Oct. 7, 2025

The System to Success in your career and in life | Troy Heiner - Ep 180

The System to Success in your career and in life | Troy Heiner - Ep 180

**Podcast Episode: Navigating Career Success with Troy Heiner** **Host:** Dr. Steven Greene, The Success Doctor **Guest:** Troy Heiner – Career Expert and Author-to-be of *Pinnacle Pivot* **Location:** Tampa Bay, Florida **Episode Overview:** ...

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**Podcast Episode: Navigating Career Success with Troy Heiner**
**Host:** Dr. Steven Greene, The Success Doctor  
**Guest:** Troy Heiner – Career Expert and Author-to-be of *Pinnacle Pivot*  
**Location:** Tampa Bay, Florida

**Episode Overview:**  
In this insightful episode of the mAke the grAde Experience podcast, host Dr. Steven Greene welcomes career expert Troy Heiner to discuss practical strategies for advancing and transforming your career. Troy shares his personal journey from a federal government professional and mid-level manager to an entrepreneurial coach specializing in career development.

**Key Topics Covered:**  

  • The importance of defining your ideal job strategically aligned with your strengths and passions. 
  • - Building a personal brand that uniquely represents YOU, beyond just a job title.  
  • - Navigating and bypassing gatekeepers in hiring processes, especially with the complexity added by AI-driven systems.  
  • - Mastering the career transition, including interview preparation, negotiation, and making an impact on day one.  
  • - Understanding the "Hidden Job Network" — the powerful role of networking, referrals, and staying top of mind with hiring decision-makers.  
  • - The value of mentorship and coaching in accelerating career success and avoiding common pitfalls.  
  • - Troy’s concept of "Auto-teleic experiences" — moments of flow where work is joyful and energizing — and how to leverage these for career fulfillment.

**Notable Quotes:**  
  • - "Success favors the prepared." — Troy Heiner  
  • - "Your personal brand is the only thing that is uniquely yours. No one else does you better than you do." — Troy Heiner  
  • - "Most of the better jobs don’t get posted online because of the level of trust required. They’re filled through referrals and networking." — Troy Heiner

**About Troy Heiner:**  

Troy draws from decades of experience in government and professional development. He is known for creating an integrated system to hack the hidden job market, helping professionals discover new career opportunities that fit their skills and goals. Troy is soon to publish his upcoming book, *Pinnacle Pivot*, sharing his proven career transformation insights.

**Connect with Troy Heiner:**  
- LinkedIn: [Troy Heiner's LinkedIn]  
- Email: troyh@tfhxlc.com

**Why Listen:**  
Whether you’re an entrepreneur, corporate professional, or just considering a career pivot, this episode offers actionable advice and a proven framework to find the right role, build a standout brand, and secure the job you deserve — minus the resume blasting and aimless applications.
*
*Host’s Final Thoughts:**  
Transforming your career isn’t random luck; it’s about planning, connections, and seizing the right opportunities with confidence. Troy’s four-step system equips you to do just that.
---
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WEBVTT

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Yes, yes, yes, welcome back everyone that make the grade

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the podcast experience. Your host, doctor Stephen Green, that success doctor.

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Why are we here? Why are you here? Why is

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anybody here? It's very simple. We're talking about the success journey.

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Where are you on your journey? Happy? Where you are so?

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Got more work to do? You got places you want

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to be, people to meet. Well, why do we do

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this podcast? We want to give you advice, tips, strategies,

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whatever you want to call it, to help you get there.

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Not just get there, but get there quickly, get there comfortably,

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get there with the least amount of stress possible. Okay,

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nobody can do it all alone. You need a team,

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You need mentoring, you need help. That's what this is

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here for. Sometimes I do these by myself. As you

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well know, we're coming up on two hundred and eighty podcasts.

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Can leave it. Yeah, it's actually more than that. Somebody

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to take down because the server messed up, but we

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won't talk about that. Sometimes I have guessed, like today today,

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guy guessed, who's gonna help people listen. Some people are entrepreneurs,

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some people are in business, some people are in corporate,

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some people are in management. Whatever. Sometimes you're happy where

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you are, Sometimes you aren't. Sometimes your career takes interesting turns.

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I went in education thirty two years The reason I

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got into it thirty two and a half years ago

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is different than now. It's evolved, It's changed, is shifted.

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So I got a guest today, Troy Heiner. Toy is

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an expert in careers. Okay, so I'm gonna tell you

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little about Troy. We're gonna bring him in, and we

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are gonna rumble Troy heinter turned the same process and

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used to navigate his career. I lead a mid career

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professional development program into an integrated system that hacks the

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hidden job network to find new career opportunities for technical professionals, executives.

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You're that that's so easy to find a job these

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days people. He also documented success failures, transformations, and maverick

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moments like that in the upcoming book Pinnacle Pivot. So

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soon to be an author. He lives in Tampa Bay, Florida,

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right with his amazing wife and adult children. Good for you, Troy, welcome.

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Let's welcome Troy.

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A elective cat so zoom.

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Yeah, yes, we are waving our hands. We are happy.

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You know, I got to tell you I'm from Philadelphia.

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So my Eagles just played Tampa. Kind of an ugly game.

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Kind of an ugly game, Eagles one, but I think

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they didn't deserve to win. Frankly, as they say, a

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w is a w h They have like a high

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schoo team the second half.

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But whatever, my team's the Ravens and they lost ugly.

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Oh they didn't look so good, all right, So all right,

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we're both That's why neither of us are professional football players.

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Rights exactly. Not that kind of coach now.

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But but you know, listen, most everybody has a career

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of some kind, right or you need to have one,

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whether you're an entrepreneur, that's still a career exactly. So

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I'm intrigued by a couple of things I met Troy.

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I said, you know what, this is something I think

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people in my community need to hear, because I know

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people are stuck in jobs they don't like, sucking careers,

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they don't like. They're miserable, they're going home, they're yelling

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at their spouses about their job all night because it's

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out there. But sometimes sometimes being stuck in something you

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don't like is even is better than trying to go

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and reposition yourself because you're afraid of taking.

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The jump exactly.

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Roy has done something very interesting. Okay, he has created

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a system. It isn't random, and the system isn't make

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a resume and give it to two hundred people. We're

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gonna get into it. So I'm gonna let them talk

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about a system. I don't want to spoil it. So

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Troy welcome. I hope you are extipated for our discussion

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over the next twenty five minutes or so. Why do

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we talk about your backstory? Okay?

