Career Advancement Coaching

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!

Hey there, it’s me, your coach Nina, how are you today? Are you feeling overwhelmed by the exciting but vast possibilities in your career? Society, your parents, friends, strangers on social media, and even your own expectations have all been suggesting paths you “should” take professionally. If you're intellectually curious and enjoy learning, you likely have a strong drive to grow already. You might already have some ideas about where you want to go and how to get there. However, with endless possibilities and only 24 hours in a day, it's important to have a focused and sustainable approach to your career development, one that prevents overwhelm and burnout. Here are some strategies to consider: 1️⃣ List out your career goals: What do you really want in your career? Is it money, title, creative freedom, influence, fame, or making an impact? In my early career I wanted to get promoted because the society says so, but after a few years I started to optimize for learning new experiences (hence jumping from corporate to startup to stand up a new team.) 2️⃣ Figure out your why: understand why you want to achieve something adds meaning and boosts motivation. Are you aiming for FIRE (financial independence to retire early), seeking respect as a manager, or craving intellectual exploration? 3️⃣ Define success: know your destination helps you figure out what resources or skills you need to get there. For instance, aspiring to be a people manager might require learning how to inspire others. 4️⃣ Identify the resources you need: Just like planning a trip, you need to know what to pack for your career journey. Determine the skills or knowledge necessary for your dream role. 5️⃣ Choose how to learn: Different people prefer different learning methods—reading, visual cues, podcasts, or hands-on experience. Find what works best for you and experiment if you're unsure. 6️⃣ Practice: Apply your new skills whenever possible. Shadow others, volunteer for projects, and actively develop the competencies you need. 7️⃣ Reflect regularly: Set a monthly reminder to assess your progress and adjust your strategies if needed. 8️⃣ Seek accountability: Remember the saying, "If you want to go fast, go alone; if you want to go far, go together." Find a mentor, friend, or a coach friend to support and hold you accountable. What strategies have you used or would you recommend to feel less overwhelmed and more empowered in your career growth? #careerdevelopment #professionaldevelopment #midcareer

𝐂𝐚𝐫𝐞𝐞𝐫 𝐬𝐮𝐜𝐜𝐞𝐬𝐬 𝐢𝐬𝐧’𝐭 𝐫𝐚𝐧𝐝𝐨𝐦. 𝑰𝒕’𝒔 𝒂 𝒔𝒚𝒔𝒕𝒆𝒎. For a long time, I believed - My skills, abilities, and hard work, were all I needed to grow (and succeed). I trusted the opportunities that came my way, Without questioning - ❓ Am I leading my career or just following opportunities? The reality, 𝑻𝒉𝒊𝒔 𝒊𝒔 𝒕𝒉𝒆 𝒉𝒂𝒓𝒔𝒉 𝒕𝒓𝒖𝒕𝒉 - 𝒇𝒐𝒓 𝒎𝒂𝒏𝒚 𝒐𝒇 𝒖𝒔. You’ve got the experience.  You work hard.  But something is holding you back from that next big leap. Most mid-career professionals don’t struggle because of a lack of skills.  They struggle because of a lack of clarity and strategy. Here’s a simple and powerful coaching framework, my mid-career professional coachees use for breakthroughs: 𝑻𝒉𝒆 𝑷𝑨𝑪𝑬 𝑭𝒓𝒂𝒎𝒆𝒘𝒐𝒓𝒌 🏆 ✅ Purpose – Are you clear on what truly drives you?  Without purpose, work feels like a grind. ✅ Awareness – What strengths set you apart?  What blind spots hold you back?  Self-awareness is a game-changer. ✅ Consistency –  Are you taking small, strategic actions daily?  (keep focus on your career strategy) Big wins come from sustained effort. ✅ Execution – Are you applying high-performance habits?  Knowledge without action is just potential left untapped. Most professionals stay stuck because they try to figure this out alone.  The truth?  Having a structured approach can be a game changer. 👉 If you feel stuck in your career, which part of the PACE framework do you need to work on the most?  Let me know in the comments! #CareerGrowth #Coaching #HighPerformance #Leadership #CareerBreakthrough

