Greedy Jobs: The Executive Bandwidth Tax Apr 23 Written By Lesa Edwards </div> </div></div><div class="sqs-block website-component-block sqs-block-website-component sqs-block-html html-block" data-block-css="["https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/ad3e90ad-1a7c-4c71-9e99-02bd4875790f_471/website.components.html.styles.css"]" data-block-scripts="["https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/ad3e90ad-1a7c-4c71-9e99-02bd4875790f_471/website.components.html.visitor.js"]" data-block-type="1337" data-definition-name="website.components.html" data-sqsp-block="text" data-website-component-id="e759b468a38d418ce073" id="block-e759b468a38d418ce073"><div class="sqs-block-content"><div class="sqs-text-block-container"> <div class="sqs-html-content" data-sqsp-text-block-content><p class="is-empty" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> Today, I’m talking about the concept of “Greedy Jobs,” which is a term coined by Lewis Coser. </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>A Definition</strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">“Greedy Institutions” are ones that demand exclusive and undivided loyalty. If your high-level role demands an all-access pass to your personal time, then you are in a Greedy Job.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">“Greedy Jobs” are ones in which:</p><ul data-rte-list="default"><li><p style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>The Reward is Structural, Not Just Financial:</strong> You aren't getting overtime, but the next promotion or the "strategic" projects only go to the person who is reachable at 9:00 PM on a Saturday.</p></li></ul><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>Low Substitutability:</strong> Because of your unique "Human Premium" (your specific judgment and relationships), the organization feels it cannot function without <em>you</em> specifically. This makes the job "greedy" because you cannot simply hand off a task to a colleague to reclaim your time off.</p></li></ul><p class="MsoListParagraph" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>The Costs of a Greedy Job</strong></p><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>Identity Fusion:</strong> The role is so demanding that your sense of self becomes indistinguishable from your title. When the job is "hungry," it eats your hobbies, your personality, and your private time until there is nothing left but the "Executive."</p></li></ul><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Decision Fatigue:</strong> A greedy job doesn't just want your time; it wants your <strong>cognitive bandwidth</strong> 24/7. Even when you aren't "working," you are ruminating on strategic problems, which is a form of unpaid emotional labor.</p></li></ul><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>Relational Scarcity:</strong> Sociologists note that greedy jobs often treat your family and social life as "competitors" for your loyalty.</p></li></ul><ul data-rte-list="default"><li><p class="MsoListParagraph" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>Physical Neglect: </strong>Greedy jobs “steal” your recreational, exercise, and quiet time, forcing your body into a state of chronic urgency. This triggers a constant flood of cortisol and adrenaline, which when sustained can suppress your immune system, disrupt your sleep, and erode the cognitive clarity your role requires.</p></li></ul><ul data-rte-list="default"><li><p class="MsoListParagraph" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong> Opportunity Cost: </strong>A Greedy job demands so much of your bandwidth for today’s fires that you have no space left for tomorrow’s growth. Things like skill-upgrading, renewing credentials, or pursuing that advanced degree feel impossible. You are surrendering your future marketability.</p></li></ul><p class="MsoListParagraph" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong> </strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>There are also broader social costs to a greedy culture:</strong></p><ul data-rte-list="default"><li><p style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Unhealthy Competition:</strong> It creates a "face time" culture where leaders compete to show who can sacrifice the most, rather than who is the most effective.</p></li></ul><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>A Barrier to Diversity:</strong> If the only way to reach the C-suite is to have a "greedy job," then anyone with caregiving responsibilities (disproportionately women) is structurally filtered out, even if they are higher performers.</p></li></ul><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Questions to Ask Yourself (Based on the Four Pillars)</strong></p><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Visibility & Executive Brand:</strong> Is your brand built on <strong>availability</strong> (being the one who answers emails at midnight) or <strong>impact</strong> (being the one whose strategic judgment is indispensable)? A "greedy" brand is exhausting to maintain; an "impact" brand is sustainable.</p></li></ul><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Impact & Strategic Results:</strong> I challenge you to audit your week: How much of your "overtime" is spent on high-level strategy versus "greed-driven" busy work? A greedy job often confuses <em>activity</em> with <em>results</em>.