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Okay?

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How'd you get to where you are too? I mean,

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I don't mean like since the day you were born,

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but how did you become the Maverick? Which how did

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you decide Maverick moments I decided to write a book?

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How did you get your system gone? So let let's

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start with that.

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Yeah, well, there's there's a lot to unpack there. I

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think the I always kind of knew I was wired

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different than most people, and I actually enjoyed taking a

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winding path because I learned more that way. I never

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had a problem with, you know, trial and error and

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making mistakes. I kind of made a career out of

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making mistakes, right, because if I make a mistake, then

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I can give other people the benefit of my experience

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so they don't have to make the same mistakes that

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I did. Right, So, I think fairly early on in

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my government career, which is, you know, the career I

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had before starting my own business, I knew that I

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could explore all kinds of different things to do without

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ever betting my paycheck. So working for the federal government

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gives you an opportunity to do lots of different things.

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So I didn't have to stick to doing electrical engineering

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type jobs, which is what I got my degree in.

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I was able to explore all kinds of different ways

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of contributing to the mission. And about halfway through my career,

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I pivoted into being more of frontline and mid level

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management because I thought that's how I could best help

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other people be successful. And as it turns out, that

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wasn't really the case. We'round about twenty seventeen, I was

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sitting in a four hour project review meeting, same one

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than we had the month before and the month before that,

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the month before that, and I came to realization that,

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you know, I'm spending all my time in meetings and

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nothing's really changing. And then when I get back to

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my desk, my inbox was full of people asking for help.

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I'll just say it was that right, It's like, where

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were you? I've really needed your help with something, So

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you know, I'm just leaving you this email message and

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hopefully you can help me at some point. So that

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really opened my eyes is I'm spending all my time

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in meetings, not making any impact and not being able

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to help the people that really needed my help and

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the people that I could actually help. So the next

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day I went into my boss's office and said, I'm

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done being a mid level manager. I don't know what

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I'm going to do exactly, but I know I don't

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want to do this anymore. I want to help people

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be successful. And I had explored opportunities to work in

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the professional development arm of the organization before, but I

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was basically told I wasn't qualified for those positions in

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the past. So I said, well, that's where I want

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to work. I got to make myself qualified for those positions.

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How do I prepare myself to be someone who is

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a professional development program coordinator? So I ended up working

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in a staff position for a year, basically doing nothing

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but hiring, hiring our most critical talent that we needed

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in order to execute the most critical parts of our mission.

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I figured that would give me the experience to spot

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and develop talent so I could compete for running mid

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career development program. And so that's what I eventually did.

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I eventually created a position for myself. I went into

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the professional development organization. It's like, you've got somebody who's

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managing this mid career development program part time. You've got

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a contractor that's running this summer internship, and you're looking

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for somebody who can provide structures and programs to help

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mid career people develop in their careers. How about I

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do all those things, you know, do those three jobs

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for the price of one. It was basically an offer

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they couldn't refuse. And so that's how I eventually got

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into a professional development line of things. And the same

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things that I did running those programs are the things

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that I do today. It really comes down on too,

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figuring out what it is that you want, right. You

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can't really make a plan until you know what it

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is that you want because right, uh, and then you've

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got to make a commitment to it, because if you're

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going to say yes to that, you're saying no to

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everything else, and then you need help, like you were

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saying at the very beginning, right, who are going to

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be the people that are going to help you find

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opportunities and prepare to be, you know, to do the

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job that you want to do? In other words networking? Right?

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Who who are those mentors, those advisors, those lookouts that

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can help you spot opportunities and prepare you to seize

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those opportunities once they become available. Right. So that's that's

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what I did for the people that were in my

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mid career development program, and that's what I do today basically.

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I mean it's different because we're not using internal networking systems, right,

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We're using things like LinkedIn, but the process is still

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the same.

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So basically, you started out essentially trying to do something

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to change your career trajectory. In the process, learned kind

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of on the job literally kind of the system as

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it were, used it to advance your own stake because

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that was what you were trying to do, and then say, hey,

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look if it worked for me, I think I can

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help other people as well. So I know this, I've

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done my background Troy's got a four step system system.

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That's the keyword, people system. It's not random. So let's

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break this system down four steps. I'm going to say

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the steps. I'm going to break them each down. Okay,

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Number one, define the ideal job. Number two, build a

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personal brand. Number three, and I think this is a

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key one bypass gate keepers, and number four master the transition.

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So let's talk about each twenty shortly. Okay, define the

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ideal job. Okay, so this is how you described it.

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Troy sent me some notes coming in. Instead of applying

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aimlessly with some people, just get a resume, send it

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to eight thousand people. I'm not saying that literally, but

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professionals aren't to identify what they truly want strategically seek

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opportunities to align with their skill strengths and long term goals. Yeah,

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so let's talk about that. So you help people make

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this definition of their ideal job. How does that work?

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Is it like a kind of interview them? Is it

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a questionnaire? Is it a skill set evaluation? How do

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you do this? Yeah?

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So assessments are part of it. I think a lot

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of times people take their strengths for granted because they

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don't have to think about them. Right, there's things that

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every body is an expert at, and there are things

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that people can do with unconscious competence. Right, you don't

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think about it. You just execute in the moment because

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you're so you're you're so highly attuned to being able

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to do that kind of work or think in that

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kind of thought pattern. And so that's what I usually

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start with people. You know, it's like, what you know,

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can you identify any autotellic experiences and what the what

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the heck is an autotellic experience? Something that you did

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for the sheer joy or yeah, for the for the

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sheer joy, or for the for the sheer excitement of

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doing it. You know, it didn't matter if you're getting

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paid to do it, it didn't matter you know who

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you were doing it with. It's just something. It's basically,

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it's an indication that you were in flow, that everything

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was you so aligned and in tune to where your

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energy was was being being directed, and you were being

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so successful. Right that time gets fluid. Right, time either

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stands still or basically, you know, it expands to the

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point where you can remember every single minute detail of

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what was happening in that moment. Right, Both of those

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things are indications that you know, time either flies by

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or time stands still. Those are indications of being in flow.

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So those autoitetic experience where he did something things just

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for the joy of it, And wouldn't that be what

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anybody would want to do for their ideal job is

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doing almost you know, your whole day is doing things

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that you enjoy and not the things that you dread.

