Career Path Development

𝐖𝐡𝐲 𝐝𝐨 𝐬𝐨𝐦𝐞 𝐩𝐞𝐨𝐩𝐥𝐞 𝐠𝐞𝐭 𝐩𝐫𝐨𝐦𝐨𝐭𝐞𝐝 𝐟𝐚𝐬𝐭𝐞𝐫, 𝐡𝐞𝐚𝐫𝐝 𝐦𝐨𝐫𝐞 𝐨𝐟𝐭𝐞𝐧, 𝐚𝐧𝐝 𝐭𝐫𝐮𝐬𝐭𝐞𝐝 𝐦𝐨𝐫𝐞 𝐝𝐞𝐞𝐩𝐥𝐲? Of all the topics people ask me about, executive presence is near the top of the list. The challenge with executive presence is that it’s hard to define. It’s not a checklist you can tick off. It’s more like taste or intuition. Some people develop it early. Others build it over time. More often, it’s a lack of context, coaching, or exposure to what “good” looks like. Here’s what I’ve learned over the years, both from getting it wrong and from watching others get it right. 1. 𝐋𝐚𝐧𝐝 𝐲𝐨𝐮𝐫 𝐦𝐞𝐬𝐬𝐚𝐠𝐞 People early in their careers often feel the need to prove they know the details. But executive presence isn’t about detail. It’s about clarity. If your message would sound the same to a peer, your manager, and your CEO, you’re not tailoring it enough. Meet your audience where they are. 2. 𝐔𝐩𝐥𝐞𝐯𝐞𝐥 𝐭𝐡𝐞 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧 Executives care about outcomes, strategy, and alignment. One of my teammates once struggled with this. Brilliant at the work, but too deep in the weeds to communicate its impact. With coaching, she learned to reframe her updates, and her influence grew exponentially. 3. 𝐔𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝 𝐭𝐡𝐞 𝐬𝐮𝐛𝐭𝐞𝐱𝐭 Every meeting has an undercurrent: past dynamics, relationships, history. Navigating this well often requires a trusted guide who can explain what’s going on behind the scenes. 4. 𝐏𝐫𝐨𝐯𝐢𝐝𝐞 𝐜𝐨𝐧𝐭𝐞𝐱𝐭 Just because something is your entire world doesn’t mean others know about it. I’ve had conversations where I assumed someone knew what I was talking about, but they didn't. Context is a gift. Give it freely. 5. 𝐂𝐨𝐦𝐞 𝐰𝐢𝐭𝐡 𝐬𝐨𝐥𝐮𝐭𝐢𝐨𝐧𝐬 Early in my career, I brought problems to my manager. Now, I appreciate the people who bring potential paths forward. It’s not about having the perfect solution. It’s about showing you’re engaged in solving the problem. 6. 𝐊𝐧𝐨𝐰 𝐰𝐡𝐚𝐭 𝐭𝐡𝐞𝐲 𝐜𝐚𝐫𝐞 𝐚𝐛𝐨𝐮𝐭 Every leader is solving a different set of problems. Step into their shoes. Show how your work connects to what’s top of mind for them. This is how you build alignment and earn trust. 7. 𝐁𝐮𝐢𝐥𝐝 𝐜𝐨𝐧𝐧𝐞𝐜𝐭𝐢𝐨𝐧 Years ago, a founder cold emailed me. We didn’t know each other, but we were both Duke alums. That one point of connection turned a cold outreach into a real conversation. 8. 𝐃𝐫𝐢𝐯𝐞 𝐭𝐨 𝐜𝐥𝐚𝐫𝐢𝐭𝐲 𝐚𝐧𝐝 𝐝𝐞𝐜𝐢𝐬𝐢𝐨𝐧 Before you walk into a meeting, ask yourself what outcome you’re trying to drive. Wandering conversations erode credibility. Precision matters. So does preparation. 𝐅𝐢𝐧𝐚𝐥 𝐭𝐡𝐨𝐮𝐠𝐡𝐭 Executive presence isn’t about dominating a room or having all the answers. It’s about clarity, connection, and conviction. And like any muscle, it gets stronger with intentional practice.

