Career Development & Professional Growth

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.

“Women and People of Color are over mentored and under sponsored.” I shared this during yesterday’s Gallup and WOHASU ® Women’s Wellbeing Panel because it’s a reality we must confront. 💡Research from the Center for Talent Innovation reveals the stark truth: • 71% of sponsors say they’re helping protégés advance, but only 30% of protégés agree. • The numbers are even more troubling for Black employees, with just 5% feeling sponsored in their workplaces. Sponsorship isn’t just about guidance—it’s about action. Sponsors advocate, open doors, and use their influence to elevate others. Here’s what sponsorship looks like in practice: • Advocating for high-visibility projects: Recommending someone for a leadership role or a game-changing initiative. • Speaking up in key rooms: Endorsing their abilities and readiness for promotions during executive discussions. • Leveraging personal networks: Making introductions that lead to pivotal career opportunities. I’m forever grateful to my former boss, Jim Clifton, for being not just a mentor but a true sponsor in my career. His advocacy transformed my opportunities and trajectory in ways I’ll never forget. Sponsorship isn’t just a ‘nice-to-have’—it’s a necessity for building equitable workplaces. Who are you sponsoring? How can we do better? Let’s continue this important conversation. #EquityInAction #Leadership #WomenInLeadership #SponsorshipMatters #Gallup #WOHASU

I remember I was heading into a board meeting when our office janitor, Mr. Ellis, stopped me. He said, "Your name tag's upside down." My first instinct? → Brush it off. → Pretend I didn't need help. → Protect my pride. Instead, I paused and said, "Thanks for looking out for me." He smiled and replied, "Doesn't matter your title. You represent all of us when you walk into that room." That single moment with Mr. Ellis's big brown eyes shifted how I viewed leadership forever. Six months later, I stood in that same boardroom, presenting a critical strategy. Not because I knew everything. But because I walked in carrying the quiet confidence that comes from respecting everyone who makes our work possible, from the janitor to the CEO. And respect carries more weight than any title ever could, regardless of the room you're in. Here's what most professionals get wrong: They think career growth is about impressing those above them. They forget that everyone, from the janitor to the CEO, sees how you really show up. They underestimate the wisdom in people that society often overlooks. But the highest-impact leaders I've coached share one trait. They lead with respect. → They treat every person like they matter. → They know trust isn't reserved for titles. → They understand influence starts with how you make people feel. That's how careers grow, not just in skill but in humanity. The C.H.O.I.C.E.® Framework makes this real: Courage: Stand for dignity, even when no one's watching. Humility: Know you're not above anyone. Openness: Learn from every voice. Integration: Turn respect into everyday actions. Curiosity: Ask people about their stories. Empathy: See the person behind the role. Here's how to start leading with respect and grow your career: ✅ Start small. → Thank someone whose work often goes unseen. → Respect is built in micro-moments that matter. ✅ Listen deeply. → Instead of dismissing someone's input, ask: → "What do you see that I might be missing?" ✅ Model humanity. → Show others how to treat people well, no matter their title. → Respect shapes culture and careers. The more senior you become, the more your treatment of junior staff defines you. Your peers judge your character not by how you handle power but by how you treat those without it. 💭 Who's someone "behind the scenes" who taught you about leadership? ♻️ Tag someone who leads with humanity. ➕ Follow Loren Rosario - Maldonado, PCC, for career coaching that's human to the core.

𝗬𝗼𝘂 𝗱𝗼𝗻’𝘁 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗼𝘃𝗲𝗿𝗲𝘅𝘁𝗲𝗻𝗱 𝘁𝗼 𝗯𝗲 𝗮 𝗴𝗿𝗲𝗮𝘁 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲. - You need clarity. - You need respect. - You need space to protect your well-being. Some of the hardest lessons I’ve learned didn’t come from being treated unfairly. They came from not setting boundaries soon enough. If you want to thrive at work without burning out, here are 5 boundaries worth setting (and none of them make you “difficult”): ☝🏼 𝗥𝗲𝘀𝗽𝗲𝗰𝘁 𝘆𝗼𝘂𝗿 𝗼𝗳𝗳-𝗵𝗼𝘂𝗿𝘀 → Just because you can reply after 7pm doesn’t mean you should. ✌🏼 𝗦𝗮𝘆 𝗻𝗼 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝗴𝘂𝗶𝗹𝘁 → Your value isn’t tied to being constantly available. 🤟🏼 𝗦𝗽𝗲𝗮𝗸 𝘂𝗽 𝘄𝗵𝗲𝗻 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗳𝗲𝗲𝗹𝘀 𝗼𝗳𝗳 → Silence helps no one. Especially not you. 🖖🏼 𝗗𝗼𝗻’𝘁 𝗰𝗼𝗻𝗳𝘂𝘀𝗲 𝗸𝗶𝗻𝗱𝗻𝗲𝘀𝘀 𝗳𝗼𝗿 𝗼𝗯𝗹𝗶𝗴𝗮𝘁𝗶𝗼𝗻 → You can be helpful without being a doormat. 🖐🏼 𝗧𝗿𝗲𝗮𝘁 𝘆𝗼𝘂𝗿 𝗰𝗮𝗿𝗲𝗲𝗿 𝗹𝗶𝗸𝗲 𝘆𝗼𝘂𝗿𝘀—𝗻𝗼𝘁 𝘁𝗵𝗲𝗶𝗿𝘀 → Invest in what helps you grow, not just what keeps others comfortable. Boundaries aren’t walls. They’re doors to healthier, more sustainable careers. What’s one boundary you’ve set that changed the way you work?

