Identifying Career Strengths

Are You Aligning Your Strengths with What Your Organization Values? A few years ago, a talented professional, came to me feeling frustrated. Despite her hard work, she wasn’t moving forward in her department. After a core competency analysis, we discovered the reason: She excelled in technical skills, but the company placed heavy emphasis on leadership, initiative, and innovation—areas where she wasn’t fully demonstrating her potential. To fix this, we crafted a plan to develop these core competencies. We assigned her small team projects to build leadership experience, and encouraged her to share her innovative ideas. Within six months, she was recognized as a natural leader, and new opportunities started opening up for her. 🌱 📊 Here’s How You Can Assess Your Organization’s Core Competencies: 👉Review Job Descriptions: Look at the required skills for your current and aspirational roles. Companies often include key competencies in job postings. 👉Pay Attention to Company Culture: Observe what behaviors are praised and rewarded—this is often a reflection of the core competencies the organization values. 👉Engage with Leadership: Ask for feedback and guidance on what the organization sees as vital for success in your role. 👉Study Performance Reviews: Look at what’s being measured in performance evaluations—this will reveal the competencies your company values most. 💡 Key Action Points: 🔆Assess the core competencies your organization values most. 🔆Identify where your strengths align with those competencies. 🔆Take proactive steps to develop in-demand skills like leadership and innovation. Feeling stuck in your role? It might be time to reassess your competencies and align your strengths with what the organization values. Start today and unlock new opportunities! #Leadership #CareerDevelopment #CoreCompetencies #Innovation #Initiative #ProfessionalGrowth #LeadershipSkills #CareerAdvancement #SkillDevelopment #LearningAndDevelopment

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!  

Sometimes the person with the most potential is not the one getting the most attention. In my research on high achievers, from Nobel Prize winners to Olympians and astronauts, one pattern shows up again and again. Early signals of potential are often subtle, uneven, and easy to misread. That is where many leaders get it wrong. We reward consistency and polish, and we overlook growth in progress. If you want to spot high potential earlier, you have to separate what you know from what you are assuming. Here is a quick way to test your judgment 👇 Think of one person on your team. Not your obvious top performer. Choose someone you are still figuring out. Now ask yourself: 🔍 What have I actually observed? Not impressions. Not reputation. What specific behaviors have I directly seen? 🧠 Where might I be making assumptions? Are you inferring their motivation, ambition, or ability without clear evidence? 📈 How am I interpreting uneven performance? Growth is rarely linear. What looks inconsistent may actually be someone stretching into a new level of capability. 🚀 What signals of potential are present? Look for three patterns I consistently see in top performers: • They volunteer for work they have never done before • They improve quickly after feedback • They think beyond their role and connect ideas across teams Even one of these is a strong signal. 📊 How much data do I really have? Are you forming this judgment based on a few moments, or a pattern over time? Now make it actionable. Choose one way to test your assumption this week. Give them a stretch assignment. Ask them to walk you through their thinking. Or observe how they learn in real time. High potential does not always look polished. But if you know what to look for, you can recognize it while it is still developing. ✦ ✦ ✦ Dr Ruth Gotian is a scholar and keynote speaker on success and high performance. Press follow and set the 🔔 to "Always" to learn how the world's highest achievers succeed, and you can too.

