Career Growth Guide

Ten years ago I believed you only got one clean slate in your career. Credits to Loren Rosario - Maldonado, PCC follow for more impactful content. -------------- Here's the original post   Ten years ago I believed you only got one clean slate in your career. One big leap. One reinvention. One chance to get it right. Then life tapped me on the shoulder. Cute. Try again. Working with high achievers taught me something we rarely say out loud. You can start over as many times as you need. Careers aren’t linear. They’re lived. And the best part of your story hasn’t even warmed up yet. But here’s where it gets real. A fresh start isn’t a fantasy. It’s a skill. One you practice. One you choose. One your Edge™ depends on. If you’re craving a reset, here are three moves that actually shift momentum. 1. Do an Edge™ audit Ask yourself. What part of me have I been shrinking to stay comfortable. Write down the habits, relationships, and expectations that no longer fit. Clarity beats confidence every time. 2. Anchor the next step Not the five-year plan. Pick the smallest action that aligns with who you’re becoming. Send the message. Ask for the intro. Explore the role. Micro-moves are where reinvention begins. 3. Build your restart coalition No one reinvents alone. Identify three people who can open doors or challenge your blind spots. Say your next chapter out loud. Visibility creates velocity. You’re not stuck. You’re just standing in a chapter you’ve outgrown. Your Edge™ is already nudging you forward. What’s the next move you’re willing to make today. -------- ♻️ Save this for your next restart ➕ Follow Career Growth Guide for human career shifts for hyper busy leaders

Diamonds aren’t born shiny. They’re formed under pressure no one sees. Credits to Nick Lalonde, CFP® follow for more impactful content. -------------- Here's the original post   Diamonds aren’t born shiny. They’re formed under pressure no one sees. And people are the same way. Everyone celebrates the polished chapter: the promotion, the exit, the book deal. But almost no one sees the 18 months before that when: → they questioned their path daily → their old identity stopped fitting → progress felt invisible and slow → everyone else looked ahead → they almost quit more than once That messy middle is where everything actually shifts. It is where your identity reshapes. It is where your standards quietly rise. It is where the future version of you gets built in silence. So if you are feeling pressure right now, do not rush out of it. It is not proof you are failing. It is proof you are being formed. The discomfort of not being there yet is the exact feeling that shows up right before things click. Every meaningful life looks messy in the middle. Yours is not supposed to look any different. ------ ♻️ Repost to encourage someone in their messy middle 🔔 Follow Career Growth Guide for insights on mindset, money, and designing a meaningful Third Act

This article outlines five leadership skills that matter most in the AI era and shows how to apply them in day-to-day work. You will learn how to span boundaries, redesign structures, orchestrate human plus AI collaboration, coach talent, and model lifelong learning. Use these ideas to shift from tool chasing to culture building and unlock faster, more confident execution.

Your title says "Manager." Credits to Dave Kline follow for more impactful content. -------------- Here's the original post   Your title says "Manager." Your team needs a "Leader." The distinction needs to end: "Managers do things right. Leaders do the right things." “Managers light a fire under people. Leaders light a fire in them.” It's a false choice that lets mediocre managers off the hook. Here's the truth: Great management IS leadership. Top talent wants managers who ARE leaders. And when people draw the distinction, they're usually rationalizing bad management. Here are the 12 subtle shifts necessary to lead: Takes Radical Ownership vs. Waits for Instruction ↳ Own outcomes, not just activities Embodies High Standards vs. Accepts Mediocre Work ↳ Your standards become your team's expectation Builds Trust Intentionally vs. Relies on Authority ↳ Authority gets compliance, trust gets commitment Connects Authentically vs. Maintains Distance ↳ Genuine connection multiplies influence Mutual Accountability vs. Enforces Rules ↳ Create shared ownership of outcomes Recruits Relentlessly vs. Hires Open Roles ↳ Always be building your talent pipeline Creates Clarity vs. Secret Expectations ↳ Unclear expectations are unfair expectations Acts Decisively vs. Avoids Conflict ↳ Indecision is a decision to stay stuck Thinks Systemically vs. Fights Fires ↳ Build systems that prevent problems Develops Deliberately vs. Fires Fast ↳ Invest in development before replacement Continuous Improvement vs. Defends Status Quo ↳ Question everything, optimize constantly Guards Focus Courageously vs. Contributes to Chaos ↳ Protect your team's focus like your budget The good news? These behaviors compound. Ownership builds trust and creates clarity. Focus protects standards and drives improvement. Decisiveness enables systemic thinking and development. The uncomfortable truth: There's no such thing as "just a manager" anymore. There are only leaders still growing into their role. ---------- ♻️ Share to help others step into leadership 🔔 Follow Career Growth Guide for more practical leadership ideas