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So I would think for most people, yes, even enjoy

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like or if some passionate about you, others some juice

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about it.

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Yeah, So it's identifying what those strengths are that can

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be leveraged in any situation. And then also seeing if

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there are any autotellic experiences that people have had in

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the past and and.

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See autotellic can you define that? How do you define

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that word autotellic?

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Auto? Yeah, auto being kind of automatic basically, you know,

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I break it down to, you know, being something that

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you do just for the for the joy of it, right,

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that you were that you're actually having fun at work

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that's allowed, by the way, And yeah, so those are

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the two key things. Is identifying what people's core strengths

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are that they can that they can leverage in any situations.

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And a lot of times people don't think about those things.

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Their weaknesses are things that confront them all day long. Right,

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if only I could do this, if only I was

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better at that, and you know, and most people think

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that they need to address their weaknesses in order to

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make a career changes. Like No, if you really get

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attuned to what your strengths are, and if you really

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figure out what things that you really enjoy doing, then

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you can maybe find a job that allows you to

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do that kind of work almost one hundred percent of

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the time, and not the things that you don't enjoy,

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like going to meetings. Right, that's why mid level manager, I.

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Can tell you I've been an entrepreneur for thirty years.

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I've been in meetings the last five years than my

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rest of my life combined. But sometimes that's if they're productive.

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Meetings is a little different. Step two, build a personal brand. Now,

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I think this is this is important no matter what. Right,

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So here you're basically here, you're working on yourself. Right,

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So the resume isn't enough to teach professionals how to

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position themselves as industry leaders. Creating a strong presence that

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attracts the right opportunities. Right. Everybody wants to hire the best, right,

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so you got to position yourself as the best. Yeah.

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And the key mistake that most people make on LinkedIn,

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right is they put their job title in their headline, right,

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the same job title that hundreds or thousands or maybe

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millions of people also have a right. And what you

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want to do instead is make that headline something that

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is new, uniquely yours, right, Because you know, there's nobody

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who's better at being you than you, right, So you

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really need to figure out who you are and what

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makes you unique and have that be your personal brand

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because you know, you know then the only competition you

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have is with yourself, right, and every day you know,

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That's what I try to do, is like how can

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I become one percent better at being me every day? Right?

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And that way there's there's no comparison, there's no envy,

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there's no competition, right, It's you doing what you do best. HM.

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I woke with a lot of entrepreneurs and I always

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talking about branding. You cannot be the go to guy,

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the go to woman in your space, and you got

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to let people know that you can't be shy about that.

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Sometimes people go down the path of having to worry

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so much about it clients and getting pay and getting revenue,

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and I get it, that's reality in life. They don't.

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They put things like developing brand on the back burner.

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Right by the time they need to do, it's too late.

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All right. Step three bypass gatekeepers. Okay, this is a

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biggie and this is even any level. Okay. AI driven

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hiring systems, traditional job applications can be barriers right because

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they're screening you without even know who you are. Toroy

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helps clients access decision makers directly uses targeting art not

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that targeting networking, they art working, they not working targeting

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networking and strategic positioning. By the way, this is to

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make the Great Experience podcast. My guest Troy Heiner, we're

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talking about we're talking about leving yourself up. We're talking

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about let's say you're stuck in a gig, whether it's

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whether it's a job or it's even an entrepreneurship, and

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it's just not working out for it. You're not happy,

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maybe even making money that doesn't necessarily mean you're happy.

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Do you want to make a change, What do you do?

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Just make a change, No, not going to work. You

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got to have a plan. We got a plan here.

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Four steps one, step three or four step one to

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find your job, ideal job, to build your brand. Have

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you ever heard that before you've listen to this podcast,

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entwers Yes. Number three. You got to get right to

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the person who can help you, get right to the

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hiring person. Troy, how do you do that? What's the secret?

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Sauce that?

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So that's where the hacking, the hidden job network really

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comes in. There's a lot I talk often about something

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called Conway's law. A technical director that I used to

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work with the government is the first person who kind

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of exposed me to it, and now I see it everywhere. Right,

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it's purposeful complexity. Right. People like to make things more

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complicated because then they say, well, obviously you can't do

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this on your own. You need to pay me to

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help you navigate all of this complexity. Right, And lots

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of people are using AI to create complexity instead of

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simplify things. Right.

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Do you think it's just because it's easier.

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Yeah, well so for example, right, let's just let's just

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talk about the hiring process for a minute. Companies can

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post jobs quicker than ever, Right, they can just you know,

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put a bunch of job adds out all over the

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all over the universe, and then people can, you know,

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all over the all over the globe can apply to

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those jobs.

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Right.

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So, where before you might have had maybe a dozen

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applicants or a couple of dozen applicants to a job opening,

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now you have hundreds or thousands, and so companies now

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have to use AI to screen out all of those

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hundreds or thousands of applicants to find the most qualified ones.

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And people are using AI to write their resumes, so

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all the resumes look the same. So the companies have

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it even more of a challenge of figuring out who

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are the real people, you know, who are the real

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qualified people that are applying to these jobs. Right, It's just,

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you know, it's it's an AI arms race, right, if

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everybody's using AI, or if everybody can use AI, then

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assume everybody is using AI, and that just extends the

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amount of process and time required for companies to actually

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find the person that they want to interview. So if

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anybody who's watching this podcast is wondering, it's like, well, yeah,

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I've applied to hundreds of positions and I haven't heard anything.

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It's like, that doesn't mean you're not being considered for

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the job. That just means it's taking longer for companies

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to go through their process to figure out who it

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is that they want to invite for an interview. So,

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because of all of that complexity, wouldn't it make sense

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to actually talk directly to the person who's either making

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the hiring decision, who has influence over the hiring decision,

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right cut through all of that red tape and noise

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and get right to the person, because I you know,

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I got to tell you, the hiring people, the recruiters,

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and the hiring managers are just as frustrated with this.

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They're just as victims of this as the applicants are.

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And you know, not all of them are as as

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as you know, some of them are you know, wedded

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to the process, and you know they like things the

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way they are. But you know, that's what I'm trying

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to do, is I'm trying to find the people who

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are signaling that they are just as frustrated with the

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process and would like to actually talk to people again

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like they used to and trying to make connections with

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is the is the people that are you know, looking

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to have those kinds of conversations that that used that

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they used to have before all of this technology got.

