Professional Growth Mindset

Take the leap 🚀 Golden handcuffs pose a significant barrier to realising our full potential. They come in various forms such as a steady salary, sticking to routine, remaining within our local area, and more. Often, we choose certainty over embracing the unknown, without fully understanding why. I've certainly been guilty of this myself 😅, and that inclination still lurks within me. However, altering our attitude towards risk and failure could be the key to unlocking a more fulfilling life. Here are some tangible steps to help you become more comfortable with taking the leap: * Reflect on Your Values: Take the time to identify what truly matters to you and what you want to achieve in life. Understanding your values can provide clarity and motivation to pursue your goals despite the uncertainties. * Set Clear Goals: Define specific, achievable goals that align with your values. Break them down into smaller, manageable steps to make the journey less daunting and more achievable. * Challenge Comfort Zones: Regularly challenge yourself to step outside your comfort zone, whether it's trying new experiences, taking on new responsibilities, or pursuing unfamiliar opportunities. Each small step builds confidence and resilience. * Embrace Failure as Growth: Shift your perspective on failure from something to be avoided to an inevitable part of the learning process. View failures as opportunities for growth and learning, rather than as setbacks. * Seek Support: Surround yourself with a supportive network of friends, family, mentors, and peers who encourage and inspire you to pursue your aspirations. Their guidance and encouragement can provide invaluable support during times of uncertainty. * Develop Resilience: Cultivate resilience by practising mindfulness, self-compassion, and positive self-talk. Building emotional strength and adaptability can help you navigate challenges and setbacks more effectively. * Take Calculated Risks: Assess the potential risks and rewards of different opportunities carefully. While it's essential to embrace uncertainty, it's also crucial to make informed decisions and take calculated risks rather than reckless ones. * Celebrate Progress: Acknowledge and celebrate your achievements, no matter how small. Recognising your progress reinforces your confidence and motivates you to continue pursuing your goals. 💡Steven Bartlett

Are you really happy in your career, or are you just stuck in a path because it’s comfortable? Our priorities shift, and so should our careers. It’s not weak to change direction. It’s a sign of growth and a willingness to align what you do with who you’ve become. 9 Steps to Changing Your Career Path: 1. Reevaluate your priorities ↳ Does your current job align with what matters to you now? 2. Identify your core values ↳ What do you stand for today? Does your career reflect that? 3. Understand the financial impact ↳ What’s the real cost of switching? How will it affect your lifestyle? 4. Leverage your existing skills ↳ How can you apply what you already know in a new industry? 5. Network with those in the field ↳ Learn from people who are already doing what you want to do. 6. Test the waters ↳ Take on side projects or freelance work to get a feel for the change. 7. Update your personal brand ↳ Revamp your LinkedIn and resume to reflect your new direction. 8. Set clear goals and timelines ↳ Make the transition with purpose and action. 9. Let go of the past ↳ Release limiting beliefs about your career and identity. The best time to pivot is when you feel that discomfort. It’s a sign of something better ahead. When was the last time you thought about changing your career?

Do your values still serve you? Our values are individual beliefs that motivate us to act one way or another. They serve as a guide to human behaviour. We all inherently know our values, but few of us take the time to define them in detail. Without a detailed knowledge of our values at any point in our lives it is easy to fall into a state of "value incongruence", where our values are misaligned with our occupation or life stage, causing an often-subconscious sense of unease. Our values are not necessarily static throughout our lives. We all have some hardwired values, known as core values, that are far less likely to change over time. However, we also have what’s known as derived, or secondary values, that still contribute to making us the unique person we are but are far more amenable to change throughout different life stages. It took me years following my discharge from the army to realise that some of the values that served me well in uniform were counterproductive in civilian life. I began to discover personal values that needed to be softened to be a better version of myself post-transition, including: ·      Elite physical fitness ·      Relentless pursuit of excellence ·      Rigid punctuality ·      Prioritising the mission over all else In this newsletter I discuss a tool to define your current values in detail, and then a model (adapted from a business management model) to triage your values into: ·      Values that continue to serve you well and should be maintained ·      Values that you need to develop to move forward productively in life, and ·      Values that formerly served you well but are counterproductive in your current life stage.  #military #militarytransition #police #firstresponders #firefighter #emt #ambulance #psychology #veteranmentalhealth #values #veteran

CAREER DECISIONS MADE SIMPLE Focus on what’s working, not what’s missing   Career decisions can feel overwhelming, especially when we fixate on what’s lacking—missing skills, uncertain opportunities, or past mistakes. But what if we flipped the perspective? Instead of asking what’s wrong, start with what’s already working.   Traditional problem-solving emphasizes gaps and weaknesses. But in coaching, the momentum often comes from amplifying what’s already effective. When we analyze what’s working—our strengths, positive past experiences, and existing opportunities—we create solutions based on success, not scarcity.   To use this approach 1️⃣ Identify small wins. Consider the last career decision that turned out well. What did you do that contributed to that success? What elements can you replicate now? 2️⃣ Leverage your strengths. Instead of focusing on weaknesses, ask: What am I already good at that can help me move forward? 3️⃣ Recognize what’s already in motion. Often, we overlook progress because it’s gradual. What opportunities, skills, or relationships are already in place to support your next step?   Many clients I work with experience decision paralysis because they focus on everything they don’t know yet. But clarity often emerges quickly when we shift the lens to what they do know and have done successfully.   Think about your next career move. Instead of asking What’s missing? ask What’s already working that I can build on?   Momentum doesn’t come from fixing every gap—it comes from leaning into strengths and progress already made. If you need a thinking partner, consider a coach: they can often facilitate this process in a single 40-minute session, providing confidence, clarity, and direction.   #CoachRisto #CareerPerspectives   #decisionmaking #solutionfocused  

