Career Change Confidence

80% of feedback never changes behavior. Not because people don’t care… But because of how it’s delivered. Your style and tone makes a difference. The feedback you give can spark change or trigger resistance. It’s not about being “nice” or “tough.” It’s about being strategic. Here are 5 approaches that turn tough conversations into growth opportunities: 1. COIN Method For when performance needs a reset. Most people jump straight to criticism. But starting with context creates safety. “In yesterday’s meeting…” feels specific. “You always…” feels like an attack. The magic is in the Next step: Don’t just point out problems. Co-create solutions. 2. SBI Model For when you’re recognizing wins or addressing gaps. Vague praise like “Great job” doesn’t teach. Specific feedback does. “When you asked that clarifying question, the client leaned in…” That’s something they can actually repeat. 3. STAR/AR Method For when someone’s ready to level up. Most feedback looks backward. This one builds forward. Review what happened → then explore alternatives. You’re not just fixing mistakes. You’re expanding capacity. 4. DESC Script For when you need to set boundaries. Boundaries don’t push people away. They build trust. The key is Express. Own your experience without blame. “I feel…” lands. “You make me feel…” doesn’t. That’s how accountability shifts. 5. GROW Model For when someone needs guidance, not answers Old-school feedback = “Here’s what to do.” GROW = “Let’s uncover it together.” The power move? Stay curious longer. Ask “What else?” at least 3 times. The best ideas usually come last. One more truth: timing beats technique. Give feedback within 48 hours when memory is fresh. Don’t fire off complaints in the moment. And don’t wait for the once-a-year performance review. Find the sweet spot where perspective is clear and the moment still matters. That’s when feedback creates growth. ♻️ Repost if this helps you (or your team) have conversations that actually create change. 👉 Follow Desiree Gruber for more tools on storytelling, leadership, and brand building.

If you want credit for your work, stop waiting for someone else to notice. Most professionals think self-promotion means bragging. That it's a choice between being liked and being recognized. They're wrong about the problem. The issue isn't that you're promoting yourself. It's that you're doing it badly. Watch what happens when you lead with ego. Someone says "I'm amazing at strategy" in a meeting when nobody asked. A colleague drops their MBA into every conversation about budgets. These moments don't just fall flat. They quietly teach people something about you. Now watch the opposite. When project management comes up, you mention the workflow you created that eliminated bottlenecks. When someone struggles with a difficult client, you share the approach you developed that turned things around. You're not bragging. You're solving their problem. This is what it means to lead with impact, not ego. The second method works even better: strategic storytelling. Instead of announcing you're good at something, share what happened. Tell the story of inheriting a failing project and the three decisions that saved it. Focus on the lessons other people can apply. People forget boasts. They remember stories. Self-promotion doesn't fail because you're talking about yourself. It fails because you're making it about yourself. Here's what most professionals miss. People decide two things when you talk about your work: ↳ Is this useful to me? ↳ Or is this just ego? Some professionals only share wins. Titles, promotions, achievements. But no lessons, no value. Others stay silent entirely. Nobody knows what they've learned or what they can do. The best self-promotion provides value first. The credibility follows. This is why professionals who master this advance faster. They're visible without being obnoxious. They get credit without directly asking for it. Everyone else is still choosing between being known and being helpful. 💡 Share this with someone who deserves more recognition for their work. ➡️ Follow Dorie Clark for more on building influence without feeling like you're bragging.

