Career Skill Assessment

I’ve interviewed 100s of job seekers worldwide and noticed this: Top performers share 9 essential soft skills: 1. Initiative    • They don’t wait to be told—they make things happen. • They identify and tackle problems early. 2. Read the Room    • They pick up on emotions and unspoken cues. • They adjust their approach based on the energy of the room. 3. Focus on Impact    • Busywork isn’t their focus; meaningful work is. • They cut distractions to maximize productivity. 4. Communicate Clearly    • They keep it simple—no room for confusion. • They get to the point and stay concise. 5. Put the Team First • Personal credit takes a backseat to team wins. • They’re quick to support others to reach shared goals. 6. Own Their Actions    • Mistakes become lessons, not setbacks. • They hold themselves to a high standard. 7. Stay Calm Under Pressure    • Stress doesn’t shake them—they stay adaptable. • They maintain focus and keep moving forward. 8. Solve Problems Creatively    • “Impossible” isn’t in their vocabulary. • Obstacles are just challenges to overcome. 9. Listen to Understand • They make people feel heard and valued. • They ask questions to truly understand others. These skills don’t just solve problems. They build lasting solutions. Master them, and watch the impact in every step of your career. ♻️ Agree? Repost to share with your network. 📌 Follow Amy Gibson for actionable leadership tips.

The 5 C’s of Soft Skills that truly set you apart: 1. Communication – In any role, effective communication is key. How you interact with colleagues, clients, and vendors sets the tone for long-term relationship building. This is the top skill we value when hiring, as it directly influences team dynamics and external partnerships. 2. Consistency – Every role comes with its share of highs and lows, but showing up consistently is what drives progress. Everything we have built is the result of small, steady steps taken every single day. 3. Clarity – Whether it's clarity in your role, goals, or communication, this soft skill is crucial. Knowing exactly what you’re aiming for and communicating that with precision can streamline efforts and drive success. 4. Competitiveness (Healthy) – A winning attitude makes a real difference. It's not about being aggressive but about striving for excellence, whether you’re pitching to a client or tackling a complex challenge. 5. Consciousness – Who you are beyond the office matters. Are you empathetic, helpful, and mindful? Do you care about giving back or contributing to something larger than yourself? Conscious leadership and character can elevate you personally and professionally. These 5 C’s represent the foundation of success in any role. What would you add? #leadership #culture #mindset #motivation #inspiration #success

I've trained 600+ project managers over the last 3 years. From budding teams in start-ups to large-scale projects in multinational corporations. Hre are 9 challenges and recommendations frequently shared. 1) Scope Creep Management It's daunting when project deliverables keep changing. Without clear boundaries and pushback, projects will derail. Highly recommend reading "Scope and Requirements Management" and "Effective PM and BA Role Collaboration" to solidify your scope management strategies. 2) Time Management Effective PMs understand that every minute counts. Design an “Ideal Project Week” and schedule critical tasks. Risk assessment? Schedule it. Stakeholder meeting? Schedule it. Documentation review? Schedule it. 3) Stakeholder Engagement Project Managers need to skillfully manage stakeholder expectations. Instead of just updating on progress, send out agendas ahead of stakeholder meetings. Focus on critical discussion points, and be prepared to address the top concerns. 4) Resource Allocation It's tempting to bring in the best talents, but ensure they align with the project's current needs. Don’t bring in a high-level consultant when you need hands-on expertise on the ground. 5) Driving Team Accountability Inconsistent team updates and feedback loops can hurt a project's momentum. As the PM authority, establish regular checkpoints. Embrace the mantra: “Consistency is the heartbeat of projects.” 6) Clear Project Objectives If stakeholders or team members can't quickly summarize the project's goal and outcomes, there’s a clarity issue. Consider methodologies like SMART goals to crystallize your objectives. 7) Handling Conflicts Project disputes, if not addressed promptly, can escalate and impact delivery. Address conflicts head-on. Familiarize yourself with techniques from "Crucial Conversations" for effective resolution. 8) Budgeting Managing finances is critical. A well-told narrative about your project’s ROI and value proposition is invaluable. Understand your budget's narrative, including how resources are allocated, potential ROI, and long-term project benefits. This narrative informs future budgeting decisions. 9) Project Strategy Many project managers grapple with succinctly defining their approach. A clearly articulated strategy not only provides direction but aids in stakeholder buy-in. I highly recommend diving into the "Project Management Body of Knowledge (PMBOK)" to sharpen your strategic skills. How do you prioritize and balance stakeholder engagement with ensuring timely project delivery, especially when faced with conflicting interests?

