Shutterstock Everybody has heard the expression “Never burn a bridge.” What does it mean to burn a bridge? It means that you end a relationship in such a way that you could never go back and re-start the relationship again — or perhaps you could, but it would require you to beg forgiveness of the person whose bridge you have burned, even to try. You burn a bridge when you quit a job by walking out one day and never coming back.

I often find myself acting as a reference for investors, consultants, business associates, and employees from past lives. As you know, these requests typically come in one of two forms. Many come through backchannels, aka blind references, which are often someone in your network asking, “Hey, have you heard of this person? What do you think?” These tend to be more general in nature, and often come at the beginning of the consideration process.

Whatever you want to say about yourself in your LinkedIn headline, don’t use the words “In transition” to describe yourself. All of us are in transition at every moment. That isn’t your brand! If you say that you are “in transition,” you’re saying that you won’t have a real identity — an identity apart from the murky “in transition” – until you get a new job.

As millennials, we face a tremendous amount of pressure to perform daily. Just scroll through your social media feed and you will see article after article being shared of a millennial solving a world problem, accelerating his or her career, or launching a successful company. We live in an era where if you are not a successful artist, entrepreneur, or startup CEO by the time you’re 30 then it can feel like you are falling behind.

Thinkstock/Todd Wamock By Rachel Grumman Bender This story originally appeared on LearnVest as “Feeling Burned Out at Work? Here’s How to Fall Back in Love With Your Job.” When you first moved your things into your office, you couldn’t wait to put your talents to use and impress your new colleagues with your dedication and drive. But at some point, that passion to succeed did a slow fade.

Recently I saw Lesley Jane Seymour’s LinkedIn article, “Why we’re in trouble if only women sign up for Amazon’s 30-hour work week”. She unfolded criticism for the program, centered primarily around the tension between working moms and every other group in an organization.

Facebook’s Chief Operating Officer Sheryl Sandberg speaks at The American Enterprise Institute. (Photo by Allison Shelley/Getty Images) When you hear the phrase “thought leader,” you might think of popular individuals like Facebook COO Sheryl Sandberg for her passion on women’s leadership, New America President Ann-Marie Slaughter for her experience in policy and opinions on caregiving or Wharton Professor Adam Grant for his expertise in organizational psychology.

Shutterstock In a previous post, I wrote about why corporate leaders may be right to shut down non-performing innovation labs. That article focused on what innovation managers get wrong when they engage in innovation theatre rather than real innovation, which is the combination of great new products with sustainably profitable business models. In the interests of being fair and balanced, this article turns its attention to the mistakes that corporate leaders make when managing innovation.

2015 worldwide spending on digital commerce platform software reached approximately $4.7B, attaining 15% year-over-year increase according to Gartner. Gartner estimates that the digital commerce platform market will grow at a Compound Annual Growth Rate (CAGR) of over 15% from 2015 through 2020, including revenue from SaaS, licenses, and maintenance.

Jack Lamb, CEO of Aslan Brewing, Co. (Credit: Austin Martin, www.astnmrtn.com) When Jack Lamb was in third grade, his teacher asked the class to write down what they wanted to be when they grew up. “World’s youngest CEO,” Lamb wrote. His mother still has the card in a box, and Lamb can’t help but marvel at how things turned out so much like he thought, and also how differently.