Beyond the Brag: Building Your "Impact Portfolio" Before Promo Season Hits It's promo season at Google, and I'm helping colleagues craft their promo packets. This behind-the-scenes look reveals a crucial truth: building your "impact portfolio" before the pressure hits is key. The promo process at Google (and many other companies) involves telling a compelling story of your contributions, backed by evidence, to convince peers you deserve a promotion. It can sometimes feel like bragging. But waiting until promo season to gather evidence is like cramming for a final exam. Instead, let's approach our careers with a continuous "impact portfolio" mindset. ✨ Capture "Impact Moments" Regularly ✨ Don't wait for formal reviews. As you complete projects, launch initiatives, or solve complex problems, document the key details: what you did, the impact it had, and any quantifiable results. Think of it as your own personal "highlight reel." ✨ Reframe "Bragging" as Storytelling ✨ Self-advocacy isn't about showing-off; it's about telling a compelling story of your contributions. Focus on the "why" behind your work and the value it created. ✨ Seek Feedback Beyond Performance Reviews ✨ Proactively ask for feedback throughout the year. Not just on what you did, but on how you did it. This provides valuable insights into your strengths and areas for growth. ✨ Build Your Network ✨ Your network is your extended "impact portfolio." People who have witnessed your contributions firsthand can be powerful advocates. Nurture those relationships. ✨ Quantify Your Impact ✨ Whenever possible, use numbers and data to illustrate your accomplishments. "Increased efficiency by X%," "Saved the team Y hours," "Led to Z revenue." These metrics make your impact tangible. The goal isn't just to ace the promo packet. It's to build a consistent narrative of impact that reflects your growth and value over time. When it comes time to advocate for yourself, you won't be scrambling to remember your accomplishments. You'll have a rich portfolio of evidence, ready to tell your story. If you haven't started building your impact portfolio, there's no better time than now. Your future self will thank you.

One of the most common questions I get asked, especially when I speak at tech events, is this: "How do I handle feedback and turn it into a tool for growth?" Feedback can feel tricky sometimes. I get it - you’re putting your work, your ideas, your skills out there, and then someone comes back and tells you it’s not quite right. It can sting, right? I’ve been there too. But here’s the thing - how you respond to feedback can either fuel your career growth or quietly hold you back. Let me explain. When you approach feedback with the wrong attitude, whether it’s defensiveness, dismissiveness, or even avoidance, you’re shutting the door to potential improvement. Imagine building a great product and ignoring feedback because, "It works fine for me!" It sounds ridiculous, but that’s exactly what a wrong attitude to feedback looks like. However, let me show you how I make feedback a tool for growth: 👉 I detach my ego from my work: I understand that sometimes comments on our work can get to us, but it’s a lot easier when I remind myself that my work or ideas are not me specifically. I consciously choose not to see feedback as an attack but as an opportunity to make my work better. 👉 I ask for clarification: Sometimes, people just want to talk or make vague comments, and I ensure that I filter things properly by asking the right questions. If the feedback isn’t clear, I ask for examples or specifics. I’ll say things like, “Can you show me what you mean?” or “What would you suggest as an improvement?” This helps me turn vague critiques into actionable insights. 👉 I create a feedback loop: After implementing feedback, I follow up by asking, “Does this solve the issue you pointed out?” This shows I’m proactive and allows me to openly communicate, making feedback even more effective. The right attitude to feedback can transform how you grow in your career. Use it as a tool to refine and elevate your work rather than something to fear. I hope this helps someone. See you in the future! Samuel Lasisi #linkedin #feedback #career #tech #uxdesign #uiuxdesign

