How to Identify Hidden Career Growth Barriers

I wasn’t a quitter. At least, that’s what I kept telling myself. So I stayed. Stayed in meetings where my ideas stayed locked in my throat. Stayed chasing goals that no longer meant anything. Stayed convincing myself it was “just a rough season.” But the truth was, I’d outgrown the role more times than I can count. I see it daily as a career coach working with hyper busy, high-achievers: Brilliant leaders whose careers look flawless on LinkedIn, but inside, something’s quietly dying. They tell themselves they’re “just tired.” But what if it’s not exhaustion? What if you’ve simply outgrown where you are? Here are seven subtle signs your role has become too small for your career growth: 1. You’re Constantly Editing Yourself → You hold back ideas or hide too many parts of who you are. 2. Small Wins No Longer Feel Satisfying → Milestones fall flat and even praise feels hollow. 3. You’re Overly Invested in Distractions → Planning your “escape plan” is more thrilling than your work. 4. You’re More Irritable Outside of Work → Frustration spills into personal moments and loved ones notice. 5. You Fantasize About Drastic Changes → Quitting, relocating, starting over feels necessary, not crazy. 6. You’re Numb to Both Good and Bad News → New crises or changes barely register. 7. You Avoid Making Long-Term Plans → The future feels blank, or suffocating. If even one hits home, know that outgrowing a role doesn’t make you ungrateful or unfocused. It makes you 𝘩𝘶𝘮𝘢𝘯. Your career growth didn’t stop. Your environment did. Becoming The C.H.O.I.C.E.®  means having the: → Courage to face the discomfort of moving on. → Humility to admit what’s no longer working. → Openness to imagine new paths. → Integration of lessons learned into your next chapter. → Curiosity to explore what’s possible. → Empathy for yourself as you navigate change. ✨ Staying small to avoid change costs more than leaving. Ask yourself: Have I outgrown where I am, or just forgotten how big I’m meant to be? Which of these signs speaks loudest to you right now? ♻️ Share to help others ➕ Follow Loren Rosario - Maldonado, PCC for more #Careers

Throughout my career placing professionals across organizational levels, I've observed a counterintuitive pattern: the most productive employees often experience slower advancement than their more strategically visible counterparts.   This disconnect occurs because organizations promote based on perceived value rather than task completion volume.   The Visibility Gap: Most daily work remains invisible to decision-makers who determine advancement opportunities. Being exceptionally busy often signals poor prioritization rather than exceptional value.   Strategic Positioning Over Task Execution: Advancement requires demonstrating impact on organizational priorities rather than individual productivity metrics.   Cross-Functional Relationship Building: Promotion decisions often involve input from multiple stakeholders beyond immediate supervisors, making broader organizational visibility crucial.   Solution-Oriented Communication: Contributing meaningfully to strategic discussions and problem-solving initiatives creates more advancement opportunities than silent execution of assigned tasks.   The professionals who advance most rapidly understand that career growth requires intentional visibility management alongside excellent performance.   This doesn't diminish the importance of quality work, but recognizes that career advancement operates on different metrics than productivity optimization.   For those feeling stuck despite strong performance, the solution often lies in shifting focus from task completion to strategic contribution and ensuring that value creation is visible to advancement decision-makers.   What strategies have you found most effective for translating excellent work into career advancement opportunities?   Sign up to my newsletter for more corporate insights and truths here: https://lnkd.in/ei_uQjju   #deepalivyas #eliterecruiter #recruiter #recruitment #jobsearch #corporate #promotion #promotions #careeradvancement #careerstrategist

