Tips for Helping Overlooked Talent Succeed

You didn’t fall behind. You just became invisible in a room you helped build. That’s not failure. That’s a signal. You don’t need a new job. You need your power back. Top performers don’t leave because they stop feeling motivated. They leave because they stop feeling impactful. I see it all the time. Talented leaders slowly disconnect not because the work changed, but because they became invisible in their own story. 53% of high performers say their work goes unnoticed by decision-makers. That invisibility? It’s not your fault. But it is your cue to lead differently. Here’s how to re-energize your visibility and impact ↳ without switching jobs: 1/ Make One Bold Move ↳ Say no to what doesn’t grow you. ↳ Volunteer for that stretch assignment. ↳ Your value is in your choices. 2/ Start a “Silent Impact portfolio” ↳ Track your behind-the-scenes wins. ↳ Log the fires you put out. ↳ This is your secret influence portfolio. 3/ Gather Impact Intelligence ↳ Ask two trusted peers, “Where do you see my unique value?” ↳ Their answers reveal your blind spots. ↳ Use them to amplify where you shine. 4/ Own Your Leadership Moments ↳ Identify one crisis you quietly navigated. ↳ Name the leadership skill you used. ↳ Visibility isn’t bragging, it’s owning your impact. 5/ Create a Strategy Hour ↳ Block 60 minutes weekly for strategic thinking. ↳ No distractions. No guilt. ↳ Your calendar should reflect your worth. Feeling undervalued isn’t a cue to leave. It’s a call to lead differently. You don’t need a new job to reclaim your power. But you do need to see, and showcase, your own worth. If you’ve ever felt invisible in a room you helped build: This is your signal to rise. Remember: Do the same for someone else. 🔖Tag a leader who elevates others. ➕ Follow Loren Rosario - Maldonado, PCC for career insights without the fluff Source: Workhuman, Human workplace index: the price of invisibility, 2024

Entry-level doesn't mean invisible. I want to talk about a slow crisis in the workplace: the way we treat entry-level employees. According to LinkedIn, entry-level workers are increasingly feeling overlooked. 59% of Gen Z feel underutilized in their current roles. I'm not surprised. Layoffs, budget cuts, and flattened orgs, etc., these early-career employees have fewer mentors, less context, and minimal feedback. And yet, we expect them to thrive. What are we thinking? I think most organizations don't have a talent problem. Instead, they have a development problem. 👉 Entry-level employees aren't just here to "grind." They can be the future of your company's bench. Can you start looking at them as possible leaders? Yes. One day, they will be. 👉 Overlooking them now guarantees a retention issue later. 👉 And if you're wondering why your next generation of leaders is disengaged? Look at how you welcomed them when they arrived. Here 3 things I recommend: Give context. Don't assume they "should know." Teach them how your company thinks, works, and makes decisions. Offer exposure. Bring them into meetings. Let them shadow. Show them what strong leadership looks like in action. Build a feedback loop. Entry-level employees often feel invisible. Regular feedback (documented and casual, verbal and written) helps them see their value and understand how to improve. And for the entry-level or Gen Z folks reading this: Your job title is entry-level. Your potential isn't. Start documenting what you learn, where you add value, and what questions you're asking. Those are the seeds of leadership. This isn't just a workforce issue. It's a leadership issue. Overlooked employees don't stay overlooked forever—they leave. What do you think? https://lnkd.in/g9RQzmpx #leadership #entrylevel #GenZ

