Short Story
Short Story
With each place I have worked, one of the most consistent problems I faced was to gain accurate and helpful feedback with measures of accountability. With more experience, I was far more active and unabashed about seeking these things out. In time, I began structuring processes to enforce my own accountability and grew better at self-reflection. But...it shouldn't have to be this difficult! So, when I saw your post on our Careers in Tech Slack channel, I began to search out all of the info I could find on Pavestep. And here we are. I’m a fan looking for the chaos and potential you have on offer (aka Biz Dev Rep). You are a company looking for, well, me...though I have a bit of work ahead to prove that ;-)
Obviously, by the quality of this website, my skillset is not technical. However, it serves the purpose of reaching out in a unique way and demonstrating my eagerness to learn (new to Google Sites) and engage. I would be excited to chat further to learn more about your plans for growth, and the challenges faced so far. If you see the possibility of fit, do reach out by phone or email. I understand that I am likely an unorthodox candidate...let's learn more about each other.
Email: iammattv@gmail.com
Call or Text: 403-609-9834
Allow me to offer the obvious red flags first. I'm kind of old, and my background may not at first glance seem an obvious fit for start-up culture. Luckily, I don't believe in limitations. One of the most difficult things I find is talking about myself, so also a good thing that sales is mostly listening, asking questions and problem-solving. This section will be painful for me and sound like bragging at times, but here goes...and hopefully you find it insightful, as it is a reflection of how I approach the world.
Example 1: Across my first 4 years as a mechanic, Ford awarded me twice for engineering solutions in the field that they would go on to implement in production. What does this have to do with anything? Quite simply, I was never mechanically inclined nor even very interested in automotive. What I did have was an insatiable curiosity, willingness and capacity to master a steep learning curve and desire to be good at my job. The trade was amazing for its' adherence to solving problems in a logical structure and providing continuous technological change.
Example 2: I started a business with no preparation or planning, in an oversaturated market during the beginning of the 2008 financial crisis. Anyone who knew I was doing it told me I was crazy. The next 6 years were filled with the best and most instructive (often painful) lessons I could hope to learn, me turned to we, and we were an amazing shop. In 2014 I sold the business with some preparation and planning, before the crash of oil, and anyone who knew I was selling told me I was crazy.
Example 3: In 2015 I wrote the RCMP entrance exam (RPAT/RPAB) with zero preparation or practice, on a whim, just to see how I would do. I did great, scoring 4.35 which placed me in the 98th percentile. I was curious if I fluked it, so repeated the challenge with Edmonton Police Services and then Saskatoon Police Services along with their POPAT (physical testing requirements) also with zero prep. I loved the intense challenge, with all the companion stress and pressure.
Example 4: Sales. I was told it would take 5 years to build a solid book of business. I was told you couldn't build a fleet department in a town this small. I was told warranty reset (can explain later but it is a really big deal) was impossible, everyone tried and it was a waste of time to pursue. I was told this by all of the best people they could find to lead me. I destroyed all of those expectations and many more through creativity, work ethic, dedication to improvement...the list goes on. Using "I" this much is very uncomfortable, pretty sure you get the point, let's move on.
Please find my LinkedIn profile here if you care to take a look at work experience timeline.
"May your trails be crooked, winding, lonesome, dangerous, leading to the most amazing views. May your mountains rise into and above the clouds."
~ Edward Abbey
Here is the chaos of my first thoughts and notes, unedited and surely flawed, moving through the Pavestep website. Perhaps you find something useful, maybe it is a gauge to see if my perspective is conducive to yours. It could be a lot of things, or nothing, but it is what I do with each company I consider before taking any steps to apply. I love what you are trying to accomplish, so if even you don't move my application forward, never hesitate to reach out if I can offer help in any way.
Pavestep Peek Peak Positive Pique
Google search sidebar
From Pavestep, Inc.
"Employee feedback & accountability in a world of physical distancing. Motivate your people, wherever they are."
Motivate how? Work as a game, measured improvement?
Constructive Objective Continuous - YouTube video
Core Values
If not stated, what values are reflected?
Regardless of applying or getting a job, how can I help?
