There’s a Voice for Everyone in Career Coaching | Mary Despe on Career Coaching Secrets
Last Updated: 7/3/2025
Sometimes it’s not about job boards—it’s about the right connection at the right time.
Last Updated: 6/30/2025
More Than An Elevator Pitch: Tips To Stand Out at A Virtual Hiring Event
Last Updated: 6/23/2025
You may have heard that you need to ‘get uncomfortable’ if you want to get ahead in your career.
If you’re like me, a natural introvert, the thought of signing up for an event where you’d need to mix, mingle and talk about yourself with a ton of strangers might conjure up feelings of panic and anxiety. 😦
But… it’s a new year and a new you – you’ve decided to go out of your comfort zone and register for that virtual hiring fair, after all. (Good job!)🤙🏽
While ‘showing up’ is part of moving forward, it’s not the only thing. To make the most of your time at an online hiring event, consider these four tips:
- Research the event ahead of time. Not all hiring events are the same, especially those hosted virtually. Find out how the event will be conducted - this will help you plan your approach when you’re in attendance. For example, will the event host multiple employers, or is sponsored by a specific company? In addition, does the event facilitate ‘on the spot’ interviews for specific positions, or is it more of a networking-style event? Getting to these answers will help determine how you participate in the event. In addition, many virtual hiring events offer a few ways people interact, be it through an audio or video call, or through interactive chat sessions.
- Be prepared to give more than your elevator pitch. Once you’ve figured out the format of the event, be clear on what kind of information you hope to gain from the exchange. Have your questions and your background ready to go, as many of these online events limit the amount of time you’re meeting with a representative. Having a plan of what you’d like to cover will help make the time more productive to all parties than simply asking, “So, what jobs do you have?”
- See it as an opportunity to build your network – an important strategy in career advancement. It’s easy to focus on talking about a specific job at the event. However, it also gives you the opportunity to establish a connection with someone at the company long-term. To build upon this connection, consider expanding your intention beyond the usual conversation points. Instead of limiting your conversation to a description of the kind of roles you’re interested in, ask questions that invite feedback on how they perceive your background, or if it is well-suited for other positions.
(After all, these days, how often do candidates get an opportunity to communicate directly with someone at the company they’re interested in working for?)
In addition, it’s a great opportunity to ask about the business’ overall direction and plans for the future. What kind of projects or initiatives are they focused on in the next year? What does one’s career trajectory look like at the company? These are some examples of ways to help advance the conversation beyond you having to hype up your profile in a predictable way.
- Stay in touch after the event. Making sure you communicate with those you’ve met makes the ‘building the relationship’ part easier.
Do more than invite your contact to join your LinkedIn network; in fact, make it a point to keep in touch every few months to get their take on opportunities in the market or at the company. Share updates on all the things you’ve accomplished, along with what you hope to explore professionally for career growth. Not only will they have up-to-date knowledge of your expertise and a better ability to match you to opportunities, but also you’ll have a solid (or, at the very least, a less awkward) space to connect in the future.
How To Raise Your Professional Profile as an Introvert
Last Updated: 6/20/2025
Are you introverted and looking for ways to raise your professional profile?
You're not alone.
Many introverts feel shy or uncomfortable when it comes to promoting themselves.
You may find that even after being in the workforce for a few years, this feeling doesn't go away. It's not enough to rely on doing your job well to get ahead.
Even though you know that promoting your skills and expertise is vital, you might feel a bit overwhelmed.
It can be difficult to know where to begin if you haven't been actively sharing how you're making an impact with others.
Diving right in to record a TikTok or doing your first Facebook Live might seem like a huge leap to take, let alone in conflict with your natural style.
How do you find the balance?
Here are four things to consider when developing a strategy that will raise your professional visibility:
- Start small.
It's okay to start raising more awareness about what you do and all that you've accomplished with a small step -- after all, you have to start somewhere.
It's easy to feel the pressure to come up with a slick presentation on social media, for example.
However, your effort might be as simple as asking to speak at your next team meeting, sharing what you learned with teammates about a recent conference or industry event you attended. Or, perhaps, you pre-emptively ask for a meeting with your manager that isn't on the books to discuss what roles and areas interest you for your career growth.
- Do what feels right.
In addition to taking that first step, realize you can promote your professional profile in ways that feel natural to you.
If posting videos about the latest award you received isn't your thing, no worries - select a medium that captures your personality and voice effectively.
You might find that your strengths are best demonstrated through teamwork and group projects, so volunteering to lead or mentor others regularly will help draw attention to your skill.
- Do what feels uncomfortable, too (at least, try to, anyway).
Of course, you want to feel your best when sharing the story of what you do. However, getting the results you want will require you to try different tactics... some of which, will feel uncomfortable to you.
With any new subject or exercise we explore, we may feel insecure in our attempt.
We are afraid of the awkward feelings, the worry of what other people might think or the mistakes we may make. Because of this, we often give up prematurely. Trying different things, however, broadens our perspective. We may not be aware of the audiences we impact, let alone what they are thinking if we continue doing the usual things.
I definitely connect with this bit of advice.
While I also recognize the impact that visibility plays with my career goals, I realize that interacting with audiences beyond my preferred ways is key to growth.
I enjoy writing blog posts and sharing my thoughts through the Comment section on other people's posts -- these are my 'go to' ways to help increase the awareness of what I do. However, I'm not limiting my activities here.
I am striving to try something different: video!
In particular, I'm experimenting with LinkedIn Live and other channels to put my interests and skills on display. While it is a bit nerve wracking and something I secretly fear at times, I know that branching out to this new area of video interaction will only help me reach audiences with whom I wouldn't typically.
- Stick With It.
Success doesn't happen overnight. Just like anything else, raising the visibility around your professional profile takes time.
The effort you put into making things happen will always correlate to the results.
While it can be difficult to know where to start, sometimes it can be just as hard to stay with it. This is especially true when you don't see massive improvement right away.
If you need assistance with a strategy to promote your expertise, LinkedIn is a gold mine of resources to help you overcome what challenges you are experiencing.
Some of my favorite tools include the LinkedIn Learning classes Use Your Strengths For Impact and Influence at Work by Branding Expert Marielle Legair, along with Increase Visibility To Advance Your Career by Dawn Graham, PhD, LP.
I've also found the Rule of Five approach, as discussed in The Success Principles by Jack Canfield, and James Clear's book Atomic Habits of great insight. They both have helped me build the systems that lend consistency to the activities needed to move towards my goal of raising my professional visibility.
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Last Updated: 6/16/2025
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Wondering What’s Ahead? Signs to Spot Before Things Go Sideways
Last Updated: 6/6/2025
When I hear any version of the phrase “layoff-proof your career” tossed around, I cringe a bit.
Sure, it might be coming from a place of reassurance, but the truth is, no one can fully predict or control what the future holds. Industries shift, priorities change, and sometimes, despite our best efforts, companies restructure and reorganize.
What we can do, though, is prepare – prepare as best we can to adapt to change, even if it comes as a surprise or disappointment.
Start by Understanding Where You Stand
People often ask me, “What signs should I be looking for that indicate my company might be laying off people soon?” There’s definitely not a single answer to this, and furthermore, I would even go out on a limb to say patterns of something happening aren’t always a safe bet to suggest a layoff is coming (just take a look around at the world around us right now, with all that has been going on lately in the federal sector, for example).
When it feels like everything’s gone off the rails, it’s easy to panic - but stepping back, getting the facts, and grounding yourself in what’s real helps you figure out your next best move.
However, a good starting point for sensing your job’s stability is knowing how your role connects to your company’s bottom line. One useful lens to evaluate your job security is see whether your role is part of a profit center (contributes to generating revenue) or one that is not (a support or cost-based function). Note - both can be stable, but you need to be aware of the specific risks and indicators for each.
If You Work in a Profit Center:
Even if you're not directly involved in big-picture strategy or organizational decisions, there are signs you can watch for to gauge how stable your role might be. Paying attention to what’s happening around you -- on your team, with clients, and in the market -- can help you spot early indicators of change.
Here are a few things worth keeping an eye on:
- Team performance: Are your team’s sales or revenue targets consistently being met? Even if you’re not in sales yourself, you can often get a sense from team meetings, quarterly updates, or leadership communications.
- Staffing patterns: Is your department hiring and growing, or have you noticed coworkers leaving without being replaced? A shrinking team without backfills can sometimes signal budget tightening.
- Client stability: Have you heard about major clients renewing their contracts, or is there talk of customer losses? It’s also worth noticing if your company relies heavily on one type of client or industry - the lack of diversity can sometimes make things riskier.
- Investments in your product or service: Are there new projects, product updates, or service improvements being rolled out? If leadership is investing in enhancements, that’s often a positive sign. If things feel stagnant, it may warrant closer attention.
- Competitor activity: Keep an informal pulse on the competition. Are other companies gaining traction, releasing new offerings, or making moves that could affect your team’s success?
So what can you actually do to stay ahead? Start by having regular conversations with your manager or mentor in the company about the bigger picture. Don’t be afraid to ask where the company is headed and how your role supports that direction in the long-term.
Also, you don’t need access to complex executive dashboards to make observations - oftentimes, helpful information shows up in team meetings or town halls, internal communications, and other workplace conversations.
Staying tuned in can help you prepare, adapt, and make informed decisions about your next steps before any official moves are made. But realize… it’s not all about what’s being said within company walls.
Make it a habit to read public financial reports or press releases and stay on top of things by listening to podcasts in your industry to get an outside perspective. It’s important because it gives another take on what your workplace and industry is like beyond what you’re hearing on the inside. Many times, such a point of view can help get a well-balanced sense of how your organization is really performing and how it's positioned in the market.
When you’re not part of the profit center
If you’re in a support role - whether in HR, IT, Finance, Compliance, or any function that doesn’t directly generate revenue to your company - you might wonder how that may affect your position really is, especially when budgets start to tighten. While these roles are often essential to keeping things running smoothly, they can also be the first to face cuts when companies look to "streamline."
Here are a few signs to keep on your radar:
- Is your department considered essential to daily operations? (Some support roles such as IT or Compliance, for example, are harder to cut, even during tough times.)
- Are budgets shrinking, projects delayed, or hiring freezes popping up?
- Is leadership using words like “efficiency improvements” or hinting at restructuring?
- Are similar roles in your industry being outsourced or automated?
If some of these signs are showing up, don't panic - but don't ignore them either.
Looking beyond the signs
While you can't fully control whether your job is entirely secure, what is in your control is how prepared you are in the event it is not.
Taking an “offense is the best defense” mindset can make all the difference when unexpected changes hit. After all, it’s about putting yourself in the strongest possible position to adapt and move forward.
One way to do that is by refreshing both your skills and how you present yourself. Start by identifying one skill that's becoming more valuable in your field, whether it's learning a new tool, brushing up on data analysis, or improving leadership abilities.
Commit to a short online course, certification, or project to practice it. If you’re not sure what skills might be in demand in your line of work – just take a look at what job postings are mentioning for the roles you’re interested in to get ideas.