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In the way. So is it just listen what your system?

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I love? Is it? And there's a four step which

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we're going to get into in a second, which is

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master of the transition, which is kind of kind of

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just enjoying the process. That's how I'm gonna interpret that quickly.

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It should always just be this simple, right, Like it

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would be so easy. Hey, I want to be I

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want to be an astronaut. I'm going to build my brand.

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I'm gonna go right to the head of NASA. We

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both know it's not always quite that easy, but I

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gotta say this, and I think you're going to agree.

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Success favors the people are prepared. Otherwise it's random. Right, Listen,

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When I was in education, they would post a teaching job.

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There'd be like two hundred and seventy five resumes for

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one job. And I was never in HR. But I

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know if I was in HR, I'm not going to

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sit there and give all two hundred and seventy five

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resumes a fifty minute overlook, right, I don't have time,

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So that there's going to be quick thing. They're going

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to use a sorting you know, maybe they want somebody

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that has five years experience. I don't know anybody less

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than five years in the trash. Maybe they want somebody

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who I don't know, came from a certain college. I'm

388
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just making examples. Oh, they came from somewhere else. All right,

389
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Now they got it down to forty and they're going

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to really do a little bit of a dive into them.

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That's just the way it goes. Sometimes. What Troy is

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trying to do here is say, how can you get

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around that? Right? How can you kind of go right

394
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through it and cut in? So let's talk about the transition.

395
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Let's talk about the transition and maybe specifically, how you

396
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help people with this. You got interviewing, Okay, you've got

397
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maybe hopefully you get an offer. Negotiating the offer. Sometimes

398
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you don't necessarily want to take the first offer that

399
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you get, you know, that sort of thing. But you know,

400
00:23:49.640 --> 00:23:54.200
without giving away the shop, how do you do that?

401
00:23:54.279 --> 00:23:57.839
Because here's another thing. You get hired, there's expectations on

402
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both sides. You're happy, I got a new job. I'm

403
00:24:00.200 --> 00:24:03.599
digging it. But now the company's got expectations of you.

404
00:24:03.599 --> 00:24:05.960
You sold yourself a certain way. You got to deliver, right,

405
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So let's talk about this. Let's talk about this.

406
00:24:09.799 --> 00:24:13.960
Yeah, so again, like you, like you said earlier, success

407
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favors the prepared, and certainly you'd get my attention when

408
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I was doing all that hiring back when I worked

409
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for the federal government. If somebody came in and they

410
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already had a plan for success, it's like, if you

411
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hire me, this is what I'm going to do in

412
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the first ninety days, right already. You know, I've done

413
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my homework, I know what the challenges are. I've asked

414
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questions during the interview. Pardon me about what the challenges are,

415
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and I have a plan of how would address them.

416
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Someone who walks in that prepared and that knowledgeable about

417
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the position is going to get a job offer. It's

418
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you know, and that's the thing I think a lot

419
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of my competitors in this space, right or help helping

420
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people get their resume, their LinkedIn profile, all that, all

421
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that kind of foundational stuff done. Uh, and then they

422
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say we'll handle all that. The interviews up to you,

423
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and then people are like, oh, yeah, I have an

424
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interviewed for for a position in quite a while, How

425
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do I how do I prepare for that? Like like

426
00:25:23.960 --> 00:25:29.200
you do for anything practice yep, Because if it's not

427
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something that you've done in a while, right, you need

428
00:25:31.240 --> 00:25:35.119
to not over rehearse, right, You don't want to come

429
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off as robotic, but you certainly want to be confident

430
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and composed during a job interview because any anxiety that

431
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you feel is going to be picked up by the interviewer.

432
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Uh and there they may say, well, you look good

433
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on paper, but in front of me, I'm not I'm

434
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not sure, right. So that's what we try to try

435
00:25:56.200 --> 00:25:58.000
to do with our clients is make sure that they

436
00:25:58.119 --> 00:26:01.759
have they know what story worries. They can anticipate what

437
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kinds of questions they're going to be asked, because eighty

438
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percent of the questions are going to come from the resume, right,

439
00:26:07.559 --> 00:26:09.640
So you kind of know what they're going to ask

440
00:26:09.680 --> 00:26:12.200
you about, and so you prepare on what you know,

441
00:26:12.319 --> 00:26:14.640
how you're going to tell the story about the major

442
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accomplishments that you've got documented in your resume. And then

443
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you also need to ask good questions. Oftentimes that it

444
00:26:25.599 --> 00:26:29.079
matters more than the responses you give to the interview questions, right,

445
00:26:29.119 --> 00:26:32.359
what kinds of questions you're asking that shows that you're

446
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really interested and engaged in you know, you kind of

447
00:26:37.960 --> 00:26:40.759
already feel like, you know, the job offer is just

448
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kind of a fate of complete it. You know, obviously

449
00:26:42.480 --> 00:26:44.400
you're going to give me the job, and I'm already

450
00:26:44.519 --> 00:26:47.200
you know, I'm approaching this interview like I'm you know,

451
00:26:47.240 --> 00:26:51.799
this is my first day of work. So someone who

452
00:26:52.519 --> 00:26:55.400
engages like that during the interview is either going to

453
00:26:55.440 --> 00:26:57.920
get the offer for the job that they're interviewing for

454
00:26:58.839 --> 00:27:01.799
or they'll be like top of mind with that interviewer.

455
00:27:01.799 --> 00:27:04.880
It's like, you know what, maybe maybe Steve wasn't the

456
00:27:04.920 --> 00:27:07.160
best fit for for the job that he interviewed for,

457
00:27:07.359 --> 00:27:09.240
But I'm gonna keep looking see if I can find

458
00:27:09.319 --> 00:27:11.839
because you know, I could tell he's somebody that would

459
00:27:12.200 --> 00:27:15.400
really be successful in her company, and uh, you know,

460
00:27:15.480 --> 00:27:17.839
so if I find it, you know, the next job

461
00:27:17.880 --> 00:27:19.480
I got coming down the pike, I'm gonna g I'm

462
00:27:19.480 --> 00:27:21.440
gonna give Steve a call first to see if he's interested,

463
00:27:21.559 --> 00:27:23.839
because that might save me a whole bunch of time.

