Developing A Leadership Pipeline

Of non-linear career trajectories and paths...... I started my career as a full-time clinician (Paediatrician) and moved to become a clinician who worked in research. These days I see myself as a researcher who works as a clinician... 😊 I think non-linear career paths are a double-edged sword, they can be exciting, engaging, and many times fulfilling. They also can be froth with fear and anxiety because the pathways are usually nebulous and there are no manuals for progression or pre-defined steps to take for a successful career. Over the years, I have applied a few principles to my path and I thought to share- 👉 Learning from others Never underestimate the power of learning from those who are a few steps ahead of you. A 30-minute conversation with someone ahead of you can provide insights that can take you the next few years to learn on your own. I think knowledge is power and knowing how things work is always an advantage and brings clarity. There is a popular saying - "There is no favorable wind for a sailor who does not know where they are heading". I think clarity comes from knowing. Many times, you do not need to ask to know, at times just observing tells you a lot. People are also willing to help others who can show they have made an effort for themselves. 👉 Avoid building career silos Silos by nature are isolated from each other. I think when there is no linkage between career decisions, progress is minimal and career decisions can feel like we are starting all over (In some instances, this might be necessary). I think this can bring with it negative feelings of sadness, doubt, or feeling insufficient. I think one guiding principle for me has been to build on past experience and link the next experience to a previous one. At times it feels like weaving tapestry but it gives you a sense of fulfilment and a feeling of progress. 👉 Make career decisions that resonate with your values. I think one side effect of a non-linear career path is the multitude of possible career pathways that open up to you. Someone once said it brings with it the problem of many choices. The more I go down this part, the more I recognise it is important to mute the 'noise' around. Listen to yourself. What do you value, and what gives you fulfillment? 👉 Have a growth mindset I think I have always been guided by opportunities that make me grow and develop in a multitude of ways and those that drive me to bring more value to myself and my chosen field. I think growth brings a sense of fulfillment and calm when you navigate a non-linear career path If you see yourself as someone who has navigated the non-linear career pathway, please comment below on strategies you have used successfully throughout your career and join the conversation. Perhaps someone might find value in this 😊 #phdjourney #careerdevelopment #careertalk #career

6 Ways To Use ChatGPT As Your AI Career Compass: (Use These To Go From Analysis Paralysis To Crystal Clear Career Path). 1. Start With Your Career DNA Most people miss incredible opportunities because they only look at obvious career paths. Instead, feed ChatGPT your complete profile. Try this: "I have skills in [X], interests in [Y], and prefer [Z] work environment. What careers match?" You'll discover roles you never knew existed. 2. The Hidden Gem Finder ChatGPT knows about roles that aren't on your radar yet. Ask: "Based on my background in [X] and interests for [Y], what emerging roles combine both?" It might suggest hybrid roles that combine skills from different industries (e.g., MarTech Specialists, which combine Marketing + IT). 3. The Salary Reality Check Before diving into a new path, understand the financial landscape. Ask: "Compare salaries for [Target Role 1] vs [Target Role 2] vs [Target Role 3] in [Your Location]." ChatGPT pulls from vast data to show earning potential. Now you can prioritize paths that meet both passion and paycheck needs. 4. Build Your Roadmap Once you find interesting paths, get specific about next steps. Prompt ChatGPT: "Create a 6-month plan to transition from [X] to [Y]." It'll outline certifications, skills to develop, and networking strategies. You get a personalized action plan instead of generic career advice. 5. Uncover Adjacent Opportunities The best career moves often aren't straight lines. Try: "What roles are one step away from [Your Current Role] but pay significantly more?" ChatGPT can suggest roles that don't necessarily call for a vertical leap. These adjacent moves leverage your existing skills while opening new doors. 6. Test Drive Before You Commit Before making a leap, simulate the experience. Ask ChatGPT: "Give me a typical day in the life of a [Target Role] at [Target Company]." Then follow up with: "What would frustrate someone coming from my current role?"  This reality check helps you make informed decisions, not emotional ones. 🧭 Ready to turn AI into your personal career compass? 👉 Book a free 30-minute Clarity Call and we’ll show you how to use these prompts to map a crystal-clear job search strategy: https://lnkd.in/gdysHr-r 

