Supporting Employee Career Development

Career breaks are often cited as permanent pauses in your career. It is important to establish a changed mindset that a career break is not a blank space on your CV. It’s a chapter. Whether it's for family, caring for loved ones, a personal pursuit, or simply needing time to recharge, stepping away from your career is a significant decision. The change in routine, the questioning of your identity, the feeling of being disconnected – it may seem exhausting. A lot of women, including me, experienced this during their maternity break. And then returning to work after a break seems challenging too. It's easy to feel overwhelmed and lost. But here's the powerful truth we need to embrace - " career break," is not a gap on your CV. It's a new chapter filled with experiences that have shaped you, strengthened you, and given you a perspective that's uniquely yours. You've learned invaluable skills, navigated complex encounters, and developed resilience that will serve you well in the future. So how do we normalize taking career breaks and support those on their journey? Here are a few thoughts: 💠 Preparing for a break: Have open conversations with your manager, family, and support network. Think about how you'll stay connected to your industry – even if it's just reading articles or attending occasional events. Most importantly, give yourself grace. This is time for you. 💠 Returning to work: Start small. Reconnect with your network – reach out to former colleagues, mentors, or industry contacts. Update your skills and don't be afraid to ask for help. Remember: Your experiences during your break are valuable assets. 💠 Providing the right environment to return to work: Companies must provide the right environment, tool, resources, and support system for employees to transition back to work, for example, after a long maternity break. Employee resource groups, support from male allies are perfect examples of these mechanisms and help build an equal, inclusive workplace. 💠 Supporting each other: Let's create a culture of support and understanding. Celebrate the diverse paths women take and recognize the strength and resilience it takes to navigate career breaks. Let's mentor, sponsor, and champion each other. Let's share our stories, lift each other up, and keep walking forward together. #KeepWalking #WomenInBusiness #CareerBreak 

Why is there a gap in your resume? Shouldn’t be the first question. It should be the last thing that matters. ↳ People take breaks for parenting, caregiving, burnout, illness, or simply to breathe. ↳ That doesn’t make them less capable. ↳ It makes them resilient. In a world that glorifies constant output, 📌 Let’s remember: Rest isn’t a weakness. It’s wisdom. We need fewer questions about gaps And more platforms that support returners. Here are some job portals that champion career breaks: 🟢 JobsForHer (India) – Tailored returnship programs for women to restart their careers. 🟢 Path Forward – Offers returnships in major U.S. companies after career pauses. 🟢 Apna – Inclusive hiring, now onboarding women with career gaps. 🟢 ReBoot Accel – Upskills and supports women returning after breaks. 🟢 HerKey (formerly Sheroes) – Job matching + mentorship for women restarting. 🟢 Second Innings by TCS – For experienced professionals on career sabbaticals. 🟢 LinkedIn Career Break Feature – Now lets you proudly add your break to your timeline. These aren’t “favours.” They’re corrections to a system that forgot that life happens. If you’re in hiring, ask this instead: → “What did you grow through during your time away?” → “How can we help you transition back smoothly?” Let’s build workplaces that respect life’s pauses, not punish them. 📌 Final Thought: A career break is not a step backwards. It’s often the bravest decision someone makes to care for their health, family, or sanity. If we truly believe in potential, diversity, and inclusion, we must stop treating career gaps like character flaws. The future of work isn’t just about skills. It’s about compassion. And the best workplaces will be the ones that see the whole person, not just the timeline. 📌 P.S.: The gap doesn’t define the candidate. Their comeback does. 👏 Respect the break. 👏 Hire the potential. 👏 Normalise humanity in hiring.

