How to Define Long-Term Career Goals

Are your career goals SMART enough to succeed? I’ve seen countless professionals struggle with career stagnation, not because they lack ambition, but because their goals aren’t structured for success. The right structure turns intentions into actions, and that’s what drives real progress. Enter the SMART framework: ✅ Specific – Get clear on what you want and why it matters. ✅ Measurable – Define how you’ll track progress. ✅ Achievable – Stretch yourself, but keep it realistic. ✅ Relevant – Make sure it aligns with your bigger vision. ✅ Time-bound – Set a deadline to create urgency. Here’s how it works in action: ❌ “I want to get promoted soon.” ✅ “I will meet with my manager next month to outline a development plan, take on two high-impact projects, and improve my leadership skills to position myself for a promotion within the next 12 months.” ❌ “I need to network more.” ✅ “I will attend one industry event per quarter, post twice a month on LinkedIn about my expertise, and schedule five informational chats with professionals in my field over the next three months.” ❌ “I need to find a new job.” ✅ “I will apply to five targeted roles per week, optimize my LinkedIn profile by the end of the month, and schedule two networking conversations weekly to increase my chances of landing a role in the next 90 days.” What’s one SMART goal you’re working on right now? Let's make it happen!

How high achievers find fulfillment when external validation stops being enough to sustain motivation and career satisfaction. The truth most career advisors won't tell you: fulfillment doesn't come from chasing titles and pay increases. It comes from career alignment with your core values and natural strengths. The executives I place who remain genuinely satisfied long-term have all discovered their Ikigai - the intersection of what they love, what they're good at, what the world needs, and what they can be paid for. Here's the practical approach that works: - Create a detailed list of career moments that made you feel truly alive and energized. These are the times when work didn't feel like work. - Analyze those experiences for common themes. What were you doing? Who were you serving? What problems were you solving? What environment were you in? - Research industries, organizations, and missions that align with those themes while offering competitive compensation. Alignment doesn't mean accepting poverty wages. - Strategically position yourself toward opportunities that match your energy patterns rather than just applying wherever job boards suggest you should. The highest-performing professionals aren't motivated solely by external rewards. They've found the sweet spot where their natural talents meet market demand and personal fulfillment. Stop optimizing your career for what looks successful to others and start optimizing for what feels sustainable and meaningful to you. Sign up to my newsletter for more corporate insights and truths here: https://vist.ly/45gkd #careerfulfilment #ikigai #careeradvice #careerstrategy #executiverecruiter #eliterecruiter #jobmarket2025 #profoliosai #professionaldevelopment

Your career will outlast every company you work for. Here's how to build a career around purpose instead of positions: The advice to avoid attaching yourself to external things - companies, people, projects - resonates because these things are temporary. Companies get acquired, managers leave, projects get cancelled. But your sense of purpose and mission can travel with you anywhere. That shift from position-focused to purpose-driven thinking looks like this: 1/ Define what impact you want to make in the world, not just what title you want to achieve. 2/ Develop transferable skills that serve your mission regardless of where you work. 3/ Build a professional identity based on the value you create, not the company logo on your business card. 4/ Network around shared interests and values, not just industry connections. 5/ Make career decisions based on growth opportunities and alignment with your goals, not just salary or prestige. 6/ Evaluate opportunities by asking "Does this move me closer to my purpose?" rather than "Does this look good on my resume?" When your identity is tied to external factors, changes feel like personal failures. When your identity is tied to your mission, changes become strategic moves toward your larger goals. The people who navigate career changes most successfully are those who see each role as a chapter in a larger story, not the entire story itself. What's the mission or purpose that guides your career decisions? ♻️ Repost if you found this insightful! 👊 And follow Ford Coleman for more like this.

𝐖𝐡𝐞𝐫𝐞 𝐃𝐨 𝐘𝐨𝐮 𝐇𝐨𝐩𝐞 𝐭𝐨 𝐒𝐞𝐞 𝐘𝐨𝐮𝐫𝐬𝐞𝐥𝐟 𝐢𝐧 𝐓𝐞𝐧 𝐘𝐞𝐚𝐫𝐬? This question is standard when talking to people about their career goals. Yet I’ve received feedback from many individuals that dislike being put on the spot with this inquiry. In fairness though, it is not a bad question. Normally, it is utilized to help individuals create a framework for themselves that can be shared with others in the context of career development. So, the key is to leverage this question in a way that aids you in that dialog. The four key elements are 𝐫𝐞𝐟𝐥𝐞𝐜𝐭𝐢𝐨𝐧, 𝐡𝐨𝐧𝐞𝐬𝐭𝐲, 𝐨𝐩𝐭𝐢𝐦𝐢𝐬𝐦, and 𝐟𝐥𝐞𝐱𝐢𝐛𝐢𝐥𝐢𝐭𝐲. Knowing that you will likely be faced with this conversation, reflect ahead of time on your long-term goals. Integrate consideration of your career, desired personal growth, relationships, and other aspects of your life that are important to you. Think carefully about how you can synthesize and share your thinking in a clear and concise manner. Be honest about your aspirations. No one is fully in control of their destiny but be open to speaking to what you are passionate about and where you hope those passions and interests will lead you. Be capable of explaining the ‘why’ of your interests as opposed to just the ‘what.’ Engage others in the discussion and let them know how they might be able to help. Demonstrate optimism about the possibilities. Even if you are currently facing challenges, express your hope and confidence in your ability to overcome them to achieve your goals. Successful individuals all share one key trait - the belief that they are going to thrive. Acknowledge the need for flexibility. This is where I’ve seen people get hung up in this conversation when they consider that their plans or circumstances might change. Note your vision but also reflect a willingness to be adaptable. There is nothing wrong with having a plan that is subject to change given opportunity and personal growth. Don't get stuck at the starting line pondering the possibilities. Even if you never face this question (unlikely), consideration of your future in a way that builds clarity for yourself, and others is essential. Otherwise, your journey will be one of decisions made in a reactive as opposed to proactive manner. Digging deep and challenging yourself on your ‘Why’ will give you clarity during those moments and give you a greater sense of confidence in your path and your choices. #growth #journey #optimisim

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.