Career Path Exploration

Without going too far out on a limb, I believe almost everyone would like two things from their jobs and careers: success and happiness. They want to do well financially, receive recognition for their accomplishments, enjoy their work as much as one can, and become happier as a person as a result. These are reasonable goals, but they can be a lot to ask—so many people, especially ambitious, hard-working leaders, simplify them in a logical way: They first seek success and then assume that success will lead to happiness. But this reasoning is flawed. Chasing success has costs that can end up lowering happiness, as many a desiccated, lonely workaholic can tell you. This is not to say that you have to choose between success and happiness. You can obtain both. But you have to reverse the order of operations: Instead of trying first to get success and hoping it leads to happiness, start by working on your happiness, which will enhance your success. Success and happiness are generally positively correlated, as many workforce studies have shown. From this correlation, many assume causation—from success to happiness. During my years as an executive, I found that people strongly believe that pay increases—especially big ones—will have a large and long-lasting effect on their job satisfaction. The data tells us a different story, however: Large wage increases have only a small and transitory effect on well-being. One study, for example, showed that if your job satisfaction is a 6 out of 10—not bad—then even if your boss doubles your pay, it will get you to about 6.5, and then it will fall back to about 6.2. Maybe getting a raise isn’t the best strategy to help you love your job. Much stronger and more positive results emerge, however, when researchers reverse the order, looking not at success’s effects on happiness, but happiness’s effects on success. Scholars in 2005 surveyed hundreds of studies—including experiments to establish causality—and concluded that happiness leads to success in many realms of life, including marriage, friendship, health, income, and work performance. Whether you are an employee or employer, it is a better investment to increase happiness at work and in life, rather than simply trying to increase measures of success.

Today I have been asking myself the question: What if we're solving the wrong problem - chasing AI disruption while the real opportunity for human flourishing lies in the green economy? AI is getting all the headlines, but here's what the data actually shows: 🔹 AI impact: Creates 11M jobs, displaces 9M → Net gain: 2M jobs 🔹 Green transition: Creates 34M jobs with minimal displacement That's a 17:1 ratio in favor of green jobs. 🤯 Yet 90% of workforce discussions focus on AI disruption while climate jobs barely make the news. Why this massive disconnect? ✅ AI grabs attention - ChatGPT created immediate, visible change ✅ Green jobs seem gradual - but they're happening faster than we think ✅ Tech giants drive the narrative - while green jobs are distributed across industries ✅ 40% of employers expect AI workforce reductions - creating immediate anxiety The reality check: 1.2 billion jobs depend on healthy ecosystems Green jobs are harder to automate Climate action is literally existential Green skills show 22% growth in job postings vs 12% in available workers. Our future depends on our ability to close this gap. For professionals: While everyone's learning prompt engineering, there's a massive opportunity to apply YOUR existing skills to green roles: 🌱 Accountants → Carbon accounting & green finance 🌱 Teachers → Sustainability training & green skills education 🌱 IT professionals → Energy management systems & smart grids 🌱 Recruiters → Green talent acquisition (fastest growing field!) 🌱 Project managers → Renewable energy projects 🌱 Sales/Marketing → Clean tech & sustainable products ... and many more Maybe we should focus our upskilling efforts where the real job growth is happening? What do you think - are we chasing AI shiny objects while missing the green goldmine? Data sources: World Economic Forum Future of Jobs Report 2025, International Labour Organization, Manpower Global insights sustainability and the rise of green and turquoise jobs

Two acquaintances of mine (Alvin Lim from Climate Bridge International and Izzat Hamzah from 3Degrees) who are experienced carbon services professionals are quoted in this Straits Times article. "For Mr Alvin Lim, chief executive of local carbon project developer Climate Bridge International, the challenge goes beyond qualifications. He looks for three things in a potential hire: First, the person needs to demonstrate interest in the carbon markets by reading avidly, taking courses and doing internships. This will be reflected in the depth of knowledge, including a good grasp of project types, UN rules on carbon trading, and carbon market policies in other countries. Second, the person must be intellectually curious, he said. It is the third trait that Mr Lim has been struggling to find in local job-seekers after months of interviews – the grit and willingness to work in remote countries to oversee and monitor carbon projects. Most of the projects Singapore is expected to approve are likely to be hosted in the Global South, which includes countries in Latin America, Africa and South-east Asia. “Some people see this as an adventure and others see this as a hardship trip. What if I tell them: ‘Can you please go to Ghana and live there for a month and help us monitor the project?’ And what if you need to travel 25 per cent of the year? “And this is not even the capital of Ghana, it could be two hours away in the middle of nowhere,” Mr Lim said. “We are looking for candidates with grit and the ability to be resourceful in finding solutions, especially when operating in unfamiliar environments with limited support.” Mr Izzat Hamzah from global climate solutions provider 3Degrees believes that sustainability is less of a domain and more of a lens – a perspective that someone aspiring to join the climate space should adopt. It is about having core expertise, whether in economics, law, engineering or computer science, and applying those skills in sustainability, he said. A sustainability professional should be a “Jack of all trades, a master of some”, said the Asia-Pacific lead for trading and origination of environmental commodities. “When folks ask how they can build a career in sustainability, they miss the point. The real question is: ‘How do I develop deep expertise in my current profession – be it law or engineering – and then gear it to sustainability?”" https://lnkd.in/gQ_ug7kz