One of the most challenging issues for early career leaders is maintaining healthy boundaries at work. In a role I occupied more than a decade ago, I ran a team that was incredibly collegial at work and very social after work. We had lots of fun together. Coming to work felt more like coming to see friends than it did coming to a workplace. It was great. Until it wasn’t. My first 360 review running this team could be summarized as “we want a boss, not a friend.” I was a bit shocked by it—until I realized that people weren’t coming to work to be my friend. They were coming to work to do great work and to progress their careers. The instinct of many (most) warm-blooded humans is to want to blur lines. Colleagues and direct reports become some blended hybrid of friend/colleague/compatriot. Which works wonderfully, of course, until some part of the implicit contract breaks down. Once the genie is out of the bottle-it’s impossible to put back in. The friend/colleagues doesn’t meet your expectations or, worse, you fail to live up to the expectations they have of you. The perception of favoritism and preferential treatment begins to enter the workplace. The nature of your personal relationships gets in the way of your ability to deliver a hard message. Your hard message gets in the way of a personal relationship. Not defining relationships at work clearly can be lethal to team effectiveness—and performance. It can quickly devolve into an unmanageable mess. This doesn’t mean that people who work together can’t be friends. But it does require a careful attention by given to how the relationship is built early on. Boundaries must be clearly defined and enforced. A deep and mutual understanding that work is work and everything else is everything else must be clear to all. It’s a difficult dance, but it’s a dance leaders best learn early in their careers. In the absence of clearly enforced boundaries—almost everyone suffers in the long run. Have you had a career experience that involved blurred boundaries? How did you navigate it?

Career transitions aren't about finding a new train track to ride to career advancement—they're about mastering the rock climb. Here's the framework I use with clients to help them pivot successfully: Step 1: Identify Your True Pain Point Before making any move, ask yourself: Is it your boss you dislike or the actual work? Is it the industry or just your company culture? One client was ready to leave her entire field until we discovered she only needed an internal transfer away from a toxic boss—saving months of job searching while keeping her seniority. Step 2: Apply the W.I.S.E. Framework Don't jump straight to job applications. First, analyze: Workplace needs: What motivates you at work? Industries: Which sectors will you thrive in? Skills/Roles: What work uses your skills/strengths? Experience: What experience can you leverage in your transition? Step 3: Become the Entrepreneur of Your Career The ultimate goal? Complete ownership of your professional destiny. This mindset shift is everything. Your experience is your product, and you must position it differently for different opportunities. Feeling stuck? Successful job seekers prioritize and compromise.  Use “forced choice” to help you prioritize what’s most important to you and narrow down your options. Here's a question for deeper reflection... How does your past experience prepare you for the roles you're targeting now? #Careers #JobSearch #LinkedInTopVoices

Attention - Career pivot!? It is rather often that I receive direct messages from candidates asking for advice on how to manage a significant career pivot. Changing careers at a mature stage in life is a little like going on a very tall roller coaster - it can be both exciting and scary. Here are some thoughts to consider: ↝ 𝗦𝗲𝗹𝗳 𝗮𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁: Start by assessing your skills, interests, and values. Understand your strengths and what drives you. This self-awareness will guide you towards a career that aligns with the true you! ↝ 𝗙𝗶𝗻𝗮𝗻𝗰𝗶𝗮𝗹 𝘀𝗲𝘁-𝘂𝗽: Understand the financial implications of a career change. Determine how your income might be affected during the transition period and plan accordingly. In today`s environment it almost always takes longer than planned. ↝ 𝗥𝗲𝘀𝗲𝗮𝗿𝗰𝗵 𝗮𝗻𝗱 𝗲𝘅𝗽𝗹𝗼𝗿𝗲: Take the time to learn about potential career directions. Look into industries that interest you and explore the job market demand, required skills, and educational or training pathways. Talk to real people to gain insights! Make sure that you take into consideration local market specifics. ↝ 𝗦𝗸𝗶𝗹𝗹𝘀: Identify your skills or knowledge that can be transferred as well as gaps between your current experience and your desired career. Courses, certifications, or workshops can be helpful (and costly). ↝ 𝗡𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴: Leverage your existing network and reach out to professionals in the new field. Networking can be critical in your decision making as well your eventual success. ↝ 𝗩𝗼𝗹𝘂𝗻𝘁𝗲𝗲𝗿𝗶𝗻𝗴: If possible, gain practical experience in your new field through volunteering or internships. This can help you confirm you are on the right path; acquire hands-on experience and expand your network. ↝ 𝗣𝗮𝘁𝗶𝗲𝗻𝗰𝗲: Understand that changing careers may take time and effort. Consider adjusting your plans based on new information or opportunities that arise. ↝ 𝗦𝘁𝗮𝘆 𝗣𝗼𝘀𝗶𝘁𝗶𝘃𝗲 𝗮𝗻𝗱 𝗣𝗲𝗿𝘀𝗶𝘀𝘁𝗲𝗻𝘁: Resilience on this journey will be critical. Job hunting and career changes are often challenging, but maintaining a positive mindset will increase your chances of success. ↝ 𝗘𝘃𝗮𝗹𝘂𝗮𝘁𝗲 𝗮𝗻𝗱 𝗔𝗱𝗷𝘂𝘀𝘁: Once you've made the change, periodically evaluate your career satisfaction and progress. Be open to making further adjustments if needed to ensure long-term fulfillment. ❓ Anything you would add? Any questions? ------------------------------------------------- Oh, hey there! I am Dana - Recruiter with a 💡 ☝🏼 Like this and want more interesting content? 🍪 Share if others could benefit from this too! 🔔 Follow me and 'hit' the bell on my profile.

