Creating a Career Development Plan

Have you ever been told you are too quiet? Maybe you don’t speak up enough so, “people worry about your leadership skills.” Or, you don’t advocate enough for yourself so, “you aren’t taking control of your career like a natural born leader.” If so, this article is for you. Maybe you’ve received feedback that there is concern over your analytical skills and “quant chops.” Or, there is some general, yet vague, feedback that leadership worries, “you lack that killer instinct.” Or, maybe it’s the opposite and you are “too bossy” or “too opinionated.” Have you heard any of these things?  I have over my career. Instead of letting them control my path, I got upset, then angry, then curious. I decided that none of these descriptions were really a good read on me, or my leadership potential, and I decided to change the perception. You can too. I’ve interviewed hundreds of women in senior leadership over the years and one thing is clear: we’re navigating a constant push and pull. Be strong, but not too strong. Be likable, but not too soft. Show your ambition, but don’t make anyone uncomfortable. Women aren’t just doing the job, they’re doing the extra work of managing how they’re perceived while they’re doing the job. We wrote this piece for HBR because it’s important for women to know how to not only subvert stereotypes and shape how others see them, but to do it without losing themselves in the process. Too many of us think there is nothing we can do when we hear feedback that doesn’t feel quite right. Sometimes, there are actions we can take. I love this piece so much because it says we don’t have to be victim to the stories about us or around us, we can do something about it.   1️⃣ Craft a counternarrative – Instead of internalizing biased feedback, reshape how people see you by aligning your strengths with what the organization values (on your terms!). 2️⃣ Use positive association – Enthusiasm and future-focused language can subtly shift others’ assumptions  and build trust. 3️⃣ Turn feedback into power – Don’t immediately accept or reject it, investigate it. Use it to understand what success looks like in your environment, and then find authentic ways to express that in your own leadership style. So if you’ve ever felt like your success depends not just on what you do, but how you’re seen…you’re not imagining it. Especially in times of economic uncertainty and shifting priorities, it becomes even more pronounced. And while there are no one-size-fits-all strategies, when women take control of their story, they open doors for themselves AND others. Let’s stop contorting ourselves to fit outdated models. We can rewrite the models themselves. Let me know what you think. https://lnkd.in/gcCSE7XW Colleen Ammerman Harvard Business Review Lakshmi Ramarajan Lisa Sun

𝗢𝗡 𝗕𝗘𝗜𝗡𝗚 𝗛𝗘𝗔𝗥𝗗 I was once in a meeting where I relayed an idea. I was a VP. There was another male VP in the meeting. And our boss. The meeting went on as if I didn't say anything. Then, the male VP relayed the same idea. And the boss said, "Great idea!" The oversight wasn't necessarily intended. It manifested an unconscious bias that often goes unnoticed in our daily interactions. Recognizing this is the first step toward making meaningful changes. When a woman states an idea, it may be overlooked, but everyone notices when a man repeats it. This is called the “stolen idea.” When a male coworker runs away with a woman’s idea, remind everyone it originated with her by saying something like, “Great idea! I loved it when Katie originally brought it up, and I’m glad you reiterated it.” If someone takes your idea, you can speak up for yourself by saying, “Thanks for picking up on that idea. Here’s my thought. . .” (then add something new). Ways that we can make sure women’s ideas are heard: 1. Invite other women to speak 2. Distribute speaking time equally 3. Ask to hear from women who are being interrupted and spoken over 4. Amplify other women’s ideas by repeating them and giving credit 5. Praise and showcase other women’s work 6. Create systems to distribute “office housework,” such as note-taking, in meetings 7. Share public speaking opportunities with women who have less power or privilege 8. Share pronouns In reflecting on this experience, I'm reminded of the importance of RAW leadership: Being 𝗥𝗘𝗔𝗟 in acknowledging our biases and striving for equity, Being 𝗔𝗖𝗧𝗜𝗩𝗘 in amplifying and crediting ideas regardless of their source, and recognizing the 𝗪𝗢𝗥𝗧𝗛𝗬 impact of ensuring every voice is heard and valued. By adopting these practices, we can dismantle unconscious biases and create a more inclusive environment where everyone feels seen and heard. How do you ensure all voices are heard in your spaces?

