Developing Personalized Career Paths

The most dangerous career strategy in 2025: Following a path that worked for everyone before you. Over the last few weeks, my inbox has been flooded with messages of strife and anxiety from brilliant people blindsided by layoffs. To be honest, there is very little I can say to many. Most played the game of life perfectly. They went to great schools, got good grades, landed prestigious jobs, and worked hard. Their stories raises a critical question: What if it's not just specific jobs disappearing, but a fundamental flaw in how we've viewed careers and success? The linear world we've grown accustomed to is abruptly being disrupted. The ladders that guaranteed safety and success no longer hold their promise. For decades, we've operated under the belief that: → Business success comes from perfect execution → Career paths follow logical progression → Expertise can reliably predict the future My friend Gaetan recently said: "What if success was always more random than we wanted to believe? What if strategic planning was always more about the illusion of control than actual causality?" Navigating uncertainty now requires us to: → Judge the quality of our decisions not just results → Embrace uncertainty over false certainty → Recognize success as probabilistic For individuals navigating this shift: → Build skill portfolios, not linear paths → Combine skills uniquely; avoid single specialties → Design for uncertainty, not control → Test multiple career options → Adapt quickly; don’t chase perfection → Diversify income streams Following these principles won't just help you withstand career shocks, it makes you antifragile, allowing you to grow stronger from volatility and stress. The human cost of layoffs extends beyond financial insecurity; it's the painful realization that playing by the rules perfectly was never a guaranteed protection. Yet within this destabilizing reality lies a massive opportunity: to redefine success itself. Success shouldn't be a singular path to follow, but the freedom to create multiple paths of your own design. The true cost of clinging to old models isn't just stalling your career; it's missing the chance to discover who you might become when you stop following and start creating.

I find career progression maps extremely effective. They answer one of the most prominent questions I get in interviews: "What does career progression look like in your org?" A well-defined career map: 1. Helps designers identify what they need to work on 2. Clearly sets expectations on career progression 3. Connects the dots between hard and soft skills 4. Sets the tone for assessing performance 5. Provides clarity and alignment I created this simple product design progression map to help you understand some of the key areas we assess when building design teams. For simplicity, it's broken down into 4 areas: - Ownership - Collaboration - Craft - Research Larger design teams sometimes break this down even further and include specifics like communication, impact, mentoring, design systems, prototyping, and so on. The map covers core career levels from Junior to Lead without going too granular on IC vs. Management pathways, as these differ greatly from one company to another. Use this map to: - Assess where you are in your journey - Find areas where you may benefit from growing - Help build your organization's design career map If you found the map useful, consider reporting ♻️ Find the link to a full Notion template you can copy for your organization in the comments below 👇 #productdesign #uxdesign #uiux

Stop guessing your next move—let a Personal Development Plan guide your progress. A while back, I mentored a professional named Rahul, who felt he was being repeatedly overlooked for promotions. We conducted a competency mapping session and discovered a key gap in his ability to work cross-functionally and lead diverse teams. 🧩 Rather than feeling discouraged, Rahul saw this as an opportunity. We built a Personal Development Plan (PDP) to close those gaps. By enrolling in relevant courses and taking on cross-departmental projects, Rahul not only improved his skills but also earned the promotion he had been aiming for. 👉 What is a Personal Development Plan (PDP)? A PDP is a roadmap for your career growth, detailing the specific skills you need to develop to advance in your role. Here are the Key Sections every PDP should include: 💢Self-Assessment: Identify your current strengths and areas for improvement based on feedback or a competency mapping session. 💢Goal Setting: Set clear, measurable goals for what you want to achieve in your career (e.g., leadership skills, cross-functional collaboration). 💢Action Plan: Outline the steps you’ll take to close the gaps, such as enrolling in courses, seeking mentorship, or participating in projects. 💢Timeline: Assign deadlines to each action item to track your progress and stay on course. 💢Evaluation: Regularly assess your progress through self-reflection or feedback from peers and supervisors. 💡 Key Action Points: ⚜️Use competency mapping to identify specific skill gaps. ⚜️Develop a Personal Development Plan to close those gaps. ⚜️Engage in practical experiences like cross-functional projects or targeted training. Feeling stuck in your career? Start building your personal development plan today and tackle those skill gaps head-on! #CareerDevelopment #SkillGaps #PersonalDevelopmentPlan #LeadershipSkills #CompetencyMapping #ProfessionalGrowth