</p></li></ul><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Sponsorship & Network:</strong> Does your job leave room for networking so you are building the external sponsorships needed for your next move, or is all of your time eaten up putting out fires?</p></li></ul><ul data-rte-list="default"><li><p class="MsoListParagraph" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>Executive Skills & Mindset:</strong> Are you creating systems where you are substitutable for routine tasks so you can be exceptional in the tasks only you can do – or is your mindset “only I can do this?”</p></li></ul><p class="MsoListParagraph" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Now, The Solutions</strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Solution 1: Shift from "Availability" to "Outcome" SLAs</strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Instead of letting the job be greedy by default, executives must set <strong>Service Level Agreements (SLAs)</strong> for their own time.</p><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>The Action:</strong> Define your "Deep Work" hours and your "Response" hours. Communicate to your team and stakeholders: <em>"I am offline from 6 PM to 8 PM for family/fitness, but I check for urgent issues at 8:30 PM."</em></p></li></ul><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>The Goal:</strong> You are training the organization to value your <strong>judgment</strong> over your <strong>proximity</strong>. You shift the brand from "Always On" to "Always Impactful."</p></li></ul><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Solution 2: Ruthless "Substitutability" Engineering</strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">A job stays greedy as long as you are the only person who can turn the key.</p><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>The Action:</strong> Identify the top three "fire drills" that typically pull you away from your quiet time. Create a standard operating procedure (SOP) or empower a direct report to handle 80% of those situations.</p></li></ul><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>The Goal:</strong> By making yourself "substitutable" for routine crises, you preserve your bandwidth for the 20% of strategic work that actually moves the needle.</p></li></ul><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Solution 3: The "Future-Proof" Non-Negotiable</strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">To combat stagnation, you must treat your professional development as a fixed cost, not a variable one.</p><ul data-rte-list="default"><li><p style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>The Action:</strong> Block "The CEO Hour" on your Friday morning calendar. This time is strictly for networking, reading industry journals, or working toward that credential. It is a "protected class" of time that cannot be booked over by meetings.</p></li></ul><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>The Goal:</strong> This ensures your <strong>Sponsorship & Network</strong> stay active. It forces the greedy job to "starve" for one hour so your future career can eat.</p></li></ul><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Solution 4: The "Impact Audit" Reset</strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Greedy jobs flourish in the dark. You have to bring the data to light to change the culture.</p><ul data-rte-list="default"><li><p style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>The Action:</strong> For one week, track your hours and categorize them into <strong>"Strategic Impact"</strong> vs. <strong>"Availability Maintenance."</strong> If the latter is more than 30%, take that data to your superior or Board. Frame it as a business risk: <em>"The current structure of this role is forcing me to spend 70% of my time on tactical fires, which is diluting my ability to deliver on [Key Strategic Goal]."</em></p></li></ul><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>The Goal:</strong> This allows you the data you need to renegotiate your role. Most organizations don't actually want a "greedy" executive; they want results, and they often don't realize the current structure is sabotaging those results.</p></li></ul><p class="MsoListParagraph" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">A greedy job is like a high-interest loan. It gives you the status and the salary today, but it charges you a massive amount of your health, your future, and your identity in interest. You wouldn't sign a financial contract that predatory—so don't sign a career contract that does the same. Reclaim your Human Premium by demanding that your work be as productive as it is demanding. </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="is-empty" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="is-empty" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="is-empty" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="is-empty" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="is-empty" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="is-empty" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> </p></div> <style id="container-styles">#block-e759b468a38d418ce073 { --tweak-text-block-radius: 0px 0px 0px 0px; 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Greedy Jobs: The Executive Bandwidth Tax Apr 23 Written By Lesa Edwards </div> </div></div><div class="sqs-block website-component-block