A Data Scientist with 9+ years of experience came to me feeling stuck in their career. The goal was to land a $150k+ DS role (non-product-based). But despite their extensive experience, Several obstacles stood in the way: -> Uncertainty about the right next step - Should they upskill or refine their strategy? -> Lack of interview feedback - No clear understanding of what went wrong. -> Too few interviews despite hundreds of applications. -> Underpaid compared to industry standards. 𝗧𝗵𝗲 𝗗𝗮𝘁𝗮: After 4 months of job searching, here were the results: ✅ 200 applications sent ✅ Only 5 recruiters reached out ✅ 6 interviews ✅ Failed 2 first rounds ✅ Failed 4 technical rounds ✅ 0 referrals Despite strong qualifications, the strategy wasn’t working. 𝗧𝗵𝗲 𝗜𝘀𝘀𝘂𝗲𝘀: 1. Choosing the wrong coach Initially, this Data Scientist worked with a general career coach, not someone specialized in data hiring. While helpful in some areas, the advice was too broad to make a real impact. 2. "Fixing" what's working Many career advisors suggest shifting from cold applications to networking. But in this case, the cold application success rate was 6% which is far above the 1% industry average. 3. Not asking the right questions With 9+ years of experience, this professional was still being paid like a junior. It happened because of not asking the right questions in interviews and not aligning new roles with long-term career goals. 𝗧𝗵𝗲 𝗟𝗲𝘀𝘀𝗼𝗻𝘀: 1. The right mentor makes all the difference Find a mentor who has either achieved your exact goal or has a proven track record of helping others get there, ideally both. 2. "If it ain’t broke, don’t fix it."     Instead of abandoning what was working, the focus shifted to fixing the interview performance since that was the biggest constraint. 3. Do your due diligence & take ownership Start treating career growth like running a business. Ask better questions in interviews. Set clear expectations, overdeliver, and negotiate promotions proactively. Repost if you found this post useful ♻️ Follow me, Jaret André for more job search content

I'm doing my best work, yet no one seems to notice. You're trapped in The Career Growth Paradox: We all face it: • We're doing great work • We're making real impact • We're constantly improving But somehow... People don't seem to notice. So we're stuck: Speak up? Feels like bragging. Ask for feedback? Feels needy. Stay quiet? Feels invisible. Our career grows in two ways: • Doing great work (50%) • People noticing it (50%) The second part is harder than it should be. Here's why: Three cognitive biases work against us: First Impression Bias • People make quick judgments • These snap decisions stick • Your initial image becomes your permanent frame The Spotlight Effect • We think everyone's watching our improvements • They're not. People notice far less than we assume • What feels obvious to us is invisible to others Status Quo Bias • People resist updating their views • They filter new information through old opinions • Breaking out of their mental model takes intentional effort But there's a solution: Make it easy for them to notice. The Keep/Stop/Start Framework A simple tool that turns critics into coaches. Here's how it works: Set Context (share your Why) • Promotion,  • New role, or  • Development goal Ask for Specific Input • What should I keep doing? • What should I stop doing? • What should I start doing? Gather Diverse Perspectives • Your manager • Your team • Your peers • Your skip-level • Your customers Close the Loop • Synthesize the themes • Share your commitments • Ask them to hold you accountable • Follow up on progress Why This Works: • Builds accountability • Makes feedback focused • Creates clear expectations • Activates your support network The Result? You've turned your environment into a growth engine. People notice because you've shown them exactly what to watch for. That's how improvement becomes visible. That's how effort turns into impact. Want more frameworks like this? And my free template?  Sign up for my newsletter: https://lnkd.in/eabhSVWq ♻️ Share if this helped 🔔 Follow Dave Kline for more simple leadership systems

There’s something even more powerful than a job description. And 99% of people overlook it. When 3 years ago I was considering a new role, I set an intention: "To truly understand the company’s culture before making a decision." And guess what? It revealed things I never expected... The company looked great on paper: → Competitive salary → Strong benefits → Promising growth opportunities But the deeper I looked, the more I started noticing these red flags: 🚩 Lack of transparency – If they’re not clear about expectations, the role, or growth paths, be cautious. 🚩 High turnover – Constant churn in employees can signal deeper issues within the organization. 🚩 Vague company values – If the company's values aren’t defined or consistently communicated, it’s a major warning sign. 🚩 Limited growth opportunities – If the company can’t offer a clear path for advancement, you’ll likely hit a ceiling fast. 🚩 Poor work-life balance – If the job description implies long hours or an always-on culture, reconsider. 🚩 Unclear reporting structure – If no one knows who you’ll report to or how decisions are made, that’s a red flag. 🚩 Overemphasis on ‘hustle’ – When success is glorified by how much you work, burnout is inevitable. 🚩 Negative reviews – If former employees consistently leave negative reviews, listen to them. 🚩 Absence of diversity and inclusion efforts – A lack of representation or commitment to inclusion can limit your professional growth. 🚩 Leadership doesn’t listen – If leadership doesn’t take feedback or isn’t open to new ideas, you’ll feel stuck. 🚩 Toxic positivity – When everything is ‘fine’ but the energy feels off, it’s a sign to proceed with caution. 🚩 Unclear compensation structure – If they can’t clearly define salary, bonuses, or perks, you’re likely in for surprises later. 🚩 Lack of innovation – If the company isn’t evolving or adapting, they’re not future-proof. 🚩 No focus on employee development – If there’s no investment in training or personal growth, your potential will be limited. 🚩 Gut feeling – Trust your intuition. If something feels off, it probably is. The company may tick all the boxes, but when you listen to the subtle signs, you get the full picture. And it’s your heart that gives you the clarity to recognize them. Are you listening to your gut when considering new opportunities? Let’s talk in the comments! - ♻️ Repost to help others find a new opportunity that’s truly aligned with them 🔔 Follow me Julia Laszlo for daily insights on discovering, living, and leading with your ikigai