🌟 Identifying Leaders from the Early Stages: Key Insights 🌟 In a world that's constantly evolving, the ability to identify emerging leaders from an early stage is more crucial than ever. The next generation of leaders may not always come with traditional titles, so it's important to recognize the traits and qualities that set them apart. Here are some key insights on how to spot potential leaders early on: 1️⃣ **Vision and Passion:** True leaders are driven by a compelling vision and an unwavering passion for what they do. Look for individuals who consistently express enthusiasm and dedication for their work or a cause. They are often the ones who can inspire others to follow. 2️⃣ **Adaptability:** Leaders are not rigid; they are flexible and open to change. They are willing to pivot when necessary and embrace new ideas. They seek continuous improvement and adapt to evolving circumstances. 3️⃣ **Strong Communication Skills:** Effective leaders excel in communication. They can articulate their ideas clearly and inspire others with their words. Pay attention to those who can influence, motivate, and engage through their communication. 4️⃣ **Empathy:** Leaders are not just concerned about their own success; they genuinely care about the well-being of others. They show empathy and a willingness to listen. They build strong relationships and foster a sense of community. 5️⃣ **Problem-Solving:** Leaders are natural problem-solvers. They see challenges as opportunities and can devise creative solutions. Look for those who tackle obstacles with resilience and a problem-solving mindset. 6️⃣ **Continuous Learning:** Leadership is a journey, not a destination. Those with leadership potential are committed to ongoing learning and personal growth. They seek out knowledge and self-improvement. 7️⃣ **Team Collaboration:** Leaders understand the power of teamwork. They collaborate effectively, appreciate diverse perspectives, and can lead a group to achieve a common goal. Spot those who bring out the best in their teams. 8️⃣ **Integrity and Ethics:** Trust is the foundation of leadership. Leaders are guided by strong ethical principles and integrity. They do what's right, even when it's not the easy path to take. 9️⃣ **Resilience:** Leadership often comes with challenges and setbacks. Look for individuals who demonstrate resilience and a determination to overcome obstacles. They bounce back stronger after facing adversity. 🚀 As you encounter people in your personal and professional life, keep an eye out for these qualities. The potential for leadership can emerge in unexpected places, and by recognizing it early, we can nurture and support the leaders of tomorrow. 💬 What other qualities or experiences do you think are important for identifying emerging leaders? Share your thoughts below! #Leadership #EmergingLeaders #LeadershipQualities #PersonalGrowth #leadershipdevelopmentcoaching #leadershipdevelopment #leadershipskills #firsttimemanager

Behavior is never just behavior. It is a window into emotion, motivation, and unmet needs. Great leaders know how to look through it. As a mom of four little ones, I’ve been reflecting on the ideas in Dr. Becky Kennedy’s book 'Good Inside.' It is written for parents—but it also speaks to leadership. One of her core messages is simple and profound: even when kids act out, fall short, or frustrate us, it doesn’t mean they’re bad. It means they’re struggling. This mindset shift has helped me at home. It seems just as important in the workplace. Just substitute "kids" for "people" and the core message applies. Here are three principles that stood out to me: 1. Assume Positive Intent Dr. Becky Kennedy invites us to view misbehavior as a sign of distress, not defiance. In organizations, underperformance or resistance is often a signal. When we approach it with curiosity rather than judgment, we get closer to the root of the issue. 2. Connection Before Correction Correction without connection feels like criticism. Whether with kids or colleagues, people need to feel respected to learn and grow. Leaders who build connection first create the psychological safety that makes real feedback possible. 3. Regulate Yourself First In both parenting and leadership, self-regulation is so important. A calm, composed presence de-escalates conflict, models resilience, and anchors a team during moments of stress. Great leaders manage their inner world to better navigate the outer one. Leadership, like parenting, is emotionally rich. Starting with the belief that people are good inside changes the way we react to behavior that seems off. I loved the question Dr. Becky Kennedy suggests we use to find the good inside: "What is my most generous interpretation of what just happened?" #parenting #leadership #emotionalintelligence #psychologicalsafety #behavioralscience #goodinside

In the early days of Gem, our mighty recruiting team of 1 was drowning—30+ open reqs, hundreds of candidates lost in spreadsheets, three hiring managers pitching the same person. Until our Head of People said, "What if we treated talent like customers?" Here's exactly how we rebuilt our talent strategy: BACKGROUND: We were scaling fast. Talent data lived everywhere: personal inboxes, random spreadsheets, forgotten Slack threads. The breaking point: we lost a staff engineer to our competitor. - Candidate had expressed interest 8 months earlier - Their info was buried in an ex contract recruiter's inbox - By the time we found it, they'd already signed elsewhere Then came the embarrassment: Three different people reached out to the same eng leader candidate. Different messages. Two different comp ranges. The candidate forwarded all three emails back: "You might want to get aligned internally first." That's when we realized: most talent pools aren't pools—they're graveyards where good candidates go to be forgotten. THE SHIFT: Initially, I thought better spreadsheets would fix it. Classic founder mistake :) Our Head of People pushed back: "We spend millions on CRM for sales. Why are we tracking our second-most-important pipeline in Google Sheets?" If candidates are future employees, why weren't we treating them like future customers? We had just launched shared projects in Gem, so here’s the system we built: —— 1. Individual Pools (specific roles): One pool per req. A/B test outreach. Track "silver medalists." Share with hiring managers. 2. Team-Wide Pools (evergreen roles): Frontend. Backend. Data Science. ML. One curator per pool. Clear naming: "TP_Frontend_Senior" 3. Engagement Cadence: Monthly: Blog posts, company wins 1-2x Quarterly: In-person happy hours & meetups Annual: "Where are you now?" check-ins 4. CRM Layer: Filter by location, experience, diversity metrics Search all pools simultaneously Track every interaction —— ↳ Now, what did this actually accomplish? - Time-to-fill dropped significantly. - Response rates improved dramatically. - Duplicate outreach vanished. And here’s how you REALLY knew we were on to something: Candidates we engaged with started reaching out to us first. Not for jobs. Just to stay connected. To refer friends. We'd built a community, not a database. Key lessons: Talent pools without engagement are expensive graveyards. Build relationships before you need them. Treat candidates like customers, not inventory. P.S. This system became what Gem is today. If your team's still losing candidates in spreadsheets, let's talk.