Reach out to connections (come up with a list of those who fit)
Hit like and subscribe YouTube
Listen to podcast and rate it
Feedback…assuming they are open to it haha
Initial Thoughts
At first glance as a client, what thoughts come to mind when I check out this service, before really learning about it?
Sharing feedback with anyone at any time. What negative potential exists and how is this mitigated?
Am I able to use it to solicit feedback on myself and offer others critique of my own work so they may learn from my mistakes? Yes!
It’s another tool, among all the other tools I’m expected to learn. Needs to demonstrate very clear value and a compelling use case.
Is the premise that meaningfully constructed feedback will increase employee engagement, performance and satisfaction? If so, how?
Who has to set it up and how much work does that take?
What kind of learning curve are we taking on?
What are uptake vs attrition rates?
What structure exists to keep feedback within our organization's values? Within positive boundaries?
Are the employees writing their feedback entirely, or choosing from dropdown menu items? Curious after watching the video.
How far removed from the desired state should a company be to qualify as an ideal client? Lots to consider with this question, including if it is a valid question…
Data, not gut feelings. Reviews are often influenced by gut feelings. From where is data derived? This looks tied to the ‘objective’ claim as mentioned in clip. Ahhh, it doesn’t have to be perfect to be better. Move from managers' gut feelings to team driven insights. (Bias checking and calibration as per YouTube clip)
Is there a way to mitigate against ‘squeaky wheel gets the grease’? Makes me question the saying a little bit, because the squeaky wheel should have been greased earlier and the mechanical example does not really fit the intent of the saying. Anyway, you would be able to see who is squeaky.
You could use this to gauge a person's self-assessment against that of others. A Dunning-Kruger yardstick, if you will.
YouTube clip mentions “and hands-on coaching”. Curious what this refers to.
What other revenue avenues exist?
What does fully integratable mean in this context? Whitebox solution with corp branding? Integratable with various other software?
I craved feedback and accountability at my last job, and took measures to self-enforce. This solves for that.
Can you think of a better timed product during the Great Reset?
Clarify the advantages this carries for employee attraction and retention.
Transform your culture. You need to have an accurate definition of current and desired culture states in order to transform. Or does this help create those definitions?
Home Page
Continuous Feedback = Better feedback and Better performance (26 views)
Objectives and Tasks = Alignment and Accountability (3 views)
Reviews = Flexible and Customizable (15 views)
People Analytics = Data not gut feelings (15 views)
Are all of these offered in a subscription, or are they menu items that you choose from?
Videos have very few views on 1 year = potential (1231 views total on 3 years)
LinkedIn shows 5 employees current
Connected to Jeff Suderman, Chris Kneeland, Zack Novak and Greg John
Noticed while reading
For orgs who are driven by desired behaviour.
Multiple ways to consume info on the company, by the company
What ways could I promote and raise awareness? Consider similar association path in auto.
Cult Collective, Tutton, anywhere that culture is practiced well. Keyword Chef.
Is there a way I may be able to leverage the product as a job application?
Use their product to review their product
If use is easy, what is setup like? How much work upfront does a new client need to input for employees to find it easy?
There is a way to find out…
Job Posting
How many people work there?
Does the culture in practice match culture claimed?
How is commission calculated?
Market penetration ~ rough ideas
Accelerators; is there a way (or appetite) to put the product in the hands of companies launching. Be part of the success stories as they incubate.
Start-up communities; where do small companies congregate and share tools for success?
Not for profits; purpose driven and need to attract talent and improve culture in the face of resource restriction.
Individual use; (the accountability project and karat-sticks) for those small orgs who want to improve into greater success. May be able to act as evangelists and emissaries. Have an in with large orgs they do work with. Success breeds adoption.
Look for companies aligned with vision of selves and working at improvement as well as those who identify the need to be aligned and are seeking resolution
Leaders who are not afraid to make change (even crave it). At which level of org is the change implemented and how to pitch to core motivation.
Stop. Back up. Take a look from multiple perspectives.
Where are the low barriers to entry with minimized cost to implement?
Where does attention easily flow?
Which space is the most unique to compete in?
What types of ‘off-label use’ are available?