Then, make a point to reconnect with key people in your network. Send a quick message to former teammates, mentors, or industry contacts just to check in, share an article, or ask how they’ve been - it doesn't have to be formal to break the ice.
Also, make sure your resume and LinkedIn profile are updated, even when you’re not job searching. Carve out the time you need to add recent accomplishments, completed projects, or the skills you've picked up.
These steps aren't just about being ready to apply for new roles. When you're regularly reflecting on what you've achieved and keeping your network warm, it becomes easier to talk confidently about your strengths – whether that’s in a formal interview, a networking conversation, or an unexpected opportunity that pops up. Staying sharp, visible, and proactive is one of the best ways to stay ready when the unexpected comes your way.
Layoffs Are Hard. How You Lead Through Them Matters.
Last Updated: 6/2/2025
I’ve shared advice before on how to navigate layoffs if you’re the person directly impacted—what to do next, quick steps to take, how to start moving forward. That support still matters, and it always will.
But layoffs don’t just affect those who are let go. They have a profound impact on others left in the mix and are also a real test of leadership.
How leaders choose to handle these moments matters—not just for the people leaving, but for the people staying. It sets the tone for trust, team morale, and how your company is seen going forward. These decisions stick with people.
Layoffs are never easy, but they are defining. And how we show up, as leaders, when they’re happening says a lot.
The People Let Go
When someone loses their job, it’s rarely just about income. It can shake a person’s identity, stability, and self-worth.
As a leader, how you choose to deliver that news - and how you support them through it - can matter more and have an important lasting impression than anything.
What can help:
Say it in person. Hard conversations deserve a human touch, and make sure they’re delivered one-on-one. It is, after all, a life event that might evoke all sorts of emotions - sadness, shame, anger, annoyance, fear, etc. Think about it - would you want to hear this kind of news through an impersonal, group meeting or through mass email or text? Never let an email or memo do what should be done face-to-face (or live on video, if remote)
Be honest and respectful. Don’t over-script. Don’t sugarcoat. Just speak plainly and with care about what’s happening and why. Offer the support you can and do it as humanly as possible. Yes, the message can feel awkward and uncomfortable, any way you dice it. But it’s not a reason to avoid the interaction or ignore questions.
An example
I say this because it reminds me of a time where I was laid off from a company and had met with my manager literally an hour before receiving the news. It was a 1:1, and we talked as if I were coming back to work the next week like normal. Literally, 45 minutes later, I was asked by a leader at the skip level to meet up and got the news of termination. Sure, it’s possible my manager didn’ t know what was happening and was truly out of the loop, but I can tell you that the whole experience left a negative impression with me of the company, of her, and the leaders for a very long time.
Acknowledge their contributions. Even a simple “thank you” goes a long way. Recognize what they brought to the team.
Provide meaningful resources. Be ready with helpful information, including details and deadlines around severance and other payouts, career transition support options, and clear next steps of what to expect.
This includes having a clear idea and identifying the actual departments and resources tasked to support specific questions (for instance, about state unemployment or who to talk about their 401(k) plan now that they're no longer at the company) instead of just saying generically that someone in HR will get back to them. Additionally, if you're comfortable with it, lend online and networking support by offering to write LinkedIn recommendations or make helpful introductions.
Keep the door open. You never know when paths will cross again. Showing grace now builds trust for the future. At the very least, the people you’ve let go can still be advocates and ambassadors of your organization, even with some time and space. Always choose to treat them with professionalism, respect, grace and humanity even when the heat of the moment is difficult.
The Managers Delivering the News: Don’t Leave Them Hanging
Managers are often left out of the support conversation - but they carry a lot. Many are tasked with delivering layoff news to people they know and care about, sometimes after weeks of holding onto the secret. It’s emotionally heavy and professionally isolating.
They need:
- Real, human messaging. Skip the corporate jargon. Equip them with words and conversation that is honest and aligned, not robotic and detached.
- Help with the “how,” not just the “what.” These conversations are tough. Offer guidance on tone, empathy, and navigating difficult reactions. Also, be aware of any extra support, be it with additional time to prepare or to speak with mentors or others they seek out for help, as they may need such guidance before having these conversations.
- Support for their own emotions and rumors that arise. Managers aren’t immune—they may feel guilt, stress, or anxiety. Give them a safe outlet to process. Also, when team members ask about potential layoffs, the response should reflect as much honesty, empathy, and clarity - even if there’s limited information to share. Acknowledge the uncertainty and stress, reinforce your commitment to transparency, and avoid making promises you can’t keep. When addressing the team, acknowledge the uncertainty head-on and share what you do know -including when they can expect the next update. This helps reduce speculation and reinforces transparency, even when you don’t have all the answers.
- Practice makes a difference. Role-playing or dry runs with a trusted resource or coaching staff can build confidence before the real thing. For instance, working with a career and leadership coach offers managers both guidance and perspective as they prepare for difficult layoff conversations. Through role plays, they gain a safe space to practice, reflect, and build the confidence to deliver the message with clarity and compassion.
- Tools for the aftermath. After the news is delivered, they’ll need follow-up talking points and ways to keep checking in with their team.
After layoffs, managers are left leading teams that may feel overwhelmed, anxious, or even guilty. It’s important to acknowledge the emotional impact -- don’t just move on.
Make space for open conversations, normalize questions even when there aren't clear answers, and be honest about what’s still evolving.
When it comes to increased workloads, involve the team in prioritizing.
Instead of silently absorbing extra tasks or making top-down decisions, invite your team into the conversation: “Here’s what’s on the table -- what’s most critical? What can wait? Where do we need help or clearer direction?” This approach builds ownership, reduces resentment, and gives you real-time insight into how your team is coping.
Just as important: managers should act as a bridge to senior leadership by candidly sharing how the team is doing on the ground -- what’s working, where morale stands, and what additional support might make a difference. This honest perspective is essential for shaping thoughtful decisions as the organization moves forward.
The People Still Here: Rebuild Safety and Trust
Layoffs ripple. Those who remain often deal with survivor’s guilt, fear about their own job security, and increased workloads.
If nothing is said -- or if the only message is “let’s move forward” -- people can feel abandoned or even resentful.
What helps them re-engage:
- Clarity about what’s next. Be transparent about what’s changing and why. Let them know where they fit into the future. Ambiguity is more stressful than the truth.
- A place to be heard. Give your team space to ask questions, express feelings, or just say “this is hard.” Listening matters more than perfect answers.
- Recognition that feels real. Thank people for their resilience. Notice who’s stepping up, not just in output, but in attitude.
- Actual support. Offer mental health resources, revisit workload priorities, and check in regularly. Even small changes can signal that leadership is paying attention and cares.
Leading Through the Tough Moments
Layoffs are never easy - and they shouldn’t be.
They impact livelihoods, relationships, and the emotional fabric of a workplace. But how you navigate them can either quietly erode trust or become a moment that reflects your values and strengthens the integrity of your leadership.
People will remember -- those who were let go, those who had to deliver the news, and those still showing up each day, trying to make sense of what’s changed.
They’ll remember not just the decision, but how it was communicated, how they were treated, and whether compassion was present alongside the logistics.
These are the moments that shape culture. Not the polished statements or press releases, but the one-on-one conversations, the tone in the room, and the follow-through afterward.
When things are uncertain, people look to leadership not for all the answers -- but for humanity, honesty, and care.
4 Ways To Be Seen as a Successful Leader — Even When You’re Not the Expert
Last Updated: 5/26/2025
There comes a time in a professional’s career where they're asked to lead a team. However, you never picture your first leadership experience to be guiding a group that knows more than you do. Though you may be excited that you were chosen for the opportunity, youmight also be a bit panicked because you don’t know where to start. Here are four key things to remember to help you lead a team when you are not the expert.
1. Realize that this is a part of professional growth.
While it's a bit scary to lead when you have limited expertise in a specific area, the reality is that this is common. As people move up within the ranks of a company, leaders must make decisions about things they do not have first-hand knowledge of nor direct experience with all the time.
It's easy to understand your importance when you're recognized for subject matter expertise. But when you advance professionally, you'll find a new challenge in how you continue to add value to a company. It becomes about finding ways to make your mark beyond being an individual contributor. It may be new territory for you professionally, but it's a natural part of growth you will encounter as a rising leader.
2. Showcase others and don't steal the spotlight.
Others might play key roles to develop the concept around the winning campaign, provide the critical strategy to enter a new market or design product features that will revitalize the customer base. However, it's important to remember what your role is. As the leader, you're not there to dazzle in the same way that the star contributors do. According to Linda Hill, a professor at Harvard Business School and co-author of Being The Boss, you should focus on "setting the stage," providing the support and resources your team needs to succeed. Your purpose is to empower your team to do its job well, focusing on activities that position them in the best place to succeed.
For example, if your team is tasked to re-engineer a process that's meant to engage customers quicker and with more personalized attention, it makes sense to seek input from people who were involved in creating the initial process. But instead of asking them to simply report on how things work, encourage them to participate in more powerful ways. Have them lead the sessions that focus on the content matter or allow them the opportunity to address the executive team’s questions rather than saving it as an opportunity just for yourself. After all, aren’t they the experts that know how things should work? While other leaders exercise control over every part of a project, you shouldn't be that person. You could be more effective by reading the situation as a chance to engage your team in meaningful ways. Give your others the platform to share insight that benefits the overall goal when they can speak to it better than you could. By allowing this, you promote the best ideas on how to solve a problem while fostering respect, humility and trust with your colleagues.
3. Stay on top of your game by providing a big-picture context and awareness of the overall business impact.
Your team might be experts in their domain of knowledge, but you're the master behind the curtain. You know the ways that your team’s efforts may make or break a situation. You also have access to all the information that tells the story of why their activities are important. To tell the story of how their work impacts broader organizational goals, you provide the context and detail to your team about all the activities that they might not see nor realize. By providing timely and accurate information, you can provide a complete look at the business, educating everyone involved in the project with the details that create the overall picture. This is a great skill to have, as you’ll be able to play a key role found in leadership. Instead of staying in a single area of expertise within the company, you’re able to communicate the intricacies end-to-end, bridging the technical aspects of the business to the overall strategic vision.
4. Cultivate your leadership skills so that you become the person everyone wants to work for.
Being in charge provides a unique opportunity to directly impact others’ careers. As a leader, you can influence the destiny of others' professional experiences in several ways. From giving a stellar performance review to providing the forum for people to share ideas regularly, you set the tone for how your team members are treated.
Maya Angelou’s quote says it all: “I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.”
It's important to recognize the power of personal interactions. When you're a leader, others look to you to establish the "rules of engagement" while working together. They seek to understand how they will be treated on a project and hope to gain clues from the ways you behave. Are you providing an environment where people are encouraged to innovate processes or are they pigeonholed into predictable roles? You create a space that speaks to how team members participate. By establishing the practice within teams to foster open conversation, respect, and the opportunity for growth, you will build a leadership reputation that is admired by all.
