Are you SET - Strategic | Engaged

Thursday, February 19, 2026

The Follow-Up Advantage: How to Win by Simply Not Disappearing (February 19, 2026)

In a world of automated replies and "ghosting," there is one professional habit that remains the ultimate low-effort, high-reward differentiator: the follow-up.

Most professionals assume that once a meeting ends or an application is submitted, the ball is entirely in the other person’s court. They wait. They wonder. They eventually give up. But the highest performers know that the "action" doesn't stop when the conversation does.

Most people do not follow up. That alone creates separation.

The Universal Differentiator

Following up isn't just a "nice to do" for interviews; it is a universal tool that applies to every stage of the professional journey.

After Applications: It signals that you aren't just "spraying and praying" your resume, but that you are genuinely invested in this specific role.
After Informational Calls: It transforms a one-off chat into a relationship. It shows you actually listened to the advice given.
After Networking Events: It rescues your connection from the "business card graveyard" and moves it into a digital space where it can grow.
After Interviews: It’s your final chance to clarify a point, reinforce your value, and show you’re a closer.
Even After Rejection: This is the "secret menu" of networking. Following up gracefully after a "no" builds a bridge for future opportunities when the first choice doesn't work out.

What Your Follow-Up Is Actually Saying

When you send a timely, professional follow-up, you aren't just "checking in." You are sending a subtle but powerful set of signals about your character:

Maturity: You can handle professional interactions with poise and persistence.
Respect: You value the other person's time enough to acknowledge the interaction.
Reliability: You do what you say you’re going to do. If you follow up on a coffee chat, you’ll likely follow up on a client deliverable.
Strong Communication Habits: You demonstrate that you won't let things fall through the cracks.

The Anatomy of a High-Impact Follow-Up

A great follow-up isn't a nudge or a "just circling back" email. It should be concise and value-additive.

The Gratitude: Thank them specifically for their time or a specific insight they shared.
The "Anchor": Mention a specific detail from the conversation to prove you were paying attention.
The Value/Action: Mention a resource you discussed or provide a brief update on a task you took away from the meeting.
The Low-Pressure Close: Reiterate interest without sounding desperate.

The 24/48 Rule: For interviews and events, follow up within 24 hours. For applications or general outreach, a 48-to-72-hour window is usually the sweet spot for a "second touch."

Separation via Persistence

The bar for professional excellence is often lower than we think. While others are waiting for permission to be remembered, the proactive professional secures their spot by simply staying in the frame.

Don't leave your career to chance. If an interaction was worth your time, it’s worth a follow-up.

Wednesday, February 18, 2026

Networking is Not a Numbers Game (February 18, 2026)

We’ve all been there: a LinkedIn feed full of "connections" who are essentially strangers, or a stack of business cards from an event where you can’t quite remember a single face. Somewhere along the way, we started treating networking like a game of digital Pokémon—trying to "catch 'em all" rather than actually getting to know them.

But here is the reality: Networking isn’t about collecting contacts. It’s about building professional familiarity and trust.

A network of 50 people who know your work ethic and would stake their reputation on you is infinitely more powerful than a network of 5,000 who barely recognize your name.

Quality Over Connection Count

In the professional world, volume does not equal value. A "cold" network is just a list of names. A "warm" network is a community. To move from a collector to a connector, you need to shift your focus to relevance. Strategic networking is surgical, not a scattergun approach.

The Pillars of Strategic Networking

If you want to build a network that actually moves the needle for your career, focus on these five intentional habits:

Targeted Outreach: Instead of messaging everyone at a company, identify the people in the specific roles or departments where you want to grow. Reach out with a specific "why" that isn't just "I want a job."
Deep Industry Research: Before you ever hit "send" on a request, understand the person’s world. What are the current trends in their niche? What challenges are they likely facing? Knowledge is the best icebreaker.
Informational Conversations: Shift the goal from "getting a referral" to "gaining perspective." Ask about their journey, their pitfalls, and their "if I were starting today" advice. People love to share their expertise when they don't feel like they're being "used" for a lead.
The 24-Hour Follow-Up: An event connection is only a lead until you follow up. Send a brief, personalized note mentioning a specific detail from your conversation. It transforms a fleeting moment into a documented relationship.
Ongoing Light-Touch Communication: This is where most people fail. Networking isn't a one-time transaction; it’s maintenance. Send an interesting article, congratulate them on a promotion, or share a resource. Stay top-of-mind without being high-maintenance.