𝗧𝗮𝗹𝗲𝗻𝘁𝗲𝗱 𝗽𝗲𝗼𝗽𝗹𝗲 𝘀𝘁𝗮𝘆 𝗳𝗼𝗿 𝗹𝗼𝗻𝗴𝗲𝗿 𝘄𝗵𝗲𝗻 𝘁𝗵𝗲𝘆 𝗰𝗮𝗻 𝗸𝗲𝗲𝗽 𝗴𝗿𝗼𝘄𝗶𝗻𝗴. Unlocking opportunities for people to squiggle & stay is a big part of our work at Amazing If. When we first started back in 2013, we thought that helping individuals with career skills was enough. In reality, individual skills, managers being able to have squiggly career conversations and companies creating progression possibilities all play an important role in retention. There isn't a quick fix, but there are some very practical things that can be done to address attrition due to a lack of career opportunity: 1. 𝗜𝗻𝘃𝗲𝘀𝘁 𝗶𝗻 𝗶𝗻𝗱𝗶𝘃𝗶𝗱𝘂𝗮𝗹 𝗰𝗮𝗿𝗲𝗲𝗿 𝘀𝗸𝗶𝗹𝗹𝘀 - specifically, people need to have an understanding of their values and strengths to use them as a filter for future career possibilities. They need to build out their career community and stop confidence gremlins from holding them back. These are learnable skills that should be made available to everyone. ➡️ 𝗢𝘂𝗿 𝗳𝗿𝗲𝗲 𝗰𝗮𝗿𝗲𝗲𝗿 𝗰𝗮𝗻𝘃𝗮𝘀 𝗶𝘀 𝗮 𝗴𝗿𝗲𝗮𝘁 𝗽𝗹𝗮𝗰𝗲 𝘁𝗼 𝗴𝗲𝘁 𝘀𝘁𝗮𝗿𝘁𝗲𝗱 𝘄𝗶𝘁𝗵 𝘀𝗾𝘂𝗶𝗴𝗴𝗹𝘆 𝗰𝗮𝗿𝗲𝗲𝗿 𝘀𝗸𝗶𝗹𝗹𝘀 https://lnkd.in/er3gGGfg 2. 𝗦𝘂𝗽𝗽𝗼𝗿𝘁 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀 𝘁𝗼 𝗵𝗮𝘃𝗲 𝗰𝗮𝗿𝗲𝗲𝗿 𝗰𝗼𝗮𝗰𝗵𝗶𝗻𝗴 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 - up is not the only way to help people squiggle & stay. Managers need to help people think differently about their development and get curious about where their talents can take them. Managers benefit from simple tools and coaching questions they can use in conversation. ➡️ 𝗗𝗼𝘄𝗻𝗹𝗼𝗮𝗱 𝗼𝘂𝗿 𝗣𝗼𝗱𝗦𝗵𝗲𝗲𝘁 𝗼𝗻 𝗵𝗼𝘄 𝘁𝗼 𝘁𝗮𝗸𝗲 𝗮 𝗰𝗼𝗮𝗰𝗵𝗶𝗻𝗴 𝗮𝗽𝗽𝗿𝗼𝗮𝗰𝗵 (our COACH model is in this document and it's one of my favourite tools to use) https://lnkd.in/dJ2GFdPC 3. 𝗠𝗮𝗸𝗲 𝗽𝗿𝗼𝗴𝗿𝗲𝘀𝘀𝗶𝗼𝗻 𝘁𝗵𝗲 𝗽𝗿𝗶𝗼𝗿𝗶𝘁𝘆 𝗼𝘃𝗲𝗿 𝗽𝗿𝗼𝗺𝗼𝘁𝗶𝗼𝗻 - if we only present promotions to people, we limit their opportunities to learn and grow. Creating ways for people to stretch their strengths, try before they apply and complete a job-secondment-swap are all creative ways to increase progression. ➡️ 𝗥𝗲𝗮𝗱 𝗼𝘂𝗿 𝗦𝗾𝘂𝗶𝗴𝗴𝗹𝗲 & 𝗦𝘁𝗮𝘆 𝗣𝗹𝗮𝘆𝗯𝗼𝗼𝗸 to see case studies of companies who have activated progression experiments and evidence of their impact https://lnkd.in/eUDkjJjF This is one of the areas of our work that I'm most passionate about, if you have any questions please let me know!

Still unsure what makes you stand out in your career? You're not alone. But you're also not stuck. Here's a proven way to uncover your career superpowers—no personality test needed. I've helped 100+ professionals discover their career strengths. And this process? It works every time. Here’s how to find yours: 1. Track your energy levels • Notice when you feel most alive at work • Which tasks make time fly by • What you'd happily do even without pay 2. Collect feedback patterns • Save compliments from peers, managers, or clients • Observe what people frequently ask your help with • Reflect on what mentors highlight in you 3. Analyze your wins • List your top 5 accomplishments • Identify the skills you used in each • Look for patterns in how you approached problems 4. Study your free time • What do you enjoy teaching others? • What topics do you research for fun? • Where do people naturally seek your guidance? 5. Document "flow state" moments • Tasks that feel effortless • Projects where creativity flows • Problems you can spot and solve instantly 🔁 Here's what to do next: ✔ Track patterns for the next 30 days ✔ Maintain a daily “wins” journal ✔ Ask 3–5 trusted colleagues for feedback ✔ Compare your findings to job descriptions ✔ Review your past performance reviews This clarity becomes your career compass. Save this post if you’re planning your next move. And tell me what’s one strength people always see in you? P.S. Want to turn these insights into a real job-winning plan? Join my free webinar “Get Your Dream Job with My Career Spotlight Framework.” 📌 Register Here - https://lnkd.in/gq7ZrvDj #CareerGrowth #StrengthsFinder #JobSearchTips #CareerCoaching #PersonalBranding

𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗶𝘀 𝗻𝗼𝘁 𝗯𝗼𝗿𝗻 𝗳𝗿𝗼𝗺 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝗮𝗹𝗼𝗻𝗲 — 𝗶𝘁’𝘀 𝘀𝗵𝗮𝗽𝗲𝗱 𝗯𝘆 𝗔𝗱𝗮𝗽𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆, 𝗔𝗴𝗶𝗹𝗶𝘁𝘆, 𝗮𝗻𝗱 𝘁𝗵𝗲 𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝘁𝗼 𝗺𝗮𝗻𝗮𝗴𝗲 𝗥𝗶𝘀𝗸 ! 🔑 Students who scored higher on Presence and Agility (linked to Extraversion and Openness to Experience) were more likely to step into leadership roles. 🤝 Sociability and intellectual curiosity — long studied as drivers of emerging leadership — remain powerful predictors of who rises to lead. ⚡ Personality‑based agility measures show that comfort with switching gears under pressure, even at the risk of mistakes, reflects the adaptability leaders need most. 🎯 Interestingly, those who spread their effort across multiple smaller tasks (rather than focusing only on high‑reward ones) showed a stronger propensity for leadership. 🧭 And at its core, leadership is about making decisions with limited information, balancing potential rewards with unknown consequences. Understanding how someone approaches risk—strategically, emotionally, and cognitively—can offer valuable clues about their leadership approach, according to a fascinating research published by a team of researchers from Korn Ferry Wharton Neuroscience Initiative Student Society, and Lazul.ai using data from students at the University of Pennsylvania. ✅ 𝙈𝙮 𝙥𝙚𝙧𝙨𝙤𝙣𝙖𝙡 𝙫𝙞𝙚𝙬:  I believe these latest amazing findings could mark a real turning point for organizations striving to build stronger leadership pipelines. If we can identify leadership potential, early before years of experience accumulate, it opens up entirely new ways to nurture and support future leaders from the very beginning of their journey. It also means we may discover high‑potential talent in places we’ve overlooked. Someone who doesn’t fit the “traditional mold” might still carry the adaptability, curiosity, and resilience that great leaders need to thrive. What excites me most is the shift from relying solely on résumés (CVs) or past achievements to looking at real‑time behaviors and mindsets: 🔍 How people adapt under pressure 🔍 How they balance risk and reward 🔍 How they stay engaged across multiple priorities 🔍 How they bring presence, agility, and curiosity into the moment By combining personality insights with behavioral data, we gain a fuller, richer picture of how leadership takes shape often long before it’s made official with a title. Thank you 🙏 Korn Ferry Wharton Neuroscience Initiative Student Society, and Lazul.ai researchers team for these insightful findings: Amelia Haynes Sarah Hezlett Elizabeth Johnson, PhD Jean-Marc Laouchez James Luria Lewis, PhD Michael Platt, PhD, PMP Winston Sieck 🔑Are we overvaluing experience and undervaluing adaptability when identifying future leaders? #Leadership #Agility #Adaptability #PeopleDevelopment

Are you in the middle of a job search or considering a career move? On the “Let’s Think About It” podcast, host Coach Mo (Morice Mabry, ACC) and I share a few insights that might help you: ⭐ Unique Value Proposition (UVP) Why clarifying your UVP is the first step before you even touch your résumé or LinkedIn profile. It’s all about pinpointing what you bring to the table—and being able to say it clearly. ⭐ Career Velocity®: A 9-Step Roadmap I shared my structured approach that walks you through identifying your strengths, building your brand, nailing interviews, and positioning yourself with thought leadership. It’s a framework that takes the guesswork out of job searching. ⭐ Qualified Isn’t Enough So many people think “checking all the boxes” is enough to land an offer. In the episode, I explain why telling a compelling story (with real examples) differentiates you in an interview. ⭐ Confidence vs. Fear Coach Mo and I explored how fear, doubt, and burnout can sneak into interviews. We discussed managing those feelings by focusing on what you do well and how to solve the company’s problems. ⭐ Seeing Your Strengths in a New Light Part of my process involves tools like StrengthsFinder and YouMap to uncover what makes you stand out. Often, things you didn’t realize were special. This clarity boosts confidence and helps you articulate your value. If you’d like more tips on navigating the job market and overcoming common challenges, tune in to our conversation. If you take a listen and have questions, circle back and drop it in the comments below. #CareerVelocity #QualifiedIsntEnough

