Identifying Career Strengths

Feeling Stuck in Your Career? It Could Be a Competency Gap! 🚀 A few years ago, I worked with a team member, who was frustrated about being stuck in his role. He was technically skilled but couldn't figure out why promotions were passing him by. 💥That’s when we turned to competency mapping. 🔍 Together, we identified the key skills his position and future roles required—things like communication, leadership, and strategic thinking—which are critical competencies for growth. While he excelled in technical work, his communication skills needed refinement to step into leadership. By aligning his personal development with these competencies, we created a clear roadmap for his growth. Within a year, he sharpened his communication skills and was promoted to Team Lead. Competencies aren't just about what you’re good at now, but what you need to master for future success. Think of them as the blueprint for your career development. 💡 Key Competencies You Should Focus On: 💢Technical Expertise: Mastering the core skills required for your current role. 💢Communication: Expressing ideas clearly and collaborating with teams. 💢Leadership: Guiding teams and driving performance. 💢Strategic Thinking: Seeing the big picture and aligning with long-term goals. 💢Collaboration: Problem-solving and creating synergy within teams. 🔑 Key Action Points: 🖊️Identify the competencies needed for your next career step. 🖊️Compare your current skills with those required competencies. 🖊️Develop a plan to close any gaps through learning and experience. Feeling blocked in your career? It might be time to assess your competencies and create a growth plan. 📝 Start mapping your competencies today and take the first step toward unlocking your potential! #CareerGrowth #Leadership #CompetencyMapping #PersonalDevelopment #LifelongLearning #SkillDevelopment #LeadershipSkills #CommunicationSkills #ProfessionalGrowth

I’ve coached thousands of job seekers who felt lost and overwhelmed. Here are the 10 steps we start with to find the right path: 1. Your #1 Priority Clarity should be the first thing you invest in. It makes career success SO much easier (at every stage). When you have clarity, you can invest 100% of your energy into that goal. So before you start applying to jobs or grad school? Find your path. 2. The Myth Of “Passion” People think passion is a lightning bolt that suddenly hits you. One day you wake up knowing what you're supposed to do. That's BS. Passion stems from action. It's the result of trying new things. If you want to find your path? You need to act. 3. Map Out Your Ideal Lifestyle Career happiness doesn't come from a job title. It stems from the ability to meet your lifestyle needs: – Target salary – Ideal living situation – Surrounded by people you love – Work that fills your cup Start by defining all of these things. 4. Label Your Energy Next, grab a piece of paper. Make two columns: 1. Energy Creators 2. Energy Drainers Now list out every single activity, task, and project you've worked on. Label each as a creator or drainer. Your career path should be filled with energy creators. 5. Clarify Your Strengths Success is easier when your path plays to natural strengths. I recommend the High 5 Test. It's a 15 minute quiz that will define your top strengths. It'll tell you what each means and how to harness it. Talent: A natural way of thinking, feeling, behaving × Investment: Time spent practicing, developing your skills, or building a knowledge base = Strength: The ability to consistently provide near-perfect performance 6. Find People Doing "Cool" Stuff Now you've created clarity around your strengths, energy, and ideal lifestyle. Next, I want you to find people already living that life. Who has a job you admire? What jobs have seemed “cool” to you in the past? Make a list of 30+ contacts. 7. Reach Out & Learn Make a daily habit of reaching out to one person. Be honest about your situation and desire for clarity. Then make sure to build up their achievements and mention why you admire them. Here's the email template I used when I was on this journey: The Winning Template: Subject: Quick Question  Hi [Name], My name is [Your Name] and I came across your information on LinkedIn while I was looking for people who transitioned into [Industry/Field] from a non-traditional background. Your background is really impressive! I saw you do different fields and [Industry/Field] really piqued my interest. If you have a few minutes, I’d love to hear more about your journey and how you landed in your role today. I know that’s a big ask so no worries if it’s too much. I totally understand. Either way, hope you have a great rest of the week!  

