Career Readiness Skills

Most careers stall for 1 reason: People stop learning. They wait for the company to invest in them. Or for their manager to set up training. High performers, on the other hand, don't wait. They treat learning as part of the job - Even when the workday ends. Not endless study, Just small, repeatable habits - that compound. Here are 11 that make lifelong learning automatic: 1. Keep a "Questions" Note on Your Phone ↳Anytime you wonder about something, jot it down. Research one nightly 2. Replace the Doomscroll ↳Replace 30 minutes of dead scroll time with a course or podcast 3. Teach What You Learn ↳Write a short post, Loom, or explain it to a peer 4. Reverse Engineer Great Work ↳Take an article, pitch, or deck you admire and break down why it works 5. Shadow Someone 2 Steps Ahead ↳Don't ask for mentorship - just observe 6. Then, DO Ask for Mentorship ↳Say: "I admire how well you do X - would you mind coaching me on that?" 7. Run Tiny Experiments ↳Pick one skill and test it live this week 8. Force Repetitions by Tracking ↳For writing, word count. For sales, calls made. Progress is fuel 9. Do "Learning Sprints" ↳One focused topic for 30 days, then switch 10. Revisit Old Material ↳The second read often hits deeper than the first 11. End Your Day with Reflection ↳One line: "What did I learn today?" The compounding effect is real. Small reps + every day = Mastery. Agree? --- ♻️ Share this to inspire other life-long learners. And follow me George Stern for more personal growth content.

I've spent years in the finance trenches, and I can't emphasize enough how pressing this question is for our industry's future. Let's dive in. Traditional learning and development programs won't cut it for Gen Z. We should offer access to a constant stream of bite-sized, impactful learning modules that can be integrated into daily workflows. Gen Z grew up with smartphones in hand, so let's do away with archaic systems. Imagine embedding gamification into stock analysis or forecasting tools to make the learning curve less steep and a lot more fun. To say Gen Z is concerned about ethical implications is an understatement. My recommendation? Open up channels where new hires can actively contribute to ESG initiatives from day one. Make ethics part of the everyday conversation. Having had the pleasure (or pain!) of working from multiple continents, I know remote work is more than a pandemic-era stopgap. Our firms should be as boundaryless as the markets we operate in, allowing young talent to explore the world as they explore their careers. Please look for hidden talents that aren't immediately apparent from a resume. For instance, someone whiz at Python could revolutionize how you process data—even if their degree isn't strictly 'financial.' In my experience, offering sandbox environments where younger employees can experiment with zero risk can be a game-changer. This isn't just good for innovation; it's great for morale. Professional development should be relational, not transactional. Forget networking. Focus on community building within your organization. The finance industry has never been a one-size-fits-all kind of field. If we aim to lure the crème de la crème of Gen Z talent, we need to think beyond the paycheck and offer a holistic package as dynamic, diverse, and future-ready as they are. #GenZ #Finance #FutureOfWork #Ethics #RemoteWork #LifelongLearning

Most PMs flex critical thinking on projects. But forget it in their job search. That’s why they stay stuck. Think about it: As a PM, you’d never: → Approve a project without scoping the problem → Throw resources at random tasks without a roadmap → Report success without defining KPIs Yet, in job searches, even mid-level PMs do exactly that. They: → Apply everywhere with no clear strategy → Collect certifications without a defined career goal → Accept “ghosting” without analyzing why their message isn’t landing That’s not a job search. That’s chaos. Here’s how high-performing PMs apply critical thinking to land $100K+ roles: 1️⃣ Define the problem. Not “I need a job”, but “I want a Senior PM role in fintech where I can drive cross-functional delivery.” 2️⃣ Analyze the root cause. Why am I not getting traction? Resume? Storytelling? Wrong targets? Lack of networking? 3️⃣ Test assumptions. Don’t assume more apps = better odds. Test targeted outreach vs. cold applies. Track results. 4️⃣ Synthesize solutions. Build a repeatable playbook: LinkedIn positioning + referral system + interview frameworks. 5️⃣ Measure impact. Did this week’s actions move me closer to interviews? Offers? Or just drain my energy? A job search isn’t about luck. It’s a project with strategy. And critical thinking is the framework that turns effort into results. 📥 Want to apply PM-level strategy to your job search? Apply for my 1:1 coaching (link in comments). ♺ Repost to help a PM break the cycle of chaos with strategy. Follow Jesus Romero for more career positioning insights.