I've identified the most common barrier in a job search. When I tell people, it can be upsetting. Because no one wants to hear that the biggest barrier in their job search is... YOU. I've heard smart, capable, and accomplished clients say things like: "I'm an introvert, I can't network." "I missed my chance." "I'm too old to make a change" "I've been unemployed for too long" "That layoff is black mark against me" Psychology calls these "limiting beliefs," and they hold us back. Here is exactly how I work with my clients to overcome these bullying voices (inspired by Byron Katie's work) 1️⃣ Identify the Beliefs ➙ What stories are you telling yourself? ➙ Write down each belief, and how long you've believed it Example: "I've been unemployed for too long. They'll think my skills are stale." 2️⃣ Interrogate Each Belief ➙ Ask yourself, "Is that true?" ➙ Then ask "Is anything else true?" Example: "The data show that it’s taking everyone longer to find a job. Hiring managers understand that layoffs are rampant. It's not just me." 3️⃣ Reframe Each Belief ➙ Think about other things that might be true instead ➙ Write down each thing that could be true instead Example: "I have used this time of unemployment wisely, made new connections, and built new skills that I can use in a new role." 4️⃣ Collect the Evidence ➙ Identify facts (not beliefs) that support your reframe ➙ Let the facts allow you to change your belief Example: "The fact is that I have worked in several short-term contract roles. I did an excellent job and made new connections, several of whom offered to serve as a reference for me. I have pursued additional certifications and upgraded my skills. I have also become AI-literate." 5️⃣ Write a New Narrative ➙ Gather your reframed facts into a new story ➙ Repeat your story to yourself daily Here is the story reframed with the FACTS: "I am one of 1000s laid off in the last year. All the evidence shows that finding a new job is taking much longer. I'm proud of the fact that I have used this time of unemployment wisely, made new connections, and built new skills that I can use in a new role. I've worked in several short-term contract roles. I did an excellent job and made new connections who've said they'll serve as a reference for me. I have pursued additional certifications and upgraded my skills. I have also become AI-literate, and I am ready to take on the challenges of a new role and hit the ground running." Are you struggling to reframe any part of your story? Tell me the limiting belief in the comments, and I will help you out! 🎉You've got this and I've got you!🎉 ♻️ Repost to help people banish their limiting beliefs 🔔 Follow Sarah Baker Andrus for more career strategies 📌 Need help with your job search? DM me!

How a Senior Manager was promoted to Senior Director in 4 Months. Let's break down this rapid career acceleration with a 5-step analysis. 1. Starting Position Senior Engineering Manager at a Fortune 500. Strong foundation but missing key elements: - Limited strategic influence - Tactical vs strategic focus - Invisible to key leaders 2. Leadership Assessment Quick benchmark of critical gaps: - Technical Excellence: A+ - Strategic Impact: C - Executive Presence: C- - Leadership Brand: D But Senior Director roles require A's across the board. 3. Growth Investment Strategy Realigned priorities: - Core role excellence: 25% - Strategic relationships: 35% - Leadership development: 20% - Brand building: 20% Key New Skill: - Uncovering decision-makers' needs - Positioning themselves as the answer. Career coaching revealed the invisible gaps and gave a step-by-step roadmap to close them. 4. Power Moves Critical elements that accelerated growth: - Uncovered executive stakeholder needs - Positioned themself as solutions to key problems - Built relationships with decision-makers - Generated strategic wins 5. Results & Impact Key transformations: - From tactical to strategic leader - From invisible to influential - From executor to multiplier - From manager to leader This rapid progression showcases 3 key principles: - Identify invisible gaps early - Get expert guidance to close them - Attract opportunities through growth Key distinction most people miss: Most people chase opportunities... -> And they always seem just out of reach. Instead, By closing key gaps And leveling up in the areas that matter... -> Opportunities start coming to you. (Pushing vs Creating Pull) But don't forget - being a high performer was the foundation. PS: This case study reflects repeatable patterns I've seen coaching hundreds of leaders. While timelines vary, the formula works: - Identify gaps, - Get guidance, - Solve real problems. - Close your gaps & level up - Attract opportunities by the leader you become. DM me to accelerate your leadership journey. #LeadershipGrowth #CareerAcceleration #ExecutiveSuccess