Here are three key pieces of advice for those beginning their careers in AI and Sustainability (drawn from my two decades of experience) ... 1. Master the fundamentals first In both AI and sustainability, foundational literacy is non-negotiable. Learn basic coding, critical thinking, understand materiality assessments, scope 1, 2, and 3 emissions, as well as regulatory frameworks such as ... > the Corporate Sustainability Reporting Directive (CSRD) > Task Force on Climate-related Financial Disclosures (TCFD) > Carbon Disclosure Project (CDP) > the GHG Protocol 2. Invest in yourself The most sustainable asset in your career will always be you. Learn to learn. Attend quality and often free online training, join conferences, pick up general or specialized ESG certifications. Keep up with the latest thinking. Some notable annual events on climate action, social and environmental stewardship are … 📍Climate Week NYC 📍COP 30, United Nations Climate Change Conference  📍World Economic Forum (WEF), Davos Some of the most storied AI & ML Conferences include ... - NeurIPS, Neural Information Processing Systems - a focus on neural networks https://nips.cc - [ICML] Int'l Conference on Machine Learning, International Conference on Machine Learning - is focused on machine learning in general https://icml.cc - ICLR, International Conference on Learning Representations - with deep learning or learning representations as a thrust area https://iclr.cc 3. Seek interdisciplinary exposure The most valuable roles in the future may well be the emerging are "Sustainable AI Engineers" who understand both ML algorithms and environmental systems. And here's one important insight that’s often overlooked … Reach out to industry mentors who might be happy to guide you on your learning and experimentation journey. Their guidance can accelerate both your learning and impact. I hope that this serves as a useful starting point. Feel free to tag someone who might benefit from this advice! #Career #AI #Sustainability

Accompanying my journey the last couple of weeks during my year end travels were a couple of insightful reads, one of which was “The Portfolio Life” by Christina Wallace, Sr Lecturer at Harvard Business School who shares her insights to how we can future proof our careers, avoid burnout & build a life bigger than our business cards because many are increasingly looking for a different relationship with work, one that allows us to define ourselves beyond our paid labor, knowing that we are more than any one role or opportunity, diversification will help us navigate change and mitigate uncertainty and allows us to rebalance anytime our needs changes. This book is a thought-provoking exploration of career philosophy that challenges conventional notions of success & professional fulfillment. Wallace advocates for a paradigm shift, urging readers to view our careers as dynamic portfolios rather than traditional linear trajectories. The book delves into the concept of embracing a diverse set of skills & experiences, akin to constructing a well-balanced investment portfolio. Wallace draws on her own experiences and those of successful individuals who have embraced a multidimensional approach to their careers. Through engaging anecdotes and practical insights, she illustrates how weaving together various passions and skills can lead to a more fulfilling and resilient professional life. One key strength of the book lies in its ability to resonate with a broad audience. Whether you're a seasoned professional contemplating a career shift or a recent graduate navigating the early stages of your professional journey, "The Portfolio Life" offers valuable guidance. Wallace's writing is both accessible and profound, making complex ideas about career development digestible for readers at various stages in their lives. In addition, the book serves as a call to action, challenging readers to assess and diversify their skill sets intentionally. It prompts reflection on personal values, passions, and long-term goals, encouraging a proactive and strategic approach to career planning. Wallace provides practical exercises and frameworks to help readers identify and leverage their unique strengths, fostering a sense of empowerment and purpose. As someone navigating the intricacies of a dynamic work landscape & mentoring/ offering advice to numerous others, I found "The Portfolio Life" to be a refreshing and timely read. It has not only reshaped my perspective on career development but has also inspired me to embrace a more holistic approach to my professional journey. Highly recommended for anyone seeking a comprehensive guide to navigating the evolving nature of work in the 21st century. #BookReview #CareerDevelopment #ThePortfolioLife #reflections #holidayreads