Most people think auditing is about procedures. But the real value comes from how we think. Early in my career, I believed being a good auditor meant completing checklists flawlessly. Over time, I realized checklists don’t create insight. Thinking does. Critical thinking is what separates: → those who report findings → from those who uncover meaning In my latest video, I break down what critical thinking really looks like in audit work: → Asking the right questions → Practicing professional skepticism → Finding the real root causes, not just symptoms → Recognizing patterns others might miss → Evaluating evidence, not just collecting it → Challenging assumptions including our own → Prioritizing what truly matters And more importantly, how to build it: → Recognizing our thinking biases → Using structured techniques and tools → Learning from best practices → Expanding references beyond our comfort zone → Exposing ourselves to diverse perspectives Watch the full video here: https://lnkd.in/g4xs2tDf #internalaudit #Itaudit #digitaltransformation

"Gen Z has a short attention span.” Let’s kill that myth ⤵️ Because the same people who “can’t concentrate” are watching 8-part true crime documentaries and editing videos for TikTok. They’re not distracted, they’re selective. So when your onboarding or development programme loses them after 15 minutes… It’s not their attention span. It’s probably the content. Most early careers training is built for compliance not curiosity, it: - Ticks boxes - Talks at them, not with them - Prioritises information over interaction But Gen Z doesn’t want to be developed. They want to be challenged. To feel progress. To know why it matters. So what can Early Careers teams do differently? - Build training that mirrors how they learn - Break content into challenges/conversations - Make reflection part of the experience - Let them do, not just watch This is exactly what I help teams do. Through gamified learning, behavioural science and a real-world-first approach, I help early careers teams: ✅ Increase engagement ✅ Improve retention ✅ Build confidence on both sides of the early talent journey Results like: - 93% recommendation rate from grads & apprentices - 66% increase in line manager confidence - 100% increase in apprentice work readiness Gen Z don’t work worse. They just work differently. Let’s meet them where they are instead of trying to force them into a format that doesn’t fit. Throwback to a full page spread in the Guardian/Observer!

We talk about learning as if teaching a skill is enough. But lasting learning has three layers: 1️⃣ Mindset — believing the skill matters. 2️⃣ Skillset — knowing how to do it. 3️⃣ Habit set — doing it consistently. If we stop at “skill,” we don’t change behavior. Mindset must match skillset—and both must become habit set—for real-world impact.