sqs-block-website-component sqs-block-html html-block" data-block-css="["https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/ad3e90ad-1a7c-4c71-9e99-02bd4875790f_471/website.components.html.styles.css"]" data-block-scripts="["https://definitions.sqspcdn.com/website-component-definition/static-assets/website.components.html/ad3e90ad-1a7c-4c71-9e99-02bd4875790f_471/website.components.html.visitor.js"]" data-block-type="1337" data-definition-name="website.components.html" data-sqsp-block="text" data-website-component-id="e759b468a38d418ce073" id="block-e759b468a38d418ce073"><div class="sqs-block-content"><div class="sqs-text-block-container"> <div class="sqs-html-content" data-sqsp-text-block-content><p class="is-empty" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> Today, I’m talking about the concept of “Greedy Jobs,” which is a term coined by Lewis Coser. </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>A Definition</strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">“Greedy Institutions” are ones that demand exclusive and undivided loyalty. If your high-level role demands an all-access pass to your personal time, then you are in a Greedy Job.</p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">“Greedy Jobs” are ones in which:</p><ul data-rte-list="default"><li><p style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>The Reward is Structural, Not Just Financial:</strong> You aren't getting overtime, but the next promotion or the "strategic" projects only go to the person who is reachable at 9:00 PM on a Saturday.</p></li></ul><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>Low Substitutability:</strong> Because of your unique "Human Premium" (your specific judgment and relationships), the organization feels it cannot function without <em>you</em> specifically. This makes the job "greedy" because you cannot simply hand off a task to a colleague to reclaim your time off.</p></li></ul><p class="MsoListParagraph" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>The Costs of a Greedy Job</strong></p><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>Identity Fusion:</strong> The role is so demanding that your sense of self becomes indistinguishable from your title. When the job is "hungry," it eats your hobbies, your personality, and your private time until there is nothing left but the "Executive."</p></li></ul><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Decision Fatigue:</strong> A greedy job doesn't just want your time; it wants your <strong>cognitive bandwidth</strong> 24/7. Even when you aren't "working," you are ruminating on strategic problems, which is a form of unpaid emotional labor.</p></li></ul><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>Relational Scarcity:</strong> Sociologists note that greedy jobs often treat your family and social life as "competitors" for your loyalty.</p></li></ul><ul data-rte-list="default"><li><p class="MsoListParagraph" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>Physical Neglect: </strong>Greedy jobs “steal” your recreational, exercise, and quiet time, forcing your body into a state of chronic urgency. This triggers a constant flood of cortisol and adrenaline, which when sustained can suppress your immune system, disrupt your sleep, and erode the cognitive clarity your role requires.</p></li></ul><ul data-rte-list="default"><li><p class="MsoListParagraph" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong> Opportunity Cost: </strong>A Greedy job demands so much of your bandwidth for today’s fires that you have no space left for tomorrow’s growth. Things like skill-upgrading, renewing credentials, or pursuing that advanced degree feel impossible. You are surrendering your future marketability.</p></li></ul><p class="MsoListParagraph" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong> </strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>There are also broader social costs to a greedy culture:</strong></p><ul data-rte-list="default"><li><p style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Unhealthy Competition:</strong> It creates a "face time" culture where leaders compete to show who can sacrifice the most, rather than who is the most effective.</p></li></ul><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>A Barrier to Diversity:</strong> If the only way to reach the C-suite is to have a "greedy job," then anyone with caregiving responsibilities (disproportionately women) is structurally filtered out, even if they are higher performers.</p></li></ul><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Questions to Ask Yourself (Based on the Four Pillars)</strong></p><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Visibility & Executive Brand:</strong> Is your brand built on <strong>availability</strong> (being the one who answers emails at midnight) or <strong>impact</strong> (being the one whose strategic judgment is indispensable)? A "greedy" brand is exhausting to maintain; an "impact" brand is sustainable.</p></li></ul><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Impact & Strategic Results:</strong> I challenge you to audit your week: How much of your "overtime" is spent on high-level strategy versus "greed-driven" busy work? A greedy job often confuses <em>activity</em> with <em>results</em>.