Constant change is the new normal—making rigid 10-year career plans a thing of the past. Mark Murphy's latest Forbes article reveals that the professionals who succeed today aren’t those who stick to linear schedules, but those who cultivate key habits (like learning fast and growing networks), challenge themselves before feeling “ready,” and consistently review their trajectory to remain adaptable. My Perspective: "Strategic Flexibility" I'm honored to have Mark feature my insights on strategic flexibility as a critical pillar for modern career success. Instead of betting on a single path: build a portfolio of skills, relationships, and options—what I call “optionality.” It’s about conducting regular assessments: ➤ Are my skills transferable across industries? ➤ Do my connections span diverse fields? ➤ What new opportunities might be unlocked by expanding my scope and perspectives? FACT: Traditional planning is outdated because the world—and each career—changes quickly. The new advantage isn’t predicting the future perfectly but thriving through flexibility: investing in skills, embracing side projects, and seeing every shift as a source of growth. Thanks again to Mark Murphy for including me in this critical conversation and for continuing to surface the mindsets that help leaders and teams grow. Link to the full article: https://rb.gy/dzqq23 Coaching can help; let's chat. Enjoy this? ♻️ Repost it to your network and follow Joshua Miller for more tips on coaching, leadership, career + mindset. #Leadership #Change #CareerAdvice #ExecutiveCoaching #ProfessionalDevelopment #Strategy

My 7 biggest mistakes in managing my career early on were: 1. Expecting my manager, HR and/or the company to develop my career 2. Thinking that working hard alone will help me grow 3. Thinking I had to finish everything 4. Focusing only on my direct scope 5. Comparing myself to others 6. Keeping my work to myself 7. Not building a network Anyone reading this who has the same struggles, here’s my advice: 1. You own your career; take the initiative. Your manager, HR, and the broader organization are there to support you.     2. Working hard is not enough. Seek to understand which skills and competencies are required for the next level and work towards these.     3. There will always be more work than we can do. Pace yourself and focus on the few things that have the biggest impact.     4. Lean on curiosity. Ask questions to expand your understanding and take initiative on opportunities/challenges you identify, even if beyond your scope.     5. Be inspired by others, but obsess over how you can improve compared to yourself from yesterday. Everyone's journey is different.     6. Make your work visible, with a clear intention of improving it through feedback and scaling its impact.     7. It takes a village to grow. Build a network of mentors from whom you can seek guidance and sponsors to advocate on your behalf. What else do you struggle with in your career journey? I will advise as best as I can from my experience. ----- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