The Currency of Trust

Trust is the only currency that matters in networking. When someone refers you for a role, they are putting their own social capital on the line. They won't do that for a "contact," but they will do it for a known entity.

Strategic networking ensures that when an opportunity arises, your name is the one that naturally surfaces in the room—not because you’re on their friend list, but because they trust your relevance.

The Rule of Relevancy: One meaningful conversation with a peer in your target field is worth more than 100 "I’d like to add you to my professional network" clicks.

Stop Collecting, Start Connecting

Your network should be an ecosystem that supports your growth and allows you to support others. If you look at your list of connections and realize it’s mostly "noise," it’s time to start pruning and focusing on the few that matter.

Tuesday, February 17, 2026

The "Show Your Work" Advantage: Portfolios for Non-Creatives (February 17, 2026)

For decades, the portfolio was a tool reserved for the "creatives." If you weren't a graphic designer, an architect, or a copywriter, a two-page black-and-white resume was your only currency.

But the job market has evolved. In an era of "show, don't tell," a resume claims you have a skill, but a portfolio provides the proof. Whether you are in operations, finance, project management, or sales, building a visual or structured record of your wins is the fastest way to leapfrog the competition.

Moving Beyond the Resume

A resume is a list of promises; a portfolio is a gallery of evidence. Employers are increasingly risk-averse—they want to see that you’ve solved problems similar to theirs before they even hop on a Zoom call with you.

If you think your work "doesn't translate" to a portfolio, you're likely overlooking the tangible assets you create every day.

What a "Non-Creative" Portfolio Looks Like

You don't need a high-end photography site. You need a clean, organized space—a personal website, a Notion page, or even a polished PDF—that showcases these six elements:

Case Studies: A 3-step breakdown of a major challenge you faced: The Problem, Your Action, and The Result.
Project Summaries: A high-level overview of a massive launch or transition you spearheaded.
Before-and-After Examples: Did you take a chaotic spreadsheet and turn it into a streamlined tracking system? Show the screenshot of the "before" and the "after."
Data Dashboards: (With sensitive info redacted!) Show how you visualize information to make better business decisions.
Presentations: That slide deck that convinced the board to pivot? That’s an asset. It shows your ability to synthesize information and influence leaders.
Process Improvements: A flow chart or a written SOP (Standard Operating Procedure) that you authored to make a department more efficient.

The "Applied Skill" Factor

A simple personal website or a well-structured "Evidence Document" does something a resume can't: it demonstrates your taste and your process.

When a hiring manager sees a clean, logical breakdown of how you managed a $500k budget, they aren't just looking at the money; they are seeing your organization, your communication style, and your tech stack in action.

The Golden Rule: If you can’t show the actual work due to NDAs or privacy, show the methodology. Explain the "how" behind the "what."

How to Start (Without Overthinking It)

You don't need to be a web developer to build this. Start small:

The "Wins" Folder: Create a folder on your desktop and drop in every compliment, successful report, or project plan you finish.
Choose Your Medium: Use a tool like Canva for a PDF, Notion for a digital doc, or Carrd for a one-page website.
The One-Pager: Start with just three strong examples of your work. Quality beats quantity every time.

In 2026, the candidate who shows proof will always beat the candidate who only shows a list of duties.