Entry level workers - you are first in line! Our universities are still teaching students to be employees. The future belongs to problem-solvers. While campuses debate grades and degrees, the working world has already moved on. We're preparing graduates for jobs that won't exist and failing to teach them skills that will matter. 𝗪𝗵𝗮𝘁 𝗻𝗲𝗲𝗱𝘀 𝘁𝗼 𝗰𝗵𝗮𝗻𝗴𝗲 𝗶𝗻 𝗵𝗼𝘄 𝘄𝗲 𝗽𝗿𝗲𝗽𝗮𝗿𝗲 𝘁𝗵𝗲 𝗻𝗲𝘅𝘁 𝗴𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝗼𝗻: 𝟭. 𝗦𝘁𝗼𝗽 𝘁𝗲𝗮𝗰𝗵𝗶𝗻𝗴 𝗺𝗲𝗺𝗼𝗿𝗶𝘇𝗮𝘁𝗶𝗼𝗻, 𝘀𝘁𝗮𝗿𝘁 𝘁𝗲𝗮𝗰𝗵𝗶𝗻𝗴 𝘀𝘆𝗻𝘁𝗵𝗲𝘀𝗶𝘀 → Google knows everything. → ChatGPT can write essays. → But can you connect ideas across disciplines? → Can you spot patterns others miss? → That's the skill that matters now. 𝟮. 𝗥𝗲𝗽𝗹𝗮𝗰𝗲 𝗴𝗿𝗼𝘂𝗽 𝗽𝗿𝗼𝗷𝗲𝗰𝘁𝘀 𝘄𝗶𝘁𝗵 𝗿𝗲𝗮𝗹-𝘄𝗼𝗿𝗹𝗱 𝗽𝗿𝗼𝗯𝗹𝗲𝗺𝘀 → Stop simulating work—do actual work. → Partner with companies on live challenges. → Let students fail on projects that matter, not case studies from 2015. 𝟯. 𝗧𝗲𝗮𝗰𝗵 𝗳𝗶𝗻𝗮𝗻𝗰𝗶𝗮𝗹 𝗹𝗶𝘁𝗲𝗿𝗮𝗰𝘆 𝗮𝗻𝗱 𝗲𝗻𝘁𝗿𝗲𝗽𝗿𝗲𝗻𝗲𝘂𝗿𝘀𝗵𝗶𝗽 → The gig economy isn't coming—it's here. → Students need to understand cash flow, taxes, and building multiple income streams. → Employment is just one option, not the only path. 𝟰. 𝗕𝘂𝗶𝗹𝗱 𝗿𝗲𝘀𝗶𝗹𝗶𝗲𝗻𝗰𝗲, 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝗿𝗲𝘀𝘂𝗺𝗲 𝗹𝗶𝗻𝗲𝘀 → The average person will change careers 5-7 times. → Teach them how to adapt, pivot, and reinvent themselves. → Mental toughness beats technical skills when industries disappear overnight. 𝟱. 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗵𝗼𝘄 𝘁𝗼 𝗹𝗲𝗮𝗿𝗻 → Your degree expires the day you graduate. → The skill that matters most? → How quickly can you master something completely new? → Make curiosity a core competency. 𝟲. 𝗧𝗲𝗮𝗰𝗵 𝘁𝗵𝗲𝗺 𝘁𝗼 𝘁𝗵𝗶𝗻𝗸 𝗹𝗶𝗸𝗲 𝗼𝘄𝗻𝗲𝗿𝘀, 𝗻𝗼𝘁 𝘄𝗼𝗿𝗸𝗲𝗿𝘀 → Every role today requires entrepreneurial thinking. → How do you create value? → How do you solve problems no one asked you to solve? → Stop training order-takers. This isn't just about the education system. 📌 Parents need to stop pushing degrees as the only path to success. 📌 Society needs to value skills over credentials. 📌And universities need to partner with the real world (not focus on academic rankings) Our kids deserve better than a system designed for jobs that no longer exist. They need us to be as adaptable as we're asking them to be. The gap between education and reality has never been wider. It's going to take all of us to bridge it. The students graduating today will work until 2070. Are we preparing them for that world, or the one we grew up in? The gap between education and reality has never been wider. ♻️ Share this to help the community prepare for the future of work. Image credit from https://lnkd.in/g3ph8tfs

🔥 Being a lifelong learner isn’t a slogan. It’s a practice. 🔥 We say lifelong learning is the most important skill for today and tomorrow. But most people stop there. If it’s truly a skill, then the real question is: how do you practice it? Here’s what I’ve learned from working with leaders across industries and watching the people who continue to grow when others plateau. Lifelong learners don’t just consume more content. 💪 They behave differently. They practice five things consistently: 1️⃣ They operate with a growth mindset Not in theory. In action. They assume they can learn what they don’t yet know — and they prove it through effort, not optimism. 2️⃣ They act as a linchpin They connect vision to reality. They don’t wait for perfect conditions. They make progress possible where complexity lives. 3️⃣ They stretch beyond expectations Not because they’re asked to — but because they’re curious. They push past the minimum and explore what else might be possible. 4️⃣ They discover and follow their passion Not in a dramatic, quit-your-job way. But by paying attention to what energizes them — and leaning into it deliberately. 5️⃣ They take responsibility for their future They don’t outsource their development to their manager, HR, or a program. They own it. That’s the part most people miss. Lifelong learning isn’t about having access to learning. It’s about taking accountability for it. So if you’re serious about staying relevant not just today, but five or ten years from now...Start asking: How am I practicing being a learner today? That’s where the real advantage lives. **If you find value in my posts, don't forget to click the 🔔 (bell) on the right-side of my profile to make sure they show up in your feed. #lifelonglearner #trustedlearningadvisor #learning