464
00:27:25.039 --> 00:27:27.480
You know, looking at hundreds of resumes and talking to

465
00:27:27.559 --> 00:27:33.319
doesn't right, that's that's the other thing that you know

466
00:27:35.720 --> 00:27:38.680
helps you be successful in this whole mastering the transition

467
00:27:38.960 --> 00:27:44.680
is you know, staying top of mind with anybody that

468
00:27:44.759 --> 00:27:48.440
you've you've talked to, right doing follow up. If someone

469
00:27:48.519 --> 00:27:51.799
is applying to two hundred jobs a week, they don't

470
00:27:51.839 --> 00:27:56.960
have time to follow up. So if you're the person

471
00:27:56.960 --> 00:28:01.799
who's following up, you're gonna stand out, you know, because

472
00:28:02.279 --> 00:28:06.079
because obviously the objective of the interview is to get

473
00:28:06.079 --> 00:28:08.480
the job offer, but the number one objective should be

474
00:28:08.839 --> 00:28:11.920
making that connection, you know, creating a relationship.

475
00:28:15.359 --> 00:28:16.680
Let me do, let me ask you one more thing

476
00:28:16.680 --> 00:28:18.960
and then we're gonna wrap this up. You got this

477
00:28:19.079 --> 00:28:23.640
concept called the hidden job network, right, hidden job network,

478
00:28:23.799 --> 00:28:26.240
that's something you came up with. Is that kind of

479
00:28:26.240 --> 00:28:29.759
a secret idea out there somewhere? How does somebody learn

480
00:28:29.799 --> 00:28:34.880
about this? Obviously you can help them, and why haven't

481
00:28:34.880 --> 00:28:37.400
they heard about it? And how can you help them

482
00:28:37.440 --> 00:28:39.279
learn about it? And most importantly, how can it help

483
00:28:39.319 --> 00:28:41.200
them leverage to get what they want?

484
00:28:42.559 --> 00:28:46.559
So that's the uh, that's the secret that's hiding in

485
00:28:46.640 --> 00:28:52.279
plane sight that despite all of that activity on online

486
00:28:52.359 --> 00:28:57.440
job boards like indeed or LinkedIn, even all those jobs

487
00:28:57.440 --> 00:29:00.359
that get posted, over eighty percent of the job to

488
00:29:00.359 --> 00:29:04.559
get hired, even with all this online stuff, are getting

489
00:29:04.599 --> 00:29:10.359
filled through recommendations and referrals. Right, It's getting filled through networking.

490
00:29:10.920 --> 00:29:13.279
Which is why what I just said a few minutes

491
00:29:13.279 --> 00:29:15.160
ago is so important. Right, if you stay top of

492
00:29:15.240 --> 00:29:18.599
mind with anybody that you've interviewed with or had a

493
00:29:18.960 --> 00:29:26.400
or had a career conversation with. Again, right if if

494
00:29:26.440 --> 00:29:29.200
they know that they've got somebody who they think is

495
00:29:29.240 --> 00:29:32.279
going to be a good fit for their organization, and

496
00:29:32.359 --> 00:29:34.079
they've already talked to them, right, so that you know

497
00:29:34.079 --> 00:29:40.680
they've already already conducted a job interview and and hiring

498
00:29:40.759 --> 00:29:43.480
managers don't just hire for one position. It's like I'll

499
00:29:43.480 --> 00:29:45.440
never have to do that again, right, it's their job,

500
00:29:45.640 --> 00:29:53.960
right right? So so so yeah, So it's like, hmm,

501
00:29:54.000 --> 00:29:57.279
I could post a job ad out on Indeed or

502
00:29:57.359 --> 00:30:02.119
LinkedIn and look in another you know, thousand resumes and

503
00:30:02.319 --> 00:30:05.599
take several months, you know before I actually make a

504
00:30:05.680 --> 00:30:08.240
job offer to somebody, or I could just call the

505
00:30:08.279 --> 00:30:10.480
person I talked to last week and see if they're interested.

506
00:30:11.240 --> 00:30:11.559
Mhm.

507
00:30:12.680 --> 00:30:14.920
Right, So that's why the follow up is important, and

508
00:30:14.920 --> 00:30:17.200
that's that's what it takes the master of the transition

509
00:30:17.319 --> 00:30:20.279
because so few people do that, and so few people

510
00:30:20.400 --> 00:30:25.160
realize that most of the hiring and even the better jobs, right,

511
00:30:25.480 --> 00:30:28.960
the really good jobs don't get put out on the

512
00:30:29.000 --> 00:30:31.839
street because you know, they don't want to just hire

513
00:30:31.839 --> 00:30:34.759
people off the street for those for those positions, because

514
00:30:35.359 --> 00:30:39.119
the level of trust that's required of that person. You know,

515
00:30:39.119 --> 00:30:40.839
if you're going to hire somebody to be part of

516
00:30:40.839 --> 00:30:44.279
your leadership cadre, right, you want to know that not

517
00:30:44.319 --> 00:30:48.359
only do they you know, look good on paper, but

518
00:30:48.720 --> 00:30:53.640
are they going to be a fit you know, values, vision, mission,

519
00:30:53.839 --> 00:30:55.759
all those kinds of things that are important to to

520
00:30:55.799 --> 00:31:01.519
a leadership team, right, and you know and right and

521
00:31:01.599 --> 00:31:04.119
if they've already had a conversation with somebody, they already

522
00:31:04.160 --> 00:31:05.519
have that that that sense.

523
00:31:05.640 --> 00:31:05.880
Right.

524
00:31:08.000 --> 00:31:10.599
So so that's what the hidden job network is. The

525
00:31:10.640 --> 00:31:14.279
better jobs and and a lot of the jobs, especially

526
00:31:14.400 --> 00:31:18.960
leadership positions, are filled through good old fashion networking recommendations

527
00:31:18.960 --> 00:31:23.960
and referrals. Trust, trust that's already been established.

528
00:31:24.559 --> 00:31:27.839
Yes, yes, yes, yes, let's let's let's do this kind

529
00:31:27.839 --> 00:31:30.759
of In summary, how does somebody get a hold of

530
00:31:30.759 --> 00:31:31.599
you if they want to reach you?

531
00:31:33.039 --> 00:31:34.839
Probably the easiest way to get a hold of me.

532
00:31:35.319 --> 00:31:41.279
Is you know on LinkedIn? So I think hopefully you

533
00:31:41.279 --> 00:31:42.160
can provide.