Monday, February 16, 2026

Stop Listing Duties. Start Showing Results.(February 16, 2026)

We’ve all seen it—or written it. You’re updating your LinkedIn or polishing a resume, and you reach for the "safe" words. Words like managed, handled, or the ultimate offender: “Responsible for.”

Here is a hard truth from the other side of the hiring desk: Employers don't hire responsibilities. They hire results.

When you tell a hiring manager you were "responsible for project management," you’re essentially telling them what was on your job description. You aren't telling them if you were actually good at it. To stand out in 2026, you need to pivot from what you did to the impact you made.

The Anatomy of an Impact Statement

The difference between a mediocre application and a "must-hire" candidate lies in the shift from passive duties to active outcomes.

The Shift:

The Old Way: “Responsible for managing projects.” (Vague, passive, expected).
The Impact Way: “Led a cross-functional team to streamline workflow, reducing processing time by 18%.” (Specific, data-driven, impressive).

The "Impact Six": What to Quantify

If you’re struggling to find your "impact," look at your daily work through these six lenses:

Metrics: What numbers moved because you were there? (Conversion rates, click-throughs, user retention).
Efficiency Gains: How much time did you save? Did you automate a manual task that used to take five hours a week?
Revenue Impact: Did you directly contribute to sales, or indirectly help close a deal?
Process Improvements: Did you inherit a mess and leave a system? (e.g., "Implemented a new CRM that eliminated data silos").
Growth Indicators: Did you scale a department, a social following, or a client base?
Outcomes: What was the "final act" of your project? Don't just say you "worked on a launch"—tell us the product hit the market two weeks ahead of schedule.

Why Impact Differentiates You

In any field—from software engineering to creative design—skills are often a baseline. Most applicants will have the required certifications or years of experience.

Impact is your unique signature. It proves that you don't just occupy a seat; you add value. It transforms you from a "cost" (a salary the company has to pay) into an "investment" (someone who will make or save the company more than they cost).

Pro-Tip: If you don't have the exact numbers, use ranges or frequency. "Coordinated 5+ weekly sprints for a team of 12" is still more impactful than "Ran meetings."

Take Action: The 50% Rule

Look at your current resume or portfolio. If more than 50% of your bullet points start with "Responsible for" or "Assisted with," it’s time for an audit. Rewrite three bullets today using the Action + Context + Result formula.

Want to Read More

Your Resume Is Getting Rejected Before a Human Even Sees It (Here's How to Fix That) - article by Mary Southern

Saturday, February 14, 2026

Love the Work. Lead Through Relationships (February 14, 2026)

A Valentine’s Day Reflection on Relational Capital in College Athletics

I hadn’t planned to publish today.

But Valentine’s Day invites reflection — and in college athletics, relationships are not adjacent to the work. They are the work.

In an industry measured by wins, budgets, and metrics, the most durable programs — and the most sustainable careers — are built on something less visible:

Relational capital.

Whether you serve in athletic communications, administration, coaching, or operations, your effectiveness rises or falls on the quality of the relationships you build and steward.

Here are a few reminders.

Relationships Are Your Real Resume

Staffs turn over. Conferences realign. Titles change.

Your reputation remains.

A résumé opens the door. Relationships determine whether you’re invited back.

Honor timelines.
Follow through on small commitments.
Guard trust carefully.

Credibility compounds — and so does inconsistency.

Communication Is a Competitive Advantage

Most departmental friction isn’t about effort. It’s about clarity.

The strongest professionals:

Clarify expectations early.
Address issues directly when possible.
Confirm alignment instead of assuming it.

Strong communication builds strong culture. Strong culture sustains success.

A Lesson I’ve Learned

Early in my career, I was focused on output — game notes prepared, releases written, coverage secured. I measured value in productivity.

What I’ve learned over time is that people remember how you handled pressure more than how quickly you turned a document. They remember whether you stayed solution-oriented during a tough loss. They remember whether you supported a coach when messaging was difficult.

The work matters.
But how you work with people matters more.

Serve Before You Need Something

Transactional networking is obvious. Service-based relationships endure.