My Bad Boss story
Last Updated: 5/22/2025
When I wrote my post about toxic work environments the other week, it got me thinking about the people and places I’ve worked with over the years. I consider myself lucky, having worked for more good places and good people than bad.
But… there’s something about those bad experiences that leave quite the impression in our career journeys. I’ve definitely had an experience working for someone much earlier in my career who I would put into the ‘bad boss’ category.
It was during my pre-recruiting days, where I worked in a more technical capacity. I remember my manager would take time out during team meetings to pick out someone’s work to review and critique together as a group.
Though it seemed that the intention of this format was to solicit genuine feedback on how to improve by leveraging the power of a group, these meetings took on more of a public shaming feel to them.
If there were ever questions about why you designed something a certain way versus another, it was never asked in the spirit of seeking out new information or to gain understanding of why you took your approach.
Instead, it felt very combative.
On many occasions, I remember being “asked” by my manager if I chose to be ‘mute’ because I couldn’t verbally articulate a response back to the group fast enough or was I really “that stupid” to not explain why I chose to design it the way I did?
Needless to say, I hated these meetings. 🤢😔
And, because of my introverted personality, the stress was magnified - I felt the pressure of being expected to process and discuss information in a narrowly defined way of communication.
I felt misunderstood, but even more than that… felt like there was something wrong with me and needed to change everything about me ASAP. I remember confiding these feelings with colleagues, including a few that were more senior to me, and they just said that everyone had go through the same thing and to suck it up, so to speak.
While I could go on and share a great story about how I overcame the situation, including vastly improving my communication skills and confidence because of this horrible boss, the truth is that none of that happened. I was eventually laid off from this company as a response to the 9/11 attacks, the impact it had on the world, let alone domestic markets.
At the time, the layoff felt like an extra punch in the gut as I was already feeling pretty depressed about my situation.
It led way to a series of pretty amazing bosses, managers, mentors and colleagues that would undoubtedly have a positive impact on me.
There are a number of people who I credit in this journey but among them include Jen Bowen Flynn, Erma Mendoza, SHRM-CP, Kreg Bryant Rick Girard to name a few.
With time I learned that I was redirected to better things & better people who ultimately all played a role helping me find my potential, the confidence to believe it, and live my purpose. I discovered that what seemed awful and insurmountably difficult in the moment can redirect us to something much, much better for us.
What's Your Career Path -- Individual Contributor vs. Manager?
Last Updated: 5/18/2025
Someone I met recently made an interesting comment.
Not only had she been surprised that I had been in the workforce for 20 years, but that I didn't currently have a title indicating an obvious level of authority or power.
I chuckled.
Had it been earlier in my career -- say, 10 years ago -- I would have been offended. I would have allowed 'imposter syndrome' to seep in, feeling like I hadn't accomplished much in my career nor added value to organizations in a meaningful way.
Though my professional journey has afforded me some pretty awesome opportunities including working internationally, speaking at conferences and running my own business during my tenure in the recruitment industry, I understood her point.
I had made a choice that many professionals face in their careers:
Stay an individual contributor or pursue the traditional path of management?
Making the decision to stay an individual contributor can be a difficult one. You may be worried that you are limiting your career growth or advancement opportunities.
This is especially true for those who feel unseen in their careers. Introverts, for example, might feel a bit panicked in their options to grow professionally. They might feel the only way to advance in responsibility and in salary is to pursue roles that might have them in unfamiliar and uncomfortable territory, front and center, leading teams and managing others.
But... it doesn't always have to be that way.
There are many benefits to staying in an individual contributor role, and it doesn't necessarily mean that you'll have a diminished professional future. Such benefits include:
- Becoming an expert. Being an individual contributor gives people the chance to build authority through deep knowledge and application. It allows you to become a practitioner skilled with particular expertise. Not only will it promote continued fluency and practice in your line of work, but such expertise opens the door to other opportunities to innovate, educate and influence. For example, it would make sense for individual contributors with extensive knowledge to weigh in on product architecture or program design, or even to lend their thought leadership as an expert at industry conferences.
- Keeping close to where the action happens. You stay connected to your industry through your involvement in operations. By having a direct hand in the day to day, individual contributors see how their work impacts customers directly and are in an immediate position to effect change.
- Staying on top of key skills relevant to your industry. Individual contributors mirror the act of 'lifelong learning', having to keep current on the latest technologies and approaches in their field throughout the years. By staying at the pulse of what their professions are doing, individual contributors are able to easily translate their experiences in the marketplace not just now, but in the future.
- Confirming the idea that you don't have to have an elevated title to have a voice. Just as people don't have to be elected to public office to make a difference in their communities, being an individual contributor provides a perspective that's different from those in other roles. It brings a unique power and a point of view that can be, at times, overlooked.
Beyond these points, I've realized that I've enjoyed being an individual contributor because of the ability to be in service to others and to make a direct impact on the process. I've also learned that such experiences have given me confidence to mentor and collaborate with others over the years. And, should I ever wish to mix it up a bit and pursue a leadership role, my individual contributor experiences have served as a great foundation to keep advancing.
How do you incorporate self-advocacy as part of your career advancement?
Last Updated: 5/14/2025
In the rapidly evolving job market of today, standing out and climbing the career ladder demands more than just a robust skillset and an impressive resume.
It requires the often-overlooked skill of self-advocacy—a powerful tool that I recently had the privilege of discussing at the Society of Women Engineers #WELocalWichita conference.
It's a topic that resonates deeply with me and one that I believe is pivotal for anyone aiming to elevate their professional life, regardless of their career stage.
Self-advocacy, in essence, is the art of understanding your worth and confidently voicing your value, achievements, and aspirations. However, despite its apparent significance, many professionals find themselves at a loss when it comes to advocating for themselves.
Through conversations and polls conducted during the conference, it became clear that a majority struggles with navigating the complex terrain of self-promotion due to various barriers such as cultural norms, organizational structures, and personal insecurities. Specifically, many in the audience voiced that they felt they could advocate for themselves more than what they were doing.
There isn't one way to address career advancement; similarly, there is not a single approach to accomplishing self-advocacy.
However, I believe there are common attributes that that encompass five key qualities essential for mastering self-advocacy in the workplace. Here's my five-point framework I discussed at the conference:
- Purpose: Recognizing your career goals and the broader impact you aspire to create sets a solid foundation for self-advocacy. It’s about aligning your professional pursuits with your personal values and using this alignment to guide your career trajectory. It's much more than just knowing what job you want to have. It's often an exercise of self-reflection to understand what is important to you, and what actions, values, and interests will contribute to your broader mission.
- Personal Brand: Your personal brand is a testament to your unique contributions, reputation, and value. Cultivating a strong personal brand helps you stand out and positions you for opportunities that align with your skills and career aspirations. It's important to note that when considering self-advocacy, you have opportunities in everyday life that provide the chance to work on your personal brand. For example, if you're an individual contributor and want to make the move to a people manager role, and you hear feedback that others don't see you as a leader, you can take small steps to start presenting yourself in that light that you desire to be. You can start volunteering to lead certain parts of a meeting, for instance, instead of doing the usual thing of sitting back and letting others guide the conversation as a first step.
- Pitch: Effectively communicating your ideas and worth is crucial. But as it relates to self-advocacy and career advancement, it means being able to see the possibility in creating a possible solution to a problem by way of showcasing your expertise and skills. With pitch, you're able to creatively see ways where you can identify a way that supports your interests & goals while showing your value when leading the effort. Mastering your pitch enables you to seize opportunities, influence others, and advocate for your contributions and potential impact.
- People: Building a supportive network of mentors, allies, and advocates can significantly enhance your career progression. These relationships not only provide guidance and support but open doors to new opportunities.
- Patience: The path of self-advocacy is marked by challenges and setbacks. Patience allows you to persevere, learn from these experiences, and continue pursuing your long-term goals with resilience.
Mastering the art of self-advocacy isn't an overnight achievement; it's a continuous process that demands intentionality, commitment, and growth. By embodying these five qualities, you can equip yourself with the tools necessary to advocate for your career advancement effectively, honor your aspirations, and make a meaningful impact in your professional and personal spheres.
I invite you to reflect on these qualities in your own career. Have you faced challenges in advocating for yourself? Have certain strategies worked for you? Share your thoughts and experiences in the comments below. I'd love to hear from you.
What AI skills do you have?
Last Updated: 5/10/2025
If you were asked to share what AI skills you possess, would you know what to say?
To be honest, if you feel a bit sheepish to answer this question, you're not alone. Sure, you've dabbled a bit with AI tools. But... to say you're actually skilled with these things?
You might not feel that you're quite ready to toot that horn. Or perhaps, you believe that there's really no need to worry about showing you have these skills to anyone to land a job or anything... not yet, anyway.
Regardless of what you believe, here's some info you might not have heard.
Recently, Microsoft and LinkedIn released their Work Trends Index 2024 annual report, revealing:
- 66% of the employers surveyed would not hire workers who did not demonstrate AI skills.
- 77% of them would hire less experienced workers if they had proven AI skills over those who had more years of experience but lacked them.
I can't say I was really surprised by this information. 🤷🏽♀️
After all, AI has crept into many corners of our everyday lives. It's technology that affects both technically minded and the less inclined, and there's really no way to escape interfacing with it in some capacity.
But, these statistics got me thinking and appealed to the Hiring Nerd in me.
They have broader implications, including how this might affect job seekers and those responsible in evaluating skill in the hiring process.
Namely, a few questions came to my mind:
- What kind of experience and activities qualify as having AI skill?
- Do they have to do with a certain software program, or platform, like ChatGPT or is it something else less (or more) specific?
- How are these companies evaluating proficiency? And then of course...
- How do I stack up to this new standard?
Certainly, if you're more technical, your answer to this question might differ significantly from someone who isn't technical at all.
But, even if you're not in a technical role, you need to demonstrate more than a familiarity with AI tools.
To date, I'm not aware of an established baseline across industries that defines AI proficiency. (If I'm wrong about this, I'd love to know!).
In its absence, here are my three takes on what having AI skills might mean for candidates:
1. At minimum, AI skills suggest that you have used AI tools hands-on.
Whether for your job, personal interest, or out of curiosity, hands-on experience is crucial. Practical interaction with these tools, and potentially leveraging their capabilities to enhance your work, sets a baseline for understanding how various AI components interconnect. As job seekers, we can speak about the different AI tools we use on a daily basis.
For example, I regularly use four tools on a daily basis for personal and professional reasons.
Does that make me an expert in AI? Of course not.
But, am I building experiences that support the idea that I have knowledge beyond basic familiarity with these tools? I'd like to think so.
2. You have to show you're doing more than the minimum.
There are many ways to demonstrate your level of skill. One thing's for sure -- whatever you're doing, you need to show you're doing more than just dabbling with AI tools.
There's value to showing deeper experience with AI. Being able to talk about the ways you're using the technology to improve conditions you're around is a great start.
You'll want to include how you're developing solutions - quicker, smarter, more insightful ways to create use cases that improve a particular situation or apply to a specific work challenge.
