Career Reflection Practices

Career Escape Velocity: Why Some Careers Soar While Others Stall Why do some careers plateau while others skyrocket into decades of influence and success? The answer lies in career escape velocity—a concept that separates lifelong impact from early obsolescence. Having observed thousands of careers over 20+ years as a consultant, I’ve noticed a clear pattern: most careers follow an arc—growth, peak, and decline. But a select few break free and keep soaring. The Career Trajectory Breakdown 1. CEOs & CXOs: Hit escape velocity, continuing as board members, advisors, or mentors long after retirement. Their expertise is always in demand. 2. Business GMs & Operators: Their career arc peaks unless they transition into C-level roles. Many still achieve financial stability before decline. 3. Middle Managers: Their trajectory initially mimics CXOs, but many plateau due to lack of capability, drive, or ambition. 4. Individual Contributors: Their careers span longer but with slower progress. The Career Arc & Resistance to Change When enterprises undergo transformation, those whose careers are on the decline resist change the most—because they have the most to lose. Successful transformation requires identifying and transitioning these "zones of resistance" before they derail progress. The 4 Traits of Leaders Who Achieve Career Escape Velocity 1. Relentless work ethic – They are always “on.” 2. Strong mentors/advisors – They have people who advocate for them when they’re not in the room 3. Comfort with discomfort – They constantly push beyond their comfort zone 4. Ambition-driven decisions – Their personal choices align with career acceleration. Now a bit more controversial observation: Even though we read about how people skills are very critical for leaders, my observation is there is no direct correlation between people skills and once ability to reach career escape velocity. Which of these traits do you think is the hardest to develop? Drop your thoughts in the comments! #Zinnov #Leadership

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

Introspection is really important in leadership BUT highly introspective individuals may actually struggle with being highly self-aware! This is not new research...but it's new to many people. I know because it has been eye opening for some of my recent coaching clients. Highly introspective individuals 👉 focus primarily on their own thoughts and feelings Highly self-aware individuals 👉 are introspective AND consciously expand their focus to understand how their actions, behaviors, and emotions impact others and the world around them. Why do leaders grow in introspection but not awareness?🤔 It happens for lots of reasons but often because the higher up the ranks people go, the less feedback they request and receive. Sometimes, leaders fear feedback so they don't look for it. Also, Leadership roles can be isolating; leaders may find themselves surrounded by colleagues who are reluctant to offer candid feedback or challenge their decisions. If these behaviours are not addressed and changed, senior leaders will have limited the opportunities for self-awareness, prompting them to rely on introspection alone. Is it really a problem?🤔 Yes! Introspection is important but without high external self-awareness, senior leaders can struggle to communicate effectively, build strong relationships and make good decisions. ❓ What can leaders do to increase external self-awareness? 💡 External self-awareness can be built through small changes in behaviours, such as: 💫 Engaging in intentional self-reflection (with a coach if necessary). 💫 Asking yourself questions about your goals, values, and aspirations, and how your current actions align with them. 💫 Asking for and analyzing feedback received from others to understand your blind spots. 💫 Understanding the feedback's validity and considering how you can make constructive changes. 💫 Setting specific goals for personal growth and development. 💫 Creating actionable steps to address your weaknesses and enhance your strengths. 💫 Embracing your imperfections and viewing setbacks as opportunities for learning. (Introspection helps here!) 💫 Considering others feelings, thoughts, and perspectives in your interactions. 💫 Understanding how societal, cultural, and environmental factors influence your perceptions and actions. Remember that achieving high self-awareness is an ongoing process. It involves a delicate balance between introspection and external awareness, empathy, and self-compassion. Finally, you don't have to wait until you are in a formal leadership position to start working on these areas. Start NOW!! #professionaldevelopment #selfawareness #emotionalintelligence #introspective #leadershipdevelopment #leadershipskills Image source and original article: https://lnkd.in/eX-eJFuP. Dr Tasha Eurich HBR- https://lnkd.in/e_tjeW-r