Make introductions without expectation.
Promote colleagues publicly.
Offer value before asking for it.

Relational equity built in steady seasons sustains you in challenging ones.

Follow-Up Is Professionalism

A recap email.
An update to a mentor.
A check-in without an agenda.

Follow-up communicates respect. It signals intentionality. It keeps relationships active rather than archived.

Invest Laterally

It’s natural to network upward.

But your peers today will be tomorrow’s athletic directors, conference administrators, and senior leaders.

Build authentic relationships across campuses and roles. Celebrate others’ growth. Stay connected beyond job changes.

College athletics is smaller than it feels.

Protect What Sustains You

This industry demands nights, weekends, and constant responsiveness.

Sustainable leadership requires boundaries.

Protect time with family.
Set communication norms.
Remember that availability is not the same as effectiveness.

Longevity is a leadership skill.

Gratitude Is Strategic

Appreciation strengthens culture.

Thank the operations staff after a long event weekend.
Recognize the athletic trainer who handled a crisis quietly.
Acknowledge the student assistant who stayed late.

People support leaders who notice people.

Final Thought

Championships matter. Budgets matter. Wins and losses matter.

But relationships determine culture.
Relationships determine longevity.
Relationships determine leadership.

Love the work.
Lead through relationships.

In college athletics, that’s what endures.

Friday, February 13, 2026

Avoiding early career burnout in athletic communications (February 13, 2026)

Athletic communications (or Sports Information) is a grind that doesn’t just ask for your time—it demands your weekends, your holidays, and a significant chunk of your identity. In an industry where the "hustle" is glorified, burnout isn't just a possibility; for many, it’s the default setting.

Here is an expansion on how to navigate those high-pressure early years without losing your love for the game.

1. Redefine "Always Available"

The biggest trap for young SIDs is the feeling that a missed text or a delayed post-game release is a catastrophic failure.

Set Communication Boundaries: Just because you can answer a text from a coach at 11:00 PM doesn't mean you should. Establish "dark hours" where the phone stays on the nightstand.
The 90% Rule: You don't have to produce a Pulitzer-level feature for every mid-week tennis match. Learn where to give 110% (Championships, National TV games) and where a clean, efficient box score and recap are more than enough.

2. Master the "Off-Season" (Even if it’s short)

In college athletics, seasons bleed into one another. If you handle Fall, Winter, and Spring sports, your "break" might only be a few weeks in July.

Aggressive PTO: Do not let your vacation days expire. Even if you just stay home and play video games, taking five consecutive days off forces your brain to detach from the 24/7 news cycle.
Physical Distance: If you are off the clock, stay away from the office and the stadium. The "sight-memory" of your workspace keeps your stress hormones elevated.

3. Build a Support System Outside the Press Box

If all your friends are also SIDs, every social outing will eventually turn into a vent session about work.

The "Non-Sports" Friend: Maintain at least one hobby or friend group that has zero connection to athletics. It provides a necessary perspective shift that there is a world moving forward regardless of whether your live stats crashed.
Peer Mentorship: Connect with SIDs at other schools. Often, talking to someone who understands the job but isn't your direct supervisor allows for a safer space to decompress.

4. Systems Over Sweat

Burnout often stems from the feeling of being "buried." Efficiency is your best defense.

Templates are Life: Don't write every game preview from scratch. Have "skeleton" documents for every sport so you’re only filling in the new narrative.
Automate Socials: Use scheduling tools for non-time-sensitive content. If you can schedule your "Game Day" graphics on Monday, your Saturday will be 20% less frantic.

The Reality Check: "It’s Sports, Not Surgery"

It sounds harsh, but it’s the most liberating realization an SID can have: No one dies if the game notes have a typo. The stakes in athletic communications feel massive because of the passion involved, but holding yourself to an impossible standard of perfection is the fastest route to a career change.