𝗬𝗼𝘂’𝗿𝗲 𝗱𝗼𝗶𝗻𝗴 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴 𝗿𝗶𝗴𝗵𝘁. You work hard. You meet deadlines. You avoid office drama. And you keep learning new skills. 𝗕𝘂𝘁 𝘁𝗵𝗲 𝗽𝗿𝗼𝗺𝗼𝘁𝗶𝗼𝗻𝘀? They keep going to someone else. The recognition? Sporadic at best. The salary hike? Still “under review.” 𝗛𝗲𝗿𝗲’𝘀 𝗮 𝘁𝗿𝘂𝘁𝗵 I’ve seen play out in hundreds of coaching conversations: 👉 Career growth isn’t just about competence. It’s about how well you navigate 𝗶𝗻𝗳𝗹𝘂𝗲𝗻𝗰𝗲, 𝘃𝗶𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆, 𝗮𝗻𝗱 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝘁𝗶𝗺𝗶𝗻𝗴—without compromising your values. 𝗧𝗵𝗲 𝗽𝗿𝗼𝗯𝗹𝗲𝗺 𝗶𝘀: You were never taught how to do that. No one mentors you on how to position your work. 𝗔𝗻𝗱 “𝗷𝘂𝘀𝘁 𝗯𝗲 𝗽𝗮𝘁𝗶𝗲𝗻𝘁” 𝗶𝘀 𝘁𝗵𝗲 𝘄𝗼𝗿𝘀𝘁 𝗮𝗱𝘃𝗶𝗰𝗲 𝗳𝗼𝗿 𝗮𝗺𝗯𝗶𝘁𝗶𝗼𝘂𝘀 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹𝘀. Most high performers wait too long to speak up. Some assume their manager will notice. Others try to speak up—but it comes off as desperate, emotional, or misaligned with business priorities. 𝗜𝗳 𝘁𝗵𝗶𝘀 𝘀𝗼𝘂𝗻𝗱𝘀 𝗳𝗮𝗺𝗶𝗹𝗶𝗮𝗿, 𝘆𝗼𝘂’𝗿𝗲 𝗻𝗼𝘁 𝗮𝗹𝗼𝗻𝗲. That’s why I created this quick visual: 📌 9 Career Moves That Get You Promoted (Without Politics or Pleading) These are simple, 𝗶𝗻𝘁𝗲𝗻𝘁𝗶𝗼𝗻𝗮𝗹 𝗵𝗮𝗯𝗶𝘁𝘀 I coach professionals to 𝗶𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁—whether they’re mid-level managers or senior ICs trying to break through a ceiling. 🔍 𝗛𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝗺𝗶𝗻𝗱𝘀𝗲𝘁 𝘀𝗵𝗶𝗳𝘁 𝗯𝗲𝗵𝗶𝗻𝗱 𝗲𝗮𝗰𝗵 𝗼𝗻𝗲: ✅ It’s not about “doing more” tasks. It’s about aligning with what matters to the business. ✅ It’s not about “bragging.” It’s about owning your wins and building influence the right way. ✅ It’s not about asking blindly. It’s about building a case backed by value, timing, and strategic proof. ✅ And no, coaching isn’t a luxury. It’s often the missing system between doing great work and being seen as leadership-ready. 📩 𝗜’𝘃𝗲 𝗱𝗲𝘁𝗮𝗶𝗹𝗲𝗱 𝘁𝗵𝗲 𝗳𝘂𝗹𝗹 𝘀𝘆𝘀𝘁𝗲𝗺 𝗶𝗻𝘀𝗶𝗱𝗲 𝗺𝘆 𝗳𝗿𝗲𝗲 𝗴𝘂𝗶𝗱𝗲: The D.N.A. of Influence™ — A practical career strategy for high performers who are tired of being overlooked. It’s the same framework I use with clients who’ve: • Jumped from 𝗦𝗿. 𝗠𝗮𝗻𝗮𝗴𝗲𝗿 𝘁𝗼 𝗗𝗶𝗿𝗲𝗰𝘁𝗼𝗿 in under 9 months    • 𝗗𝗼𝘂𝗯𝗹𝗲𝗱 𝘁𝗵𝗲𝗶𝗿 𝗰𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 after feeling stuck for 3+ years    • 𝗙𝗶𝘅𝗲𝗱 𝘃𝗶𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗶𝘀𝘀𝘂𝗲𝘀 and got into succession planning lists 📎 𝗪𝗮𝗻𝘁 𝗶𝘁? 𝗧𝗵𝗲 𝗹𝗶𝗻𝗸 𝗶𝘀 𝗶𝗻 𝘁𝗵𝗲 𝗰𝗼𝗺𝗺𝗲𝗻𝘁𝘀. Don’t wait to be discovered. Influence isn’t luck—it’s a system. #Influence #peakimpactmentorship  #DNAofInfluence #leadership

the hard truth about career advancement: only 30% of professionals are doing what's required to grow rapidly (when its their priority). the other 70% stay stuck. i know this because i have watched it for 20+ years. i can pinpoint the exact behaviors that separate advancers from the pack. these principles predict career trajectory regardless of company logo, industry, or whether you landed on some "top" list. the 4 principles of accelerated career growth: 1. show up for the job you want, not the one you have. most professionals wait for formal permission or title changes before taking on advanced responsibilities. the top performers identify critical gaps and fill them without being asked. they create their future role through consistent, strategic overdelivery in areas that matter to the business. 2. master consistent execution without supervision. brilliance is worthless without reliability. the ability to consistently deliver quality output without reminders or management intervention creates exponentially more opportunities than occasional genius. set your own deadlines and beat them religiously. 3. develop change resilience. in today's market, your specialized knowledge becomes obsolete rapidly. what separates high-trajectory professionals isn't what they know—it's their capacity to abandon previous expertise and pivot hourly when circumstances demand it. ego attachment to "how things were done" is career suicide. 4. build intellectual flexibility. the highest-paid professionals aren't necessarily the smartest—they're the most adaptable. they actively seek contradictory viewpoints, instantly absorb new information, and immediately incorporate superior approaches without defensive resistance. the high performers will read this and know exactly what to do. #PR #communications #marketing #career #growth #executive