534
00:31:42.279 --> 00:31:43.720
And now we'll put all that in a shout out.

535
00:31:43.839 --> 00:31:46.559
So the go to for Troy is LinkedIn.

536
00:31:47.839 --> 00:31:51.039
Or my email address, which is uh Troy H at

537
00:31:51.200 --> 00:31:54.559
t f h x l l c dot com.

538
00:31:55.039 --> 00:31:55.400
That's it.

539
00:31:55.440 --> 00:32:01.039
That again, Troy h H my last initial it and

540
00:32:01.240 --> 00:32:06.039
t f h x l llc dot com.

541
00:32:06.079 --> 00:32:10.559
There you go. So listen, people, this is a little

542
00:32:10.599 --> 00:32:12.839
bit niche. It's not gonna apply to every single person,

543
00:32:13.160 --> 00:32:17.279
but a lot of a lot of Troy's ideas do okay,

544
00:32:17.440 --> 00:32:20.559
defining your ideal situation. You hear me talk a lot

545
00:32:20.920 --> 00:32:24.799
about defining your ideal client, right, because if you're going

546
00:32:24.880 --> 00:32:27.079
to sell, you're gonna be an entrepreneur, you need to

547
00:32:27.079 --> 00:32:29.759
know who you're selling to. If you're looking to switch

548
00:32:30.240 --> 00:32:32.079
job rules, you got it. What are you looking for?

549
00:32:32.359 --> 00:32:34.680
I want to be in sales. There's a tough Sales

550
00:32:34.759 --> 00:32:37.880
is like eight thousand different things, right, builds your personal brand.

551
00:32:38.480 --> 00:32:42.119
That's huge because you may have six h jobs in

552
00:32:42.119 --> 00:32:45.599
your life, maybe more, but your brand is what stays right.

553
00:32:45.599 --> 00:32:49.799
Your expertise, your your skills, try to get around the gatekeepers,

554
00:32:50.000 --> 00:32:52.559
try to go right to the source, find people in

555
00:32:52.640 --> 00:32:55.119
the companies, get you right in. This is where social

556
00:32:55.160 --> 00:32:58.119
network can help you. LinkedIn, Hey, I want to get

557
00:32:58.119 --> 00:33:02.279
a job at I don't know Apple, may better try

558
00:33:02.279 --> 00:33:04.200
to find people that work at Apple in that space

559
00:33:04.240 --> 00:33:06.200
and maybe they can connect me somebody, connect me to somebody,

560
00:33:06.200 --> 00:33:09.480
connect me to somebody. That This is networking at its finest.

561
00:33:09.880 --> 00:33:11.680
It's just so much easier when you have a coach.

562
00:33:12.079 --> 00:33:14.160
We have a mentor, we have somebod electory to teach you,

563
00:33:14.720 --> 00:33:17.720
and then then master transition. Once you're there, you got

564
00:33:17.720 --> 00:33:19.200
to wish him say, man, how come we didn't hire

565
00:33:19.200 --> 00:33:20.079
this guy two years ago?

566
00:33:22.359 --> 00:33:26.359
Right? Yeah? Because I mean that's that's the if you

567
00:33:26.440 --> 00:33:29.319
master the transition, if you walk into your new position

568
00:33:30.079 --> 00:33:33.839
or to that new you know, client relationship. Let's let's

569
00:33:33.839 --> 00:33:37.000
take it entrepreneurial there for a minute, and you know

570
00:33:37.079 --> 00:33:41.440
you're knocking it out of the park immediately. That's going

571
00:33:41.519 --> 00:33:45.440
to you know, increase your your reputation, right yours in

572
00:33:45.519 --> 00:33:48.519
your brand gets more brand contacts, You're gonna get more

573
00:33:48.559 --> 00:33:53.599
leadership opportunities. You know, success breed success, right, So that's

574
00:33:53.640 --> 00:33:55.319
why you need to you know, have a plan for

575
00:33:55.359 --> 00:33:58.839
success and and set yourself up for success right from

576
00:33:58.839 --> 00:34:01.160
the start, right when you to find the ideal job

577
00:34:01.279 --> 00:34:04.599
or the you know, your ideal client, the ideal problem

578
00:34:04.640 --> 00:34:09.920
that you uniquely solve. Then you know people seek you out.

579
00:34:10.000 --> 00:34:11.760
You don't have to go look for opportunities.

580
00:34:11.840 --> 00:34:15.960
They find you beautiful.

581
00:34:16.119 --> 00:34:18.159
And that's what that's what happened with me, you know,

582
00:34:18.280 --> 00:34:21.199
in my in my former career, as you know, I

583
00:34:21.239 --> 00:34:24.840
became an opportunity collector. Right. I got more opportunities thrown

584
00:34:24.880 --> 00:34:27.360
at me than I could ever possibly pursue. But I

585
00:34:27.480 --> 00:34:29.679
knew it's like, well, that opportunity is not for me,

586
00:34:29.840 --> 00:34:32.280
but I think I know somebody would be interested. And

587
00:34:32.320 --> 00:34:36.880
I started making those connections you know ideally right, again,

588
00:34:36.920 --> 00:34:39.360
that's not for everybody, but that's a great that's a

589
00:34:39.400 --> 00:34:41.719
great thing to be as someone who is you know,

590
00:34:41.719 --> 00:34:45.960
an opportunity connector collector and connector right who puts you know,

591
00:34:46.000 --> 00:34:48.079
the right people in a room together to solve problems

592
00:34:48.159 --> 00:34:50.440
or make make amazing things happen.

593
00:34:50.800 --> 00:34:53.119
Yeah, and what you just said is not just in

594
00:34:53.159 --> 00:34:57.239
the business world, but really in every in every place, those.

595
00:34:57.039 --> 00:34:58.920
Are my autotelic experience.

596
00:34:59.079 --> 00:35:04.320
It's beautiful that that's really, really, really valuable information for everybody. Troy,

597
00:35:04.400 --> 00:35:06.639
this was great. I appreciate you coming on. You want

598
00:35:06.639 --> 00:35:09.480
to close this out with our my favorite podcast game

599
00:35:09.519 --> 00:35:10.199
to pay five?

600
00:35:11.280 --> 00:35:11.480
Oh?

601
00:35:11.519 --> 00:35:13.760
Sure, this is all you gotta do. It's very easy.