Leadership is not always about people management. Authentic accessibility leadership happens when people are allowed to push boundaries, innovate, and solve complex problems—often without ever having any people management responsibilities. For many in the accessibility field, their expertise, passion, and drive come from focusing on the work itself, not overseeing teams. Sometimes, the disabilities that attract us to the accessibility space make the idea of people management debilitatingly stressful. Yet, we often expect these brilliant minds to step into management roles to be recognized as leaders and receive the compensation they deserve. Not everyone in the accessibility field sees management as their career end game. We need to establish alternative career paths that allow professionals to lead through impact, not headcount. Principal Accessibility Engineers, Senior Accessibility Architects, and Expert Accessibility Consultants should be valued at the same level as managers, without being forced into roles that detract from the work that fuels their passion. Accessibility leadership means driving change, shaping standards, and making the world more inclusive—regardless of whether you're managing people. Let’s break free from traditional career ladders and embrace leadership in all its forms. Alt: If you want better accessibility leaders, you need to offer a non-mamager career path. #Accessibility #Leadership #CareerPaths #Inclusion #Innovation

Tired of employers not seeing your value? The "Portfolio Strategy" will fix that (in 7 simple steps): [Context] Companies hire people for one reason: They believe they'll bring the most value to the role. Resumes, cover letters, and LinkedIn are traditional ways to illustrating that value. But they're not the best. If you're struggling to see results with them? You need a portfolio. 1. Choose Your Platform First, choose the place where you'll host your content. I recommend a place that: - Allows you to create the way you want - Maximizes your visibility If you're job searching, it's tough to beat LinkedIn. Medium is another solid option. 2. Identify Your Target Companies Next, brainstorm your list of target companies. You're going to be researching them and creating value that's directly tied to their goals, challenges, and vision. I recommend starting with 3-5. Bonus points if they're in the same industry. 3. Align Your Projects Start with one company. Research the heck out of it from a high level. Then dive deeper into researching the specific product and team you're targeting. Your goal is to identify: - Goals -Challenges - Initiatives Learn as much as you can about them. 3a. Align Your Projects (Examples) Marketer? Perform site audits and recommend 3 ways for companies to get more leads. Software Engineer? QA your favorite apps / tools to identify bugs or improvements. Graphic Designer? Refresh the branding for your favorite products. 4. Map Out The Process Start with your methodology: Why this company / product? Break down your research, brainstorming, and solution process. Find and include reputable data. Project outcomes / ROI if you can. Finally, make a compelling case. Don’t just summarize, sell! 5. Show Your Work Now turn that process into content! Write up a "case study" showing: - The problem / opportunity - How you identified it - Your solution(s) - How you came up with them - The process for implementing them When it's ready, hit publish! 6. Share Your Work Now your case study is out in the world! First, add it to your LinkedIn featured section. Next, break it down into bite sized pieces of content. Start writing posts around: - Your research process - Your solutions process - Insights you came across - Etc 7. Systematize It This works best when you consistently work at it. Create a daily schedule and commit to it. Before you know it, you’ll have a body of work that includes *real* results and clearly illustrates your value. That’s going to get you hired!

There was a time when I thought— “If everything is going well in my job, why prepare for interviews?” Good salary, decent work, no pressure to switch. So I stopped applying, stopped giving interviews, and even stopped updating my resume. But the current market situation and wave of layoffs are honestly scary. And leave aside layoffs for a moment—I've seen many people who stayed in the same organization for years just because they were in a comfort zone. Over time, it slowed down their career growth and even affected their financial growth. To avoid being stuck in such situations, I’m sharing what I’ve learned over time. You don’t prepare when you need to switch: ✅ Update your resume every 2–3 months You don’t need big achievements to update. Even adding a small project, new tool, or result makes your profile stronger over time. ✅ Give 1–2 interviews occasionally This helps you stay in touch with interview formats, new types of questions, and builds confidence for when you really need it. ✅ Brush up your core tools Whether it’s SQL, Python, Excel, Power BI, or business case thinking—give it regular time, even if it's just a few hours per week. ✅ Observe the market Go through job descriptions once in a while. What new tools or skills are companies expecting now that they weren’t a year ago? ✅ Maintain visibility on LinkedIn You don’t need to post every day. But engaging with useful content or sharing what you’re learning goes a long way in staying relevant. The goal isn’t to switch often. The goal is to never panic when a sudden switch becomes necessary. Stay ready, stay sharp. Your future self will thank you!

