You have the skills and experience, but what’s missing from your career advancement strategy?

The answer to this question is likely different for most people. It could come down to lack of networking, lack of ability to pitch yourself, poor resume writing and/or review skills - or truly just not understanding your audience. For example, if you come from the government side with a 426-page resume and are looking to get a gig at a tech firm or big bank, very likely a swing and a miss...unless...you leverage your network and have someone act as a "human resume" for you, being your primary advocate and storyteller. There is no one right or wrong answer to this question, but everything we do as job seekers is measurable with a little grain of salt mixed in knowing that something that works HERE may not work THERE and vice versa.

In my opinion Upskilling to meet and align with market trends and new technology is what is needed for example i am very interested in two subjects: Neuroscience and its applications on Leadership as well as Executive coaching

Continuing Education. That's the one thing I find missing in many candidates, especially in Japan. Many seem to think that once they have that college degree in hand their learning days are over, other than what they may get through OJT in their new job. Not so, friends. Unless we make efforts to continuously upgrade our knowledge, build our skills, and learn new things, the world of career advancement will move on while those who refuse to learn anything new will eat the dust of those who are charging ahead because they know how - those who made the effort and put in the time to learn.

Network! Make sure you take the time to build and nurture relationships with influential individuals who can act as sponsors for you when opportunities arise. The power of these relationships can’t be undersetimated.

Estar en RH es todo un arte y como ya lo he mencionado antes, ser y formar parte del departamento más importante de cualquier organización puede ser un privilegio y a la vez, un gran dolor de cabeza. Actualmente y con tanta información en redes, se puede llegar a distorcionar lo que un RH debe o tiene que hacer. Somos doctores, bomberos, psicólogos, conferencistas, decoradores y hasta payasos. Se requiere mucho carácter, fuerte pero bonito. Ser muy analista e intuitivo. Gran defensor y excelente colaborador. Se podrá ser todo a la vez? Claro!! Aquí estamos muchos presentes, con la mano alzada, poniendo siempre el corazón y más... a veces sólo pensando en que los demás, estén de lo mejor. Desarrollo?? Es más bien, toda una PASIÓN.

Setting SMART goals will help you explore, manage and advance your career. The goal needs to be as clear and specific as possible in capturing what you want to achieve. The more you can narrow it down, the easier it will be to set out the steps you need to take to achieve it.

Pour planifier efficacement un développement professionnel, il est essentiel de commencer par une évaluation approfondie des compétences et des objectifs actuels. Voici un exemple de réponse structurée pour aider à comprendre ce processus : Évaluation des compétences de base ( élément primordial): Les compétences de base sont les compétences essentielles requises pour exceller dans un domaine spécifique. Par exemple, pour un professionnel du marketing, cela pourrait inclure la compréhension des principes du marketing numérique, la capacité à développer des stratégies de contenu, et l'expertise dans l'utilisation d'outils d'analyse pour évaluer l'efficacité des campagnes.

What you plan on doing with what you have is a major concern here. One needs to have a career advancement goal, dictated by the idea, "Who can benefit from my expertise and actually find value in working with me?" Be very particular when prospecting for employers as they should be capable of facilitating your advancement goals; they must be offering a role befitting for career growth. Now, you'd need to establish a persona before them; one must be able to picture an undiscovered talent performing at a higher efficiency level as they match up to employer expectations.

Imagine you want to be better at a coding language. Say to yourself, that you want to write x number of lines, connect with x number of people that are coding in this language and produce x number of project that I can showcase someone.

As for all areas of achievement, it is also important for the career path to clearly know what our goal and plan of action are, The SMART model is an excellent tool for this. The more clearly our goal is defined and we clearly know what we want to achieve in our career, the clearer it will be for us to create an action plan. I have always admired people with clear goals, but in order to achieve them, we need a lot of work, persistence and perseverance.

My philosophy is based on three principles: • Never stop learning new things • Always welcome feedback and seek improvement • Select the workplace and culture that enable your growth

Identify opportunities within your organization. -Ask others to show you what they do. -Offer to assist with task, giving you experience and exposure to future positions.

Dedicate 30-min or 1 hour each day to learn new things or continue what you are learning yesterday. Make it a habit. Either go to conferences, library, bookstore, reading online articles or learning videos, as long you dedicate your time learning that will be great. You wont notice it at first but at the end of the year you have learned a lot and you'll be surprise how are able to connect each topic.

Curiosity! “My Future” is the more appropriately used consideration than “Career”. An Economics professor commented that “everything dies.” There were nearly 15,000 banks in America 40 years ago; slightly more than 4,000 and 25,000 Malls in 1986 have dwindled to 1,100 and you can count the number of Department stores on your hand once over 145. Working in New York I encountered elevator operators but today none with automation. Things evolve so it is appropriate to be a student of how things are changing, being curious and responsive, prepared to choose an alternative pathway forward before the current of change overcomes. Many the once Retailer, Banker, and Elevator operator are now engaged elsewise and hopefully more beneficially situated

Less is more. Don't consume content for the sake of feeling productive. Focus on subjects you're sincerely interested in and form a perspective that's unique to your background and experiences.

While skills and experience are crucial, unlocking your career advancement is often anchored on your ability to build and maintain good relations in your professional network. Build genuine connections, attend events, and engage with peers inside and outside of your organization to amplify your career journey. Seek mentorship, willingly share your expertise, and actively participate in industry groups. It's not just about who you know but how well you know them. The strength of your network can determine how far you can propel your career forward. It opens doors to unexpected opportunities and support. Skills may build the foundation, but a well-nurtured network accelerates your professional growth.

Having the right skills and experience only doesn't help you grow! Build the network; network of good people/mentors/friends around who can push you to explore the unexplored.