Applying Cummings & Worley Group Diagnostic Model #OrganizationalDevelopment #TeamDynamics #PharmaIndustry #Leadership #ChangeManagement Scenario Background: A mid-sized pharmaceutical company has been experiencing declining productivity and increasing conflict within its research and development (R&D) teams. The leadership suspects that ineffective team dynamics and poor alignment of goals might be contributing factors. To address these issues, How L & D professional can utilize the Group Level Diagnostic Model, which focuses on diagnosing and improving group effectiveness within an organization. Step 1: Entry and Contracting: Objective: Establish a clear understanding of the project scope, objectives, and mutual expectations with the R&D teams. Actions: Conduct initial meetings with team leaders to discuss the perceived issues and desired outcomes. Step 2: Data Collection Objective: Gather information to understand current team dynamics, processes, and challenges. Actions: Distribute surveys and conduct interviews to collect data on team communication, collaboration, role clarity, and decision-making processes. Observe team meetings and workflows to identify misalignments and potential areas of conflict. Use assessment tools to measure team cohesion, trust levels, and satisfaction among team members. Step 3: Data Analysis Objective: Analyze the collected data to identify patterns, root causes of dysfunction, and areas for intervention. Actions: Compile and analyze survey results and interview transcripts to identify common themes and discrepancies. Map out communication flows and decision-making processes that highlight bottlenecks or conflict points. Assess the alignment between team goals and organizational objectives. Step 4: Feedback and Planning Objective: Share findings with the teams and plan interventions to address the identified issues. Actions: Conduct feedback sessions with each team to discuss the findings and implications. Facilitate workshops where teams can engage in problem-solving and planning to improve their processes and interactions. Develop action plans that include specific, measurable, achievable, relevant, and time-bound (SMART) objectives to enhance team performance. Step 5: Intervention Objective: Implement interventions aimed at improving team dynamics and effectiveness. Actions: Initiate team-building activities that focus on trust-building and role clarification. Provide training sessions on conflict resolution, effective communication, and collaborative problem-solving. Realign team goals with organizational objectives through strategic planning sessions. Step 6: Evaluation and Sustaining Change Objective: Assess the effectiveness of interventions and ensure sustainable improvements. Actions:Conduct follow-up assessments to measure changes in team performance and dynamics. Hold regular meetings to discuss progress and any ongoing issues. Adjust interventions as necessary based on feedback and new data.

Why every leader needs financial acumen — even if you’re not in accounting or finance Every decision in business has a number attached to it. ▪️ Launching a new product? That’s capital investment, ROI, and payback period. ▪️ Hiring a new team? That’s payroll, benefits, and long-term commitments. ▪️ Negotiating with a vendor? That’s cost of goods sold and gross margin. Too often, I meet talented leaders who avoid the financial side because “I’m not a numbers person.” The truth? You don’t need to be an accountant — but you do need the confidence to read financial statements, understand basic ratios, and ask the right questions. Financial acumen isn’t about debits and credits. It’s about seeing the story behind the numbers — the risks, the opportunities, and the levers you can pull to drive results. Leaders who embrace this skill make better decisions, gain credibility with executives, and earn a seat at the table where strategy is set. You don’t need to become a CPA. But you do need to learn to speak the language of business. What’s one financial concept you wish more non-financial professionals understood? It's so important that I've decided to make my popular LinkedIn Learning course "Reading Corporate Financial Statements" free for a limited time using the link below. Invest in your financial acumen today! https://lnkd.in/gQWh7A6k