Let me ask you this: Does your portfolio reflect the work you actually want to be hired to do? If your answer is, “Yeah! I want to be an instructional designer!” ...that’s not what I mean. I’m talking about the kind of instructional designer you want to be. Do you want to design courses? Build systems? Lead strategy? Improve performance? Facilitate change? Because here’s the thing…most portfolios default to the same stuff: ✅ Storyline modules ✅ Rise demos ✅ Job aids about the ADDIE process And that’s totally fine (minus the ADDIE job aid)....if that’s the kind of work you want to do. But not every ID role involves eLearning. Not every L&D professional is a course creator. And not every portfolio needs to be packed with eLearning examples. Your portfolio isn’t just a box to check. It’s a positioning tool. A statement. A signal. It should help you attract the kind of work that lights you up, and quietly filter out the stuff that doesn’t. Ya know, when I built my first portfolio, I learned this the hard way. I thought the goal was to showcase everything I was capable of. So I loaded it up: presentations I’d designed, facilitator guides I’d created, eLearning courses I’d built, videos I’d edited—everything. My thinking at the time was: “The more I include, the more capable I’ll look.” But what actually happened? Hiring managers couldn’t tell what I specialized in. And I kept getting inquiries about work I didn’t even want to do. That experience taught me a valuable lesson: Your portfolio mirrors your focus. Get specific, or get overlooked. So if your goal is to land work you enjoy and work you’re great at, then your portfolio has to tell that story. Show the kind of work you want to be hired for. Be intentional. Be specific. And don’t be afraid to leave things out. Because clarity isn’t limiting, it’s powerful. 👉 If you want to see what it looks like to build a portfolio without any eLearning examples, check out my latest video with the link down in the comments! Have a great week! 👋 Tim #eLearning #InstructionalDesign #LearningAndDevelopment