My best salesperson was struggling because she was selling so much and could not keep up with the paperwork. She sucks at the latter, but paperwork made sure there was follow-through for customers and payments are collected. Conventional wisdom suggests weaknesses offer growth opportunities. But instead of coaching her to eliminate the weakness, I hired an administrator to do the admin stuff. Why? Don’t ask a monkey to swim when they are at their best, swinging in the trees. For her, admin work is demotivating. She dislikes it, and it distracts her from perfecting what she likes best- sell! When we leverage our strengths, it feels natural. Marcus Buckingham advises employees to identify and cultivate their natural skills and advantages. “If you want to win, if you want to excel, if you want to stand out, you’re going to have to take the few unique things about you that are beautiful and powerful, and take them seriously, and turn them into contributions.” Here are some ways to operationalise Buckingham's advice. 1. Use self-reflection and feedback to identify your strengths. Then name them, and find ways to leverage these optimally for others and for yourself. 2. Learn from people who are great at leveraging their strengths. 3. Find ways of applying and adapting your strengths to new situations and in different circumstances. 4. Manage your weaknesses by eliminating them, and if not possible, minimising their impact so they are not derailers. # 4 resonates with me. A LinkedIn friend, Andy, messaged me about an error on my LinkedIn profile. It was a highly visible mistake, but I missed it! I told Andy my carelessness was what got me into trouble early in my career. In my first job, many were vying to join the Planning Division. I got it. But I did not realise my weakness would show up big time as the work involved writing policy papers that are discussed at the Board level. Every letter, word and punctuation mark must be in order. Not getting every fact on point is a career breaker. I can’t ignore my weakness. I must manage it. I tried many ways to overcome it, but nothing worked. My manager coached, but I was beyond help. I am surprised I did not have a breakdown! Finally, I realise I could not change myself. So I changed jobs. Instantly, because of different job requirements, my weakness was not a derailer, just an irritant. I leverage my strengths, gain confidence, and eventually, recognition. Back to the salesperson who dislikes admin work. She still dislikes it. She also got promoted and is leading a team, helping them sell, sell, sell. And she is still getting bonuses for doing something she loves - selling. And how is the admin staff doing? Very well! Every salesperson appreciates that he helps them shine. And he gets a share of the team's bonus. When people leverage their strengths, they look forward to work instead of worrying about mistakes they will make. Agree?

‘Fix your weaknesses.' Bosses advise it. Books preach it. We believe it. As a CEO that has coached 100+ leaders, I can definitively say: This is the worst career advice people follow. I remember being a fresh engineering grad on VMware's product marketing team. I watched our GM give an inspiring all-hands—he was funny, charismatic, everything I wasn’t. My conclusion: I'm a bad public speaker. I must become great at it to lead. The more leaders I met, the longer my list of ‘weaknesses to fix.’ My first big project was analyzing growth potential across geographies, for that same executive. Being a natural at analysis, I quickly unified all levers into one metric to track our penetration in different markets. I then spent all of my time improving my presentation skills. In the end, my delivery was mediocre but that metric changed how executives saw our business. Every subsequent win came from my strengths. The more I leaned in, the faster I grew. Two years later, I was placed in the top 2% of the company—despite being below average in many areas. I see the same pattern in every leader I coach: they shine using their strengths, and underperform when copying others. Here’s why: The best careers are built on solving hard problems. This requires Top 1% skills. Focusing on your strengths is the only path to developing Top 1% skills. Here’s the math I’ve observed across hundreds of people: • Work on your weakness: Takes over a decade to get to Top 10% • Work on your strengths: Takes only a couple of years to get to Top 1% See if this rings true in your own career. My advice for developing your strengths: 1. Find Your Superpowers Don't overcomplicate this. Ask people who know you best: 'What am I uniquely great at?' Better yet, ask yourself: 'What seems effortless to me but difficult for my peers?' Hint: this tends to line up with what you love doing. 2. Double Down on them Got a gift for storytelling? Become obsessed. Read every book. Find mentors who share your strength. Don't just be great—become exceptional. 3. Here's the Real Game-Changer: Don't adapt to the role. Adapt the role to you. I’ll give you an example. Early on I watched other leaders do huge team rallies because that's 'what leaders do.' But I was better in small groups. So instead of copying them, I did quarterly 1:1s and intimate team dinners. Took the same time, built deeper connections, played to my strengths. Let me be clear: Don’t completely ignore your weaknesses. But spend most of your time on developing and using your strengths. That’s the key unlock for a 10x career. Take a minute to look at your biggest project. Are you playing to your strengths, or following someone else's formula?