You don’t need to do more to stand out. You need to be more seen. Too many brilliant professionals- especially women - are: Overdelivering. Burning out. Still feeling overlooked. Why? → Because many of are socialized to believe that hard work alone will get us noticed. → That competence will automatically lead to recognition. → That speaking up is arrogance. → That self-promotion is selfish. But in many organizations, what gets seen gets valued. And what gets valued gets rewarded. Research from the Center for Talent Innovation shows that people who are known for their work are 2x as likely to be promoted. Visibility, when done right, isn’t vanity. It’s value. It’s how we shift from being the best-kept secret to being seen as a strategic leader.. Here are 7 practical ways to stand out - without working 24/7: 🔹 1. Make Your Work Visible Great work doesn’t speak for itself. You do. → Share wins in meetings. → Share impact: “Here’s the impact this had...” 🔹 2. Say No to Low-Leverage Work If everything feels urgent, nothing feels strategic. → Ask: “Is this the highest use of my time?” → Let go of hero mode. Choose high-value work. 🔹 3. Speak Up - Before It’s Perfect Waiting for “perfect” means missing moments. → Share early ideas. → Try: “This is still evolving, but here’s where I’m at…” 🔹 4. Build Strategic Relationships Visibility is amplified by connection. → Map your influence circle. → Ask: “How can I support their success?” 🔹 5. Ask for Feedback - Before They Offer It Don’t wait for performance reviews. → Say: “How could I improve this?” → Show that you’re coachable and committed. 🔹 6. Communicate with Story, Not Status People remember transformation, not tasks. → Share: “Here was the problem → what I tried → what happened.” → Make your impact visible - with heart. 🔹 7. Protect Your Energy Like It’s Gold Exhaustion ≠ effectiveness. → Block deep work time. → Try: “I’m unavailable now, but can circle back by ...” You don’t have to prove your worth by overworking. You prove it by leading with clarity, not just effort. 💬 Which shift will you start with? 📌 Save this. 🔁 Repost to support someone doing great work behind the scenes. 🔔 Follow Bhavna Toor for more on conscious leadership.

As a creator who successfully transitioned into agency ownership, I've gained distinctive insights into the challenges faced by those seeking to monetize their online presence. While the creator economy offers immense potential, many talented individuals struggle to translate their passion into profit. Here are three common pitfalls I've observed: Lack of Business Acumen: While creativity is essential, a solid understanding of sales and marketing is crucial for effective monetization. Many creators lack the business skills needed to price their work, negotiate deals, and promote their offerings effectively. Hesitation to Self-Promote: Many creators are hesitant to market themselves and their work, fearing it may come across as boastful or inauthentic. However, effective self-promotion is essential for building an audience and attracting potential clients or customers. Limited Experience or Guidance: Starting a successful online business requires more than just talent and passion. It necessitates experience, mentorship, and a willingness to learn from mistakes. Many creators lack the guidance and resources needed to navigate the complexities of the creator economy. If you're struggling to monetize your online presence, here are some actionable solutions: 📌Invest in Business Education: Consider taking courses or workshops on sales, marketing, and entrepreneurship to develop essential business skills. 📌Embrace Self-Promotion: Craft a compelling personal brand and communicate your value proposition clearly and confidently. 📌 Seek Mentorship: Connect with experienced creators or business coaches who can offer guidance and support. 📌Refine Your Offering: Ensure your products or services meet a genuine need in the market and are priced appropriately. 📌Experiment and Learn: Don't be afraid to try new approaches, track your results, and iterate based on feedback. Remember, monetizing your creativity is achievable with the right strategies and mindset. By addressing these common challenges, you can unlock the full potential of your online presence and turn your passion into a thriving business.

Yesterday I led a workshop for women in private equity, and one theme kept surfacing: self-advocacy feels impossible when you’re already fighting to belong. It's the paradox these women face every day. They need to speak up more to get noticed, but when they do, they risk being labeled “aggressive.” They need to promote their wins, but they’ve been socialized to let their work speak for itself. They need to build relationships and visibility, but the informal networks often happen in spaces where they’re not invited. Nevertheless, self-advocacy isn’t optional, especially for women working in male-dominated industries. Research shows that women’s contributions are systematically attributed to others, that our ideas need to be repeated by men to be heard, and that our expertise is questioned more frequently than our male colleagues’. Self-advocacy isn’t about being pushy or aggressive. It’s about being intentional with your voice and strategic about your visibility. Here are four concrete ways to advocate for yourself starting today: 1. Master the “credit redirect” When someone repeats your idea, immediately respond with: “Thanks, John. I’m glad you’re building on the solution I proposed earlier. Let me expand on that framework…” This reclaims YOUR ownership while maintaining professionalism. 2. Document your wins in real-time Keep a “victory log” on your phone. After every meeting where you contribute, jot down what you said and any positive responses. Reference these specifics in performance reviews and promotion conversations. 3. Practice strategic amplification Find one trusted colleague who will amplify your contributions in meetings. Agree to do the same for them. When they share an idea, respond with: “Sarah’s point about the data analysis is exactly right, and it connects to…” This mutual support system works. 4. Lose the “self-shrinking” language.  Stop saying “I’m sorry to bother you.” Stop saying “Maybe we could…” Stop saying “I’m wondering if…” Stop saying “I’ll make it quick.” Take up space. Make your mark. Trust that you and your ideas are worthy of other people’s time, energy, and attention (and most certainly your own as well.) The reality is that in many industries, we’re still fighting to be heard. But we don’t have to fight alone, and we don’t have to wait for permission to advocate for ourselves. Your ideas deserve to be heard and you deserve credit for the value you bring. What’s one way you’ve learned to advocate for yourself at work? The women in yesterday’s workshop had some brilliant strategies to share too. #womenleaders #privateequity #womeninmaledominatedindustries