Mentorship alone, won't get you very far. Having an Executive Sponsor will. Yet, only 5% of Latinos report having a sponsor in their career. An Executive Sponsor is an ＡＤＶＯＣＡＴＥ. They are the ones who use their influence to secure new opportunities for you! Whether it’s more money, visibility, being benched for a leadership role, or giving you stretch assignments, they put their reputation on the line for you. Here’s how you can find a Career/Executive Sponsor: 1. 𝘼𝙨𝙨𝙚𝙨𝙨 𝙮𝙤𝙪𝙧 𝙘𝙖𝙧𝙚𝙚𝙧 𝙜𝙤𝙖𝙡𝙨 𝙖𝙣𝙙 𝙣𝙚𝙚𝙙𝙨 - Define your short-term and long-term career objectives - Identify areas where you need support or advocacy - Research potential sponsors within your organization 2. 𝙇𝙤𝙤𝙠 𝙛𝙤𝙧 𝙨𝙚𝙣𝙞𝙤𝙧 𝙡𝙚𝙖𝙙𝙚𝙧𝙨 1-2 𝙡𝙚𝙫𝙚𝙡𝙨 𝙖𝙗𝙤𝙫𝙚 𝙮𝙤𝙪 - Focus on those with influence and decision-making power - Consider leaders outside your direct reporting line 3. 𝘿𝙚𝙢𝙤𝙣𝙨𝙩𝙧𝙖𝙩𝙚 𝙮𝙤𝙪𝙧 𝙫𝙖𝙡𝙪𝙚 𝙖𝙣𝙙 𝙥𝙤𝙩𝙚𝙣𝙩𝙞𝙖𝙡 - Consistently deliver high-quality work; show your impact - Take on challenging projects and exceed expectations - Make your accomplishments visible to leadership and be ready to advocate for yourself 4. 𝘽𝙪𝙞𝙡𝙙 𝙧𝙚𝙡𝙖𝙩𝙞𝙤𝙣𝙨𝙝𝙞𝙥𝙨 𝙬𝙞𝙩𝙝 𝙥𝙤𝙩𝙚𝙣𝙩𝙞𝙖𝙡 𝙨𝙥𝙤𝙣𝙨𝙤𝙧𝙨 - This is SO important and probably the most time-consuming because it takes time to nurture relationships but it’s critical to build trust before you make an ask) - Attend company events and network with senior leaders - Seek opportunities to work on cross-functional projects - Schedule informational interviews to learn about their career paths 5. 𝙈𝙖𝙠𝙚 𝙖 𝙛𝙤𝙧𝙢𝙖𝙡 𝙧𝙚𝙦𝙪𝙚𝙨𝙩 𝙛𝙤𝙧 𝙨𝙥𝙤𝙣𝙨𝙤𝙧𝙨𝙝𝙞𝙥 𝙩𝙤 𝙖𝙧𝙩𝙞𝙘𝙪𝙡𝙖𝙩𝙚 𝙮𝙤𝙪𝙧 𝙨𝙥𝙤𝙣𝙨𝙤𝙧𝙨𝙝𝙞𝙥 𝙣𝙚𝙚𝙙𝙨 - Schedule a meeting to discuss the possibility of sponsorship and be specific about what type you’re seeking - Present your achievements, goals and potential - Highlight how your success could benefit them and the organization - Nurture the sponsorship relationship 6. 𝙆𝙚𝙚𝙥 𝙮𝙤𝙪𝙧 𝙨𝙥𝙤𝙣𝙨𝙤𝙧 𝙞𝙣𝙛𝙤𝙧𝙢𝙚𝙙 𝙤𝙛 𝙮𝙤𝙪𝙧 𝙥𝙧𝙤𝙜𝙧𝙚𝙨𝙨 𝙖𝙣𝙙 𝙖𝙘𝙝𝙞𝙚𝙫𝙚𝙢𝙚𝙣𝙩𝙨 - Ask for feedback and act on their advice _ Look for ways to support your sponsor's objectives. A relationship goes two ways! It’s reciprocal and should be a win-win It’s time to move beyond mentorship and start securing the sponsorship you deserve. Sponsorship is the silver bullet you need to advance in your career. Have you had an Executive Sponsor? Share your experience and let’s learn from each other! 

16 brutal career truths I know at 32 (That I wish I knew at 22) I've made a lot of mistakes over the last 15 years, Learn these lessons so you don't have to: 1/ If your team isn't delivering, look in the mirror. ↳ I used to blame my team. ↳ In reality, leadership failures always cascade. 2/ Life isn't fair. ↳ I watched less qualified people get promoted. ↳ I saw brilliant ideas get ignored. Fair is a children's word. Just be prepared. 3/ No one is thinking about you. ↳ They're too busy thinking about themselves. ↳ Let that free you. 4/ You're always risking something. ↳ Stay too long? Risk stagnation. ↳ Making change? Risk failure. The only choice? Which risk to take. 5/ Goals without habits are just wishes. ↳ Goals don’t change careers. ↳ Actions do. 6/ Being "resilient" isn't enough. ↳ You can’t just bounce back from setbacks. ↳ They need to make you stronger. 7/ Becoming exceptional means being lonely. ↳ Not everyone will understand your goals. ↳ Get comfortable with it. 8/ Hard work is wasted without visibility. ↳ I thought great work speaks for itself. ↳ It doesn’t - your work needs advocates. 9/ "Someday" is where dreams go to die. ↳ Someday should be labeled as "never." ↳ Either get started or admit it’ll never happen. 10/ The world runs on the 80/20 rule. ↳ 20% of your actions create 80% of your results. ↳ Start obsessing over that 20%. 11/ If you don't communicate, people assume the worst. ↳ Silence creates anxiety. ↳ Set expectations early and often. 12/ Taking responsibility beats being right. ↳ Excuses don’t create results. ↳ Stop explaining. Start solving. 13/ Courage never feels like courage. ↳ It feels like: "Oh god, oh god, oh god." ↳ Courage only feels good in the rearview mirror. 14/ Not everyone should like you. ↳ The day I stopped trying to please everyone, ↳ I started doing my best work. 15/ You won't be great at everything. ↳ Find your superpowers. ↳ Hire experts for the rest. 16/ The market rewards value, not effort. ↳ Nobody cares how hard you worked. ↳ They care what you can do for them. The truth hurts. But it builds successful careers. What career truth resonates most? — ♻️ Share this with someone who needs these reminders. 📌 Want more like this? 1. Follow me (Will McTighe) 2. Sign up for my newsletter: https://lnkd.in/gKzZUq-b