Imagine waking up to find the #career path you spent years building suddenly… gone. Not because of your choices. Not because of your performance. But because of external forces entirely outside your control. It happens more than we like to admit. And when it does, the people who adapt the fastest are the ones who thrive. The one skill that determines whether you move forward or get stuck? 🚀 Adaptability. 🚀 It’s not just about bouncing back. It’s about reframing, repositioning, and rebuilding—before the dust even settles. I learned this the hard way when #Brexit wiped out my career trajectory in the #EuropeanUnion. Overnight, the path I was on disappeared. The conversations, the next steps, the plans—they all meant nothing. I had two choices: 🛑 Stay in the past, mourning what was lost. ✅ Or adapt—reassess, reframe, and rebuild. That’s what adaptability really is. Not reacting. Not waiting. But taking control of the one thing that’s still yours—your mindset and your next move. If you’re facing uncertainty right now, here’s what I learned: 1️⃣ Accept that the old path is gone—but you are not. Your skills, experience, and impact still hold value. 2️⃣ Reframe the story—instead of “I lost my job,” it’s “I’m pivoting my expertise to where it’s needed next.” 3️⃣ Reconnect with your network—opportunities don’t just come from job boards; they come from conversations. 4️⃣ Start before you feel ready—because waiting for clarity keeps you stuck. The future isn’t about who has the perfect plan. It’s about who can adapt when the plan gets thrown out.

Who’s Managing Your Real Portfolio – Your Career? We’ve all heard the fundamentals of managing an investment portfolio: ✅ Diversify wisely ✅ Review and rebalance regularly ✅ Focus on strong fundamentals & solid technicals But here’s the catch — we use this approach to manage 10–40% of our income. What about the source of that income — our career, which drives 100% of it? Let’s look at what recent research suggests: 📉 Only 24% of the global workforce feels confident they have the skills to move to their next role – ADP Research, Jan 2025 📈 In India, 16.2 million workers need to reskill to stay relevant in the age of AI & Automation – India Today, May 2025 💻 The online upskilling market is growing at 23.1% CAGR – Economic Times The real problem? Our approach after getting employed. ❌ We assume our current skills will last a lifetime ❌ We think it’s our employer’s job to reskill us Truth is — skills are evolving at a pace where even 5–10 years can change the game completely. A career that’s not actively managed like a portfolio risks stagnation and eventual obsolescence. But when managed well — it can deliver exponential returns. ⸻ How to build a Career Portfolio like a Pro: 🔁 Diversify • Across Functions: If you’re in HR, don’t limit yourself. Master Talent Acquisition, HR Ops, L&D, Org Design — and understand their business impact. • Across Industries: Don’t stay confined to one sector. I’ve personally worked across Hospitality, ITES, BFSI, Real Estate, and Startups. Every shift added depth and agility. 🔄 Review & Reorganise Regularly • Ask: What’s relevant for my role 5 years from now? What’s outdated today? • Identify high-growth sectors and align your skills to stay ahead of the curve. • Unlearn–Learn–Apply is the new success mantra. ⚙️ Master Both Fundamentals & Technicals • Strong in Marketing, HR, Ops, Product? Great. That’s your core. • Now pair it with how AI/ML/Automation are transforming your space. • Become a Tech-enabled Subject Matter Expert — the hybrid pro every company needs. ⸻ Most employees may grow their career portfolio at 8–12% annually. But the ones who manage it intentionally — with strategy and foresight — can see 3x, 5x, even 10x growth in the same ecosystem. Time to build your Multibagger Career Portfolio. Because if you don’t manage your career, no one else will. #Careergrowth #skilldevelopment #growthmindset #skillindia

Your adaptability matters more in Australia than your past job title ever will. I remember my first few months working with migrant professionals here. Many struggled not because they lacked skills - but because they were trying to prove expertise instead of showing flexibility. In Australian workplaces, “Can you adapt?” matters more than “Have you done this before?” I’ve seen clients win roles because they showed: • Curiosity to learn new systems. • Openness to local ways of working. • The ability to adjust communication style for multicultural teams. One client told me, "I stopped trying to show I was perfect - and started showing I could grow." That mindset changed everything. He landed a role that played to both his experience and his willingness to evolve. In Australia, adaptability isn’t a soft skill - it’s your competitive edge. How has adaptability helped you in your career journey? #Adaptability #CareerGrowth #AustralianJobs #LeadershipSkills #ProfessionalMindset