Is your career on the right track? 🤔 In the last year, I've talked to a lot of folks who aren't sure. Some are in jobs that seem stuck in neutral , and others are dealing with significant setbacks like losing a job or being reorganized into a less senior role. When times are tough, I like to remind people (and myself!) that even Steve Jobs got fired from Apple and Sam Altman got fired from OpenAI. Sometimes forces outside our control can thwart our career, but outside forces can also propel us forward. In a new article in Adam Fishman's newsletter, we take a stab at answering a crucial question: ⭐️ Is it time to leave your job? ⭐️ We discuss two frameworks: The Career Escalator and the Reverse 9-Box.      📈 📉 The Career Escalator 📈 📉   Forget the old 'career ladder' analogy. It's time to think of your career as an escalator, where external factors can either propel you forward or hold you back.      🔼 Going up? Look for signs like thriving business, unexpected promotions, a great rapport with colleagues and bosses, ample recognition, and that elusive sense of 'flow' at work.      🔽 Headed down? Warning signs include a missing sense of flow, elusive promotions, and strained relationships with your manager.      📦 The Reverse 9-Box 📦   Flip the traditional 9-Box model on its head. Here, it's not just about your performance, but the skills you possess and the potential of your environment.      Check out the full article (link below) to assess if your career is on the right track: whether you should double down, or make your next move.

One of the most common barriers I observe among professionals seeking advancement is the misconception that confidence must precede capability demonstration, when in reality, the relationship operates in reverse.   Sustainable professional confidence emerges through systematic competence building rather than emotional preparation.   The Progressive Competence Framework: • Incremental Challenge Acceptance: Taking on responsibilities slightly beyond current comfort zones to build capability evidence gradually • Documentation and Reflection: Systematically recording successes, failures, and lessons learned to create tangible proof of growth and adaptation • Safe Practice Environments: Developing new skills through low-risk opportunities before applying them in high-stakes situations • Feedback Integration: Actively seeking input from mentors, colleagues, and supervisors to accelerate learning curves and avoid prolonged trial-and-error   This approach recognizes that imposter syndrome and career anxiety typically stem from insufficient evidence of capability rather than inherent inadequacy.   Each successful navigation of a new challenge builds neurological pathways that support future confidence in similar situations.   The professionals who advance most smoothly don't eliminate doubt - they develop systems for building competence despite doubt, understanding that confidence emerges as a natural byproduct of demonstrated capability.   For those experiencing self-doubt during career transitions, the solution lies in designing deliberate competence-building experiences rather than waiting for confidence to appear spontaneously.   What strategies have you found most effective for building competence in new professional areas?   Sign up to my newsletter for more corporate insights and truths here: https://lnkd.in/ei_uQjju   #deepalivyas #eliterecruiter #recruiter #recruitment #jobsearch #corporate #competencedevelopment #careerconfidence #professionalgrowth #careerstrategist

44% of workers skills will be disrupted in the next five years according to the World Economic Forum Report. The report underscores the importance of cognitive skills and technology literacy amongst others as critical to thriving in the rapidly evolving workplace. These skills are only part of a larger, interconnected framework for strategic capabilities, especially as outlined in My STARR competency model—a model designed to meet the upskilling priorities necessary for the next five years. STARR emphasizes Strategic Acumen, Thinking Differently, Agility, Risk and Sustainability Stewardship, and Technoscience, reflecting the skills leaders need to drive meaningful growth. A key pillar is Technoscience, which blends technology and scientific insights to support complex decision-making and problem-solving. Incorporating Technoscience into our skill development agenda enables leaders and teams to thrive amidst constant change. Here’s how Technoscience within the STARR model can redefine strategic capabilities: ➡️Leverage Technoscience for Strategic Insight: Through AI, Big Data, and neuroscience, leaders can drive data-informed decisions and identify strategic opportunities with unprecedented clarity. Neuroscience, in particular, offers insights into cognitive patterns that help teams understand and harness how people think, learn, and collaborate—key to effective leadership and innovation. ➡️Equip Teams for Advanced Problem-Solving: Technoscience allows us to address challenges with greater precision and agility. AI and Big Data can uncover solutions traditional analysis might miss, enabling organizations to anticipate risks and drive innovation. Combined with cognitive skills like creative thinking, these tools empower teams to solve high-stakes problems that align with strategic objectives. ➡️Enhance Learning and Adaptability with Technoscience: Integrating AI and cognitive science into learning strategies allows for personalized development paths that rapidly upskill employees where they need it most. Leaders who embed Technoscience in their training initiatives foster a workforce that adapts quickly—an essential capability in today’s dynamic business environment. ➡️Position Technoscience as a Strategic Imperative: Within the #STARRcompetency model, Technoscience is more than just a technological boost; it’s a strategic advantage that helps organizations stay competitive. Leaders must see Technoscience as integral to the organization’s broader mission, leveraging it not only for efficiency but as a source of new business opportunities and growth. In essence, Technoscience is the foundation for developing cognitive skills as strategic assets. This leads us to ask: Are we, as leaders, incorporating Technoscience effectively into our leadership approach to create a workforce that is both skilled and strategically empowered to thrive in a technology-driven world? #FolaElevates #FutureOfWork #StrategicLeadership #careerstrategies

