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Newly Graduate Insecurities

A few weeks ago I’ve been dealing with the struggles of almost every newly graduate or close to graduating: finding a job. To get a job means I have to provide value to the person who hires me and I’m insecure about that. I’m an accounting major, and I barely know anything technical about accounting that could apply in a firm. I’ve learned a little about business but I’m not nearly skilled enough compared to anyone in the industry. I have no technical skills compared to the engineers and computer science majors. What value can I provide?

I brought this issue to my friend Ken and he gave me one of the biggest insights of the year.

He said:

I was struggling with the same thing when I was searching for jobs, but I realized that employers know that we’re new graduates and that we don’t know anything. Adding value is for someone who’s already five years into the industry…we’re new graduates, college only proves that we’re capable of learning. And that’s what employers are looking for when they hire you: someone who they can teach to add value to their company. Coming from Haas (School of business at Berkeley), I saw this way too often that kids would bullshit to employers as if they’re already five years into the industry. “I can make decks and models of this or I can streamline that”, they end up sounding like tools. They don’t know anything just like the rest of us.

“Then why should employers pay us 40k—50k a year when we know nothing and can’t do anything?” I asked.

Conflict with an idiot manager? Your solution in two words: auctoritas and gravitas.

On SEBASTIAN MARSHALL

Very good question by a regular reader of the site who just joined a new company. Some excerpts -

Do you have any sources to recommend regarding the topic of Small-scale Team or Project Management? The background on my request is simply that I work for a large, very disorganized company that grew from a small "mom & pop" to a competitive industry leader in a 'short' time period (10 years or so). The management has not followed the change with the kind of organizational structure that large companies require for effeciency and they abhore 1) change 2) young people initiating change 3) publish initiatives for change with deadlines, and blame the 'young people' when they aren't completed, meanwhile they sabotage all efforts to work on them.

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Now, I am no expert on creating the type of organizational structure we need here, but I witness its absence as a massive failure each and every day in my own department and all of the others as well. My team consists of 3 members, 2 analysists and 1 "manager". Our manager is inept. We have had projects for the last 4 years (prior to my hire) outstanding, which if successful could have significant positive impact on finacials, performance, effeciency, communication... I could go on. Our manager belives that such projects are superfuluois and openly harasses us when we work on them (despite the wild success of the first one...which he attributed not to hard work but to "magic"- literally, he said it must have been magic and denied any part we had in achieving the goal).

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