Are You Stalling Your Own Career Growth? You’re ready for the next big step—whether it’s a promotion or a new opportunity elsewhere—but something is holding you back. It’s not a lack of ambition, qualifications, or capability. It’s the concern that there’s no one to backfill your role. This is especially challenging if you want to move up within the same company. You’ve become indispensable, and that can feel more like an obstacle than an advantage. Leadership sees your value right where you are. If you’re feeling stuck because your current role depends too much on you, consider these three strategies: 1. Develop Your Successor Now Proactively mentor and upskill a team member who could take on key aspects of your role. This not only helps you, but it also demonstrates strategic foresight and leadership—qualities that make you an even stronger candidate for advancement. 2. Redefine ‘Value’ in Your Organization Being indispensable in your current position can limit mobility. Shift the perception of your value from doing the work to elevating the organization. Communicate how you can drive impact at a higher level and how a well-planned transition benefits the company long-term. 3. Make the Case for a Structured Transition Rather than waiting for leadership to solve the backfill issue, present a clear transition plan. Show how your move can be managed effectively—whether through interim solutions, process documentation, or a phased transition. Executives want solutions, not roadblocks. One of my clients expressed wanting to stay at her current organization, but she felt trapped—she was ready for the next level, but leadership hesitated to move her because there was no clear successor. We worked together to identify a high-potential team member she could mentor while documenting key processes to ensure a smooth transition. Concurrently we worked on a way she could pitch herself into a newly created role around her skillset that would serve a need for the organization. (In my Career Velocity program we call that "Write & Pitch Your Job Description." It worked!) By proactively presenting a succession plan, she shifted leadership’s perception of her from indispensable in her role to indispensable to the company’s future. Within months, she secured the promotion, confident her team was set up for success. Staying stuck isn’t an option for high performers. The best leaders don’t just fill roles—they build pathways for future success. If you want to move up, start paving the way today. #CareerVelocity #QualifiedIsntEnough #jobs

The hidden barrier stopping executives from reaching the top A leader at the SVP level wants to move up but has no guidance or feedback on how to get to the next level. He brought this frustration to a call with me. Without clear communication and support, he’s stuck. And he’s not alone. This issue is widespread. Another leader, a top-performing VP, wanted to advance to SVP. When asked about feedback, he admitted he’d received none. Leaders often don’t understand the expectations for advancing to the next level. They think it’s out of their control, but it’s not. They need to ask the right questions and uncover their blind spots. This trend spans organizations of all sizes. It’s the same story repeatedly. When I coach them, they say, “This is exactly what I need.” So, why is this happening? Lack of feedback - As executives rise, they manage fewer people directly, leading to less feedback—a critical growth tool. Fear factor - Higher up the ladder, personalities clash. Fear of judgment or conflict leads to feedback avoidance, stunting growth. A confident woman I spoke with said, “I think my personality comes off as defensive.” This fear of conflict shows up both personally and professionally. Leaders avoid giving feedback to prevent upsetting others. Even multi-million-dollar business owners fall into this trap. It blows my mind. This is why ongoing development and proactive feedback are so crucial. Ask yourself, are you getting the feedback you need to succeed? How are you ensuring you’re not just climbing but paving the way for sustained success? Remember, feedback isn’t just a tool—it’s the ladder to your next level. #executivecoaching #executivesandmanagement #leadership #management #hr