I used to confuse being overlooked with not being good enough in my career. Credits to Loren Rosario - Maldonado, PCC follow for more impactful content. -------------- Here's the original post   I used to confuse being overlooked with not being good enough in my career. I stayed quiet. I overdelivered. I worked twice as hard for half the recognition. And every month, I told myself next month it will feel different. It never did. The shift happened the moment I stopped blaming myself and started asking a harder question What if I’m being overlooked because I outgrew the room. That truth was uncomfortable but it was honest. Some environments don’t lose sight of your value. They never had the range to see it in the first place. That’s when aligning with my Edge changed everything. My courage got louder than my compliance. My openness replaced my overthinking. My curiosity cracked doors I used to wait for. My integration gave me permission to evolve. My empathy showed me who was actually supporting my growth not just benefiting from my consistency. The more I aligned with my Edge the faster I outgrew the spaces that kept me small. And here’s the part most leaders don’t want to admit Invisibility isn’t a performance issue. It’s an alignment issue. You don’t become seen by staying where you’re tolerated. You become seen by choosing spaces that rise to meet you. Confidence didn’t show up before I moved. It showed up because I moved. If you feel invisible right now don’t work harder to be noticed. Work smarter by choosing where your brilliance actually belongs. Every week gives you a chance to choose alignment again. What’s one step your Edge is asking you to take today. -------- ♻️ Share this with someone outgrowing their current room. ➕ Follow Career Growth Guide career shifts that speak to the human behind the title.

The greatest gift of leadership is having a boss who wants you to be successful. Credits to Meera Remani follow for more impactful content. -------------- Here's the original post   The greatest gift of leadership is having a boss who wants you to be successful. But what if you don't have that gift right now? Some of us work for leaders who: → Steal our ideas → Make us feel small → Act like our success threatens theirs While others have bosses who: → Champion our growth → Share opportunities generously → Celebrate our wins like their own The fact is: You can thrive in either situation. (Yes, really) Here's your playbook for both scenarios: A. If you have a boss who believes in you: 1. Get crystal clear on their expectations → Share your wins and growth areas → Ask for specific feedback weekly → Discuss career goals openly 2. Maximize their mentorship → Request stretch assignments → Take detailed notes in your 1:1s → Ask about their leadership journey 3. Pay it forward → Become the leader you were blessed to have → Share what you learn with teammates → Mentor someone junior B. If you have a challenging boss: 1. Build your support system → Find mentors in other departments → Connect with peers who lift you up → Join professional communities outside work 2. Document everything → Keep a work diary → Save positive feedback from others → Track your achievements independently 3. Focus on what you can control → Deliver excellent work → Build strong relationships across teams → Plan your growth path (with or without them) Remember: Bad bosses are temporary. Your talent is permanent. The skills you build while navigating either situation will serve you forever. You've got this. 💪 ---------- ♻ Repost this to spark better leadership everywhere. ➕ Follow Career Growth Guide for practical leadership insights. 🔔 Exclusive leadership insights for those playing the long game. Subscribe to my weekly newsletter below.

I walked away from a stable salary to start over. Credits to Cristina Grancea follow for more impactful content. -------------- Here's the original post   I walked away from a stable salary to start over. My friends thought I was crazy. But I knew staying where I wasn’t fulfilled was riskier than starting a home care business. Here's the truth about change: • It's scary • It's uncomfortable • It's necessary for growth 4 years later? I tripled my previous salary. But more importantly, I found my purpose. 3 lessons I learned about career transitions: 1. Direction > Speed Better to move slowly in the right direction than sprint the wrong way. 2. Temporary "Loss" > Permanent Regret Losing 2 years of progress beats wasting 20 years in the wrong career. 3. Discomfort > Settling Change is uncomfortable But staying stuck is more painful. The reality? 95% of people who make bold career changes say they wish they'd done it sooner. You're not starting over. You're starting smarter. 💡Bet on yourself. You deserve to build the life of your dreams. What would you do if you weren’t afraid? Share below 👇 _____ ♻️ Repost if someone in your network needs this today. ➕ Follow Career Growth Guide for more on purpose-driven leadership

