THE CORPRENEUR BRIEF Intelligence for the executive who's building beyond the org chart. Issue #006 | Friday, June 6

Let that sink in for a second.

Cisco just reported record revenue, $15.8 billion in a single quarter. Their strongest financial performance in company history. And in the same breath, they announced 4,000 jobs eliminated.

Not because the company is struggling. Because the company is winning,  and winning now requires fewer people in certain roles.

This is the new math of corporate America, and most senior professionals haven't updated their mental model to account for it.

For decades, the implicit contract was simple: if the company does well, your job is safe. If you perform, you're protected. That contract is gone. What replaced it is something colder, your role exists as long as it's the most efficient way to get the outcome. The moment it isn't, the role gets restructured, automated, or eliminated. Regardless of tenure. Regardless of performance reviews. Regardless of loyalty.

This isn't cynicism. It's just the data.

The question isn't whether your company values you. Most of them do. The question is whether the value you bring can only be accessed through your employer, or whether you've built a platform where the market can find you, vet you, and pay you directly.

One of those positions gives you options. The other gives you a severance package and a LinkedIn update.

This week's move:

If someone outside your company tried to hire your expertise directly today, would they know how to find you? Would they know what you do, who you do it for, and what it costs?

If the answer is no, that's the gap worth closing.

→ Take the Corporate Income Audit — see where your gap is

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Jay Britton

Preparation × Discipline = Compound Interest