➝ Is your career strategy intentional or accidental? Crafting your career doesn't happen by chance. In today's dynamic and competitive job market, waiting passively can leave you behind. Why is this important? If we don't take control, we risk stagnation and missed opportunities. Proactively managing our careers empowers us to achieve our own definition of success. How can we address it? 1. Set Clear Goals: Plan where you want to be in five years. Write down specific, measurable objectives. Break them into smaller steps. This creates a roadmap that guides your daily actions. 2. Invest in Learning:   Identify the skills needed in your industry. Do not learn just for the sake of it. Alignment to career vision is important. Enroll in online courses or attend workshops to develop these skills. Dedicate time each week to learning something new. 3. Build Your Network:   Connect with colleagues and industry leaders. Attend events or join professional groups. Reach out on LinkedIn. Engaging with others can lead to insights and opportunities you might not find alone. 4. Enhance Your Personal Brand:   Update your LinkedIn profile to reflect your strengths and achievements. Share your thoughts through posts or articles. Let your unique value shine so others recognize what you bring to the table. 5. Balance Work and Life:   Set boundaries to maintain your well-being. Schedule time for hobbies and activities that recharge you. Remember, a healthy balance improves both your personal and professional life. By taking these steps, you're not just advancing your career—you're actively shaping your future. ♻️ Find this valuable? Repost to share with others. ➝ Follow Amer Nizamuddin for more insights #leadership #careerstrategy #professionaldevelopment #wisdomquant

Early Leadership Traits in Budding Managers: As a business leader, I've observed some key traits that often indicate future management potential in young sales people: 1. Empathy - They genuinely care about customers' needs and build strong relationships. 2. Coachability - They're eager to learn, seek feedback, and continuously improve their skills. 3. Accountability - They take ownership of their results, good or bad, without making excuses. 4. Vision - They see the big picture beyond just hitting their quota and think strategically. 5. Collaboration - They lift up their teammates and contribute to a positive team culture. 6. Resilience - They bounce back quickly from setbacks and maintain a growth mindset. 7. Data-driven - They leverage analytics to inform their decisions and strategies. 8. Adaptability - They embrace change and thrive in dynamic environments. If you spot these qualities in your teambers, it's crucial to nurture and develop them into future leaders. Here are some ways to do that: • Provide mentoring opportunities with senior leaders • Offer stretch assignments to challenge and grow their skills • Enroll them in leadership development programs • Give them opportunities to lead small projects or initiatives • Encourage them to coach and mentor newer team members • Involve them in strategic planning discussions • Provide regular feedback and career pathing conversations By identifying and cultivating these leadership traits early on, you can build a strong pipeline of sales managers who will drive your organization's future success. What early leadership traits have you observed in your sales teams? How do you develop that potential? #SalesLeadership #TalentDevelopment #SalesManagement #CareerGrowth #SalesSuccess #LeadershipTraits #SalesCulture

Some managers go beyond just overseeing tasks they genuinely care about their team’s career growth and success. These leaders take the time to understand your professional goals and help you chart a path toward achieving them. They invest in your development by providing valuable feedback, offering learning opportunities, and encouraging growth. When a manager genuinely wants you to succeed, they create a supportive environment where you feel empowered to take on new challenges. Their guidance helps you build confidence, refine your skills, and navigate obstacles with a clear vision. Such managers recognize that your success is also the team’s success, and they actively work to unlock your potential. They understand that fostering a culture of growth and development benefits not just the individual but the entire organization. These managers are mentors, constantly looking for ways to help you improve and succeed in your career. They offer constructive criticism, celebrate your achievements, and ensure that you have the tools and resources you need to excel. When a manager genuinely supports your career ambitions, it motivates you to work harder, take risks, and push beyond your limits. This kind of leadership builds loyalty, trust, and engagement, as employees feel valued and seen for their potential. Managers who want you to succeed invest in your future, helping you build a career that you can be proud of. Their support leads to long-term success, both for you and the organization. In the end, a manager who genuinely wants you to succeed is one of the most powerful assets to your professional growth.