8 Job Search Strategies That Actually Work For Career Changers: 1. Stop Leading With Your Past Most career changers say, "I spent 10 years in sales, but..." That immediately puts you in the wrong box. Instead, leverage your past experience to show your value. For example: “I translate years of record-breaking enterprise sales into product insights that boost revenue for SaaS teams.” Your past is context, not your identity. 2. Build A Bridge With Transferable Skills List 20 skills from your current role. Then match them to your target role's requirements. Example: Project management in teaching = coordinating cross-functional teams. Show hiring managers you already speak their language. 3. Create Before You Apply Want to break into marketing? Start a newsletter. Interested in product management? Build a simple app. One tangible project beats 100 applications. Proof of work eliminates the "you have no experience" objection. 4. Network Sideways, Not Up Don't just reach out to VPs and directors. Connect with people 1–2 years ahead in your target role. They remember the transition struggle and give better tactical advice. Plus, they're more likely to actually respond to your message. 5. Rewrite Your Resume For ATS Career changers fail ATS scans because they don’t leverage the right keywords in their resume. Use ResyMatch.io to identify keyword gaps from your resume that are in the job description. Update your resume with the skills you master. Upskill for the ones you don’t. 6. Tell A Story That Makes Sense Avoid using the "I want a new challenge" angle. Instead, provide context for why you are making the change. Example: “After helping 50+ teachers modernize their classrooms, I realized my passion is making technology accessible." This connects your past wins to your future impact. 7. Target Companies, Not Job Boards Make a list of 10–15 dream companies. Start networking with people in your target department with personalized messages about their background. Example: “I noticed you transitioned from marketing to product. I’d love to hear more about your journey!” This "reverse engineering" approach leads to more referrals. 8. Practice Your Pivot Story With AI Use AI to mock interviews and practice explaining your career change. Paste your 60-second pitch into ChatGPT or Claude and ask for tough follow-ups. Revise until every filler word disappears and your answers land like bullet points. ⬇️ Want to turn these 8 career change tactics into an actual job offer? 👉 Book a free 30-min Clarity Call and we’ll map this framework to your job search: https://lnkd.in/gdysHr-r