Almost every time I speak with juniors or college students, I get asked the same question: “I’m not sure what field I want to work in. How do I decide what to do?” It’s a completely normal feeling — and honestly, I’ve been there too. When I first entered college, I had no clue what specialization to take or what career path to pursue. But here’s the truth: You don’t need to have it all figured out right away. What you need is a plan to explore and narrow it down. Here’s what I tell anyone who asks: 📍 𝗗𝗼𝗻’𝘁 𝗢𝘃𝗲𝗿𝘁𝗵𝗶𝗻𝗸 𝘁𝗵𝗲 𝗕𝗶𝗴 𝗣𝗶𝗰𝘁𝘂𝗿𝗲 — 𝗦𝘁𝗮𝗿𝘁 𝘄𝗶𝘁𝗵 𝗬𝗼𝘂𝗿 𝗜𝗻𝘁𝗲𝗿𝗲𝘀𝘁𝘀 List a few things you genuinely enjoy or find intriguing — like writing, data analysis, designing, or public speaking. Don’t worry about how they translate into a career just yet Action Step: Write down your interests without worrying about how they translate into a career. The point is to recognize your natural inclinations. 📍 𝗘𝘅𝗽𝗲𝗿𝗶𝗺𝗲𝗻𝘁 𝘄𝗶𝘁𝗵 𝗦𝗵𝗼𝗿𝘁-𝗧𝗲𝗿𝗺 𝗖𝗼𝗺𝗺𝗶𝘁𝗺𝗲𝗻𝘁𝘀 Try out your interests through short-term activities like joining a club, taking a beginner’s course, or volunteering for a project. Give it 2–4 weeks and see if you enjoy the process Action Step: Try something for 2–4 weeks and assess: Did you enjoy the process? Did it feel meaningful? 📍 𝗧𝗮𝗹𝗸 𝘁𝗼 𝗣𝗲𝗼𝗽𝗹𝗲 𝗪𝗵𝗼 𝗔𝗿𝗲 𝗔𝗹𝗿𝗲𝗮𝗱𝘆 𝗗𝗼𝗶𝗻𝗴 𝗜𝘁 Reach out to people working in fields you’re curious about. Ask about their day-to-day work, the skills they use, and what they enjoy or dislike about their roles Action Step: Message 3 professionals on LinkedIn and politely ask for a 15-minute chat. Most people are willing to help if you’re genuinely curious and respectful of their time. 📍 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝗦𝗸𝗶𝗹𝗹𝘀, 𝗡𝗼𝘁 𝗧𝗶𝘁𝗹𝗲𝘀 Identify the skills you want to develop rather than getting stuck on job titles. Whether it’s data analysis, storytelling, or management, skills are transferable and will shape your career regardless of the role Action Step: Pick one skill you’re curious about and spend an hour a week learning or practicing it. 📍 𝗔𝗹𝗹𝗼𝘄 𝗬𝗼𝘂𝗿𝘀𝗲𝗹𝗳 𝘁𝗼 𝗣𝗶𝘃𝗼𝘁 Your first choice doesn’t have to be your final choice. Reflect every few months to see if you’re still enjoying your current path. It’s okay to change directions as you learn more Action Step: Set a reminder to reflect every 3 months: Are you still enjoying your current path? If not, what’s next? The Bottom Line: You don’t have to know your exact career path at 20. Just focus on exploring, learning, and building foundational skills — the clarity will follow. To everyone feeling overwhelmed — take it one step at a time. And remember, not having it all figured out is okay — it’s part of the journey. What’s one career option you’re currently exploring? Share below — I’d love to hear your thoughts!👇 #CareerAdvice #CollegeTips #FindingYourPath #SkillBuilding #CareerExploration #EarlyCareerInsights

If you see someone who has been "open to work" for a 6+ months and they still show up on this platform with a positive attitude, adding value to those around them, and continuing to highlight the impact they can have, that’s top talent. Resume gaps are high on the list of "red flags" but it's 2025. We’re 5 years into the most volatile period of most of our lives. Layoffs have become the norm, hiring processes can take months, and the average job search taking 6+ months Being unemployed is terrifying and people's livelihood, and the well-being of their families is on the line. A lot of people in that situation could shut down, spend their energy complaining and placing blame and focusing on the negative. But these folks are still managing to give grace to those around them, provide encouragement to others, share job opportunities with others, congratulate the people who get the same jobs they were applying for, and continually upskilling, starting small businesses...that’s A-player behavior. Your company is probably talking about all the buzzy stuff right now - AI adoption, T-shaped talent, adaptability and resilience as you face numerous re-orgs and implementations. You probably need people who can navigate ambiguity in these situations, stay positive when things are tough, and bring new ideas to navigate these challenges. So in interviews, you might ask candidates about a time they struggled to meet a goal and they’ll talk about that time a snowstorm threatened the annual event they’d spent 12 months planning and you’ll score their answer against all the other similar responses you’ve heard. But don’t lose sight of the fact that at a time when they could respond with anger and frustration, instead they’ve spent the last 6 months teaching themselves SQL, built 3 websites from scratch for local non-profits, and grew a social media account to 10k sharing insights for product marketers. For too long, those resume gaps have been seen as red flags, and sometimes they are. But often this may be a period where someone has recharged and leveled up their skillset in ways that will bring a lot of upside to your company. Instead of seeing the gaps as red flags, consider leading with curiosity. If someone checks off every other box on your list a resume gap isn't a reason not to consider them, and in fact that gap could be the thing that shows what a great asset they'd be to your team!