The Real Reasons Women are Exiting the Workforce As a senior leader at the intersection of policy, product, and advocacy, I've witnessed a critical trend that demands our attention. I've witnessed, firsthand, a disheartening trend: accomplished women, poised for leadership, choosing to exit the workforce. This exodus isn't due to a lack of ambition or capability but stems from systemic challenges that remain unaddressed. Top 3 Reasons Women are Quitting: 1/ Burnout Epidemic: Balancing high-stakes professional roles with personal responsibilities often leads to chronic stress and exhaustion. Many women find themselves at a breaking point, questioning whether enduring this relentless pressure is sustainable.The absence of adequate support systems exacerbates this fatigue, making the option to step away seem like the only viable solution. 2/ Comfort Zone Trap: Many talented women are paralyzed between known mediocrity and unknown potential. The fear of breaking away from 'comfort' keeps them stagnant. 3/ Stagnation in Career Advancement Despite their dedication and expertise, numerous women encounter barriers that hinder their progression into senior leadership roles. This glass ceiling not only stifles their professional growth but also diminishes their motivation to remain within organizations that fail to recognize and reward their contributions. I recall a conversation with a mentee—a brilliant product manager and mother of two. Despite her exemplary performance, she felt perpetually on the brink of burnout, unseen in her aspirations, and constrained by an inflexible schedule.Her story is not unique but echoes the experiences of many. The solution I proposed to her focused on three critical strategies: 1/ Speak to your manager about a flexibility and office timings that allow her to balance professional responsibilities with family needs. Manage your time more effectively and wisely 2/ Create a career progression plan in the current job that identifies opportunities available for exceptional impact and a future promotion, to break the stagnation she found herself in 3/ Contribute to organisation wide initiatives that establish open communication channels and implement policies that support work-life balance, in turn helping others through the same dilemma. This demonstrates commitment to her and her organisations collective success. Women aren't just leaving jobs—they're making powerful statements about workplace culture. It's imperative that we, as leaders and organizations, confront these challenges head-on. Creating structured mentorship opportunities can provide women with guidance, support, and advocacy, helping them navigate career challenges and advance into leadership roles. Mentorship isn't just support—it's survival. Your Turn: >> What trends have you noticed contributing to this issue, and >> How can we collaboratively create a more inclusive and supportive workplace for all?

The one career advice I’d give to anyone struggling to grow? 👉 Confidence and positioning. Let me tell you why. A few years ago, I coached a brilliant professional—let’s call her Aisha. She had over 10 years of experience, a strong track record, and a lot of respect from her leaders and team members alike. ❌ But she was stuck in the same role for 3 years. ❌ No promotion. ❌ No visibility. ❌ No real growth. When we 1st spoke, she said, “Everyone says I’m doing great work... but it’s not reflecting anywhere in my career,” she said. And after a few conversations, it became clear: Aisha didn’t lack skill. She lacked confidence and positioning. She was waiting to be “noticed.” She avoided speaking up in meetings. She never articulated her wins. And when it came to interviews or appraisals, she downplayed her value. So, we worked on it. 💡 Built her self-belief. 💡 Reframed her career story. 💡 Practiced how to talk about her impact without sounding boastful. 💡 And we polished her LinkedIn and personal brand so her work spoke even when she wasn’t in the room. Within 4 months, she got a leadership role at a new company, with a 75% salary hike. Here’s the truth: 🚫 Hard work alone won’t take you far. ✅ How you show up, speak up, and position yourself matters just as much. You may be the most capable person in the room, But if you don’t believe in your worth, How will anyone else? 📌 Confidence isn’t arrogance. It’s clarity. 📌 Positioning isn’t marketing. It’s storytelling with purpose. To anyone feeling invisible in their career right now—start with these 3 steps: 1️⃣ Keep a record of your wins (no win is too small). 2️⃣ Speak about your work in terms of impact. 3️⃣ Build your voice—online and offline. The world doesn’t just hire skills. It hires presence. Be seen. Be heard. Be valued. #careergrowth #confidence #personalbranding #professionaldevelopment