Ever felt like your career journey isn’t quite adding up? Just yesterday, I spoke with someone who spent over a decade in a PSU, followed by a full-time MBA. Like many, he expected this major qualification shift to open new doors. But despite doing well, the roles he landed post-MBA didn’t align with what he truly wanted. I see this often—people put their hearts into building a better career, but the next step doesn’t match their ambitions. When people reach out to me for career advice, I notice a common theme. The issue isn’t in their qualifications or experience—it’s in how their story is told. The dots don’t connect, the narrative isn’t clear, and it’s hard to see how their past leads to where they want to go. If this sounds familiar, you’re not alone. Many professionals, especially during transitions, face this lack of clarity. Here are a few tips to realign your career narrative: 1️⃣ 𝐊𝐧𝐨𝐰 𝐘𝐨𝐮𝐫 𝐒𝐭𝐨𝐫𝐲 Reflect on the bigger picture. What’s the narrative of your career? It’s not just a list of roles but a series of experiences that lead somewhere. How does each chapter contribute to who you are today and where you want to go next? 2️⃣ 𝐇𝐢𝐠𝐡𝐥𝐢𝐠𝐡𝐭 𝐓𝐫𝐚𝐧𝐬𝐟𝐞𝐫𝐚𝐛𝐥𝐞 𝐒𝐤𝐢𝐥𝐥𝐬 Titles and responsibilities are important, but they don’t tell the whole story. Focus on the skills you’ve gained. 𝘞𝘩𝘢𝘵 𝘴𝘪𝘨𝘯𝘪𝘧𝘪𝘤𝘢𝘯𝘵 𝘱𝘳𝘰𝘣𝘭𝘦𝘮 𝘥𝘪𝘥 𝘺𝘰𝘶 𝘴𝘰𝘭𝘷𝘦? These transferable skills matter across industries—make them stand out. 3️⃣ 𝐃𝐞𝐟𝐢𝐧𝐞 𝐘𝐨𝐮𝐫 𝐂𝐨𝐦𝐩𝐞𝐭𝐞𝐧𝐜𝐢𝐞𝐬 What are your core strengths? Competencies—like leadership, critical thinking, and innovation—are what drive performance. Be clear about these and make sure they shine in your CV and conversations. 4️⃣ 𝐀𝐥𝐢𝐠𝐧 𝐘𝐨𝐮𝐫 𝐂𝐕 𝐰𝐢𝐭𝐡 𝐭𝐡𝐞 𝐍𝐞𝐱𝐭 𝐑𝐨𝐥𝐞 Your CV shouldn’t just be a record of the past. It’s a bridge between where you’ve been and where you’re headed. Tailor it to the role you’re seeking, and clearly show how your experience makes you the best fit. 5️⃣ 𝐆𝐞𝐭 𝐂𝐥𝐞𝐚𝐫 𝐨𝐧 𝐘𝐨𝐮𝐫 𝐄𝐧𝐝 𝐆𝐨𝐚𝐥 Clarity starts with knowing where you want to go. Often, it’s not the CV that’s the problem—it’s not having a clear vision of your next step. The clearer your goal, the easier it is to craft your story. Remember, 𝐲𝐨𝐮𝐫 𝐜𝐚𝐫𝐞𝐞𝐫 𝐢𝐬 𝐚 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. The story you tell should not only reflect where you’ve been but also where you’re headed—and, more importantly, where you want to go, with 𝐜𝐨𝐧𝐯𝐢𝐜𝐭𝐢𝐨𝐧 and 𝐩𝐮𝐫𝐩𝐨𝐬𝐞. What story is your career telling? #CareerShifts #CareerDevelopment #ContinuousLearning #GrowthMindset