No one wants to feel like they’re stagnating at their job. Promotions are valued in part because they open up new career frontiers and often, more income. But getting promoted isn’t just about time spent in a role—it’s about showing consistent value and a high potential for growth. Here are five strategies that have helped me (and others) advance in their careers: 1. Consistent Performance: Deliver results consistently. A Top 5 sales year is great but consistently delivering above average results year after year is mire ideal. Reliability is a key factor in gaining the trust of company leadership. 2. Seek Feedback (and then act on it): Regularly ask for feedback and use it as a way improve. This approach shows your commitment to growth and development. Always ask colleagues and leaders “What could I have done differently there to improve my output?”. 3. Take Initiative: Go beyond your job description. By proactively solving problems and proposing new ideas you demonstrate your potential to the decision-makers inside your company. 4. Build Relationships: Your professional network inside the company you work for is crucial. Invest in strong relationships with both colleagues and leaders by adding value to their professional lives. Lean into creating advocates for your professional growth. 5. Communicate Your Ambitions: Don’t assume your manager knows that you want to advance to a larger role. Have open conversations about your career goals and ask what it will take to reach the next level. Promotions are rarely given. Instead, they are earned through a combination of hard work, strategic thinking, and effective communication. What strategies have worked for you? #CareerGrowth #Leadership

So many leaders I talk to are asking, "If I'm so good at my job, why aren't I getting promoted?" It can feel like you're doing all of the right things, but what served you early in your career may actually be holding you back from the next level.   Let's unpack this. When you take your first steps into leadership, it's often assumed that a magic transformation happens overnight - that you'll stop jumping into fix things, feel comfortable coaching your former peers and make tough decisions with ease. But it doesn't work that way.   We spend most of our careers proving ourselves and earning accolades as the fixer, the achiever and the responsible one. So, when we advance into leadership, it can be hard to shed this identity and the rewards that come with it.    Hardworking, humble and heads-down, we juggle managing our team while remaining a sought-after expert and go-to performer. We believe our results should speak for themselves. Then, we look up and realize something frustrating: people with less experience and dedication are moving past us. We aren't accomplishing our strategic goals. Why? Because our willingness to do the work—and our hesitation to advocate for ourselves—has landed us an advancement trap.    After coaching across industries and job levels, I've noticed four advancement traps that come up again and again. What's sneaky is that these traps don't feel bad at first—they're rooted in things we pride ourselves on: 1. Being an expert 2. Being loyal and dependable 3. Avoiding risk 4. Supporting others In excess, these strengths become traps. And they tend to hit just when leaders are ready to move from working manager roles into more strategic or c-level positions. It's almost as if being too good in their role has hindered their leadership potential.   Here are four traps I see often—and what to do if you're caught in one. Do these traps resonate with you? Have you seen people in your organization caught in them as they are trying to level up? I want to hear about it!

Growth and progression are relevant for professionals at EVERY stage of their careers — not just those who are starting out. Here are my biggest tips (and some lessons I learnt the hard way!) for seasoned professionals to advance their careers. ⬇⬇⬇ 👉 Know the business that you're in and speak the language of the business. How does your role contribute to the organisations objectives? Find out, and then talk to it regularly in the way you communicate about your inputs. 👉Working harder and longer hours and just hoping someone will notice is NOT the answer. Look up, and look around you. The people who get the opportunities are usually the people who built the relationships and then went and asked for those opportunities. 👉 Selling yourself and your potential is not an option, it is a necessity. The project you’ve just brought to life that is making your team 30% more efficient might be fabulous, but if no one knows about it because you are too worried about sounding “braggy”, then you’ll miss out on opportunities. 👉 In order to optimise your impact you must know your strengths and weaknesses. Knowing your strengths alone is also not enough though. You must know them, own them, be competent in leveraging them consistently for business outcomes, AND know the reverse point of impact. 👉You WILL get feedback that you don’t like throughout your career. Learn to get comfortable with it. Enhance your capacity to get it, give it and receive it well.  Your ability to engage in mature and meaningful feedback conversations, and then close the loop on feedback when received will be one of the single best skills you can learn to be seen as a high potential employee and leader. What else would you add? #LinkedInNewsAustralia #careerdevelopment #leadershipdevelopment #careeradvice Claire Seeber - Eating your Cake too