Black women, we need to prioritize increasing our salaries by 20-50% this year. The pay gap is real, but so are the strategies to close it. Here’s how: 1️⃣ Seek an internal promotion Don’t underestimate the power of staying where you are—just at a higher level. Start by reviewing your company’s internal job board or having an intentional conversation with your manager about your career growth. Use data and measurable results to advocate for your value, and position yourself for leadership opportunities. Sometimes, the raise you’re looking for is already in the building. 2️⃣ Upskill & pivot into a more technical role within your current company Technical roles tend to pay more, and many companies offer resources like training programs, certifications, or even tuition reimbursement to help you get there. Focus on building skills that are in high demand, such as project management, data analysis, or cloud computing, and align those skills with your company’s current needs. This way, you increase your value without needing to look outside your organization. 3️⃣ Job hop to a competitor company in your SAME job title This strategy has completely transformed my life. I went from earning $48,000 to over $200,000 in less than five years by strategically moving between companies. The key was knowing my worth, staying in my zone of expertise, and negotiating aggressively at every turn. Many times, the fastest path to higher pay isn’t staying loyal to one company—it’s taking your skills to a competitor who values them more. Here’s the truth: You don’t need to reinvent yourself or switch fields to earn more. Often, the money you’re looking for is already within reach—you just have to move up a level or move to another company to do the same work. Let’s make this the year we secure what we’re worth. What’s your next move? Share your thoughts below. #flynanced #jobhopping #salarygrowth #blackwomenprofessionals

Reinventing Your Career Path? I've walked the path from civil engineering to career coaching. My latest podcast episode explores the challenges and opportunities of changing careers mid-way. Whether you're feeling stuck, unfulfilled, or just curious about what else is out there, I cover everything you need to know to take control of your career journey. 🎙️ Key Takeaways: ✅ Why many of us settle for less in our careers—and how to break free. ✅ Common myths about mid-career changes and the truth behind them. ✅ How to align your career with your values, skills, and passions. ✅ Practical steps to explore new opportunities and make the leap. ✅ Navigating challenges like self-doubt, financial concerns, and external pressures. Remember, the second half of your life can be the best half. It’s never too late to create a career that truly resonates with who you are. 🌟 👉 https://lnkd.in/d_XMGSS 💬 Have you gone through a career change, or are you considering one? I’d love to hear your story—drop me a message or share your thoughts in the comments! #CareerChange #MidCareer #CareerGrowth #Podcast #CareerCoaching #ReinventYourself

“I heard you got promoted, congrats!” “Thanks… I guess.” You did everything right and yet, something still feels off. You’re the only Black woman in your department. You’ve been recognised, promoted, praised. But lately, you keep asking yourself: “Do I even want to stay here?” Because when you look around, you don’t see anyone whose career you admire. You don’t want your manager’s job. You don’t want your director’s lifestyle. And you’re tired of being “the only one” in rooms that still don’t truly see you. The truth is, you’ve climbed the ladder and now you’re questioning if it’s even leaning against the right wall. You’re not inspired. You’re not growing. You’re just going through the motions, wondering if this is all there is. Here’s what no one really talks about: Success means nothing if it’s not success on your terms. You’re allowed to want more. → A role that pays you and pours into you → A workplace that sees your value beyond diversity stats → A career that still feels like yours, even at the top If your promotion came with more responsibility but less fulfilment, it might be time to redefine what growth looks like for you. Because climbing higher shouldn’t mean losing yourself on the way up.

Most career transition advice is garbage if you're mid-career and don't want to start over as a junior. I'm tired of seeing experienced professionals told to "take a step back" or "pay their dues again." That's not how smart transitions work when you've already built serious expertise. Here's what actually works: 1. Reverse mentoring - Find senior leaders in your target industry who need what you know. Tech adoption, generational insights, emerging markets - you're the expert they need. 2. Build thought leadership first - Start speaking at industry events, writing for trade publications, getting on conference panels. Establish credibility before you make the move. 3. Join advisory boards - Startup or growth company boards give you industry experience and senior-level connections without leaving your current role. 4. Skill arbitrage - What's common knowledge in your industry but rare gold in another? That's your unique value proposition right there. 5. Interim executive roles - Get intensive industry exposure and network building at the C-suite level, not the intern level. 6. Partnership development - Use your expertise to help companies expand into your sector. These often become bridge opportunities. 7. Innovation projects - Cross-functional initiatives expose you to new business models and industry applications. The goal isn't to abandon what you've built, it's to leverage it strategically. You're not starting over; you're expanding your empire. What unconventional transition strategies have you observed or implemented in your career development? Sign up to my newsletter for more corporate insights and truths here: https://vist.ly/3y8qb #deepalivyas #eliterecruiter #recruiter #recruitment #jobsearch #corporate #careertransition #midcareer #executivetransition #careerstrategist