In a recent conversation with a middle manager exploring a career pivot, we touched upon something I find increasingly relevant as a career coach - 𝗰𝗼𝗺𝗽𝗲𝘁𝗲𝗻𝗰𝘆 𝘀𝗵𝗮𝗽𝗲𝘀. We often hear of: - I shaped professionals – deep expertise in one area - T shaped professionals – depth in one, breadth across a few - Pi shaped professionals – depth in two areas But what’s becoming far more relevant today is the 𝗰𝗼𝗺𝗯-𝘀𝗵𝗮𝗽𝗲𝗱 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹 - someone with 𝗮𝘄𝗮𝗿𝗲𝗻𝗲𝘀𝘀 𝗮𝗰𝗿𝗼𝘀𝘀 𝗺𝘂𝗹𝘁𝗶𝗽𝗹𝗲 𝗱𝗼𝗺𝗮𝗶𝗻𝘀 𝗮𝗻𝗱 𝗱𝗲𝗽𝘁𝗵 𝗶𝗻 𝘀𝗲𝘃𝗲𝗿𝗮𝗹 𝗮𝗿𝗲𝗮𝘀. And here’s the key insight: - This is no longer just for senior management. - It is relevant at every stage - from undergraduate admissions to internships to job interviews. So how do we build multiple areas of specialization? For 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹𝘀: - Step beyond your functional silo - Volunteer for cross-functional projects - Engage in problem-solving outside your core domain For 𝘀𝘁𝘂𝗱𝗲𝗻𝘁𝘀: - Explore platforms like Coursera, edX, etc. to build foundational knowledge across disciplines - Participate in diverse school/college activities - clubs, competitions, events - Build layered experiences that reflect curiosity and adaptability The goal is not to “𝗸𝗻𝗼𝘄 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴” but to develop 𝘀𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲𝗱 𝗲𝘅𝗽𝗼𝘀𝘂𝗿𝗲 + 𝘀𝗲𝗹𝗲𝗰𝘁𝗶𝘃𝗲 𝗱𝗲𝗽𝘁𝗵. As competency models evolve, so must our approach to careers. The future belongs to those who can 𝗰𝗼𝗻𝗻𝗲𝗰𝘁 𝗱𝗼𝘁𝘀 𝗮𝗰𝗿𝗼𝘀𝘀 𝗱𝗼𝗺𝗮𝗶𝗻𝘀, 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝗼𝗽𝗲𝗿𝗮𝘁𝗲 𝘄𝗶𝘁𝗵𝗶𝗻 𝗼𝗻𝗲. Would love to hear - how are you building your “comb”? Pic credit: Lessons from 2020: Future-Proofing Skill Sets for Uncertain Times #CareerCoaching #FutureOfWork #CompetencyModels #LifelongLearning #Students #Professionals

Senior professionals don't lack experience. They lack direction. What separates candidates who get offers from those who get "we'll be in touch"? They know their Ikigai. Ikigai is the intersection of: → What you love → What you're good at → What the world needs → What you can be paid for When you nail it, you become the person they can't afford to lose. Here's why it matters: Hiring managers can teach skills. But they can't teach purpose. When you're clear on your Ikigai, your answers have conviction, your energy shifts, and your vision aligns with theirs. When you're chasing titles instead of purpose? You sound like everyone else. Here's how to find your Ikigai: 1. Identify what fuels you vs. what drains you. Make two lists: Energy drainers and energy creators. Your Ikigai lives in what energizes you. 2. Map your natural strengths. Ask yourself: "What do people always ask me for help with?" "What comes naturally to me that others find difficult?" Write down 3-5 core strengths. 3. Identify problems that make you angry. Not frustrated. Angry. What industry dysfunction keeps you up at night? What broken process makes you think, "There has to be a better way"? That's your mission. 4. Find where these intersect with market demand. Research: → What companies are solving these problems? → What roles exist at this intersection? → Who's hiring for this work? If there's demand, you've found your lane. 5. Reframe your interview answers through Ikigai. Weak answer: "I'm excited about the company's growth." Strong answer: "I've spent my career solving one core problem: helping high-growth companies scale without losing culture. That's where I do my best work—and it's exactly the challenge you're facing." That's not a pitch. That's alignment. 6. Test your Ikigai before accepting. Ask yourself: → Will this energize me? → Does it leverage my strengths? → Am I solving problems I care about? If any answer is "no," you're not landing your dream job. You're accepting a paycheck. Ikigai isn't just philosophy. It's a strategic advantage. Because when you know what you're built to do, you interview with clarity, not desperation. Are you clear on your Ikigai, or are you still guessing? Follow me for strategies that turn career clarity into career momentum.