The term "recipe accountant" makes me cringe. Yet, I’m hearing more and more that accounting and finance professionals are considered effective only when they have a strict “recipe” to follow, step-by-step instructions with no deviation, no critical thinking, and no deeper understanding of the "why" behind the numbers. While processes and frameworks are essential, true expertise in accounting and finance goes beyond simply following a formula. The best professionals don’t just apply rules, they analyze, interpret, and adapt to complex financial situations. How Can We Help Others Grow Beyond the “Recipe”? 🔹 Encourage Curiosity – Instead of just explaining how something is done, help others understand why it’s done that way. 🔹 Foster Problem-Solving – Challenge team members to think through scenarios where the standard approach may not apply. 🔹 Teach Adaptability – Guide others on how to handle gray areas in accounting, where judgment and interpretation are necessary. 🔹 Promote Continuous Learning – Support professional development through discussions, case studies, and deeper analysis beyond just compliance. Great accountants don’t just follow recipes—they understand the ingredients and know when to adjust the formula. Let’s build a profession of thinkers, not just followers. How do you encourage critical thinking in those you influence? #Accounting #Finance #CriticalThinking #ProfessionalGrowth #AccountingandAccountants

𝙇𝙞𝙛𝙚𝙡𝙤𝙣𝙜 𝙇𝙚𝙖𝙧𝙣𝙞𝙣𝙜: 𝙏𝙝𝙚 𝙆𝙚𝙮 𝙩𝙤 𝙎𝙩𝙖𝙮𝙞𝙣𝙜 𝙍𝙚𝙡𝙚𝙫𝙖𝙣𝙩 𝙞𝙣 𝙇𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥 As the world evolves at an unprecedented pace, staying updated is crucial. Not only does it enhance technical skills, but it also sharpens soft skills like critical thinking, strategic decision-making, and people management. As a certified professional career coach with nearly two decades of experience, I've worked with countless leaders who are navigating the ever-evolving landscape of the modern workforce. One thing I've learned is that the most successful, impactful leaders are those who embrace a mindset of lifelong learning. Lifelong learning offers numerous benefits, including networking opportunities and improved relationship-building. Great leaders are always looking to expand their knowledge, meet other leaders, and adapt to new challenges. Resting on your laurels simply isn't an option. The skills and strategies that made you successful yesterday may not be enough to keep you there tomorrow. And that's why the ability and willingness to continuously learn, grow, and adapt is so critical for today's leaders. But it's about more than just acquiring new technical skills (though that's certainly important). True lifelong learning is about cultivating a curious, growth-oriented mindset - one that allows you to stay attuned to emerging trends, challenge your assumptions, and evolve your leadership approach as needed. It might mean reading voraciously outside your industry, taking an online course in a new discipline, or simply being more intentional about reflecting on your own experiences and what you can learn from them. The specific activities matter less than the underlying commitment to continuous improvement. The best leaders aren't the ones with all the answers - they're the ones who know the right questions to ask. They're humble enough to acknowledge their blindspots, agile enough to course-correct, and confident enough in their abilities to keep pushing the boundaries of what's possible. If you want to future-proof your leadership potential, make lifelong learning a core part of your professional development strategy. The dividends it pays in terms of your relevance, adaptability, and impact will be immeasurable. What does your own lifelong learning journey look like? I'd love to hear your thoughts. #resumewriter #careercoach #TopVoice