It kind of reminds me of when candidates would say they were proficient in a software, say, Microsoft Excel. A candidate may say they're proficient with it, when in fact, after talking to them about their hands-on experiences, you discover the extent of their expertise is knowing how to format cells and not more than that.
The same rationale applies here.
Going beyond casual use is essential to building your skill with AI tools.
Learning the technology through practical and creative experiments will help advance your knowledge and ability. I got a crash course in this within the past few months.
My Career Coach friend & colleague Ellen Byrd clued me into why building a custom GPT could be really powerful for my own work.
I talk a bit about the process here (jump to 8:42 in the video) but it has added much value to my professional practice -- from getting precious time back to focus on client work rather than administrative functions, along with introducing a new way to share my knowledge and resources of my expertise in ways that don't involve shared folders and drives that people have to page through for answers.
Learning how to create a custom GPT for my work has been a great exercise to build deeper AI skill.
3. Lastly, a subtle but significant AI skill is knowing when and how to apply AI-generated outputs and when to rely on human judgment. This is important as AI tools can sometimes miss the nuances and depth of human experiences.
Yes, many AI tools do a superb job with the editing process, simplifying overly redundant and poorly worded resumes. However, some also omit critical, detailed information about your achievements that add to you setting yourself apart from others.
Additionally, some of these tools may describe the intricacies of what you do on the job in dumbed-down terms helpful to a lay person when it would really serve you better to share language and phrasing in the way that would resonate with industry colleagues and those hiring.
While AI suggestions can be useful, exercising judgment to refine and enhance these suggestions is a skill in itself.
🚩I would love to know what you think about this. I don’t expect everyone to share the same opinion, but am very interested to know how you've been developing your AI skill, and equally important - how you've been speaking about them with potential employers, managers, and other key audiences.
What does having AI skills mean to you, and how do you think they should be demonstrated in the workplace? Let’s continue this conversation and explore the diverse aspects of AI skills together.
How Can We Keep Building Our Careers When It’s Not About the Next Job Title?
Last Updated: 5/6/2025
Maybe it’s just something about this time of year.
Goal setting, or some kind of personal or organizational planning for the next year seems to be taking center stage these days, and I’ve noticed a bit of a theme cropping up in conversations:
This question feels deeply relatable, especially for those people who aren’t on a linear career ladder nor have desires to be gunning for the top nor be the ‘next big thing’ professionally.
Not everyone is climbing, in this traditional sense -- and that’s okay.
But it still leaves an important question to answer: What does growth look like if it’s not a title change?
Knowing how we can continue to keep growing our careers cuts to the core of what many of us want in our professional lives, and it involves these three things:
- Choice: What kind of work feels fulfilling for me?
- Impact: How do I want to contribute to my team, my company, my industry?
- Engagement: What sparks my curiosity and keeps me motivated?
Why Does This Matter?
We spend a ton of time working. And let’s be honest: it’s not just for the paycheck or the occasional pat on the back. Those things are fine, but they don’t necessarily make you excited to show up with your best energy in the long run.
When we get intentional about growth—beyond chasing titles—it allows us to align with what truly drives us. This kind of alignment isn’t just nice to have. It’s useful. It keeps you sharp, relevant, and evolving with the world around you.
So, how do we keep building? Especially when the answer isn’t as simple as completing another training program or earning a certification.
Redefine “Opportunities”
The first step is to expand your idea of what opportunities even are.
They’re not always promotions. Sometimes, they’re experiences that deepen or stretch the skills you already have.
A recent example with a client comes to mind:
A product manager I know was feeling stuck. He loved collaborating with stakeholders, balancing customer needs, and shaping products, but when people talked about his “next step,” it usually involved managing people. That wasn’t what he wanted.
We explored his experiences in his role -- the parts he liked, didn't like, along with the aspects of his job that wish he had more of. As a product owner, he played a key role in defining priorities of the tasks his team were working, ultimately influencing the roll out of features as he balanced customer needs with the development team's interests. He realized he was most energized when he got to contribute to the early design process—brainstorming, prototyping, and problem-solving alongside the design team. Those activities, however, were things he was around but had limited hands-on experience with, but he wanted to be more directly involved.
As far as aligning with this interest area, my client said he wanted to attend a specific design-thinking conference in the next year as a development opportunity. Additionally, he started to point out instances where he could flex this creative approach today – and in more directly on his existing projects and identified the places where he could volunteer to be more hands-on with the work in this area.
These weren’t promotions or even new roles.
But my client expanded his previous idea of a growth opportunity, identifying it as a chance to play more of an active role in the hands-on work through projects in his day to day and also look for a specific industry professional event where he could deepen his knowledge and contacts in the field.
Growth doesn’t always mean climbing—it can mean digging deeper into the parts of your job that you love and that continue to sharpen your industry knowledge and relevance in skillset.
Your Turn
Part 2 of this series is coming soon, but in the meantime, I’d love to hear from you.
Good idea? Talking about your side hustle or part-time job with a prospective employer
Last Updated: 5/2/2025
I posted something the other day about it being ok to pursue a job without having the deep bond of passion as your motivation.
After all, we all do things that don’t speak to our souls nor bring profound meaning but because of the necessity of a situation, we do it anyway.
It’s a reality for many, though – that work is simply a means to an end, a way to put food on the table, pay bills, etc. – and nothing more (and there is nothing wrong with that).
That said, I do meet plenty of people, though, who want to align their 9-to-5 with a deep purpose.
In fact, many of them choose to split their time and energy with other things beyond a full-time job.
They juggle side hustles, very serious hobbies, freelance gigs, part-time or second and third jobs or even volunteer projects in hopes of getting closer to whatever their bigger goal is.
Doing it all as a job strategy
Recently, someone asked me how these activities might be perceived by a prospective employer.
She is an accomplished IC in QA for a tech company, has enjoyed the ride, but really has her sights on something totally new.
She has been trying to pivot to a completely different industry (real estate), and ideally in a step up to a management role.
She’s been dutifully doing her day job in tech but has been filling her free time up with things that build those areas of interest she’s not currently getting from her primary job.
Among the extracurriculars? After going to class a few times a week to get her real estate license, she also volunteers as a team lead for community projects focused on affordable housing on the weekends.
She asked, “If I have multiple jobs and side hustles going on, how do I talk about these things in a resume, let alone in an interview? Will it seem like I’m not focused nor serious about what I want to do, or do these things actually help me?”
If you ask me
It's not exactly a black and white situation. And hey, who's to say you even need to share word of your extra activities with anyone?
(Although, there are some companies that make it very clear that you'll need to disclose any time you're spending outside of the office that involve any professional or community venture. Others even restrict it.)
Ultimately, it all depends on what you want to be known for and how you shape your personal brand. In today's job market, it’s not just about showing up to do a job—it’s about the strength of the narrative you want the world to know about you.
If your extracurricular activities align with the skills and goals you want to be recognized for, then sharing them can work in your favor.
While there will always be places that frown on the hustle, others may find it intriguing and attractive, valuing diverse experiences, especially when they reflect creativity, adaptability, or specialized expertise.
When it comes to presenting these experiences on your resume or in interviews, think about how they contribute to the long game.
How do all of these things relate to what you want your overall professional story to be? Are these activities reinforcing the strengths and values you want to highlight?
Frame them as experiences that broaden your skill set or that are steps toward a larger career goal. This way, it’s clear that you’re intentional about your pursuits, not suggesting that you’re distracted by too many things at once. Every role you play—whether it’s your 9-to-5 or a side hustle—can be a piece of the bigger picture you want to share with the world. The key is being selective in how you present it to match the narrative you’re aiming for.
Good idea? Talking about your side hustle or part-time job with a prospective employer
Last Updated: 5/2/2025
I posted something the other day about it being ok to pursue a job without having the deep bond of passion as your motivation.
After all, we all do things that don’t speak to our souls nor bring profound meaning but because of the necessity of a situation, we do it anyway.
It’s a reality for many, though – that work is simply a means to an end, a way to put food on the table, pay bills, etc. – and nothing more (and there is nothing wrong with that). That said, I do meet plenty of people, though, who want to align their 9-to-5 with a deep purpose. In fact, many of them choose to split their time and energy with other things beyond a full-time job. They juggle side hustles, very serious hobbies, freelance gigs, part-time or second and third jobs or even volunteer projects in hopes of getting closer to whatever their bigger goal is.
Doing it all as a job strategy
Recently, someone asked me how these activities might be perceived by a prospective employer. She is an accomplished IC in QA for a tech company, has enjoyed the ride, but really has her sights on something totally new. She has been trying to pivot to a completely different industry (real estate), and ideally in a step up to a management role. She’s been dutifully doing her day job in tech but has been filling her free time up with things that build those areas of interest she’s not currently getting from her primary job.
Among the extracurriculars? After going to class a few times a week to get her real estate license, she also volunteers as a team lead for community projects focused on affordable housing on the weekends.
She asked, “If I have multiple jobs and side hustles going on, how do I talk about these things in a resume, let alone in an interview? Will it seem like I’m not focused nor serious about what I want to do, or do these things actually help me?”
If you ask me
It's not exactly a black and white situation. And hey, who's to say you even need to share word of your extra activities with anyone?
(Although, there are some companies that make it very clear that you'll need to disclose any time you're spending outside of the office that involve any professional or community venture. Others even restrict it.)
Ultimately, it all depends on what you want to be known for and how you shape your personal brand. In today's job market, it’s not just about showing up to do a job—it’s about the strength of the narrative you want the world to know about you.
If your extracurricular activities align with the skills and goals you want to be recognized for, then sharing them can work in your favor.
While there will always be places that frown on the hustle, others may find it intriguing and attractive, valuing diverse experiences, especially when they reflect creativity, adaptability, or specialized expertise.
When it comes to presenting these experiences on your resume or in interviews, think about how they contribute to the long game.
How do all of these things relate to what you want your overall professional story to be? Are these activities reinforcing the strengths and values you want to highlight?
Frame them as experiences that broaden your skill set or that are steps toward a larger career goal. This way, it’s clear that you’re intentional about your pursuits, not suggesting that you’re distracted by too many things at once. Every role you play—whether it’s your 9-to-5 or a side hustle—can be a piece of the bigger picture you want to share with the world. The key is being selective in how you present it to match the narrative you’re aiming for.
What more can I do to improve my AI-generated resume?
Last Updated: 4/29/2025
Undoubtedly AI has been a game-changer in the job search, especially with resume writing.
There are a lot of awesome tools out there to help job seekers make the changes that often took hours to do on their own before now within minutes.
Besides saving time, AI also helps professionals gain a leg up in the job search in a lot of ways, including:
- Suggesting the words or sentences to get you started when describing all the things you do in your 9-to-5
- Summarizing your experience in a succinct manner, streamlining a 5+ page resume documenting decades of work into an impressive document that doesn’t read like a novel
- Giving resume template with a layout and format that’s not dated and that lands well in today’s landscape of applicant tracking systems
- Analyzing your experience to help suggest ways to improve, giving a quick ‘health check’ on how well your resume matches a job posting by way of sharing a score and tangible suggestions on what additional words to include
With AI’s advantages, it might be tempting to stick with the resume it gave you on the first pass.