602
00:35:13.880 --> 00:35:19.119
Just take a detail. We threw some heavy stuff down today. Yes, yeah,

603
00:35:19.199 --> 00:35:22.159
sometimes sometimes you gotta you know, you gotta stretch yourself

604
00:35:22.199 --> 00:35:25.119
a little bit, uh to get where you want to get.

605
00:35:25.360 --> 00:35:29.239
It was that easy. Everybody be millionaire, unicorns right to

606
00:35:29.280 --> 00:35:33.679
be the president, right, but not everybody is. Okay, favorite color,

607
00:35:35.760 --> 00:35:45.440
I'm wearing it. Look at the favorite food you got one? O,

608
00:35:46.119 --> 00:35:48.920
my favorite food. That's a tough one. I want to

609
00:35:49.000 --> 00:35:50.400
usually stalls people a little bit.

610
00:35:52.159 --> 00:35:55.760
Well, I will say as a as a as a

611
00:35:55.760 --> 00:35:59.599
malender now living in Florida, the food that I get

612
00:35:59.639 --> 00:36:04.880
tea with, but it's not quite the same down here. Crabs,

613
00:36:05.119 --> 00:36:06.079
crab cakes.

614
00:36:06.360 --> 00:36:10.519
Oh yes, those of you know Maryland, especially Baltimore, famous

615
00:36:10.519 --> 00:36:11.079
for crabs.

616
00:36:11.320 --> 00:36:13.639
Yeah, you can get you can get crabs down here,

617
00:36:13.719 --> 00:36:15.360
but you know a lot of people don't have.

618
00:36:15.719 --> 00:36:18.960
They're probably not those ones with like that red salty

619
00:36:19.039 --> 00:36:20.440
stuff on them.

620
00:36:20.719 --> 00:36:25.360
Yeah. Well even then, well that maybe it's the the

621
00:36:25.639 --> 00:36:27.960
you know the level of toxicity in the Chesapeake Bay

622
00:36:28.079 --> 00:36:28.480
or whatever.

623
00:36:28.519 --> 00:36:34.559
But it's to the flavors. That's like a good oil spilled,

624
00:36:34.559 --> 00:36:38.119
add a little flavor toy or Yeah.

625
00:36:37.000 --> 00:36:39.239
The crabs down here don't have the same flavor as

626
00:36:39.239 --> 00:36:40.199
the crabs that are up in.

627
00:36:40.400 --> 00:36:43.679
Maybe it's the one the golf versus uh the Chesapeake.

628
00:36:44.360 --> 00:36:46.360
Yeah, well I'm sure it's different plant life or whatever

629
00:36:46.400 --> 00:36:48.079
that they're how many how many crab places are there

630
00:36:48.119 --> 00:36:52.760
at Fell's Point, like fifty at least, and.

631
00:36:52.760 --> 00:36:59.000
They're all good and they're all good music music, uh.

632
00:36:58.639 --> 00:37:03.440
Pretty much all kinds of music. Yeah, I tend to

633
00:37:03.480 --> 00:37:08.559
gravitate towards, you know, certainly the kind of music that

634
00:37:08.559 --> 00:37:14.960
that irritates my children. I'm a big fan of power pop.

635
00:37:15.519 --> 00:37:19.320
So give me a song. What what what's a power

636
00:37:19.320 --> 00:37:23.119
pop song? Like? Probably a good pro randan kind of stuff.

637
00:37:23.719 --> 00:37:28.519
No, I would say probably the prototypical power pop song

638
00:37:28.599 --> 00:37:30.599
would be the Kids Are All Right by the Who.

639
00:37:31.559 --> 00:37:33.400
It's kind of the first one.

640
00:37:33.519 --> 00:37:42.719
And then yeah, and there's bands with my Girl exactly,

641
00:37:43.760 --> 00:37:48.400
then Crod Rock too, you know, so okay, yes.

642
00:37:48.280 --> 00:37:50.760
Place to uh you got place you like, favorite place

643
00:37:50.800 --> 00:37:53.320
you ever been? You got like a happy place.

644
00:37:56.119 --> 00:38:01.800
I've tended to live on islands my entire life. I

645
00:38:01.880 --> 00:38:04.679
was lucky enough to still while working for the government,

646
00:38:05.920 --> 00:38:07.679
I got to live in Hawaii for three years.

647
00:38:08.440 --> 00:38:11.400
That's not bad. So it's not a big gig.

648
00:38:11.800 --> 00:38:16.280
My favorite Hawaiian Hawaiian island is probably Kawaii. It's the oldest,

649
00:38:16.360 --> 00:38:22.840
the greenest, the quietest. But you know, I lived on

650
00:38:23.119 --> 00:38:31.239
Awaihu for three years. Yeah, I would say that that island,

651
00:38:31.360 --> 00:38:35.960
or you know, maybe Bimini in the Bahamas. I need

652
00:38:35.960 --> 00:38:37.519
to go to some more of the Caribbean islands. I

653
00:38:37.519 --> 00:38:39.760
haven't been like Saint Thomas or Saint Kitts or any

654
00:38:39.800 --> 00:38:40.360
of those places.

655
00:38:40.440 --> 00:38:40.639
Yet.

656
00:38:40.679 --> 00:38:43.920
You know, that's that's that's planned for the future.

657
00:38:44.400 --> 00:38:47.400
There you go. Yeah, you got like a role model.

658
00:38:47.480 --> 00:38:53.559
You got somebody look really a good example for you.

659
00:38:53.599 --> 00:38:57.480
In my book, I talk about my two my two fathers,

660
00:38:59.760 --> 00:39:03.719
and and I guess an anti role model too. And

661
00:39:03.800 --> 00:39:06.599
so my my dad passed away when I was twelve,

662
00:39:07.320 --> 00:39:10.119
and so I guess I've spent you know, considerable portion

663
00:39:10.159 --> 00:39:12.599
of my life trying to live up to his his example,

664
00:39:13.880 --> 00:39:16.800
and you know, not always knowing if you know, you

665
00:39:16.880 --> 00:39:20.039
never know, right, It's like I don't get to ask him.

666
00:39:20.079 --> 00:39:21.760
Maybe when it's all said and done, I'll get to know.

667
00:39:23.039 --> 00:39:25.400
But one of the first passes I had was a

668
00:39:25.440 --> 00:39:29.239
gentleman by the name of hire him fellow music lover.