Pro Tip: Keep a "Win Folder." Save the nice emails from parents, the thank-you notes from student-athletes, and the clips of your best work. When you're staring at a spreadsheet at 2:00 AM, looking at that folder reminds you why you started.

Thursday, February 12, 2026

Standing Out in Crowded Applicant Pools (February 12, 2026)

Athletic communications positions attract volume.

For many roles, especially at the assistant or entry level, hiring managers can receive dozens — sometimes hundreds — of applications.

Strong candidates get overlooked every year.

Not because they lack ability.

But because they look like everyone else.

If you want to stand out in a crowded applicant pool, you have to think strategically about differentiation — not just qualification.

Qualification Gets You Considered. Differentiation Gets You Remembered.

Most applicants meet the baseline:

Writing experience
Social media management
Game day coverage
Internship or GA background

The hiring manager expects that.

What they’re scanning for is something else:

Clarity
Professionalism
Evidence of impact
Fit

If your résumé and materials look interchangeable with 40 others, you’ve already made it harder for them to advocate for you in the room.

Your goal is not just to be “good.”

Your goal is to be memorable for the right reasons.

Customize or Compete at a Disadvantage

One of the fastest ways to blend in is sending the same résumé and cover letter everywhere.

If the job posting emphasizes:

Digital growth
Media relations leadership
Creative storytelling
Statistical expertise

Your materials should reflect that emphasis in structure and language.

Reorder bullet points.
Highlight relevant sports.
Adjust your summary.

Hiring managers should not have to search for your alignment.

Make it obvious.

A Tailored Cover Letter Still Matters

In athletic communications, writing is core to the role.

A generic cover letter signals one of two things:

You rushed the application.
Writing may not be your strength.

Neither helps you.

A strong cover letter:

Mentions the institution specifically
References a program, initiative, or strength
Clearly explains why you fit their structure

It should feel written for that job — because it should be.

Show Initiative Beyond the Job Description

If you want to separate yourself, demonstrate value beyond listed responsibilities.

Examples:

Link a portfolio with curated, relevant work
Include analytics screenshots for social growth
Reference creative campaigns you executed
Share measurable impact

You’re applying for a communications role. Communicate your value.

Don’t make the committee assume it.

Professional Presentation Is a Differentiator

Details matter more than people realize.

Check:

Formatting consistency
Grammar and punctuation
Clean layout
File naming (e.g., LastName_Resume.pdf)
Functional links

If you’re applying to produce professional content, your materials are the first test.

Sloppy execution quietly eliminates candidates.

Leverage Relationships Without Overplaying Them

If you’ve networked intentionally, this is where it helps.

A brief note to a contact saying:

“I applied for the Assistant AD for Communications role and wanted to share my materials directly. I appreciate your time.”

That’s not pressure.

It’s awareness.

Your name now moves from an anonymous PDF to a known professional.

That’s an advantage.

Follow-Up Separates the Serious from the Passive

Most applicants never follow up.

After applying, if appropriate and after a reasonable period, a short, professional check-in can reinforce interest:

“I wanted to reiterate my enthusiasm for the position and appreciation for your time reviewing applications.”

After interviews, follow-up is non-negotiable.

Thank-you messages that reference specific discussion points demonstrate attentiveness and professionalism.

Again, hiring managers notice.

Follow-up communicates maturity.

Control What You Can Control

You can’t control:

Internal candidates
Budget limitations
Institutional politics
Search timelines

You can control:

Preparation
Customization
Presentation
Professionalism
Follow-up

When applicant pools are crowded, marginal advantages matter.

Small edges accumulate.

Final Thought

Standing out isn’t about being flashy.

It’s about being intentional.

It’s about aligning your materials, messaging, relationships, and follow-up in a way that makes it easy for someone to say:

“This candidate gets it.”

In crowded applicant pools, clarity beats noise.

Professionalism beats volume.

And consistency beats luck.

Keep refining. Keep aligning. Keep following up.

That’s how you separate yourself.