Keep your head down. Work hard. Do good work, and success will follow. That’s what we were told growing up. That’s what schools, workplaces, and mentors drilled into us. And for years, I believed it. Until the day I learned the hard way, it’s not true. A few years ago, I remember sitting there, heart pounding, hands clenched under the table. I had spent months preparing for this moment. I had the results. The long hours. The proof that I was ready. Then came the moment. I expected recognition, validation, maybe even a well-earned next step. Instead, I got this: "You’ve done great work, but… leadership material? We’re just not sure yet." Yet? What did yet even mean? At that moment, it hit me. I wasn’t in control of my career. I was waiting. ⇢ Waiting for someone to notice. ⇢ Waiting for someone to tap me on the shoulder. ⇢ Waiting for my work to speak for itself. But here’s the truth no one tells you: ⇢ Hard work isn’t enough. Visibility is. ⇢ Doing great work quietly doesn’t get you ahead. Owning your impact does. ⇢ If you’re not telling your story, someone else is shaping it for you. You may wonder why This Matters More Than Ever (The 2025 Reality Check) ⇢ Employees who self-advocate are 3X more likely to be promoted. ⇢ In a hybrid world, silent performers get overlooked. Loud value creators get ahead. ⇢ AI and automation are shifting job markets, your brand is your career insurance. This is not just an opinion, it’s fact. And the world is changing faster than you think. That day, I made a choice. I could: ⇢ Keep waiting, hoping things would change. ⇢ Take control, own my voice, my impact, my career. I chose the second. ⇢ I spoke up in meetings instead of hoping to be noticed. ⇢ I positioned my work intentionally, not just doing the job but showing its impact. ⇢ I built my personal brand, internally and externally. ⇢ I stopped assuming people saw my value, I made sure they did. Guess what happened next? ⇢ The promotions followed. ⇢ The opportunities came. ⇢ Not because I worked harder. Not because I waited. But because I took charge. Remember, no one is coming to save your career. No manager, no mentor, no HR policy. If you’re not actively shaping your path, you’re drifting in someone else’s plan. And a very senior leader once told me something that stuck with me forever: "Gopal, be loyal to yourself." That was the shift. That was the moment I stopped waiting. And that’s been my guiding principle ever since. Are you waiting for recognition, or are you creating it? Because here’s the truth: ⇢ In the corporate world, loyalty to a company is rewarded with a paycheck. ⇢ Loyalty to yourself? That’s rewarded with freedom. Have you ever been overlooked despite doing everything right? What did you do next? #careerstrategy #careerprogression #personalbranding #executivepresence

**Fostering Growth Through Open and Transparent Feedback** 🚀 Today, I want to dive into a topic that's close to my heart: the power of open and transparent feedback in grooming talent. 🌱 In the fast-paced world we navigate, it's crucial to create an environment where feedback isn't just a formality, but a catalyst for growth. 💡 Transparent communication lays the foundation for a culture that nurtures talent, fosters collaboration, and propels individuals to reach their full potential. **1. Honesty breeds excellence:** Let's face it—constructive criticism isn't always easy to deliver or receive. However, it's the cornerstone of improvement. Embracing honesty in our feedback, whether it's positive or points out areas for development, is key to helping our colleagues evolve and excel in their roles. **2. Two-way street of communication:** Feedback isn't a monologue; it's a dialogue. Encouraging open conversations empowers team members to share their perspectives and insights. This two-way street not only promotes a sense of belonging but also ensures that feedback is a collaborative effort aimed at continuous improvement. **3. Specificity is the key:** Vague feedback often leads to confusion. Being specific about what worked well and what could be enhanced provides actionable insights. Whether it's acknowledging a job well done or pinpointing areas that require attention, specificity is the compass that guides individuals toward their professional best. **4. Timely feedback fuels progress:** Timing is everything. Providing feedback in real-time allows individuals to apply insights immediately, preventing the entrenchment of habits that may hinder their growth. Timely feedback is a catalyst for ongoing improvement and ensures that the learning curve remains dynamic. **5. Cultivating a growth mindset:** Open feedback culture is synonymous with cultivating a growth mindset. Encouraging team members to see challenges as opportunities for learning fosters resilience, adaptability, and a hunger for continuous development. In conclusion, a workplace that values open and transparent feedback is a breeding ground for talent development. It's not just about critiquing—it's about nurturing, guiding, and cheering on each other's success. Let's create environments where feedback isn't feared but embraced, where every comment is a stepping stone toward greatness. Together, we can elevate not just our individual careers but the collective success of our teams. #FeedbackCulture #TalentDevelopment #GrowthMindset #Collaboration #ProfessionalDevelopment #learninganddevelopment #feedbackculture #feedbackmatters #talentdevelopment