But, it’s been said that you should personalize it a bit more, sharing the details and highlights that make it sound more like you.
As AI tools do a great job streamlining your resume, it might run the risk of making your experiences and accomplishments sound very generic.
Many clients I work with relate to this, mentioning the struggle. What else can you do to wordsmith your resume so that it’s even better?
While you can always incorporate the ‘go to’ advice of including details that quantify and highlight the impact of your work, improving your resume doesn’t always have to be about numbers and accomplishments.
Here are three things to consider:
- Don’t just focus on the outcomes - share other details that add depth. Describe information about the places you’ve worked that bring life to the work you’ve done. Many AI tools are great at simplifying complex sentences into the major ideas but check to see that it’s not missing out on important points to call out. Examples include things that bring your workplace into focus such as the different stakeholders you support or interact with, the volume and complexity of your work, the scope or profile of an initiative, plus any other helpful information that gives insight into your day-to-day. These set context, painting a more complete picture of not just what you do, but also the factors at play in the workplace and what you're dealing with regularly.
- Be sure to speak of what a project looked like before you were involved. It’s important to talk about the Befores vs. Afters of things you were involved with. That way, you’re able to convey just how significant the transformation was for the company, customers, or workforce. You’ll want to include language that conveys just how challenging the project was in the beginning, for example, so they understand the stuff you achieved was actually a big deal.
- Speak in language common to the industry and role you want to work. I remember working with a client who had several years of project management experience in a variety of fields and who wanted to apply that depth to something new - the tech industry (specifically software development). Though she had translatable skills, she highlighted projects that followed waterfall methodology and not the agile process commonly used by all her target companies despite having some practical experience with it. The AI tools she had used when revising her resume neglected to include this important detail, choosing to focus on broad, general language around her line of work instead.
You want to show that you belong in the role and industry you’re targeting not just by telling them you can do it, but by giving tangible examples that people already working in that field encounter and solve every day. Furthermore, those interviewing you and reviewing your resume will be able to see that you get it, as you share examples that are relatable to others already working in that field or role.
Taking the time to add your personal touch to your AI-generated resume is essential. It can tell your story to a future employer in a way that they understand the depth of your expertise while giving you the power to tell the narrative about why you’d be an incredible hire.
How to Pivot to Freelance Work When the Job Search Feels Stale
Last Updated: 4/25/2025
If you’ve been on the job hunt for a while, the thought of starting your own business, or venturing out on your own through freelance or side hustle work might start to look very appealing.
Maybe you’re applying like it’s your full-time job (because it basically is), but the responses just aren’t coming in fast enough.
Or... maybe you’re just ready to explore new and different ways to monetize your expertise.
Freelancing or taking on the side hustle is a great way to take back control of your career while still building on what you already know.
If you're considering a freelance side gig that aligns with your core skills, here’s how to make the pivot—and where to find the best platforms to get started.
Consider Your Expertise for Project Work
Your 9-to-5 skills might translate into more project-based work than you think. Think about:
- Consulting, Mentoring, & Strategy: Have deep industry knowledge? Businesses need fractional experts. Similarly, individuals looking to pivot from one industry or role to another often seek advice and mentorship around the best ways to do it, so you might be able to offer your knowledge and insight to others on how to succeed.
- Content Writing, Editing, & Strategy: From content marketing to technical writing, companies outsource all the time.
- Project Management: If you’re great at organizing chaos and guiding activities and resources to achieve a goal, small businesses and startups need you.
- Data & Analytics: Companies need professionals to sift through data and turn it into insights.
- Tech, Social Media, & Development: Web design, coding, graphic design, social media, and UX/UI consulting and service delivery are always in demand.
If your skills are less obvious for freelancing, brainstorm how your experience can be packaged into a service. An easy question to consider would be to think about how you can solve a particular need or problem that a business or individuals have, and that they're willing to pay for.
Start Where the Work Already Exists
Many are drawn to the idea of working independently for the freedom it offers but make no mistake—it’s not easy.
One of the most common questions I hear also reveals why many hesitate to fully embrace freelancing: "Where can I find side hustle or freelance work that truly values and pays for my expertise?" This uncertainty keeps many professionals from taking the leap, even when they have the skills to succeed.
Technology has opened up the freelancing and “Expertise” platforms available, making it easier to find clients and opportunities to get paid for what you know. Here are few solid places to start (and, in the spirit of transparency, I've worked with all of the services and platforms below to some degree and have found them all to be helpful for me):
- Upwork – One of the largest marketplaces for a variety of freelance skills. It ranges the spectrum from basic clerical and administrative projects to more complex consulting and advisory type of work in analytics, marketing, human resources, and so on. A few things you need to know: You must create an account, which includes setting up your profile that outlines and pitches your experience. After you’ve done that, you will be able to review different projects companies - large, medium-sized, and the very small - post. If you see one you’re interested in, you’ll need to apply - which typically means present a proposal and bid for what you’d bring to the table and pay expectations, among other things. Signing up is free, but the platform becomes more valuable as you invest in its features and build a trusted reputation with time and by delivering consistent, high-quality service.
- Tegus is a research platform that connects businesses and investors with industry experts to get real-world insights on market trends. If you have expertise in a particular field, Tegus will actually pay you to share your knowledge through calls and conversations—helping companies make smarter decisions. It’s a great way to get compensated for what you already know while shaping the insights that drive major business strategies.
- Catalant – Ideal for seasoned professionals offering high-level business, HR, marketing, analytics, project and program, and other industry consulting. You will need to apply to be a part of their program but once you’re approved, you’ll see some very interesting and relevant industry projects. Again, you’ll also need to pitch yourself and experience to projects in hopes of gaining an interview and getting selected for the engagement.
- Enquire AI – Best for thought leaders and subject matter experts. It’s similar to a few of the places mentioned above, in the sense that your industry experience and knowledge can earn you pay by sharing insights, perspectives on trending topics or specific client questions. It starts with answering relevant questions on their platform with simple, succinct responses, to which you’ll be paid for your time. It can open the door to continued conversations (and potentially project discussion) with companies who are seeking advice and insights. Like Catalant, you do have to be approved to be a part of the platform but offers various paid levels of membership to participate and maximize interactions with companies.
Leverage Your Network for Direct Referrals
While it's great to have a number of easy-to-access options online, one of the fastest ways to land project work is through the people you know. Let your network know what you’re offering. Here’s how to do it without feeling like you’re begging for work:
- Reconnect with past colleagues or clients – Send a simple message like: “Hey [Name], I’ve recently started taking on freelance projects in [your expertise]. If you know of any companies that need help with [specific skill], I’d love an introduction!”
- Update your LinkedIn – Make it clear you’re open to freelance opportunities by adding relevant keywords to your headline and "Open to Work" settings, or you can even add “Services” as an option that you offer as a side gig and those on the platform looking for your expertise can request a quote.
- Join industry Slack groups, Discord servers, & forums – Many businesses look for freelancers in niche communities rather than job boards.
- Post about your work and what you’re interested in getting into – Share insights and case studies to show your expertise instead of just saying “I’m available.” or randomly messaging someone a copy of your resume, leaving it in their hands to be able to read your mind and know what you’re seeking. It’s best to be specific in your ask instead of having it open for interpretation.
Landing That First Gig & Building Momentum
The first project is always the hardest to land, but once you do, it’s easier to keep the momentum going. To do so, remember to:
- Work on short-term projects – Small wins build credibility and testimonials.
- Price competitively (but not too low) – Charge fairly, but certainly... don’t undervalue yourself.
- Delivering excellence to your clients – Doing a great job can lead to a repeat of work requests. If clients aren't able to rebook you for additional projects, they are also a trusted source for referrals.
Even if freelancing starts as a side hustle, it’s an opportunity to take control of your income and career path. And who knows? It might just turn into your full-time thing.
If you’re ready to get started, take a few minutes today to create a profile on one of these platforms and reach out to your network who might have a need for your expertise and knowledge.
Your next opportunity might not be a “job” in the traditional sense—but it could be
exactly what you need right now.
What you need to know about One-Way Video Interviews and Psychometric Assessments
Last Updated: 4/19/2025
Video interviews and psychometric tests are becoming the norm in hiring, especially in the early screening stages.
If you’ve received an invitation to one, congrats – it’s a sign you’re moving forward.
However, if the thought of speaking to a camera or playing cognitive games as your next step in the interview process makes you a bit uneasy, you’re not alone.
Many have asked, “What’s the best way to prepare for these things?”.
While there’s not a single way to ace these types of tests, here are some tips to keep in mind as you prepare and give yourself the best shot at success.
Pre-Recorded Video Interviews
These interviews require you to respond to on-screen questions—without a live interviewer. Since you won’t get real-time feedback and the benefits of two-way conversation, you need to approach them strategically.
Here are a few things to consider:
- Prepare Like It’s Live – Even though you’re recording your responses, treat this as a real interview. Dress professionally, ensure your background is clean and distraction-free, and use proper lighting.
- Be Sure to Read the Instructions Carefully – Each platform has different rules. Some allow retakes; others don’t. Make sure you understand the format before you start.
- Practice with a Timer – Some platforms give you the opportunity to simulate the experience before doing the real thing. You’ll want to take advantage of the time to practice – not only will you be able to activate a close-to-real-time scenario, you’ll be able to practice under a time constraint. Some platforms also allow you to review your response, offering a quick review to check out how you present yourself. You’ll likely have a limited time per answer (e.g., 60-90 seconds). Practice responding concisely while staying on point.
- Rehearse looking at the Camera – Not the screen. This creates the illusion of eye contact with the hiring team reviewing your video.
- Structure Your Answers – Use your preferred interview frameworks like STAR (Situation, Task, Action, Result) or PAR (Problem, Action, Result), for example, to help you organize your responses clearly.
- Practice with the idea of staying natural – Yes, you want to practice, but you don’t want to overdo it so much that what you say sounds overly staged or inauthentic. Over-memorizing can make you sound robotic. Instead, practice answering common questions in a conversational tone.
Psychometric Tests & Gamified Assessments: What to Expect
So maybe you got invited to take the next step in the process only to find out that a psychometric test or gamified assessment awaits you.
These tests evaluate cognitive abilities, problem-solving skills, and personality traits—often through interactive games. Like video interviews, there isn’t one way to prepare for this kind of evaluation.
Some people may even say there might not be a way to get ready as these tests measure your workstyle, thought process, aptitude, and other qualities that you’ve been developing over the years.
Regardless of where you stand on the matter, here are tips to keep in mind before you start on of these tests:
- Understand the Goal – Some tests measure speed, others assess accuracy, and some evaluate risk-taking. Know what’s being tested.
- Practice Similar Games – Trying brain-training apps like Lumosity and others might help you to get into the mindset and be comfortable with quick, on-the-spot decision-making tasks.