If you haven't come across The Happiness Index before, it's one of the largest global studies on workplace happiness and culture, spanning 82,000 employees across 115 countries. As promised, here my Top 5 Takeaways from their launch event last week at Google HQ. 1️⃣ Work is a relationship, not a transaction: Matt Phelan and Roma Varma opened with data from over 1 billion data points on workplace happiness. The core finding? → Employees experience work as a relationship, not a contract, notr a benefit package. Emotional resonance, is the primary driver of workplace experience not compensation. For me that reframe changes how we think, build and measure culture. 2️⃣ The manager problem is worse than you think: Lord Richard Layard (my new idol) shared a Gallup finding that shook the room: when teams we're asked who they'd choose as team leader, 86% of employees named someone other than their current manager. → Not so surprising to those of us with an ounce of emotional intelligence but empathy, trust, communication we're what they cared about, not technical skill. Even more striking on this one, Gallup found that people are measurably less happy when their manager is present. 3️⃣ We're investing in the wrong things Across all employees, in all the countries surveyed, the two pillars that matter most for happiness at work were: →Acknowledgement → Personal Growth Yet they scored the lowest in investment. We've built workplaces that are physically comfortable and psychologically invisible. People have the tools, the surface level perks, the office coffee but what they don't have is is what they want, someone noticing their work matters, and a clear path to development and something better. 4️⃣ The retention crisis hiding in plain sight Global eNPS sits at +1. Almost 1 in 3 employees (28.1%) are likely to leave their current employer. And eNPS is negative in half of all countries surveyed. → Employers are sitting on a retention crisis and calling it normal. → Belonging isn't soft. It's survival-level biology 5️⃣  Andrea D. Carter's neuroscience session showed us zero percent of energy goes to performance when the brain is in threat mode. → The brain scans for threat within 3 seconds of entering a room. And 90% of its default predictions are negative. Then came the Plant A vs Plant B case study. Same company with the same equipment and same product lines but the only variable was culture. The results? →Turnover: 12% vs 28%. → Willingness to go above and beyond: 82% vs 34%. I am a complete nerd so I obviously converted all my hand-written notes into a slide deck (example images attached). Happy to share with anyone who may find it useful, simply comment "slides" below. And on the note of happiness, I am signing out of social media until next week. See you all on the other side ✌️ Bianca #WorkplaceCulture #Leadership #EmployeeExperience #HappinessIndex #HumanOS

Negotiated the salary, the role looks good on paper, the team seems sharp, and still, something doesn’t sit right. 🤔 You feel “I just don’t know if this is the right place for me.” And when you think about it more, it’s clear that what you’re struggling with isn’t the role or the pay. It’s the culture. But here’s the tricky part: we ask “How’s the culture at this company?” as if it’s universal. It’s not. Culture is personal. → What one person finds inspiring, another might find suffocating. → What looks like “ownership” to someone might feel like a lack of support to someone else. → What feels like “fast-paced” for one person might be chaotic for another. So when you ask someone, “How’s the culture?” the answer you get is about them, not you. That’s why the better question is: Do the values and ways of working here match how I want to work and live? And to find that out, you need to ask deeper, more personal questions when you’re evaluating an offer: → Can I be myself here without pretending or performing every day? → How do people handle stress or failure? Do they talk about it? → What kind of people get rewarded here, and for what kind of behaviour? → What kind of conversations happen in meetings? Is it safe to disagree? These aren’t things you’ll find in a Glassdoor review or a recruiter’s pitch. 😶 →You find it by asking current employees how they feel on a rough day at work. →You find it by paying attention to what’s not being said in interviews. →You find it by checking in with how you feel after each conversation. It’s not always a clean, logical process; sometimes it’s just a quiet “this doesn’t feel right.” And that’s valid. That’s enough. 💯 If you’re in that stage right now, wondering whether to say yes, don’t just look at the offer letter. → Look at how it makes you feel. → Look at what your day-to-day might feel like six months in. And trust that it’s okay to walk away from a good-on-paper offer if it doesn’t feel like home. Because culture isn’t a line in the JD. It’s what shows up when things go wrong. And you deserve to be in a place where, even on your worst days, you feel safe. It’s okay to take your time. You don’t need to justify that feeling to anyone. ✨