In my opinion, all non-finance managers should build some finance skills too. Here's why and how they can get started: #FinanceWrap #LIPostingChallengeIndia #LinkedInNewsIndia In the dynamic world of business, financial literacy isn’t just for the finance team. As a non-finance manager, embracing financial insights can be your secret weapon for leadership excellence. Here’s why it’s crucial and how you can embark on this empowering journey: 𝐖𝐡𝐲 𝐁𝐮𝐢𝐥𝐝 𝐅𝐢𝐧𝐚𝐧𝐜𝐞 𝐒𝐤𝐢𝐥𝐥𝐬? Strategic Alignment: Connect your team’s efforts with the company’s financial goals. Understanding the monetary implications of your decisions leads to smarter resource allocation and direct contributions to business success. Cost Management Mastery: By grasping the basics of cost management, you become a steward of your organization's financial resources. This skill is key to optimizing spending and finding savings. Empowered Decision-Making: Financial data tells a compelling story. Learn to interpret this narrative to assess proposals and risks effectively, backing your strategies with solid data. Elevating Team Dynamics: When your team understands financial basics, it fosters a culture of accountability and smarter execution of projects. Earning Leadership Credibility: Financial fluency is a mark of a well-rounded leader. It elevates your status in strategic discussions and enhances your influence within the organization. 𝐇𝐨𝐰 𝐭𝐨 𝐆𝐞𝐭 𝐒𝐭𝐚𝐫𝐭𝐞𝐝? Demystify Finance: Begin with the essentials—financial statements, budgeting, and key metrics. Use online resources, books, or workshops to build your foundation. Engage with Finance Teams: Attend budget meetings, understand their processes, and don’t hesitate to ask questions. Real-world scenarios are the best teachers. Apply Your Knowledge: Practice with your team’s budget or project evaluations. This hands-on approach solidifies your learning. Connect Departmental Decisions to the Bigger Picture: See how your financial decisions impact the organization overall. It’s about building a bridge between operational and financial worlds. Reinforcing the imperative of financial acumen for managers, insights from leading institutions echo its significance. McKinsey & Company (2019) underscores the necessity of understanding finance in a data-driven world. Harvard Business Review (2017) links financial fluency with leadership trust and credibility. Chartered Institute of Management Accountants (2018) found a direct correlation between financial literacy and career advancement. The American Management Association (2023) highlights financial literacy as a vital skill for future leaders. Deloitte Insights (2020) emphasizes the need for executives to comprehend financial implications in today's complex business environment. Remember, it’s not about becoming a finance expert overnight but about enhancing your strategic thinking and decision-making capabilities.

If you want to be great at marketing, stop skipping steps. Too many marketers want to work on the “fun” stuff like brand campaigns, leadership, and strategy without building the skills those roles depend on. It’s like trying to build the roof before the foundation. Here’s the Marketing Skills Pyramid... ... In the order that compounds your skills and results: 1. Core Foundations The base that everything else sits on Research: know your audience inside and out Copywriting: craft words that grab attention and convert Data analysis: make decisions based on numbers, not opinions Without this, every move you make is guesswork 2. Strategic Skills Connect marketing activity directly to business outcomes Positioning that makes you stand out Mapping the customer journey and funnel Building offers people actually want This is where you create leverage instead of just activity 3. Creative Execution Turn strategy into work people actually notice Content creation in multiple formats Campaign building Consistent messaging across channels This is where the outside world starts to see the impact of the layers below 4. Leadership & Leverage Scale your impact beyond yourself Build a brand over years, not weeks Lead teams and provide clear creative direction Plan long-term so marketing drives the business forward The top only works if the base is strong Remember: You don’t get to skip steps. Master the base, build upward, and the top will take care of itself.