Harsh truth? Not everyone wants to see you win. Credits to Sandra Pellumbi follow for more impactful content. -------------- Here's the original post   Harsh truth? Not everyone wants to see you win. You’ll notice it in subtle ways: The delayed congratulations. The quiet room when you share a win. The sudden competition from someone who called you “friend.” And then There are the rare few who celebrate you even when their own season is heavy. Those are the people who aren’t intimidated by your light. They’re fueled by it. Keep those people close. Because their energy multiplies yours. At every level of leadership, your circle is either fuel or fire. Small minds compete. Big minds collaborate. If you want to grow, choose wisely: 1️⃣ Spend time with those who celebrate your progress. 2️⃣ Build with people who want everyone at the table to eat. 3️⃣ Let go of those who only come around when they need something. 4️⃣ Invest in relationships that make you sharper, not smaller. 5️⃣ And most of all, be the person who claps for others first. Leadership is contagious. So is envy. Surround yourself with people who want to see you win. 📌 Added a quick insight for remote professionals in the comments. Worth a read. P.S. What’s one trait you look for in the people you keep close?👇 — ♻️ Repost to inspire your network. ➕ Follow Career Growth Guide for more.🦉

You Are Not Too Old Yet: Credits to Asim Khaliq follow for more impactful content. -------------- Here's the original post   You Are Not Too Old Yet: (Read this before you panic.) I mentor people who feel buried by the pace of change. AI, new tools, shifting job expectations. It’s a lot! People tell me they don’t have time. Or That age, role, and responsibilities make learning impossible. The real problem usually looks like this: → Overwhelmed now. → Time feels scarce. → Tools change every week. → Pressure from work and home life. → Believing age makes learning impossible. That’s the trap! It makes people try to learn everything at once. Which leads to burnout, avoidance, and zero progress. But There is another way. A simple, focused path: → Pick one skill. → Set a clear outcome. → Break it into tiny steps. → Practice deliberately, fix mistakes. → Measure progress, adjust regularly. When you follow a method, the payoff is real: → Less daily overwhelm → Steady visible progress → A durable, useful skillset Remember: You don’t need to master everything. You need to master one thing, then another. That’s how people beat overwhelm and build real confidence. Like and repost to help others. --------- Follow Career Growth Guide for more leadership and growth insights.

⎈ You’ve learnt to stay in your lane. And it’s costing you. ⎈ Credits to Natalia Ombach ⎈ follow for more impactful content. -------------- Here's the original post   ⎈ You’ve learnt to stay in your lane. And it’s costing you. ⎈ You wait until you’re asked. Even if you have an insight that could add value. In leadership meetings, support-function heads often stay quiet unless the conversation turns to their specific area. Legal speaks when it’s legal. Finance jumps in on numbers. Compliance waits for risk. Otherwise? Silence. And when the meeting ends, you walk out thinking: Did I bring enough value? Should I have spoken up? And you know you had valuable insights ready to share, … safely stored in your pocket I’ve been in that rooms, too. I know how it feels to have something to say… and to swallow it. You’re not alone. I see this with almost every leader I coach. Smart, strategic people, quietly sidelining themselves. It’s not because you don’t know what to say. But because somewhere along the way, you learnt to stay in your box. To speak only when it’s your domain. To protect your credibility by not “overstepping.” But there’s a cost of staying on that road: If you only speak from your silo, you stay in it. And your organisation misses out on the broader value you bring. Only 16% of compliance professionals say they feel ready to move beyond “checking the box” and contribute strategically. It’s not about readiness, but about permission. And perspective. You don’t need to wait to be asked. You’re allowed to lead out loud. ✉︎ I coach support function leaders who are ready to shift from expert on call to strategic contributor. If that’s you, let’s talk. ________________ ♻︎ Repost to share with your network ⎈ Follow Career Growth Guide for more on navigating complexity - where expertise meets leadership