- Manage Your Time – If speed matters, don’t get stuck on one question. If accuracy is key, take your time to get it right.
- Stay Calm & Focused – These tests may be unfamiliar, but they’re designed to measure natural tendencies, so don’t overthink it.
- Follow Instructions Closely – Some tests assess attention to detail. Read the guidelines thoroughly before you begin.
Final Thought: Prepare, But Don’t Stress
Though these tests might feel a bit tricky and different from the traditional evaluations, approach them with the same confidence you would a live interview, and you’ll set yourself up for success.
What's the best approach to research the company or job you want?
Last Updated: 4/15/2025
Someone recently reached out to me on LinkedIn about a job.
They wanted more details about a role that was posted.
Though I hadn't shared it online nor was it something that I typically recruit for, the inquiry wasn't out of the ordinary.
After all, I am a Recruiter.
While I'm certainly not perfect, I've always tried to help folks in search of opportunities, by way of pointing them in a more suitable direction, or referring to others better equipped, even if it wasn't my job.
However... this particular "ask" was a bit different.
They didn't have questions about the description nor the responsibilities.
They wanted to know more about what the hiring manager was really looking for -- if I could shed light into what would make them stand out, offer any additional information that might help them position themselves as a more desirable candidate than others applying to the role.
This kind of request, in my opinion, belongs in the "You need to do your research" category of your job search.
While people can have differing opinions on what the 'right' thing to do would be, this request got me thinking:
- What are the ways in which job seekers build knowledge about the companies and roles that they are interested in?
- Are there better sources than others?
- Should you be adopting a particular approach to how you're building your intelligence in the job search?
When it comes to gaining specific insight to a particular role, company or industry, I believe in a multi-tiered approach to information gathering. Here are some suggestions to help strengthen your awareness and intelligence around your career pursuits and the companies that interest you:
- Go beyond the usual research sources for job seekers.
Googling their latest mentions on social media, along with setting up notifications and alerts around new jobs posted are common ways professionals keep tabs on their favorite companies.
However, these scratch the surface when it comes to the ways in which you can develop strong knowledge about the places you admire and the roles that interest you. Consider diversifying the ways you're researching companies. Yes, reading comments shared on popular websites like Glassdoor, Indeed, and Fishbowl can be very helpful to know what people have to say about their interview experiences. But have you also checked out videos and reels on YouTube, Instagram, and TikTok from job seekers, influencers, and other professionals willing to share their first-hand accounts of their experiences? Similarly, gaining anonymized insight from apps like Blind, along with following the thought leaders and others at the company you're interested in on LinkedIn and Twitter can help broaden your insight and capture the spirit of things happening at the company.
- Incorporate sources beyond the Reviews as part of your research.
When I was in business school years ago, my professors mentioned that there can be a lot of helpful information in the required reports and industry papers put out by the company. Not only does such detail help with investor insight, but these documents also provide helpful context for job seekers. The footnotes within a company's annual report, for example, can give insight into key initiatives and markets important to an organization, along with hints on sentiment and outlook. White papers authored by an organization typically provide trends within industry, and that are of interest to the company, as well. By incorporating these sources into your preparation, you're able to gain a high-level understanding of the initiatives important to the business, getting a feel for the direction the company's headed in the future. As a result, you're in a more informed position to know if the company's initiatives and goals align with your values and interests.
- Build connections with the people who might provide insight before you ask for help.
Data gathering is important while you research. However, gaining the first-hand perspective of those who are where you'd like to be is equally as valuable.
While platforms like LinkedIn and other networking sites allow you to connect with others in your industry and with whom you've never met, be thoughtful in your approach to asking others for help or information. Don't assume that everyone you reach out to for assistance will respond to you, let alone will be willing to provide an answer to your random request.
If possible, take the time to develop the connection with other professionals before asking for their help. That way, you're able to establish rapport and trust, which can prove helpful down the road. If you have to approach someone you don't know well online for assistance, make sure you're thoughtful in your introduction and purpose, making it as easy as possible for the other person to respond to your request.
- Keep a Pulse on What's Current & Relevant Through Podcasts.
Podcasts are great ways to stay abreast of things happening at the moment. They also provide an opportunity to hear from people who are driving the conversations in your industry. For job seekers, this can be a fantastic way to not only keep tabs on companies you're interested in, gain insight into the happenings of specific departments and teams.
Deloitte, for example, has a number of regularly produced podcasts that share insight into the solutions they build in collaboration with clients from a variety of industries. Their
Global Insights,
User Friendly, and
Capital H podcasts offer timely perspectives from business leaders, innovators, and others within the organization about technology, media, and human capital transformations within the organization.
Got Multiple Job Offers? A Few Things to Consider
Last Updated: 4/8/2025
You made it through the job search gauntlet - congrats! 😎
Even better, you find yourself in a multiple job offer situation or at least close to one.
Maybe you’re in late-stage interviews with strong signals that an offer is coming. Perhaps you have an offer in hand but are holding out for another one that excites you more. Or you may even be facing a multiple offer situation but aren’t sure which one to take (or if you even like any of them).
First of all, take a moment.
Getting to this stage is a thing, y'all. 💯
It's an accomplishment and yes, it may even offer you a slight sigh of relief that you’re starting to see that light at the end of the tunnel.
Even if you’re not sure of what offer to take or what to do next, recognize that you’ve done the work to get here.
But now, the question shifts:
How can you navigate this without leaving opportunities on the table?
If You Have an Offer You Don’t Love—What Now?
Before you dismiss an offer outright, it’s a good move to take a step back and think about what you want.
This is your chance to shape the terms of what you’re looking for, but in order for anything to happen - remember, you have to ask.
After all, employers rarely start with their best and final offer.
In fact, many places start discussions about offers expecting the counteroffer conversation.
No matter how excited they seem when discussing your potential employment, perhaps even that they’ll take care of you, don't be fooled.
The only person responsible & best equipped for knowing what you need is you.
If there are things that would make the role more appealing -- salary, benefits, remote flexibility, growth opportunities—now is the time to explore these things in earnest through these conversations.
Be sure to reflect on
all of the things that are important to you should you accept this offer -not just the money. For instance - how does this particular opportunity line up with your short and long-term goals?
Other key things to remember:
• When expressing what you seek, there’s no need to overexplain nor rush the conversation. Clearly state what you’re looking for, and then wait for their response. It’s helpful to be patient, taking each interaction one step at a time. You’ll be able to get the critical details out there in the open to discuss, without the mistake of rushing things due to excitement.
• Advocate for what you need. This is especially important when timelines are unclear or when you’re navigating multiple potential offers. For example, you might have one offer in hand but have no idea when (or if) another one is coming.
Many candidates accept jobs under pressure simply because they don’t want to seem ungrateful or because they’re afraid of losing out while waiting for something else. Others hesitate to mention competing offers, unsure of how it will be perceived.
The reality? If you need more time, ask for it. After all... this is a major decision - you’re going to be spending a significant portion of your life at this job, so it’s worth taking the time to evaluate properly. It might make sense to be proactive - propose a reasonable timeframe for an update, and follow through when you say you will.
• Protect your leverage. Negotiation is all about information - what you share, when you share it, and how you frame it. While it’s important to communicate your needs, it’s just as crucial to control the details you disclose. Too often, candidates unintentionally weaken their position by offering up their lowest acceptable salary too early or volunteering unnecessary details about their job search. Instead, focus on making a strong case for what you want, informed by data and other helpful information, and let the conversation unfold from there.
•
Negotiation is a dance.
Sure,
it’s possible that you won’t get everything you want,
but
you
won’t get
anything
if you don’t ask. While an absolute, “no holds barred” approach to negotiating might work in specific situations, get clear on what your best and next best case situations are before starting the negotiations. Keep these scenarios fresh in your mind - and make sure you keep the information to yourself for as long as you can while you negotiate.
An example
I knew someone who had an offer but was holding out for a second one that felt like a better fit. They didn’t negotiate or counter the first offer because they assumed the second would come through because the recruiters and hiring team shared glowing and promising feedback at every stage, including that interviews were more a formality and an offer was coming.
But it never did.
Because they hadn’t explored their options with the first company, they missed out on making it a stronger opportunity. The lesson? Even if an offer isn’t perfect, there’s room to explore possibilities.
The Bigger Picture: Know Your Values and Priorities
A lot of people hesitate to negotiate or take a “just grateful for the opportunity” approach. But if you don’t advocate for yourself, who will? This isn’t just about picking a job—it’s about making an educated decision based on your values, priorities, and long-term career goals.
So take it one step at a time.
Ask questions. Gather data. Negotiate with confidence.
And if you decide to turn something down? Do it knowing that you fully explored your options, honored your needs, and made the best choice for you.
Part 3: How Can I Keep Building My Career When It's Not Necessarily About the Next Job Title?
Last Updated: 4/4/2025
We’ve talked over the last few weeks about ways where you can keep growing your career even though a change to the next job title isn’t necessarily in the mix.
While we mentioned
broadening our idea of the ways and places where we can keep learning, along with the importance of building them into
skills of excellence, the final area we’ll cover on this important topic involves certain people in your professional life.
Whether it’s your direct manager or someone who influences your performance and trajectory, how you engage with them can have a profound impact on your career path.
A common misconception I see is viewing this relationship as one-sided.
Many employees assume their role is simply to complete tasks, meet expectations, and wait for feedback to determine their next steps.
But let’s be real: this dynamic should ideally be a partnership—a two-way street of communication and collaboration.
Now, I know some people might not immediately agree, citing the power dynamics between supervisors and employees. But I encourage you to consider this: you absolutely have a say in charting your career path and ultimately, it’s not something that should be left solely to others for their opinion or evaluation.
As an employee, not only do you have the ability to set the tone and direction for your career, but it’s also your right—and your responsibility—to do so.
An Example
Recently, one of my clients received feedback that she needed to improve her visibility to be seen as a leader. This was tough to hear because she had already been excelling as an individual contributor and receiving great reviews from peers and stakeholders.
While the feedback stung, she decided to take action. She chose to put her disappointment aside and really focus on her ultimate goal—becoming a leader—and brainstormed small but meaningful changes to work toward it.
Here’s what she did:
- Turned on her camera during meetings. This simple change helped her presence feel more immediate and engaged.
- Volunteered to lead discussions. Rather than waiting for questions or prompts, she offered to take charge of specific sections of recurring meetings.
- Asked for input. She approached her manager and asked, “What am I missing? What else can I do to improve my presence and readiness for leadership?”
While asking for her manager’s suggestion seemed to be an obligatory thing to do, my client was pleasantly surprised by what she had to say. Her manager opened up a new possibility she hadn’t considered from her own brainstorm.
One suggestion was to attend an upcoming industry conference and create a presentation to share with her broader project team afterward.
She liked this idea, as it would showcase her connecting the dots around insights that could be helpful and relevant to the organization while putting her in a new light with others she wanted to know about her ability to lead.