Work-Life (Im)balance is awful framing Just “work some work, live some life.” It’s vague. No numbers. No goals. For someone with a tech background, this framing makes no sense. I wanted something better: • Logical • Goal-oriented • Exact numbers for balance So, 6 years ago, I reframed it: 𝗛𝗲𝗮𝗹𝘁𝗵-𝗟𝗲𝗴𝗮𝗰𝘆 𝗕𝗮𝗹𝗮𝗻𝗰𝗲 There are two clear goals in life: • Live a healthy life as long as possible. • Leave a meaningful legacy (work, family, projects). Your legacy isn’t just work, it’s everything you create and leave behind. Your health gives you the time and energy to do it all. It’s measurable and balanced: • 84 hours per week for Health • 84 hours per week for Legacy It also has a logical split: • The Self (Health) • The World (Legacy) 𝗧𝗵𝗲 𝗕𝗿𝗲𝗮𝗸𝗱𝗼𝘄𝗻 𝗛𝗲𝗮𝗹𝘁𝗵 (𝗦𝗲𝗹𝗳): • Sleep • Exercise • Nutrition • Self-care 𝗟𝗲𝗴𝗮𝗰𝘆 (𝗪𝗼𝗿𝗹𝗱): • Work • Projects • Learning & Research • Family, Friends, Events, Household 𝗙𝗹𝗲𝘅𝗶𝗯𝗹𝗲 & 𝗔𝗱𝗮𝗽𝘁𝗮𝗯𝗹𝗲 A student might invest more time in learning and less in work or projects. A parent might invest more in family time. 𝗠𝘆 𝗦𝗽𝗹𝗶𝘁 (𝗥𝗲𝗮𝗹-𝗟𝗶𝗳𝗲 𝗘𝘅𝗮𝗺𝗽𝗹𝗲) 𝗛𝗲𝗮𝗹𝘁𝗵 (~𝟴𝟰 𝗵𝗼𝘂𝗿𝘀/𝘄𝗲𝗲𝗸) • Sleep: ~49h • Nutrition (+Family): ~7h • Self-Care (+Family): ~7h • Exercise (+Learning +Family): ~21h 𝗟𝗲𝗴𝗮𝗰𝘆 (~𝟴𝟰 𝗵𝗼𝘂𝗿𝘀/𝘄𝗲𝗲𝗸) • Work: ~42h • Family & Household: ~14h • Learning (+Commuting): ~7h • Projects (Coding & Creating): ~21h This works for me, but everyone’s balance is different. What about you? Are you happy with the traditional Work-Life split? ------------

When it comes to resumes, details matter. More particularly, results and specifics matter—a lot! Employers read resumes with one primary question at the top of their minds: "How can you help me?". They need proof to determine better if you can help with their pain points and possess the necessary skills to perform well in the role. And proof of skill often lies within results. Very often, my job-seeking clients tell me two things: 1. I don't have any results to share. This belief is always wrong. Everyone has done great things in their work. It's simply a matter of identifying impacts and knowing which ones matter most to each target employer. 2. I can't remember the specifics. This point is unfortunate. The best fix is to capture career achievements for easy future reference regularly. I recommend starting and maintaining a brag file. To help with both of the above, I've developed the questions below to help you brainstorm achievements. The next step is to record your answers somewhere— and to keep doing so! What other questions can jobseekers ask and answer to help them capture career achievements? #resume

The feedback grid is a valuable tool for collecting and structuring feedback from various sources, such as users, stakeholders, or team members. It's especially useful when dealing with diverse groups of people, as it helps you make sense of the input you receive. Here's how it works: When feedback is given, you can use this grid to identify common patterns and group similar feedback together. This process allows you to gain a clear visualisation of the feedback's importance and impact. You can implement the feedback grid in real-time when feedback is being provided. Being a leadership coach, I have incorporated this into a workshop many times and it is quite straightforward. Provide participants with post-it notes and a flip-chart. Encourage them to jot down their feedback on the post-its. Then, one by one, have participants affix their notes to the flip-chart. This creates an interactive and collaborative environment where individuals can elaborate on their thoughts and perspectives. Let me know if you have tried this and how it has worked for you. #leadership #leadershipdevelopment #culture #feedback #communication #coaching #growth #success