Almost every time I speak with juniors or college students, I get asked the same question: “I’m not sure what field I want to work in. How do I decide what to do?” It’s a completely normal feeling — and honestly, I’ve been there too. When I first entered college, I had no clue what specialization to take or what career path to pursue. But here’s the truth: You don’t need to have it all figured out right away. What you need is a plan to explore and narrow it down. Here’s what I tell anyone who asks: 📍 𝗗𝗼𝗻’𝘁 𝗢𝘃𝗲𝗿𝘁𝗵𝗶𝗻𝗸 𝘁𝗵𝗲 𝗕𝗶𝗴 𝗣𝗶𝗰𝘁𝘂𝗿𝗲 — 𝗦𝘁𝗮𝗿𝘁 𝘄𝗶𝘁𝗵 𝗬𝗼𝘂𝗿 𝗜𝗻𝘁𝗲𝗿𝗲𝘀𝘁𝘀 List a few things you genuinely enjoy or find intriguing — like writing, data analysis, designing, or public speaking. Don’t worry about how they translate into a career just yet Action Step: Write down your interests without worrying about how they translate into a career. The point is to recognize your natural inclinations. 📍 𝗘𝘅𝗽𝗲𝗿𝗶𝗺𝗲𝗻𝘁 𝘄𝗶𝘁𝗵 𝗦𝗵𝗼𝗿𝘁-𝗧𝗲𝗿𝗺 𝗖𝗼𝗺𝗺𝗶𝘁𝗺𝗲𝗻𝘁𝘀 Try out your interests through short-term activities like joining a club, taking a beginner’s course, or volunteering for a project. Give it 2–4 weeks and see if you enjoy the process Action Step: Try something for 2–4 weeks and assess: Did you enjoy the process? Did it feel meaningful? 📍 𝗧𝗮𝗹𝗸 𝘁𝗼 𝗣𝗲𝗼𝗽𝗹𝗲 𝗪𝗵𝗼 𝗔𝗿𝗲 𝗔𝗹𝗿𝗲𝗮𝗱𝘆 𝗗𝗼𝗶𝗻𝗴 𝗜𝘁 Reach out to people working in fields you’re curious about. Ask about their day-to-day work, the skills they use, and what they enjoy or dislike about their roles Action Step: Message 3 professionals on LinkedIn and politely ask for a 15-minute chat. Most people are willing to help if you’re genuinely curious and respectful of their time. 📍 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝗦𝗸𝗶𝗹𝗹𝘀, 𝗡𝗼𝘁 𝗧𝗶𝘁𝗹𝗲𝘀 Identify the skills you want to develop rather than getting stuck on job titles. Whether it’s data analysis, storytelling, or management, skills are transferable and will shape your career regardless of the role Action Step: Pick one skill you’re curious about and spend an hour a week learning or practicing it. 📍 𝗔𝗹𝗹𝗼𝘄 𝗬𝗼𝘂𝗿𝘀𝗲𝗹𝗳 𝘁𝗼 𝗣𝗶𝘃𝗼𝘁 Your first choice doesn’t have to be your final choice. Reflect every few months to see if you’re still enjoying your current path. It’s okay to change directions as you learn more Action Step: Set a reminder to reflect every 3 months: Are you still enjoying your current path? If not, what’s next? The Bottom Line: You don’t have to know your exact career path at 20. Just focus on exploring, learning, and building foundational skills — the clarity will follow. To everyone feeling overwhelmed — take it one step at a time. And remember, not having it all figured out is okay — it’s part of the journey. What’s one career option you’re currently exploring? Share below — I’d love to hear your thoughts!👇 #CareerAdvice #CollegeTips #FindingYourPath #SkillBuilding #CareerExploration #EarlyCareerInsights

Your silence is killing your career. I've watched talented people get passed over for promotions for years. The common thread? They kept their ambitions to themselves. Here's the hard truth: No one is coming to rescue your career. No one will magically discover your hidden talents. No one can support dreams they don't know exist. Here’s how to start speaking up — today: 1/ Schedule a quarterly career conversation with your manager. Don't wait for review time. Develop a career growth plan with specific asks for support, mentorship or stretch assignments. 2/ After big wins, email leadership. Share the impact you've delivered and what’s next. Show you’re thinking beyond delivery. 3/ When someone asks “How’s work?” say: “I’m working toward [goal] — what challenges are you facing?” Small talk → strategic talk. 4/ Volunteer for projects tied to where you 𝘸𝘢𝘯𝘵 to go — not just what you’re good at now. 5/ Book 15-min chats with people you admire. Ask curious questions. Listen closely. Build advocates. Your manager isn't a mind reader. Your colleagues can't recommend what they don't see. Your network can't connect you to invisible goals. The most successful people I know? They don't hope someone notices their work. They don't silently resent being overlooked. They don't expect loyalty to be rewarded automatically. They state their ambitions clearly, repeatedly, and to the right people. What career goal have you been keeping to yourself? Drop it below — you never know who’s reading. Your growth is too important to keep quiet about. --- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

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!  