It's not just your experience that advances your career - it's your EXPOSURE. In other words, who even knows that you exist? Intentionally putting yourself in the position to meet new people and be more visible can go a long way in increasing your professional exposure. A few ideas: join a professional association, speak up more in a bigger team meeting, post on LinkedIn, etc.!

In career development, there's a saying: your network is your "net worth." While skills, hard work, and expertise are critical, fostering relationships and gaining support from others are equally crucial for advancing your career. Some of my clients have experienced this firsthand. Despite excelling in their work, they've observed people they consider less qualified progress due to their strong connections. Find a balance, work hard, and build relationships - it's more fun that way too!

Internal networking is just as critical as external networking if you are trying to advance within your company. Draw a circle with you in the middle. Then draw another circle around it, like you are making a bulls-eye. Now start thinking of influential people in your company network. The ones you know well, put close to you in your circle. The ones you know but don’t interact with much, put in the next circle outward. The people you don’t know yet but need to know you, put outside the outer circle. Now, identify the most important two or three people you’d like to move to your innermost circle, and draw an arrow from their name to where you want them to be. These are the people you focus on - how do you get them into your circle?

Your work does NOT speak for itself. So, you must make yourself and your work visible. Best personal brands are both intentional and costly. Intentionality means that your messaging is laser-focused on your target audience and their needs. Costliness means that you invest in your personal branding in a way that will be difficult for others to replicate. Finally, position yourself in a way that you stand out while still fitting in. Differentiate yourself, yet smartly so.

Don’t be shy to shine a spotlight on your wins, big or small, and highlighting your unique strengths. Whether it's through updating your resume, creating a killer LinkedIn profile, or sharing success stories with your team, don't be shy about your accomplishments! Remember, confidence is key, so own your achievements and let your potential shine bright. By putting yourself out there, you'll attract new opportunities and take your career to the next level!

Having a sales mindset is imperative to job searching. Setting up your resume or online profiles may get you some hits, but reaching out to people can get you many, many more. Get clear on your messaging, brand, and target audience. Then create a strategic approach to engage your target audience in conversations. Once you have figured out which methods produce the best results, add fuel to the fire!

While it may feel uncomfortable to showcase your achievements, being present and engaging with your workplace community is perhaps a simple and very achievable first step to demonstrating your potential and thought leadership.

In my experience it serves you no good to be quiet about your achievements! Ensure you make them known in a diplomatic fashion. Give people credit where it’s due.

Asking for feedback can be a powerful tool to improve…not just in terms of learning what you can do differently, but also in terms of raising your visibility. There are a few important things to remember: - who you ask. Think carefully about who you ask for feedback and why? What might they be able to help you with? It’s really important that you respect their opinion! - what you ask. If you ask someone for feedback they’ll likely go into a mild panic. The quality of the questions makes all the difference. Design questions that focus on specifics and that will give you things you can actually do… E.g. I’d love to be more impactful at board meetings. What do you see me doing well and what more would you recommend I do?

Todo proceso de desarrollo de la carrera necesita un proceso de retroalimentación para qué? Aumentar la confianza Fomentar el crecimiento personal Mejora las areas de oportunidad Corregir los errores cometidos Clarifica objetivos y expectativas

Selecting the right type of mentor, whether an internal colleague or outside mentor, is invaluable to career growth strategies. Try to find a mentor who has the type/level of job you would like to move into. Find out how they got to where they are, what they feel you need to do to move into the next role, what they wish they would have known, and ask them to hold you accountable to taking the steps (education, training, projects, stretch assignments, etc.) necessary to reach your growth goals. Create SMART goals and celebrate milestones along the way!

The higher up you get in an organization, the harder it is to get authentic feedback. My experience suggests that this problem isn’t isolated to senior executives. It appears when you take your first leadership role. So seek out, listen to, & learn from 3 key voices. 1. Truth Someone who cares enough about you to speak the truth and is mature enough to do it. 2. Encouragement When bad times come or things are spiraling out of control, leaders need a voice of encouragement. This voice doesn’t ignore the gravity of the situation, but helps to put things into perspective and encourages you. 3. Challenge Organizations are full of ‘yes’ people. If a challenge exists, and they often do, you need to create an environment where you hear it.

Feedback from clients can provide valuable insights into areas for improvement and can help you better understand their needs and expectations. While it may sometimes be challenging to obtain this feedback, it can be incredibly beneficial for personal and professional growth.

I would say adaptability is a career superpower. In today’s fast-paced world, the ability to embrace change, pivot strategies, and thrive in uncertainty is invaluable. Whether it’s navigating industry shifts or embracing new technologies, ever evolving organisations and operating models, adaptability sets you apart. It’s not just about reacting; it’s about proactively seeking opportunities in every situation, embracing change and being agile.

Your career advancement strategy should consider your health and wellness. Advancement suggests you have the physical and emotional health to achieve, sustain, and enjoy your success. No level of career advancement should come at the expense of your health and wellbeing.

You may have the experience, skills and deliver great results, but if you're not perceived as leadership material or not visible to senior management, you'll be stuck. Assess your executive presence in meetings. How do you communicate and show up, what kind of insights do you put forward? Are you conscious of the office politics or avoid it like the plague? Who knows you at the top and will mention your name when you're not there when a leadership opportunity comes up? Those factors will determine the speed of your career growth - and oftentimes more than the hard work and great results.

I agree with most of the perspectives that have been identified. I would suggest that one change their mindset from “I have X years of experience” to I have had these kinds of experiences”. So when you are asked questions about your background, you will be ready with good behavioral responses! How many years of experience are, in my opinion, less valuable than the experiences you have had!

Consider a 'triple P' combination: Positioning (do people know who you are and what you stand for?) People (your connections with career champions and building a solid network) and Persistence (investing energy in your career development continually, not just in a crisis).