“When you empower the wrong people to lead, you inspire the best people to leave.” Bachar 💜 Naamani Before promoting your individual contributors to become people managers and leaders, do this👇🏼 ⚪️ Trial Period: Consider a trial period or project where they can showcase their leadership abilities, and monitor their performance closely before making a permanent decision. ⚪️ Feedback from Peers and Subordinates: Gather feedback from colleagues and team members on their leadership potential, and consider 360-degree assessments to capture a holistic view of their capabilities. ⚪️ Succession Planning: Assess the potential impact on the team, and consider how this promotion aligns with long-term succession planning. ⚪️ Emotional Intelligence: Gauge their emotional intelligence in handling diverse personalities. Consider empathy and self-awareness too. ⚪️ Conflict Resolution: Examine past instances where they effectively resolved conflicts, and consider their approach to managing disagreements within the team. ⚪️ Mentoring and Development: Look for instances where they have mentored or helped develop their colleagues, and assess their commitment to the professional growth of their team members. ⚪️ Team Collaboration: Examine their history of collaboration within the team, and consider if they have demonstrated the ability to foster a positive team culture. ⚪️ Alignment with Organizational Values: Ensure their values align with the organization's mission and culture, and consider whether they can embody and reinforce the company's core values. ⚪️ Strategic Thinking: Assess their capacity for strategic planning and long-term vision, and consider whether they understand the broader organizational goals. ⚪️ Leadership Skills Assessment: Evaluate the individual's ability to inspire and guide a team, and assess their communication skills, decision-making, and conflict resolution capabilities. ⚪️ Results Orientation: Evaluate their record of achieving individual and team goals, and consider their ability to drive performance while maintaining team morale. ⚪️ Decision-Making Skills: Assess their ability to make well-informed decisions under pressure, and consider their approach to risk management and problem-solving. ⚪️ Communication Skills: Evaluate their ability to communicate clearly and transparently, and consider how well they can articulate expectations and provide constructive feedback. Remember: “Leadership is not about being in charge. It’s about taking care of those in your charge.” - Simon Sinek Agree? 💜

🧵 Ever heard of a “Failure Résumé”? It might be the smartest career exercise you’re not doing. Here’s what it is—and why it can change the way you grow 👇 A failure résumé is exactly what it sounds like: Not a list of wins. Not your greatest hits. But your flops, screw-ups, and bad decisions. It’s uncomfortable—and incredibly useful. The idea comes from Tina Seelig at Stanford. She challenges her students to build a résumé of their failures. Then asks: “What can you learn from each one?” I made my own It wasn’t for the public. Just a long list of personal and professional misfires. Then I reviewed each one and asked: Was there a pattern? Was there a lesson? Turns out—yes. My biggest insights? Mistake #1: Starting projects based on untested assumptions. Assuming I “knew enough” instead of doing the homework. Mistake #2: Saying yes to things I wasn’t fully committed to. Half-hearted effort = half-baked results. Those 2 patterns showed up again and again. But here’s the upside: Once I spotted them, I could fix them. That’s the power of a failure résumé. It turns regret into direction. So try this: List your failures. Big, small, awkward, and ugly. Then ask: Where did I go wrong? What keeps showing up? There’s gold buried under the cringe. You don’t need to share it with anyone. Just be honest. Be curious. And if you don’t do it? Well… you might have to add that to your failure résumé too 😅