669
00:39:29.440 --> 00:39:31.480
You know, we actually had a blues combo that we

670
00:39:31.559 --> 00:39:35.039
had in the office because he was a very good

671
00:39:35.039 --> 00:39:37.639
saxophone player. He you know, he carried the melody. And

672
00:39:37.679 --> 00:39:40.639
then you know, all of us had to do, you know, solos.

673
00:39:41.000 --> 00:39:43.239
So it's like, I'm just learning how to play guitar

674
00:39:43.280 --> 00:39:46.880
and I'm trying to figure out how to do guitar solos,

675
00:39:47.199 --> 00:39:52.039
but in a jazz blues idiom though so nice, so

676
00:39:52.159 --> 00:39:56.199
mass tering, pentatonic scales and all that kind of stuff. Uh.

677
00:39:56.239 --> 00:40:01.960
And then my I guess my anti role model was

678
00:40:02.000 --> 00:40:03.280
a guy that I used to work for by the

679
00:40:03.320 --> 00:40:08.880
name of John. I'll just call him John. And that

680
00:40:09.039 --> 00:40:11.039
was another thing that kind of drew me out, drove

681
00:40:11.079 --> 00:40:12.719
me out of being management because I felt like I

682
00:40:12.800 --> 00:40:14.760
was becoming him. Is like, I definitely don't want.

683
00:40:14.599 --> 00:40:18.920
To do that, so we will keep will keep a

684
00:40:18.960 --> 00:40:20.159
little bit here.

685
00:40:21.840 --> 00:40:28.000
Yeah, but he was very much, uh control freak. You know,

686
00:40:29.400 --> 00:40:32.039
I thought everybody was out to get them.

687
00:40:33.079 --> 00:40:35.159
Well, one of the one of the I'll tell you

688
00:40:35.159 --> 00:40:38.440
this in my opinion. One of the traits of good

689
00:40:38.480 --> 00:40:42.360
management is less management is letting people work with their

690
00:40:42.400 --> 00:40:49.039
strengths are and not getting their way. So you know,

691
00:40:49.159 --> 00:40:51.639
it's everybody's got different styles.

692
00:40:52.239 --> 00:40:54.840
Yeah. One of my I've got a whole bunch of

693
00:40:54.840 --> 00:40:57.039
books over here, but one of the books over here

694
00:40:57.599 --> 00:41:01.239
that I referenced a lot as extreme ownership, right. You know,

695
00:41:01.360 --> 00:41:06.320
that was written by Jacko Wilmack and Leif Babin, two

696
00:41:07.000 --> 00:41:11.079
former Navy seals, and so they talk about even in

697
00:41:11.119 --> 00:41:15.719
a hierarch or goal organization like the Navy, you can

698
00:41:15.760 --> 00:41:19.159
delegate leadership down to the lowest level. Right. Everybody knows

699
00:41:19.280 --> 00:41:22.400
their responsibility, everybody else's responsibilities on the team, and they

700
00:41:22.400 --> 00:41:24.719
can take leadership and act in the moment and they

701
00:41:24.760 --> 00:41:27.320
don't have to be told what to do, right, which

702
00:41:27.360 --> 00:41:29.480
is really important when you're trying to execute a mission

703
00:41:29.519 --> 00:41:30.559
where life and death.

704
00:41:30.360 --> 00:41:35.039
Is Yeah, that I would think. All right, listen, people

705
00:41:35.840 --> 00:41:40.840
make the Great Experience Podcast today. You got a plan,

706
00:41:41.440 --> 00:41:45.400
four step plan. Figure out what you want. I'm going

707
00:41:45.480 --> 00:41:49.199
to sort of generalize it, build up yourself, connect with

708
00:41:49.239 --> 00:41:52.920
the right people, and once you get there, prove you

709
00:41:52.960 --> 00:41:56.760
should have been there all along. Com Raan retaken Troy's

710
00:41:56.800 --> 00:41:59.280
ideas take a little liberty, but it's true. Whether you're

711
00:41:59.280 --> 00:42:01.119
in the job search, we need a business mode where

712
00:42:01.119 --> 00:42:05.119
you're an entrepreneur mode. Even athletics or something right, everything

713
00:42:05.360 --> 00:42:09.119
takes connections. It is about making connections. Get a hold

714
00:42:09.159 --> 00:42:11.960
of Troy. This guy will accelerated this when we talk

715
00:42:12.000 --> 00:42:15.360
about the triangle success here right, this is the mentoring piece.

716
00:42:15.719 --> 00:42:18.719
Getting with the right advisor, dating the right coach will

717
00:42:18.719 --> 00:42:22.800
save you weeks, months, even years. Can't get that back.

718
00:42:23.920 --> 00:42:26.320
So listen. If this helped you, if this helped anybody,

719
00:42:26.400 --> 00:42:29.199
this helped people you know, please share it. This okay,

720
00:42:29.280 --> 00:42:30.960
that's the whole goal. The whole goal is to get

721
00:42:31.000 --> 00:42:34.679
this information to as many people as we can try.

722
00:42:34.800 --> 00:42:37.719
Thank you again and hopefully we'll get you back on

723
00:42:37.760 --> 00:42:41.159
the show one another time and everybody else.

724
00:42:42.079 --> 00:42:44.840
I really enjoyed this. Thank you for the opportunity, Steve.

725
00:42:44.920 --> 00:42:48.000
Absolutely, you're welcome. I am glad you could do it.

726
00:42:48.480 --> 00:42:50.719
And once the book is out, maybe we can, you know,

727
00:42:50.760 --> 00:42:52.360
I can come back on and we can.

728
00:42:52.760 --> 00:42:53.199
There you go.

729
00:42:53.320 --> 00:42:53.760
Let me know.

730
00:42:54.000 --> 00:42:56.320
I'm booking a two three months out. But that's okay.

731
00:42:56.360 --> 00:42:58.960
When you get the book hits the presses, hits the street.

732
00:42:59.320 --> 00:43:03.000
We'll have you back. Awesome for h two return to Troy.

733
00:43:04.559 --> 00:43:08.000
All right, buddy, everybody, Thanks again. Hope you enjoyed this. Hope,

734
00:43:08.039 --> 00:43:10.719
more importantly, hope you got value. We'll see you next time.