⛳ Design Team’s Growth Matrix (https://lnkd.in/dh9RixmW), a framework to provide clarity around individual roles, expectations and a path to levelling up design careers. Neatly put together by Shannon E. Thomas. 👏🏼👏🏽👏🏾 ✅ Every design team needs their own custom team’s growth matrix. ✅ Scale of design teams often leaves less room for specialization. ✅ To make impact, you might need business skills — even as a junior. ✅ Knowledge is scattered across 4 main disciplines and 8 categories. ✅ 4 high-level disciplines: Design, Content, Design Ops, UX Research. ✅ Systems Thinking is the ability to work within, or shape a system. ✅ Project Management is the practice of planning and executing work. ✅ Business Acumen is understanding and applying business strategy. ✅ Strategic Thinking is how design engages with entire company. ✅ Technical Literacy is understanding/managing technical limitations. ✅ Testing & Research is how to seek out and integrate user feedback. ✅ Interaction Design is about design patterns and how to apply them. ✅ Aesthetic Language is about raising the quality bar and standards. As Shannon shows, there are different expectations (or levels) within each category. With too few levels, designers don’t have enough room for growth. With too many levels, distinction between each jump becomes blurry. So we use 5 levels: Potential, Competency, Proficiency, Expertise and Mastery. Map categories and levels against roles, and you end up with a growth matrix that provides a basic structure for any given role within the design team. Each levels builds on the last, and allows the team to choose the management path or the individual contributor path. Helpful and simple. ✤ Useful resources: UX Spectrum and Shaping Design Series, by Jason Mesut https://lnkd.in/e4wy98kT A Guide to Becoming a Senior Product Designer, by Aaron James https://lnkd.in/eE5zrfuE Product Designer’s Career Levels Paths (PDF), by Ryan Ford https://lnkd.in/eC5G3_vg How To Set Up Performance Reviews, by Adam Sadowski https://lnkd.in/e9_Kn3Ba Figma Product Design & Writing Career Levels, by Figma https://lnkd.in/ewiczyXa UX Skills Competency Matrix (+ Notion Template), by Roman Kaminechny https://lnkd.in/ej7zxzFv UX Skills Map template (Miro), by Paóla Quintero https://lnkd.in/eatzeRKT How Companies Organize Designers’ Roles, Titles and Job Levels https://lnkd.in/eP8hB3E5 #ux #design

🌲 Learn, Earn or Leave may be good career advice, but Owning Your Story is the true career superpower. Imagine having multiple job changes on your resume: Recruiters question your commitment Hiring managers wonder about your stability You start doubting your own career choices ← It's no different for proud job hoppers everywhere. We feel pressured to apologize for our choices We struggle to frame our experiences positively We worry about being labeled as "flighty" The key isn't hiding your job changes - it's masterfully telling your story. Here are 5 strategies to own your narrative: Highlight the Wins Frame each move as deliberate growth, not escape Example: "I left X role to lead larger cross-functional teams and gained Y skills" Connect the Dots → Show the logical progression between seemingly unrelated roles → Example: "My pivot from customer success to program management sharpened my ability to streamline workflows" Speak to the Why Be transparent about your priorities and decisions Example: "I left to prioritize family, but returned with renewed purpose" Quantify Your Impact Let the numbers speak for themselves → Example: "I cut delivery times by 20% and saved $200K annually" Embrace the Lessons Turn setbacks into growth stories → Example: "Being let go taught me resilience, and now I thrive in ambiguity" Your goal is to help others see the intentional journey behind your career decisions. Remember: You define YOUR career. Your career doesn't define you. Want to build a personal brand that makes you stand out in your industry? As someone who's helped founders transform from unknown to industry leaders, I can craft content that positions you as the go-to expert in your Industry. Curious to see how I've made others famous while making their businesses profitable? DM me "BRAND" and let's discuss how I can help you grow your influence and attract high-quality opportunities. —————— Are currently looking for Jobs ? Get Jobs & Internship Updates Join Below:- . WhatsApp👉 https://lnkd.in/g9FdBfYd . Telegram👉 https://lnkd.in/ePxtYkFH . . ✅ Your insights can make a difference! ✅ Share this post if it speaks to you, and follow me for more.