Let's be real: How many of us have felt that pit in our stomachs before walking into a meeting where we know we'll be the only POC? Or experienced the frustration of being mistaken for another WOC in the office? Or walked into work feeling confident and looking fly, all while bracing for the attempt to touch our hair or inevitable inappropriate comment? These aren't just "minor inconveniences." They're symptoms of larger issues that jeopardize our mental health, career trajectories, and sense of self. The stats paint a stark picture: - Black women make up a mere 1% of executives in S&P 500 companies. - Only a handful of WOC have raised significant venture capital funding. - We constantly battle what researchers call "double jeopardy"––facing harsher judgment for the same mistakes as our peers. But here's what I want you to remember: Your mental health is not negotiable. Your wellbeing is not a luxury. It's the foundation of your power, creativity, and ability to break through barriers every single week. So how do we protect ourselves without giving up on our ambitions? Here are seven strategies: 1. Know you can leave: Your talent deserves respect. 2. Find adaptive coping strategies: Manage stress and protect your mental health. 3. Keep building your support network: Seek out other WOC, join professional organizations, connect with mentors. 4. Plan your exit strategy: Know your options. 5. Document: Keep records of accomplishments and any inappropriate incidents. 6. Cultivate sponsors: Look for influential advocates for your career advancement. 7. Practice self-compassion: Give yourself grace and space. Remember, we're not merely surviving in these spaces––we're redefining them. Your presence matters. Your visibility is power. That's why I'm more convinced than ever that we need spaces to gather, heal, and strategize together. Spaces free from the White, male, mainstream gaze. Imagine a virtual sanctuary where you can: ✨ Process workplace challenges with other WOC who truly get it ✨ Learn strategies for maintaining mental health in challenging environments ✨ Access resources on recognizing and combating workplace bias ✨ Connect with coaches dedicated to uplifting women of color If this resonates, let's connect. Your experiences will shape this community into the supportive space we all deserve. Your mental health is your power source. Guard it fiercely, nurture it compassionately, and never be afraid to put it first. You are seen. You are valued. And you are so much more than the battles you face at work. Together, we can keep rewriting the narratives and building the inclusive work communities we deserve.

Question for Black women in the workplace, do you ever experience the weight of unrealistic expectations, often at the expense of your mental health? This phenomenon is known as the Black Superwoman Schema, a term coined by Dr. Cheryl L. Woods-Giscombe. It includes five key behaviors commonly exhibited by Black women leaders: 1. Obligation to manifest strength 2. Obligation to suppress emotions 3. Resistance to being vulnerable or dependent 4. Determination to succeed despite significantly limited resources 5. An obligation to help others Time and time again, I’ve seen this play out in our emotional wellbeing being dismissed and our value being overlooked, no matter how hard we work or support our colleagues. Let’s talk about how we can dismantle this harmful notion in professional settings: 1. Adjust your own expectations. I encourage the high-achieving women I coach to ask themselves, is this serving others at the expense of my own benefit? Is this weight mine to carry alone? When we set goals or standards that are too high, we may constantly feel pressure to meet them, leading to burnout. (And listen, we’re saying no to burnout all 2024!) 2. Ask for help. It’s easy for us to say “I got this”, or “I can handle it on my own”. This is your reminder that it’s okay to ask for support and be clear on what that can look like. It’s not a weakness to ask for support. 3. Know when to say "no." The ability to say “no” is your sacred right. 4. Create a self-care plan. What are your non-negotiable rules around caring for your health no matter what remains undone? Because we can’t take care of others if we’re not doing it for ourselves. 5. Prioritize, deprioritize, and reprioritize your workload as often as you need to. Prioritize your obligations based on significance or impact for you rather than external factors. What else would you add to this list? How do you manage unrealistic expectations in the workplace? #MentalHealthAwareness #MentalHealth #Mindfulness #Selfcare