</p></li></ul><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Sponsorship & Network:</strong> Does your job leave room for networking so you are building the external sponsorships needed for your next move, or is all of your time eaten up putting out fires?</p></li></ul><ul data-rte-list="default"><li><p class="MsoListParagraph" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>Executive Skills & Mindset:</strong> Are you creating systems where you are substitutable for routine tasks so you can be exceptional in the tasks only you can do – or is your mindset “only I can do this?”</p></li></ul><p class="MsoListParagraph" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Now, The Solutions</strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Solution 1: Shift from "Availability" to "Outcome" SLAs</strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Instead of letting the job be greedy by default, executives must set <strong>Service Level Agreements (SLAs)</strong> for their own time.</p><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>The Action:</strong> Define your "Deep Work" hours and your "Response" hours. Communicate to your team and stakeholders: <em>"I am offline from 6 PM to 8 PM for family/fitness, but I check for urgent issues at 8:30 PM."</em></p></li></ul><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>The Goal:</strong> You are training the organization to value your <strong>judgment</strong> over your <strong>proximity</strong>. You shift the brand from "Always On" to "Always Impactful."</p></li></ul><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Solution 2: Ruthless "Substitutability" Engineering</strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">A job stays greedy as long as you are the only person who can turn the key.</p><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>The Action:</strong> Identify the top three "fire drills" that typically pull you away from your quiet time. Create a standard operating procedure (SOP) or empower a direct report to handle 80% of those situations.</p></li></ul><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>The Goal:</strong> By making yourself "substitutable" for routine crises, you preserve your bandwidth for the 20% of strategic work that actually moves the needle.</p></li></ul><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Solution 3: The "Future-Proof" Non-Negotiable</strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">To combat stagnation, you must treat your professional development as a fixed cost, not a variable one.</p><ul data-rte-list="default"><li><p style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>The Action:</strong> Block "The CEO Hour" on your Friday morning calendar. This time is strictly for networking, reading industry journals, or working toward that credential. It is a "protected class" of time that cannot be booked over by meetings.</p></li></ul><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>The Goal:</strong> This ensures your <strong>Sponsorship & Network</strong> stay active. It forces the greedy job to "starve" for one hour so your future career can eat.</p></li></ul><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>Solution 4: The "Impact Audit" Reset</strong></p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">Greedy jobs flourish in the dark. You have to bring the data to light to change the culture.</p><ul data-rte-list="default"><li><p style="white-space:pre-wrap;" data-rte-preserve-empty="true"><strong>The Action:</strong> For one week, track your hours and categorize them into <strong>"Strategic Impact"</strong> vs. <strong>"Availability Maintenance."</strong> If the latter is more than 30%, take that data to your superior or Board. Frame it as a business risk: <em>"The current structure of this role is forcing me to spend 70% of my time on tactical fires, which is diluting my ability to deliver on [Key Strategic Goal]."</em></p></li></ul><ul data-rte-list="default"><li><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> <strong>The Goal:</strong> This allows you the data you need to renegotiate your role. Most organizations don't actually want a "greedy" executive; they want results, and they often don't realize the current structure is sabotaging those results.</p></li></ul><p class="MsoListParagraph" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true">A greedy job is like a high-interest loan. It gives you the status and the salary today, but it charges you a massive amount of your health, your future, and your identity in interest. You wouldn't sign a financial contract that predatory—so don't sign a career contract that does the same. Reclaim your Human Premium by demanding that your work be as productive as it is demanding. </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="is-empty" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="is-empty" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="is-empty" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="is-empty" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="is-empty" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="is-empty" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> </p><p class="MsoNormal" style="white-space:pre-wrap;" data-rte-preserve-empty="true"></p><p class="" style="white-space:pre-wrap;" data-rte-preserve-empty="true"> </p></div> <style id="container-styles">#block-e759b468a38d418ce073 { --tweak-text-block-radius: 0px 0px 0px 0px; 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