Leadership development approaches are very different, depending on who you talk to. If you are investing in leadership development for yourself or others, make sure the approach is clear....and right for you. I'll share mine. See what you think. My leadership development framework is centered around three essential pillars: 🔴 Pillar 1: Mechanics Mechanics are the structural, strategic, and operational aspects of leadership and the technical aspects of existing roles. This pillar focuses on the practical side of leading a team or organization. 🔴 Key Areas: 🔺 Strategy: Developing a clear and compelling vision, setting goals, and creating actionable plans. 🔺 Execution: Ensuring efficient implementation of strategies, overseeing processes, and making necessary adjustments. 🔺 Coordination: Fostering collaboration, managing dependencies, and aligning efforts across teams and departments. 🔺 Role-Based Responsibilities: Understanding and fulfilling the specific duties and expectations associated with your leadership role and measuring perceived competency levels. 🔵 Pillar 2: Psychology Psychology involves understanding human behavior and group dynamics to create a positive and productive team environment. 🔵 Key Areas: 🔹 Understanding Human Behavior: Recognizing individual motivations, strengths, and challenges, and tailoring leadership approaches accordingly. 🔹 Group Dynamics: Managing team interactions, fostering a positive culture, and resolving conflicts effectively. 🔹 Cultural Awareness: Understanding and managing the diverse backgrounds, behaviours, perspectives, and cultural nuances within your team. ⚫ Pillar 3: Emotional Intelligence (EI) Emotional Intelligence supports and enhances both Mechanics and Psychology. It helps leaders understand and manage their own emotions and those of others. ⚫ Key Areas: Identifying EI strengths and development areas using the the EQi 2.0. ◾ Building Self-Awareness: Understanding your emotions and their impact on your leadership. ◾ Self-Regulation: Managing your emotions and maintaining composure under pressure. ◾ Social Skills: Building strong relationships, communicating effectively, and fostering a collaborative environment. Leadership development only happens when people implement what they learn. So, the majority of the work focuses on applying the framework over many months, seeking feedback, reflecting on progress during ongoing coaching sessions and continuously improving. My programmes are measured and evaluated to the best of my ability and yet I'm always looking for ways to improve so I'd love to hear your thoughts... What makes a great leadership development programme in your eyes? If you have any tips, leave them below 🙏 #Leadership #LeadershipDevelopment #EmotionalIntelligence #Teamwork #Strategy #HumanBehavior #EffectiveLeadership #BusinessGrowth #Inspiration

Leader development doesn't happen just because they show up in an office. Leadership development is a key challenge for many firms, including a lot of hybrid and remote-first organizations that I work with. Managers don't know how to lead distributed teams, leaders who are under pressure to deliver and don't have time to learn, and gaps in who gets mentored -- and who doesn't. Michael Hudson and a team from Hudson Institute of Coaching have a case study on how they helped a global consulting firm build an environment that drove development into how people worked. Highlights below, and you should really read the details -- it's well structured and thought through: 🔸 Structured peer learning: Curated 6 person groups, diverse in experiences, backgrounds, and perspectives; "learning pods that might never have formed organically in a physical office." 🔸 Embedded development: Weekly 15 minute practices to build habits, continual learning and reinforcement. 🔸 Expert-facilitated sessions: Monthly structured forums for group learning and peer conversations. Expert coaches can help you get deeper, faster. 🔸 Competency-Focused Curriculum:  Targeted specific leadership skills, especially around issues like belonging among diverse populations and in distributed teams. Check out the article, linked in comments. Also, I'd personally recommend Hudson Institute of Coaching. I found their LifeForward program to be immensely impactful, and know a number of incredible certified coaches who have been through their program. #Leadership #Development #Coaching #Coach #FutureOfWork

One of my clients told me, 'I applied to 50 jobs last week and still haven't received any responses.' There could be various reasons for this, such as a busy hiring team, internal position fillings, temporary position holds, or even project cancellations on the company's side. However, I wanted to analyze the candidate's approach. So, I asked him, 'How many of these jobs were relevant?' His reply was, 'I'm not sure. I just applied to jobs I felt I would be suitable for because I have vast experience.' Upon reviewing his resume, I realized that he had experience in different areas and a variety of certifications. His resume lacked a clear target and focus, and so did his job search approach. We revamped his resume, highlighted his key strengths, and established a clear career goal. His approach towards job searching needed an overhaul. We emphasized that applying to numerous jobs without a proper job search plan won't yield results; he needed a structured strategy. Together, we crafted a job search strategy that focused on quality over quantity. We identified target companies, tailored his applications, and invested time in networking. Soon, he began to receive responses and interview invitations, leading him closer to his ideal job.