Deborah Liu was a long-time VP at Facebook where she built and launched multiple billion-dollar businesses, including Facebook Marketplace. Prior to Facebook, she was a Director at PayPal and eBay. She now serves on the board of Intuit and, for the past 3.5 years, has led Ancestry as CEO. In our conversation, we discuss: 🔸 Why you should PM your career like you PM your product 🔸 Advice for succeeding as an introvert 🔸 Strategies for incubating new products within large companies 🔸 Creating a successful 30-60-90-day plan 🔸 The pitfalls of perfectionism 🔸 The value of resilience and turning failures into stepping stones 🔸 How to leverage coaching in your career development 🔸 Much more Listen now 👇 - YouTube: https://lnkd.in/gvpRD46V - Spotify: https://lnkd.in/gqEQUcKQ - Apple: https://lnkd.in/gmNhk9f2 Some key takeaways: 1. Treat your career like a product roadmap. Start by defining your long-term career goals and envision where you want to be in 5 or 10 years. Break these goals down into smaller, actionable milestones, similar to setting quarterly objectives for a product. Develop a career plan that includes key skills to acquire, roles to target, and metrics for success. Regularly review and adjust this plan based on your progress and any new opportunities or changes in your industry. 2. Introverts need to learn to speak up. Whether you like it or not, the business world favors extraversion. So if you don’t share your opinions and market your wins, you’ll limit your career progression. If you’re a leader, focus on creating an inclusive environment where your entire team has an opportunity to speak up, not just those who are naturally confident in group settings. 3. If the idea of self-promotion makes you feel uncomfortable, consider changing your perspective on what this process achieves. Think about it as a way of advocating for your team’s needs and resources, or sharing important metrics you’ve all achieved. When we shift the focus from “This is about me” to “This helps everyone,” the value of self-promotion becomes far clearer—and much more palatable. 4. When starting a new role, create a structured 30-60-90-day plan: a. 30 days (listening and learning): Meet with as many team members and stakeholders as possible (aim for 50 to 60 people) to understand their perspectives, challenges, and wish lists. b. 60 days (aligning and planning): Based on your learnings, identify one or two areas where you can make a tangible impact in the short term. Develop a plan to address these areas and present it to your team. c. 90 days (execution and impact): Begin implementing the plans and changes that have been agreed upon. Focus on delivering quick wins to build credibility and demonstrate value. At the end of the 90 days, review your achievements and the feedback received.

One of the hardest lessons I’ve learned in my career is this: No one will advocate for you the way you can advocate for yourself. When I first entered the professional world, I thought my work would speak for itself. I believed that if I put my head down, worked hard, and delivered great results, recognition and opportunities would naturally follow. But here’s what I discovered: While hard work is essential, visibility is just as important. It took observing how others approached their careers to realize this: The people who often get ahead aren’t just hardworking — they’re intentional about making their contributions known. They speak up in meetings, share their goals openly, and make sure their achievements don’t go unnoticed. That realization changed the way I approached my career. I began to see the importance of not just doing the work, but owning my voice and advocating for myself. Here’s what I’ve learned along the way about self-advocacy: 1. Track your accomplishments. I started keeping a journal where I noted key projects, results, and positive feedback. When performance reviews came around, I didn’t have to scramble to prove my value. I had it documented. 2. Ask for what you need. Whether it’s a promotion, mentorship, resources, or even a clearer direction, I learned to be upfront about my goals. 3. Speak up. This was the hardest for me. I used to hold back, worried my ideas weren’t “good enough.” But I realized that staying silent wasn’t helping anyone, not me, not my team, and not the organization. Advocating for yourself isn’t about arrogance or entitlement, it’s about honoring your value. It’s about recognizing that your hard work, skills, and ideas are worth being seen, heard, and rewarded. If I could go back and tell my younger self one thing, it would be this: Don’t wait for someone else to notice your potential. Take the first step. Speak up. Celebrate your wins. Ask for what you need. Your career is yours to build, and no one else will fight for it as fiercely as you can. #StephSynergy