As someone who works 7 days a week, I have had to create weekends and strict rest periods inside my days of active work. Saturday and Sundays are more led with personal tasks but I can't fully disconnect from the mission on weekends and so day naps, strict working days of 10am-3am and working after 8pm (the kids bedtime) become a method of achieving all of my goals and commitments. My consideration for you is: Clarify your values: Reflect on what truly matters to you. Identify your core values and aspirations in both your professional and personal spheres. Understanding what is most important will help you make more aligned choices. Set boundaries: Establish clear boundaries between work and personal life. Determine specific times and spaces dedicated to work, and make a conscious effort to disconnect and engage in activities that bring you joy and fulfillment outside of work. Communicate your boundaries to colleagues, clients, and loved ones to foster respect and understanding. Prioritise self-care: Taking care of yourself is crucial for maintaining overall well-being. Prioritise self-care activities that recharge and rejuvenate you, such as exercise, quality sleep, hobbies, and spending time with loved ones. Remember that self-care is not selfish; it enables you to show up as your best self in all areas of life. Assess your workload: Evaluate your workload and responsibilities realistically. Be mindful of taking on too much and learn to delegate or say no when necessary. Recognise that you have limitations, and it is essential to avoid burnout by finding a sustainable balance between productivity and rest. Foster open communication: Engage in open and honest communication with your employer, colleagues, and loved ones about your work-life balance priorities. Clearly express your needs and concerns, and seek solutions that accommodate both personal and professional commitments. Collaborative dialogue can lead to mutually beneficial arrangements. Embrace flexibility: Explore opportunities for flexible work arrangements, such as remote work, flexible hours, or compressed workweeks. Flexibility can help create more space for personal pursuits and enable a better integration of work and life responsibilities. Practice mindfulness and presence: Cultivate mindfulness by being fully present in the present moment, whether you are at work or engaged in personal activities. By focusing on the task at hand, you can enhance productivity, reduce stress, and derive greater enjoyment from your experiences. Regularly reassess and adjust: Recognise that work-life balance is a dynamic process. Regularly assess your approach, considering your changing circumstances and priorities. Adjust your choices and commitments accordingly to maintain a harmonious equilibrium over time.

What's the best way to evaluate the effectiveness of leader development initiatives like coaching, mentoring and training? If we take a common framework like the Kirkpatrick Model, it clearly guides us to measure: 👉 Reaction: Did participants find the experience valuable or engaging? 👉 Learning: Did they acquire new knowledge, skills, or insights? 👉 Behavior: Did their actions or habits change as a result? 👉 Results: Did these changes lead to measurable organizational outcomes? The visual below provides us with a few more evaluation ideas and methods, which are helpful! I particularly like the focus on measuring success with objectives set at the start of the coaching programme (because it guides us to make sure the objectives are clear and realistic). The one I struggle with is "Impact on business performance In my experience, evaluating the direct link between leader development and business results (e.g., profits, savings, or productivity) is difficult and often misaligned with the true purpose of these initiatives. Leader development fosters long-term growth, enhances team dynamics, and shapes organizational culture—outcomes that don’t always translate into immediate business metrics. It’s also essential to manage expectations. If the primary goal of leader development is to see immediate improvements in business performance, it’s worth asking if those expectations are realistic. Initiatives like coaching and mentoring often result in intangible but powerful outcomes, such as: ✔️ Increased self-awareness ✔️ Improved team communication ✔️ Strengthened confidence and competency While these outcomes may not directly show up in quarterly metrics, they lay the foundation for sustained organizational success. This is why setting clear, measurable objectives at the start is so important. If the intended outcomes include changes like better communication or a shift in culture, these should be the focus of evaluation—not solely traditional business performance indicators. Leadership development IS NOT a quick fix for the bottom line. It IS an investment in the people and culture that drive long-term success. What methods or frameworks have you found helpful for evaluating #leadershipdevelopment? Leave your comments below 🙏 Image Source;: Jarvis J (2004) Research Gate