It wasn’t too big of an ask, sharing that it was something she felt she could do, but also a bit of a stretch - she knew she’d be nervous to present and would need to prepare as it would have a lot of people looking at her. Yet, she appreciated her manager’s suggestion since it had never crossed her mind to do this.
Why This Matters
This story highlights the power of shifting your mindset about the manager-employee relationship. By engaging proactively, sharing your ideas, and seeking feedback, you can create interesting opportunities that align with your career goals.
It’s not about waiting for someone to map out your future—it’s about reframing into something where you can partner with those who can help you get there.
What About You?
What steps have you taken to build a collaborative relationship with your manager or others who influence your career growth? What’s worked for you, and what challenges have you faced?
Part 2: How Can I Keep Building My Career When It's Not Necessarily About the Next Job Title?
Last Updated: 3/31/2025
Last week, we examined the question
"H𝗼𝘄 𝗰𝗮𝗻 𝗜 𝗸𝗲𝗲𝗽 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗺𝘆 𝗰𝗮𝗿𝗲𝗲𝗿 𝘄𝗵𝗲𝗻 𝗶𝘁’𝘀 𝗻𝗼𝘁 𝗻𝗲𝗰𝗲𝘀𝘀𝗮𝗿𝗶𝗹𝘆 𝗮𝗯𝗼𝘂𝘁 𝘁𝗵𝗲 𝗻𝗲𝘅𝘁 𝗷𝗼𝗯 𝘁𝗶𝘁𝗹𝗲? “
Just as we discussed in Part 1 of this series, it’s important to expand the ideas of what we mean by development or growth opportunities to something beyond a course or certification.
This growth may also focus on the ways of
how we show we’re
adding value.
Know your impact
It’s more than just doing what’s expected of you, and more about the impact you have on your profession, or even, the broader environment in which you work.
Many clients I work with struggle a bit when thinking about their impact.
Some speak in generalities about what they might be good at or hesitate a bit when pinpointing what unique or stellar thing they bring to a team or work setting.
They don’t necessarily think about how the group would be affected had they not been involved.
Does their presence make a noticeable difference, with others recognizing that their absence would have an effect on the way a project is going?
Or does the way they’re showing up on the job leave others ambivalent to their contributions?
Figuring out how you add value professionally helps amplify your reputation for success.
However, it also helps you build a specific quality of excellence or behavior associated with your professional contributions.
What am I good at, anyway?
A lot of times, professionals feel that adding value equates with knowing many technical or hard skills.
➡️ While hard skills may serve as a way to add value, it’s likely not the only one.
Understanding how your influence and presence impacts teams, processes, and organizations for the better can take many forms.
Still not sure? Here are a few ways you might have overlooked:
- You're a Planner: You’re known to always go the extra mile with preparation, anticipating multiple scenarios and building the plan to succeed regardless of what comes your way.
- You're an Innovator: Offering new ideas that offer an unexpected, fresh take comes easy to you, and are often embraced or explored by those around you as viable ways to solve a challenge.
- You're an Analyzer: You’re able to digest complex ideas and processes quickly, easily identifying what’s at stake or the bottom-line scenario for all those involved. You automatically go beyond getting the surface-level, sound-byte only understanding of these tricky issues and understand issues deeply and critically.
- You're a Communicator: You’re able to express complicated or difficult messages with ease, leaving those involved in the interaction feeling positive, respected, and involved.
- You're a Mediator: You’re a peaceful presence when tensions run high and are often called upon to be involved to smooth out the conversation in a conflict or challenge unrelated to you.
Whatever way you’re known to show up professionally, keep working on your skills and talents so that it continues to reach the highest levels possible.
Good is Great, but Excellence is Better
It might be tempting to be satisfied with knowing others see us as ‘pretty good’ at a certain skill.
However, when it comes to adding value, good is only the beginning.
Strive for excellence in your area of talent or expertise.
Sure, it demands depth, persistence, and deliberate practice – but it also sets you apart from others with the same solid skill. With excellence, you’ll be positioned as a reliable, go-to person in your field.
Pursuing excellence is a long game.
It’s not about perfection; it’s about consistent elevation.
Striving for this level of performance fuels your career momentum, builds your reputation, and adds value in changing landscapes and job markets. Ultimately, it will help you create opportunities that align with your highest potential and keep building your career.
How Can We Keep Building Our Careers When It’s Not About the Next Job Title?
Last Updated: 3/26/2025
Note: This is the first post in a three-part series.
Maybe it’s just something about this time of year.
Goal setting, or some kind of personal or organizational planning for the next year seems to be taking center stage these days, and I’ve noticed a bit of a theme cropping up in conversations:
How can I keep building my career when it’s not necessarily about the next job title?
This question feels deeply relatable, especially for those people who aren’t on a linear career ladder nor have desires to be gunning for the top nor be the ‘next big thing’ professionally.
Not everyone is climbing, in this traditional sense -- and that’s okay.
But it still leaves an important question to answer: What does growth look like if it’s not a title change?
Knowing how we can continue to keep growing our careers cuts to the core of what many of us want in our professional lives, and it involves these three things:
- Choice: What kind of work feels fulfilling for me?
- Impact: How do I want to contribute to my team, my company, my industry?
- Engagement: What sparks my curiosity and keeps me motivated?
Why Does This Matter?
We spend a ton of time working. And let’s be honest: it’s not just for the paycheck or the occasional pat on the back. Those things are fine, but they don’t necessarily make you excited to show up with your best energy in the long run.
When we get intentional about growth—beyond chasing titles—it allows us to align with what truly drives us. This kind of alignment isn’t just nice to have. It’s useful. It keeps you sharp, relevant, and evolving with the world around you.
So, how do we keep building? Especially when the answer isn’t as simple as completing another training program or earning a certification.
Redefine “Opportunities”
The first step is to expand your idea of what opportunities even are.
They’re not always promotions. Sometimes, they’re experiences that deepen or stretch the skills you already have.
A recent example with a client comes to mind:
A product manager I know was feeling stuck. He loved collaborating with stakeholders, balancing customer needs, and shaping products, but when people talked about his “next step,” it usually involved managing people. That wasn’t what he wanted.
We explored his experiences in his role -- the parts he liked, didn't like, along with the aspects of his job that wish he had more of. As a product owner, he played a key role in defining priorities of the tasks his team were working, ultimately influencing the roll out of features as he balanced customer needs with the development team's interests. He realized he was most energized when he got to contribute to the early design process—brainstorming, prototyping, and problem-solving alongside the design team. Those activities, however, were things he was around but had limited hands-on experience with, but he wanted to be more directly involved.
As far as aligning with this interest area, my client said he wanted to attend a specific design-thinking conference in the next year as a development opportunity. Additionally, he started to point out instances where he could flex this creative approach today – and in more directly on his existing projects and identified the places where he could volunteer to be more hands-on with the work in this area.
These weren’t promotions or even new roles.
But my client expanded his previous idea of a growth opportunity, identifying it as a chance to play more of an active role in the hands-on work through projects in his day to day and also look for a specific industry professional event where he could deepen his knowledge and contacts in the field.
Growth doesn’t always mean climbing—it can mean digging deeper into the parts of your job that you love and that continue to sharpen your industry knowledge and relevance in skillset.
The #1 Question I'm Asked About Career Coaching
Last Updated: 6/05/2024
I’ve been asked
this question more than any other when people find out that I’m a Career Coach:
Why would a person invest resources into hiring a Career Coach when there are so many free resources and support available, and they can just… do it themselves?
They point to the many websites, articles, blog posts, workshops, and webinars available out there on the trusty interwebs.
I’ve even had college-aged relatives remind me of the amount of support they get through their own universities, including that they talk to their peers about ideal salary expectations, or that there are student business groups that share resume templates that have worked or do mock interviews with one another.
And of course, many professionals mention that they’ve been able to land jobs on their own, enter salary discussions and negotiate counter offers successfully. They state that first-hand experience itself serves as a valuable template to advancing their careers.
So… yeah.
Why would anyone want to spend resources to hire someone like a Career Coach?
It's a fair question.
And to some degree, I agree.
Many of these examples are worthy experiences to utilize when looking to advance up the career and job search ladder. There is no shortage of resources available out there, and good advice should be shared widely so all can have access.
(In fact, I actually talk about my Top 4 free career and job search resources here on YouTube if you want to check it out)
But, for me, though, working with a Career Coach isn’t about competing against free resources.
I’ve seen people formally enlist the help of a Career Coach when they seek a perspective that they’ve not yet experienced nor encountered.
Many times, people see me when they’ve felt that they’ve maxed out their knowledge and effort and want personalized support.
They also want a targeted viewpoint that can share valuable insights on complex issues beyond a general message of support or broad-based success tricks.
They wish to gain deeper access to ‘insider information’ about the job search, hiring, and career development process with someone who has the practical experience of knowing how companies actually do it, day in and day out.
Not all Career Coaches are created equal, of course.
Each brings their own perspective and background to the table.
They should, however, know much more about the industry and workflows beyond what the candidate experiences, offering guidance to you about the other side of the table to help you address nuances and those ‘gray’ area situations so that you build confidence and a well-prepared perspective.
When you engage a Career Coach, you gain new insights and invaluable guidance and they’re focused on you. They challenge your approach, point out blind spots, and offer strategies tailored to your unique situation. They bring a depth of experience and expertise that can't always be matched by free resources alone.
Written by Mary Despe
How To Talk About Money in An Interview:
What To Do Before The Meeting
Last Updated: 4/24/2024
We're taking a deep dive into the topic of money, specifically in relation to your professional growth and career development. This comes as part of our open-door series for The Move Up Mindset Career Community we’re doing in January and February. Normally, these sessions are exclusive to our premiere members, but we've opened up the doors a bit this month for everyone interested.
As a hiring expert with over two decades of experience in talent acquisition, recruitment, and sourcing, I've seen and learned a lot when it comes to discussion about money, which is always among the most popular topics asked by professionals and job seekers.
Here is a recap of the three things you need to do BEFORE you start talking about salaries, money in an interview setting:
1. Do Your Due Diligence
It's crucial to do your due diligence before these discussions. When I talk about research, I don't mean just scouring a couple of popular websites. The research should be multifaceted, encompassing different data points and perspectives. It also involves having open conversations about salary expectations with various people in your professional circle. Interestingly, I've observed a shift over the past decade or so, where people are more candid about their earnings and financial expectations, which I think is great.
However, while talking to friends and peers is good, it's also crucial to get informed perspectives from mentors, previous managers, or third-party recruiters who have an intimate understanding of salary ranges. It's also worth checking out online courses on money and interview preparation like the one in the Move Up Mindset career community.
2. The Need for Holistic Research
As you research, ensure you're using both anonymized and verified sources of information. Websites such as Glassdoor and Indeed which provide anonymized information are handy, but remember to corroborate this information with verified sources. Utilize websites that give verified data points from wage surveys across industries and public sources for federal and academic institutions.
