Thread Continued

No one is perfect from the beginning. Self development is a journey.

I made almost all of the mistakes I've mentioned further in the thread

1/

Be patient when you reach out people (especially the ones with more than 1k followers) on Twitter

You may not get reply for couple of days. This happens cuz the person has many DMs pending and is left with no bandwidth to reply

2/

So don't be like "???" or "will you reply???"

Be more generous in the approach. Follow up more politely with sentences like "looking forward to your reply"

3/

Whenever you send a Cold DM, keep the message short and precise.

@palakzat and @SumneshSalodkar guided me in the right direction with this

1/ My first @threadapalooza. I've been managing people for 18+ yrs and tweeting about it for 10. Here's 100 tweets on what I've learned and try to implement in my work @PermanentEquity :

2/ If a company's highest paid people had jobs they'd only observed, had never trained for, and had no actual experience doing, you'd think it was crazy. Yet this describes people managers in most orgs.

3/ Managing people is not a promotion in your current line of work. It is an entirely new career that uses a different set of skills. Train. Your. People Managers.

4/ If your employees feel like they have to manage people to make more money, that's a fail. Management jobs are for people who are passionate about helping others optimize their gifts, not just for people looking for more compensation.

5/ Provide non-management career options that offer better compensation for specializing in a certain area and documenting/communicating what you know. This helps keep bad managers out of management.

It is past due time we talk about microaggressions on interviews (a thread #MedTwitter #AcademicTwitter):

First, microaggressions are harmful! Despite their name, they signal “you don’t belong here” to marginalized groups.

Second, interview days are already nerve-wrecking.

One comment or experience has the ability to undermine an interview day. Applicants may not have the ability to report immediately and anonymously or may fear retribution for doing so. Interview day microaggressions put applicants in an awkward spot in addition to the harm.

They are also not rare experiences. As a Black woman, I have experienced them at multiple institutions and different levels. I’m sharing my stories as examples of what happens, but I have no doubt there are many others, even within your institution, that need to be responded to.

College: I had an in-person panel interview for a full-tuition scholarship. One POC on the panel repeatedly asked, “where are you from?” I was 17 and eager to please, but also knew I didn’t have to share that my ancestors were traumatized thru slavery. I got flustered and bombed.

Med school: A diversity website wrote, we need more physicians of color because they are more likely to serve in underserved communities. While true, the reason we need more representation in medicine is because minoritized groups have been kept out. PERIOD. I didn’t apply there.