I was told that I have potential. But every time I spoke about promotion, I heard a different excuse. So I decided to talk to my second-line manager to get clarity on what it would really take. This was early in my career, when I was working as an executive. I remember saying, “I really want to be promoted. I’m being told I’m doing a good job and that I have potential, but I’m also being told there aren’t opportunities.” He said, “Yes, Shellye, you’re doing a good job. And yes, we believe you have the capability to be promoted. But there just aren’t any jobs here in Harrisburg, Pennsylvania.” And I responded, “I’m willing to move. I’m not limited to opportunities here.” He said, “Oh. We didn’t think you wanted to move.” They had assumed that because I was married and my husband was working in Harrisburg, Pennsylvania, that I wouldn’t be open to relocating. Once he understood that I was willing to move, opportunities became available. This is why professionals need to have conversations about their career aspirations at least once a year. I’m not talking about performance review conversations; I’m talking about a separate, intentional discussion in which you share your career aspirations. It means you let your boss know about your aspirations and ask for their honest view. Do they think your goals are realistic? Are they willing to help you get there? While those conversations can feel challenging, it’s important to have clarity on whether the goals you have are possible within the organization. If you’re a manager who aspires to grow, you need to understand whether growth is possible where you are. Your boss might tell you that, given the structure and the roles available, the next step simply isn’t realistic. That’s not easy to hear. But it’s valuable information. It may mean this isn’t the place where your ambitions can be fulfilled, and it’s better to know that early. Or you might hear something different: “You’re not quite ready yet. Your public speaking skills need to be stronger.” That’s actionable. Now you know exactly what stands between you and the next level. You can take a course. Volunteer to present. Raise your hand more often. You can close that gap deliberately. What you don’t want is ambiguity. Hoping you’ll be promoted without understanding the criteria wastes time. And time is your most precious asset. Clarity allows you to build the right skills, seek the right experiences, and make informed decisions about your future. In my book Unapologetically Ambitious, I share real insights on what it takes to accomplish your goals and lead with authenticity. If you wish to read more, feel free to check it out here:https://lnkd.in/gNnA4sNw

My weekends are often spent mentoring, and I frequently get asked how I find the time and if it gets exhausting. For me, it doesn't. Spending a few hours each week lecturing at a college, solving issues for friends, or catching up with contemporaries is a delight. The diversity of my work is like being a space traveler: one day, it's creating music with Ankur Tewari; the next, it's discussing comedy with Tanmay Bhatt, or exploring the future of publishing with Shreya Punj. My schedule might exhaust others, but as Amit Varma says, it's like creating a picture of the universe—the more dots, the clearer the picture. And as I say, "To sprinkle stardust, you have to visit the stars." Every person is an adventure, an Aladdin’s cave filled with treasure. The question is, can you unlock them? Some steps for Learning and Mentoring Conversations - Listen More Than Talk: Truly hear what the other person is saying. - Keep Devices Away: Focus on the conversation unless taking notes, and inform them if you are. - Frame Questions Well: Ask open-ended questions to elicit more than a yes or no. - Set Goals: Establish clear objectives for mentoring sessions. - Encourage Openness: Create a safe environment for sharing. - Be Patient: Let the conversation flow naturally. - Provide Constructive Feedback: Offer supportive insights. - Summarize and Reflect: Ensure understanding and engagement. - Follow Up: Check progress and continue discussions. - Stay Curious:Maintain genuine interest in their journey. - Encourage Self-Reflection: Prompt deep thinking about their actions. - Respect Boundaries:Be mindful of sensitive topics. These strategies help create meaningful, effective learning conversations that enrich both parties.

Mercedes Swan is creating a digital space to help Black women navigate job loss, with a focus on what happens after the layoff email, the exit meeting, the sudden pause. Losing a job is more than a financial shock. It can shake confidence, identity, momentum, and access to opportunity, especially in industries where women of color already face structural barriers. That’s the gap Mercedes is addressing with a new free online community designed to support Black women as they regroup, recalibrate, and move forward after layoffs or career disruption. 💎 Inside the community, members can access: ✨ Live events focused on practical career skills and next-step decision making ✨ Smaller group spaces where women can connect, compare experiences, and learn from one another ✨ Optional coaching and mentorship for those who want more personalized guidance What makes this approach stand out is the emphasis on moving through career transitions together. Instead of navigating uncertainty alone, women are encouraged to build relationships, share knowledge, and regain a sense of direction alongside others who understand the terrain. For girls watching from the sidelines, this kind of leadership matters. Seeing women create support systems, advocate for themselves, and build something responsive to real needs shows what agency and resilience can look like in practice. If you want to learn more about how this space came to be and what it offers, the full article is worth reading! 👉 https://lnkd.in/ey6t2TCT ✍️ Article by Habiba Katsha #WomenInSTEM #GirlsInSTEM #STEMGems #GiveGirlsRoleModels