If your LinkedIn says ‘Open to work,’ but your mindset still says ‘stuck,’ you are NOT yet ready for the real transition Because a career change begins from ‘YOU’, it’s psychological. The thing is, You can update your title overnight. But reprogramming your identity takes work. And that’s where most people struggle. I’ve helped professionals across industries navigate this and every successful shift came down to 10 non-negotiables: 1. Get clear on your ‘why’ If you don’t know why you’re leaving, you’ll repeat the same mistake again. 2. Audit your strengths Not the ones on your resume, the ones that energize you. 3. Redefine success The next role might not come with the same title or paycheck, and that’s okay if it aligns with growth. 4. Craft your new narrative Tell your story like someone connecting dots, not changing directions. 5. Rebuild your network before you need it The best opportunities come from conversations. 6. Refresh your digital presence Your LinkedIn should reflect where you’re heading, not where you were. 7. Prepare emotionally for uncertainty. Transitions test patience, so ground yourself before you take the leap. 8. Permit yourself to pause Big shifts drain energy. Step back to process the change so you can step forward with intention. 9. Seek feedback, not validation. Ask, “What can I improve?”, not “What do you think of me?” 10. Prioritize your mental stamina You can’t create clarity from burnout. P.S. Which of these 10 do you think most professionals forget? #LinkedIn #Work #Lifestyle #Careergrowth #ProfessionalGrowth

Are you really happy in your career, or are you just stuck in a path because it’s comfortable? Our priorities shift, and so should our careers. It’s not weak to change direction. It’s a sign of growth and a willingness to align what you do with who you’ve become. 9 Steps to Changing Your Career Path: 1. Reevaluate your priorities ↳ Does your current job align with what matters to you now? 2. Identify your core values ↳ What do you stand for today? Does your career reflect that? 3. Understand the financial impact ↳ What’s the real cost of switching? How will it affect your lifestyle? 4. Leverage your existing skills ↳ How can you apply what you already know in a new industry? 5. Network with those in the field ↳ Learn from people who are already doing what you want to do. 6. Test the waters ↳ Take on side projects or freelance work to get a feel for the change. 7. Update your personal brand ↳ Revamp your LinkedIn and resume to reflect your new direction. 8. Set clear goals and timelines ↳ Make the transition with purpose and action. 9. Let go of the past ↳ Release limiting beliefs about your career and identity. The best time to pivot is when you feel that discomfort. It’s a sign of something better ahead. When was the last time you thought about changing your career?

Stop guessing your next move—let a Personal Development Plan guide your progress. A while back, I mentored a professional named Rahul, who felt he was being repeatedly overlooked for promotions. We conducted a competency mapping session and discovered a key gap in his ability to work cross-functionally and lead diverse teams. 🧩 Rather than feeling discouraged, Rahul saw this as an opportunity. We built a Personal Development Plan (PDP) to close those gaps. By enrolling in relevant courses and taking on cross-departmental projects, Rahul not only improved his skills but also earned the promotion he had been aiming for. 👉 What is a Personal Development Plan (PDP)? A PDP is a roadmap for your career growth, detailing the specific skills you need to develop to advance in your role. Here are the Key Sections every PDP should include: 💢Self-Assessment: Identify your current strengths and areas for improvement based on feedback or a competency mapping session. 💢Goal Setting: Set clear, measurable goals for what you want to achieve in your career (e.g., leadership skills, cross-functional collaboration). 💢Action Plan: Outline the steps you’ll take to close the gaps, such as enrolling in courses, seeking mentorship, or participating in projects. 💢Timeline: Assign deadlines to each action item to track your progress and stay on course. 💢Evaluation: Regularly assess your progress through self-reflection or feedback from peers and supervisors. 💡 Key Action Points: ⚜️Use competency mapping to identify specific skill gaps. ⚜️Develop a Personal Development Plan to close those gaps. ⚜️Engage in practical experiences like cross-functional projects or targeted training. Feeling stuck in your career? Start building your personal development plan today and tackle those skill gaps head-on! #CareerDevelopment #SkillGaps #PersonalDevelopmentPlan #LeadershipSkills #CompetencyMapping #ProfessionalGrowth