𝑾𝒐𝒓𝒌-𝑳𝒊𝒇𝒆 𝑩𝒂𝒍𝒂𝒏𝒄𝒆: 𝑴𝒚𝒕𝒉𝒔 𝒂𝒏𝒅 𝑹𝒆𝒂𝒍𝒊𝒕𝒊𝒆𝒔 Work-life balance is often portrayed as an elusive ideal, leading many to believe that achieving it is nearly impossible. However, this notion is largely a myth. One common misconception is that work-life balance means an equal division of time between work and personal life. In reality, balance is less about equal distribution and more about creating harmony between the two, tailored to individual needs and circumstances. Another myth is that work-life balance is a static state. The truth is, balance is dynamic and ever-changing. It requires continuous adjustments based on #life stages, #career demands, and personal priorities. What works at one point in life may not be suitable later, and that’s okay. Flexibility and #adaptability are key to maintaining balance over #time. Some also believe that work-life balance is only achievable by making significant sacrifices, like cutting down on work hours or neglecting personal ambitions. This is misleading. Effective balance often comes from setting clear #boundaries, prioritizing tasks, and making time for #selfcare, rather than sacrificing important aspects of life. To create a more balanced life, start by ✅ Identifying what truly matters to you—both professionally and personally. ✅ Set realistic goals and boundaries, such as designating work-free hours or scheduling regular downtime. ✅ Practice saying no to unnecessary commitments that drain your energy. In short, work-life balance is not about perfection; it’s about finding a sustainable rhythm that supports your well-being and long-term #success. Share your #thoughts How do you perceive work- life balance? As a #myth or a #reality?

Ever found yourself just going through the motions, ticking tasks off your list but unsure if you're really on the right track? You're definitely not alone. Just last week, on the Career Shifts Podcast, I spoke with Phani Pattamatta, who shared his unique approach to self-assessment, "Chintan Baithak," or what he calls a personal brainstorming session. Imagine this: sitting quietly in a corner, reflecting on the past year, jotting down your strengths, weaknesses, opportunities, and threats (SWOT), and setting clear "North Star" goals. Then pinning these goals on a soft board to keep them in view daily, which helps you stay aligned with your aspirations. Well, this is exactly what he did all these years. In many corporate settings, it's the season for annual appraisal conversations, where managers review our performance. Sometimes, their views differ significantly from our self-assessment. While organizations mandate these annual reviews, there’s a huge opportunity for us to adopt Chintan Baithak in our personal lives. Why consider integrating Chintan Baithak into your routine? Here are some compelling reasons I've discovered: ➡ Enhances Clarity and Focus Regular sessions help dispel the fog around your goals. By revisiting what you aim to achieve, you stay on a clear path and avoid drifting from your core objectives. ➡Promotes Accountability This reflective practice demands brutal honesty about your successes and failures. This level of honesty increases your accountability, urging you to own your progress and adjust as needed. ➡Facilitates Continuous Improvement Acknowledging what didn’t work isn't just about recognizing failures; it's about turning those insights into actionable steps. This fosters a habit of continuous self-improvement. ➡Helps Manage Stress Understanding what needs adjustment and having a plan reduces anxiety. When you're clear about your direction and next steps, the stress of uncertainty fades away. ➡Strengthens Decision-Making Regular Chintan Baithak sessions improve your ability to make decisions that are aligned with your long-term goals, based on a clear understanding of past outcomes and current objectives. As we navigate the season of annual reviews, why not apply a similar reflective approach to your own life? Like formal performance reviews, this practice can spotlight your growth areas and celebrate your achievements. The keys to benefiting from Chintan Baithak are consistency and absolute honesty with yourself, which I had also heard from my other mentor, Tarun Nallu. Trust me, the clarity that comes from this exercise is a game-changer! Also, don't forget to join me for the next episode of Career Shifts tomorrow, Wednesday, 15 May 24, at 7 PM IST, where I'll be speaking with Raja Krishnamoorthy (Kitty), an acclaimed actor & distinguished Talent & Organizational Development consultant. #SelfReflection #ChintanBaithak #careershifts