Lucia Rahilly

And of course, we also read about terms like job hugging and difficulty among college grads in finding jobs, etc.

Why this book and why now?

You parse the difference in the book between values and virtues and describe how difficult it can be for folks to home in on what their values are.

Values is kind of a charged term, at least in the political discourse and so forth.

How do you think about values in a way that informs professional growth?

Again, you differentiate skills from aptitudes.

So walk us through what aptitudes means and what that difference looks like.

It'll be interesting now that AI is resulting in increased de-layering.

Specialists may be more valuable than ever, it seems.

Susie, do you want to speak briefly to the third part of your Venn diagram, economically viable interests?

So Susie, you have

obviously collaborated with a wide range, not only of students, but also with leaders at this point using this framework or versions of it.

I'm wondering if you have an example that might best bring to life the concrete difference that using this method can make in a person's life.

I did think to myself, you don't have to use this example, but you gave an example in the book of a student who had a job offer in hand from McKinsey.

but who you thought was unlikely to be the right fit.

So you could use that and tell us how that encounter unfolded.

Susie, you write about what you call the four horsemen that presumably harbinger the end times, not necessarily to financial success, but to meaningful or fulfilling careers.

What are those signs to watch for?

I recognize that you've said that you use a version of a 360-degree tool, so that gives some outside input.

But is it more difficult for folks to self-report their values when they're in crisis and when they're questioning?