Did you know that showcasing your soft skills during interview can make a significant difference in landing your dream job? Employers are looking for well-rounded candidates who can thrive in any environment. Here are some key soft skills that will help you shine in your next interview and beyond! 🚀 Top Soft Skills to Ace Your Interview: 📌 Communication: Clearly and effectively express your ideas and listen actively to others. 📌 Problem-Solving: Approach challenges with creativity and critical thinking. 📌 Adaptability: Be open to change and willing to learn new things. 📌 Teamwork: Collaborate well with others and contribute to a positive team dynamic. 📌 Emotional Intelligence: Understand and manage your emotions while empathizing with others. 📌 Time Management: Prioritize tasks and manage your time efficiently. 📌 Leadership: Demonstrate the ability to guide and inspire others, even if you're not in a formal leadership role. 📌 Confidence: Believe in your abilities and present yourself with self-assurance. 📌 Resilience: Bounce back from setbacks and stay motivated. 📌 Work Ethic: Show dedication, reliability, and a strong commitment to your work. As recruiters we sometimes get chance to attend interviews that we set up for candidates. I remember a candidate's interview like it was yesterday. During the interview, she was asked to solve a complex programming question on the spot. Instead of panicking, she took a deep breath and applied her problem-solving skills. She walked through her thought process clearly and confidently, which impressed the interviewers. She also asked relevant questions to stay on track. At one point, the team threw a curveball question to see how adaptable she was. Drawing on her experience of quickly learning new systems at her previous job, she explained how she can embrace change. The turning point was when the interviews asked her about a time she worked in a team to overcome a challenge. She shared a story about a critical project where her team faced tight deadlines. She highlighted her communication, teamwork, and leadership skills, showing how she collaborated to deliver outstanding results. Yes, this candidate did receive an offer!! Soft skills are just as important as your technical abilities. Highlight them in your interview to show you're ready to make a positive impact. 💬 What soft skills have helped you in your career? Share your experiences in the comments!

Most people chase quick fixes. Here's how experts actually solve problems. The blueprint for solving problems effectively: 1. IDEAL Framework ↳ Identify the problem ↳ Define the context ↳ Explore possible strategies ↳ Act on the best strategy ↳ Look back and learn 2. 5 Whys Technique ↳ Ask "Why?" repeatedly ↳ Dig deeper beyond surface symptoms ↳ Find root causes of problems 3. Design Thinking ↳ Empathise with user needs ↳ Define the problem clearly ↳ Ideate creative solutions ↳ Prototype low-fidelity versions ↳ Test and refine with feedback Expert frameworks for structured problem-solving: PDCA Cycle ↳ Plan: Identify and analyse ↳ Do: Implement solutions ↳ Check: Evaluate results ↳ Act: Standardize or restart OODA Loop ↳ Observe: Collect information ↳ Orient: Analyse and synthesise ↳ Decide: Choose action ↳ Act: Follow through Kepner-Tregoe Method ↳ Situation Appraisal ↳ Problem Analysis ↳ Decision Analysis ↳ Potential Problem Analysis The biggest mistake isn't trying to solve problems. It's not using a systematic approach when needed. ♻️ Reshare to help others solve problems better. 🔔 Follow Luke Tobin for more problem-solving insights.

Want to solve problems like a McKinsey consultant? Top strategy firms like McKinsey, BCG, and Bain rely on a structured, hypothesis-driven approach to tackle complex challenges. The McKinsey Problem-Solving Process: Define the Problem Craft a clear, concise problem statement to ensure alignment among stakeholders. Structure the Problem Break down the problem into smaller, manageable components using frameworks like issue trees. Prioritize Issues Identify which components have the most significant impact and address them first. Develop a Work Plan Outline the analyses needed, assign responsibilities, and set timelines. Conduct Analyses Gather data and test hypotheses to uncover insights. Synthesize Findings Combine insights into a coherent story that addresses the problem. Develop Recommendations Formulate actionable solutions backed by data and analysis. Communicate Results. Key Principles: Hypothesis-Driven: Start with an educated guess and test it. MECE Framework: Ensure components are Mutually Exclusive and Collectively Exhaustive. Iterative Process: Refine your approach as new information emerges. Learn More: For a deeper dive into this methodology, check out McKinsey's guide on mastering the seven-step problem-solving process. https://lnkd.in/gKHEWKJ2 What strategies do you use for problem-solving in your organization? Share your thoughts below!