In a world where every swipe, click, and scroll is tailored to us, imagine if leadership was just as personalized. We live in a time of increasing precision. The ads we see on #socialmedia, the reels tailored on #Instagram, and the endless courses on specific topics on platforms like #LinkedInLearning. In leadership, this pinpointed, super-individualized approach is not just valuable—it’s essential. In my opinion, the most important aspect of leading #people is professional intimacy coupled with customized leadership. Professional intimacy means truly knowing the hopes, dreams, aspirations, and unique personal drivers of each team member. It involves understanding not only their strengths and potential but also their blind spots and personal pressure points. Customized #leadership is taking this knowledge and adapting our approach to resonate with each individual on the team. When we recognize who thrives on praise versus who rises to a challenge, we can motivate more effectively with the right words and actions. By understanding a team member’s #ProfessionalGoals, we can coach and guide them more effectively to realize those ambitions. And when we’re aware of personal challenges outside of work, we can extend compassion and flexibility, creating an environment of #trust. Ultimately, we all work for someone, and when that person truly understands and supports us, we’re willing to do more, go further, and be better. This, to me, is the essence of impactful leadership. #TeamMotivation #EmployeeEngagement #LeadershipMindset #WorkCulture

By adopting how successful CEOs think and operate, you can lead your career towards true high performance. 𝟳 𝗦𝘁𝗲𝗽𝘀 𝘁𝗼 𝗔𝗰𝘁𝗶𝗻𝗴 𝗮𝘀 𝘁𝗵𝗲 𝗖𝗘𝗢 𝗼𝗳 𝗬𝗼𝘂𝗿 𝗢𝘄𝗻 𝗖𝗮𝗿𝗲𝗲𝗿:👇 𝟭/ 𝗦𝗵𝗶𝗳𝘁 𝘁𝗼 𝗮 𝗖𝗘𝗢 𝗺𝗶𝗻𝗱𝘀𝗲𝘁 — A CEO is in charge of the company direction. — Be in control by thinking like an "owner" not a "worker." — Tame your inner dialogue to banish imposter syndrome. 𝟮/ 𝗖𝗿𝗲𝗮𝘁𝗲 𝗮 𝗰𝗮𝗿𝗲𝗲𝗿 𝘃𝗶𝘀𝗶𝗼𝗻 — Be clear on the big picture and your "why." — Conduct a personal SWOT, know your values. — Be tactical & strategic. Keep a pulse on the market. 𝟯/ 𝗖𝗿𝗲𝗮𝘁𝗲 𝗴𝗼𝗮𝗹𝘀 𝗮𝗻𝗱 𝗮 𝘀𝗼𝗹𝗶𝗱 𝗽𝗹𝗮𝗻 — Be both present and future-focused. — Eliminate anything not on your critical path. — Manage your time & energy - valuable resources. 𝟰/ 𝗕𝗲 𝘀𝘂𝗿𝗿𝗼𝘂𝗻𝗱𝗲𝗱 𝗯𝘆 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝗽𝗲𝗼𝗽𝗹𝗲 — Invest in your relationships beyond the workplace. — Remove blind-spots and grow with executive coaching. — Create your own diverse Board to hold you accountable. 𝟱/ 𝗠𝗮𝗸𝗲 𝗯𝗲𝘁𝘁𝗲𝗿 𝗱𝗮𝘁𝗮-𝗱𝗿𝗶𝘃𝗲𝗻 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀 — Be aware of your biases. — Track everything -> feedback, progress, sales. — Lean in to difficult decisions and conversations. 𝟲/ 𝗟𝗲𝗮𝗱 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳 (𝗮𝗻𝗱 𝗼𝘁𝗵𝗲𝗿𝘀) 𝗺𝗼𝗿𝗲 𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲𝗹𝘆 — Lead with authenticity and empathy. — Success requires confidence + self-discipline. — Take calculated risks, learn from them and be resilient. 𝟳/ 𝗡𝗲𝘁𝘄𝗼𝗿𝗸 𝗮𝗻𝗱 𝗯𝘂𝗶𝗹𝗱 𝘆𝗼𝘂𝗿 𝗽𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗯𝗿𝗮𝗻𝗱 — Create a strong value proposition. — Tap into networks who can help you. — Be credible with the right skills and capabilities. Being the boss of your career means you're in control. By being more intentional, strategic and self-aware, you will lead your career in the most favourable direction. ------ 👋 I am Deena Priest and I help corporate professionals create purpose-driven, high-performing careers without compromising health or wealth. 📌 Follow me for content on→ Career Mastery & Leadership Excellence