I see it time and again, humble, hardworking leaders are often overlooked for the opportunities they want. They hoped their work would speak for themselves, but it didn't. It bears repeating that we have to stop waiting to be picked and advocate for our goals and desires. But your leader should "just know" right? I know it's tempting to think that other people are thinking of us and what we want, but they aren't. As it's famously said, "people are too busy worrying about themselves." Stop waiting to be picked and invest in yourself! Here are three simple ways you can take charge of your own career so you can be a key player in the talent pipeline: 1️⃣ Own your talents and experience. As a former HR leader, I can attest to the fact that men will apply to jobs that excite them (whether they were qualified or not), while women will talk themselves out of it, citing doubt, imposter feelings or “not feeling qualified yet.” ➡️ Try this: Update your resume and use this as an opportunity to own your wins. Use this evidence to give you a little confidence boost, but remember, you can apply and interview for your next-level job while also feeling doubtful. 2️⃣ Share your goals. People are horrible guessers and if they don't know what your goals are they can't help you, advocate for you or choose you. ➡️ Try this: Add a “professional goals and progress” section to your regular check in with your leader. 3️⃣ Ask for support. It used to be that the majority of coaching in the business world was for senior executives (read: male c-suite leaders). But now, as coaching and training programs have become more accessible to leaders of all levels, what are you doing to invest in and ready yourself to grow professionally? ➡️ Try this: Find a professional development program that excites you and ask your leader to cover some or all of the cost. In this ask, you can state the program goals and at least three ways the employer will benefit from your learnings and growth! Remember, at the end of the day your career is too important to leave it up others, hoping they'll notice your hard work and good intentions. Who have you shared your goals and aspirations with recently?

𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝘄𝗼𝗻’𝘁 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵𝗼𝘂𝘁 𝘁𝗵𝗶𝘀 𝗰𝗿𝗶𝘁𝗶𝗰𝗮𝗹 𝗳𝗮𝗰𝘁𝗼𝗿: 𝗔𝗱𝘃𝗼𝗰𝗮𝗰𝘆. Too often, high-potential talent doesn’t advance—not because they lack ability, but because no one is championing them. 𝗦𝘂𝗰𝗰𝗲𝘀𝘀 𝗶𝘀𝗻’𝘁 𝗷𝘂𝘀𝘁 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲. 𝗜𝘁’𝘀 𝗽𝗲𝗿𝗰𝗲𝗽𝘁𝗶𝗼𝗻, 𝗮𝗱𝘃𝗼𝗰𝗮𝗰𝘆, 𝗮𝗻𝗱 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝘆. Organizations don’t just need better leadership development programs—they need better advocacy cultures. 𝗔𝗱𝘃𝗼𝗰𝗮𝗰𝘆 𝗵𝗮𝘀 𝘁𝗵𝗿𝗲𝗲 𝗰𝗿𝗶𝘁𝗶𝗰𝗮𝗹 𝗲𝗹𝗲𝗺𝗲𝗻𝘁𝘀: - 𝗩𝗶𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 – Ensuring talented leaders are seen at the right time by the right people. If no one sees their impact, they will be overlooked. - 𝗥𝗲𝗹𝗲𝘃𝗮𝗻𝗰𝗲 – Connecting their strengths to what the business values most. If contributions don’t resonate, they won’t gain traction. - 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 – Ensuring their value is acknowledged and rewarded. Without this, even high-potential leaders stagnate. HR leaders and senior executives play a critical role in shaping this advocacy culture. Leadership development isn’t just a process—it’s a strategic investment in visibility, relevance, and recognition. Over the years, I’ve worked with leaders on the verge of being overlooked—not due to lack of skill, but because they weren’t positioned for success. Coaching isn’t just about skill-building; it’s about navigating perception, influencing narrative, and aligning strengths with what the organization values most. In my Harvard Business Review article on advocating for your best people, I explored how leaders who champion their employees build a reputation as effective talent developers, which can positively impact their own career progression as well. Great organizations don’t just identify talent—they champion them. That work starts with #HR and senior leaders willing to challenge outdated definitions of leadership success. Who has helped champion your success—and how are you paying that forward? Link to article in first comment 🔗 #ExecutiveCoaching #LeadershipDevelopment #OrdinaryResilience #CHRO #HRLeadership #OrganizationalCulture #HighStakesLeadership #PerceptionMatters #StrategicInfluence

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.