3. Self-Reflection and Practice: The Two Hidden Keys
Another crucial aspect of preparation is self-reflection. Understand what you value in terms of compensation. Consider not just the monetary aspect, but also other attributes like time off, job satisfaction, learning opportunities, and more.
Lastly, practice the conversation. This is an overlooked part of the process, but it can make all the difference. Try a mock interview with someone who can give you informed feedback. This could be a mentor, an HR specialist, or even a coach.
The Art of Advocacy
Negotiations can be tricky and often people feel sheepish about asking for more. However, you should always advocate for yourself. Remember, no one else will look out for your interests like you will. It's better to get it right upfront rather than trying to course-correct later.
As we wrap up, remember, you don't have to do this alone. Leverage the resources available to you, both within The Move Up Mindset Career Community (click to learn more here & sign up for our premiere Membership) and beyond. And as always, feel free to ask questions, share your experiences, and let's navigate this journey together.
Written by Mary Despe
Identifying Your Personal Board of Advisors: An In-depth Exploration
Last Updated: 1/31/2024
Hello there! We're going to delve deeper into the concept of a personal board of advisors. We're going to take a closer look at our board, understanding the importance of alignment with who we are, our personal brand, and how we can effectively engage with our advisors. So buckle up and let's dive right in!
After identifying your preliminary list of advisors, it's crucial to scrutinize this list and ensure that the beliefs and interactions of your advisors align with your personal brand. Your personal brand is more than just your skills and job title; it embodies your values, experiences, reputation, and interactions, among other facets.
Your advisors should understand your brand because they play a significant role in your life—they're not just cheerleaders, but gatekeepers to opportunities and introductions that can help you flourish. Now, let's look at the five areas where your advisors should align with you: authenticity, credibility, visibility, service, and social proof.
Authenticity is crucial. Your advisors should know and understand your work, your values, your stand, and your true work style. They should accurately represent you when they introduce you to other people.
Credibility is another critical trait. Your advisors should be knowledgeable about your work and appreciated in their own fields. Their insight and advice should be valuable and helpful.
The visibility factor is equally essential. Your advisors should help expand your network and influence. They should introduce you to others, suggest opportunities and put you in high-profile meetings.
Service refers to your advisors' role in communicating your value to others and furthering your cause. They should be proactive in their approach and willing to extend themselves beyond offering their expertise.
Lastly, social proof. Your advisors should be aware of your achievements and willing to commend you publicly, thus enhancing your reputation.
In conclusion, when finalizing your personal board of advisors, consider people you trust, people who genuinely support you, advocate for you, help you grow, and align with your brand. Remember, it's not a one-way street; while they add value to you, you should also bring something to the table to create a reciprocal relationship. So, keep these points in mind, and you'll be on your way to constructing an effective personal board of advisors.
Written by Mary Despe
Nailing Your Job Interview: The Y3P Career Blueprint Approach
Last Updated: 1/24/2024
Hello again, we’re sharing some content that we’ve developed for The Move Up Mindset Career Blueprint course, out on Teachable, focusing on performance, specifically as it relates to interviews.
Our philosophy is that career advancement is a journey. We call this the Y3P Career Blueprint—Y representing You or your personal brand, and P standing for Portfolio. In this course, we're looking at performance and later cover another crucial area: People. We know that there are many dimensions to performance as you navigate your career, but in this foundational course, we'll focus on preparing for interviews.
If you've taken other classes with us, you'll know we're big into reflection and preparation. This course is no exception. Before launching into your interview preparation, it's essential to understand your current interview performance. It's always beneficial to evaluate how you fare in these types of situations.
We'll be guiding you through aspects to consider as part of your routine, before, during, and after the interview. One tool that can be immensely helpful is conducting a SWOT analysis on yourself. If you're unfamiliar, a SWOT analysis is a framework that evaluates the Strengths, Weaknesses, Opportunities, and Threats related to an idea or opportunity we hope to bring to market. In this case, we're applying it to your candidacy for job opportunities. For many, the concept of comparing their background with others in the open market or candidate pool might seem uncomfortable.
However, this comparative analysis can provide valuable insights into how your profile aligns with what a company might be looking for. This process might reveal areas of improvement or uncover attributes that you can highlight during the interview. In addition to SWOT analysis, it's crucial to continually review your accomplishments, receive and reflect on feedback, and keep your professional reputation at the forefront of your mind during your interview preparation.
Some candidates have found it helpful to journal their interview experiences, noting reactions to their responses, body language, and the types of follow-up questions asked. This course aims to provide comprehensive support and guidance as you prepare for job interviews. We want to hear from you! What has worked well for you in interviews? What areas do you feel need improvement? Please feel free to share your experiences and thoughts either in the comments below or via direct message. Happy learning!
Written by Mary Despe
Mastering the Interview: Decoding Interview Frameworks
Last Updated: 1/19/2024
We’re sharing some lessons about popular interview frameworks shared within our 'Move Up Mindset Career Blueprint’ online course, available on Teachable. Today, we're diving deep into the world of interview frameworks. As a job seeker, understanding interview frameworks is a game-changer that could significantly increase your chances of landing that dream job.
An interview framework is essentially a structured format that helps you organize your responses to questions asked by a potential employer. When used effectively, these frameworks can help ensure your responses are concise, relevant, and impactful. They can help you deliver your responses in an organized and succinct manner, ensuring you communicate your experiences and skills effectively without going off on a tangent. Let's explore three different interview frameworks that you might find handy in your job search journey.
1. The STAR Method
The first method is the familiar STAR method, a widely taught interview framework in the United States. STAR is an acronym, with each letter representing a specific point to touch upon in your response: Situation (S), Task (T), Action (A), and Result (R). Your goal is to describe a situation you were in, detail the tasks involved, elaborate on the actions you took, and highlight the results you achieved. This method is great for showcasing specific examples of how you've made a difference in previous roles.
2. The PSIL Method
The next method is the PSIL (Problem, Solution, Insights, and Learnings) method. This framework is particularly useful when asked to reflect on past experiences or to discuss how you might approach a situation differently. Start by describing a problem (situation) you faced and the solution (actions) you applied. Then delve into the insights you gained and the lessons you learned from the experience. This method shows potential employers your ability to learn and adapt from past situations.
3. Smart Stories
Our final framework is 'Smart Stories,' an approach advocated by the global staffing and outplacement company Randstad Risesmart. The acronym 'SMART' stands for Situation, Metrics/More, Action, Results, and Tie-in. This method is particularly useful when employers are seeking detailed responses with specific examples and data points.
By understanding these frameworks and practicing your responses within them, you can walk into your job interviews with confidence, knowing you have a clear and structured approach to articulate your experiences and skills. So, get practicing, and we talk about this topic in future articles.
Written by Mary Despe
The Do's and Don'ts of Job Interviewing: Insights from Mary
Last Updated: 1/10/2024
Hey everybody! Mary here and I'm excited to share some valuable tips about what to avoid when interviewing. Drawing on years of experience, I've identified key areas that can significantly impact the final impression you leave with a potential employer.
1. Avoid Badmouthing Past Employers or Colleagues
It's essential to keep conversations about previous workplaces or colleagues professional. Discussing challenges you've faced is fine, but remember to do so in a logical and professional manner without resorting to excessive negative emotion. Instead of focusing on individuals who may have wronged you, try to frame the conversations around the conflicts or the behaviors that were in conflict with your expectations. This will show your ability to navigate challenging situations without seeming overly negative.
2. Always Have Questions Ready
It's essential to keep conversations about previous workplaces or colleagues professional. Discussing challenges you've faced is fine, but remember to do so in a logical and professional manner without resorting to excessive negative
emotion. Instead of focusing on individuals who may have wronged you,
try to frame the conversations around the conflicts or the behaviors that
were in conflict with your expectations. This will show your ability to
navigate challenging situations without seeming overly negative.
3. Be Mindful of the Questions You Ask
Avoid leading with questions about the company perks or benefits. Instead, focus your questions on the work, the team, potential projects, and expectations for the role. Questions about benefits are not off-limits, but they should not dominate your query list.
4. Be Conscious of How Your Questions May Be Perceived
Be careful to avoid questions that may suggest you're not fully committed to the role or the company. It's important not to seem overly eager for promotion or greater compensation before you've even started the role. It’s good to ask about progression opportunities, but don’t make this the focus of your questions.
5. Avoid Filler Questions
Finally, avoid asking questions just for the sake of it. A common mistake is asking if there's anything on your resume that would prevent you from getting the job. Not only does this provide little valuable information, it can also come across as a roundabout way of asking if you're about to be offered the job.
In conclusion, the key to successful interviewing is to demonstrate your professionalism, ask meaningful questions, and leave a positive impression that aligns with the role you're excited to take on.
As always, I'd love to hear your thoughts or any go-to questions you might have. Thanks so much for tuning in!
Written by Mary Despe
Unveiling the Y3P Career Blueprint:
Your Pathway to Success
Last Updated: 1/3/2024
Picture this – a blueprint for your career, a strategic plan that highlights the key areas that will propel you towards professional growth and success. Sounds intriguing, right? Welcome to the Y3P Career Blueprint, a concept that we've developed and refined within The Move Up Mindset Career Community. This framework focuses on four critical aspects that contribute substantially towards career advancement and professional development. So, let's dive in and explore these components in depth.
You: The Foundation of Your Career
The letter 'Y' in our Y3P blueprint stands for 'You'. You are the central piece in this puzzle, the core of this blueprint. It primarily represents your professional image, your reputation, and your personal brand. It's about what you project to the world and how you want to be perceived. We delve deep into understanding and unleashing your personal brand's potential, examining the elements that shape your beliefs, behaviors, and actions within the professional sphere.
Portfolio: Documenting Your Expertise
The first 'P' of the Y3P model signifies 'Portfolio'. This component encompasses the tangible proof of your skills and experience - your resume, your LinkedIn profile, your personal website, and other representations of your expertise. Your portfolio is like a visual storybook, showcasing your professional journey and demonstrating the depth of your knowledge and abilities.
Performance: The Proof of Your Professionalism
The second 'P' stands for 'Performance'. This measure stretches beyond your job performance and includes your conduct in various scenarios like job interviews, contributing to teams, participating in community groups, or speaking at industry conferences. Your performance is a multi-faceted element, reflecting not only your primary technical skills but also your ‘soft skills’ like interpersonal communication and your ability to function within a team dynamic.
People: Building Your Professional Network
The final 'P' in the Y3P blueprint represents 'People', denoting the relationships and connections within your professional network. The company you keep can significantly influence your career trajectory, so we emphasize the importance of nurturing these relationships. This part of the blueprint covers networking strategies, both offline and online, and the importance of maintaining long-term relationships. We also discuss the idea of a 'personal board of advisors', a network of individuals who can provide diverse perspectives and guidance for your career progression.
The Y3P Career Blueprint is flexible and adaptable to all stages of your career. Whether you're a fresh graduate or a seasoned professional, these four components remain essential, though the challenges within each area may differ. Striving to achieve a balance in all these areas will surely set you on the path to success in your professional journey.
Written by Mary Despe