Navigating Team Conflicts In team dynamics, some level of conflict is inevitable—even healthy. However, understanding the nature of the conflict can help leaders manage and resolve it more effectively. Here are four common conflict patterns and strategies for handling them: 1. The Solo Dissenter This conflict arises when one individual disagrees with the rest of the team. Whether due to personal differences or a challenge to the status quo, isolating or scapegoating this person is counterproductive. Instead, leaders should engage in one-on-one conversations to better understand their perspective and address any underlying concerns. Open communication can transform a dissenter into a valuable source of alternative viewpoints and broader system awareness. 2. The Boxing Match This frequent form of conflict involves a disagreement between two team members. If the issue stems from a personal relationship, external coaching may be helpful. However, if it’s task-related, the disagreement may benefit the team by introducing diverse ideas—provided the discussion remains civil. Leaders should avoid intervening prematurely, as genuine task-based disagreements often lead to more innovative solutions. 3. Warring Factions When two subgroups within the team oppose each other, an "us versus them" mentality can develop. This type of conflict is more complex, and solutions like voting or majority rule rarely resolve the issue. Leaders should introduce new options or third-way alternatives, encouraging both sides to broaden their thinking and find a compromise that addresses the core needs of both groups. 4. The Blame Game This challenging conflict involves the entire team, often triggered by poor performance. Assigning blame worsens the situation and creates more division. A more effective approach is to refocus the team on collective goals and explore strategies for improvement. Shifting the conversation from blame to team purpose and collective problem-solving can unite the group around a shared vision. By recognizing these conflict patterns and applying the right strategies, leaders can guide their teams through disagreements, fostering a more cohesive and productive environment.

Coding, marketing, design - these are all valuable skills in today's economy. But the most valuable skill by far is learning how to learn. If you master this meta-skill, you can unlock any other skill you want. It is the key that opens every door. But how exactly does one learn how to learn? Through years of self-education and helping others, I've discovered techniques that can make anyone a better learner. Here are the most important ones: 1. Find your deepest motivation. Learning sinks in when you have a burning "why" behind it. Determine what truly drives you and let that passion fuel your quest for knowledge. 2. Curate superior sources. With the firehose of information online, find credible, current sources tailored to your exact needs. 3. Explain it simply. The Feynman technique - explain what you learn as if teaching a child - creates dramatic understanding. It uncovers gaps and forges neural links. 4. Apply and practice. Don't just absorb facts. Use your new skills in real life, such as doing projects, solving problems, or teaching concepts. This cements true learning. 5. Get expert feedback. We all need input from mentors, peers, and communities to improve. Use these relationships to refine your approach. 6. Never stop learning. The day you think you know enough is the day you fall behind. Always look to expand your knowledge. Learning how to learn is the meta-skill of the 21st century. It's he master key that opens the door to unlimited potential. Remember, this skill does not come naturally for most. The payoff, however, is monumental.

I realized this during a team meeting when a team member shared how their development led to impressive results. It struck me that investing in our people is the true measure of success. Many organizations overlook this crucial shift: They chase metrics but neglect the very heart of their business— their people. Think about it. Are you focusing on: → Employee engagement → Skill development → Mentorship opportunities → Team collaboration → Creating a culture of trust Neglecting these elements stunts growth and innovation. The good news is that fostering people-first leadership is a choice. You can make it part of your organization's culture. Here’s how to get started: 1. Prioritize personal development for your team. 2. Encourage open communication and feedback. 3. Celebrate individual and team successes. 4. Invest in training and mentorship programs. 5. Create an environment where everyone feels valued. Remember, leading by growing people means nurturing their potential while driving your organization forward. So, what steps will you take today to invest in your team's growth?