Here's a pattern I see everywhere: organizations trying to solve people management problems by implementing a new rule or policy instead of attacking the underlying leadership gaps that cause the problems in the first place. For example: ◆ Managers don't support employee growth → Required learning goals in performance reviews instead of teaching managers how to have meaningful career conversations and creating a culture where senior leaders model genuine investment in people's development. ◆ Low employee engagement → Compulsory team-building activities instead of developing managers who create psychologically safe environments and ensuring that engaging leadership behaviors are recognized and rewarded at all levels. ◆ Inconsistent performance feedback → Mandatory quarterly reviews with standardized forms instead of coaching managers on ongoing performance conversations and building systems that reinforce regular, quality feedback as a core leadership expectation. ◆ Lack of recognition and appreciation → Formal recognition programs with points systems instead of cultivating managers' ability to give meaningful acknowledgment and making authentic appreciation a visible, valued leadership competency. ◆ High turnover → Exit interview policies and retention bonuses instead of developing managers who build strong relationships, addressing systemic issues that drive turnover, and ensuring that people-focused leadership is modeled from the top down. Policies aren't inherently bad—they can provide helpful structure and clarity. But policies alone are easier to implement than culture change. They're measurable, compliance-friendly, and give us the illusion of progress while often treating symptoms rather than addressing the root cause: lack of interpersonal leadership skills. The most effective approach combines both: thoughtful policies that support and reinforce the leadership behaviors we want to see, paired with genuine investment in developing our people leaders. This means helping managers build authentic relationships with their teams while creating systems that recognize and reward those behaviors. It means senior leadership demonstrating what caring about employee growth actually looks like in practice, not just mandating it through policy. What makes this challenging is that this integrated approach is harder, takes longer, and can't be measured as easily as policy compliance alone. But when policies and behavioral change work together, that's when real transformation happens. Without the behavioral foundation, even the best policies become empty checkboxes that people work around rather than embrace. What leadership gaps have you seen organizations try to "fix" with policies instead of people development? #leadershipskills #culturechange #engagement

The first thing that hit me when I joined this mid-sized engineering company as a CHRO was the lack of structured #SuccessionPlanning. At an organizational growth rate as steep as it was, the importance of a robust #SuccessionStrategy to keep our growth momentum on track and ensure continuity in leadership was very clear. To this end, I initiated my work with a critical review of our current leadership structure, #TalentPools, and future organizational requirements. I met senior leaders and key #stakeholders to identify critical roles for which #SuccessionPlans should be developed. This review identified several gaps and potential risks. Some of the huge barriers were #ResistanceToChange. To many senior leaders, succession planning was an unnecessary complication rather than a strategic necessity. Secondly, our #TalentManagementSystem lacked the necessary analytics to effectively predict and plan for the #leadership needs of the future. The next challenge in the process was to make the process inclusive and unbiased. We did not only need a system that would identify the #FutureLeaders, but one that would also be fair and transparent in the development of their capacity. Knowing these challenges, we established a comprehensive #SuccessionPlanningFramework that includes both quantitative and qualitative tools. #TalentAssessmentTools: We used #PsychometricAssessments, performance reviews, and 360-degree feedback to assess the current leader in finding a successor. Tools like #HoganAssessments and #GallupStrengthsFinder helped us truly understand individual capabilities and suitability for future roles. #LeadershipDevelopmentPrograms: Based on assessment results, customized development programs for potential successors have been designed. This includes #mentorship, #coaching, and focused training sessions to get over the shortcomings in competencies and groom them for the leadership role. #SuccessionPlanningSoftware: We implemented succession planning software in the HR system— #SAPSuccessFactors and #CornerstoneOnDemand. These tools enabled us to track potential successors, review development progress, and evaluate succession readiness. It runs scenario planning and #SuccessionModeling to simulate organizational changes and what would be affected in such scenarios. Our succession planning strategy, therefore, bore its first benefit: a strong #LeadershipPipeline ready for the challenges ahead and improved employee engagement through clear career pathways. It also enhanced the organizational agility required for smoother transitions. Our organization is more resilient, with a strategic approach toward developing leaders that places us in good stead for the future. #CHRODiaries #SuccessionPlanning #LeadershipPipeline #HighPotentialEmployees #PerformanceAssessment #360DegreeFeedback #ChangeManagement #CareerProgression #EmployeeEngagement #StakeholderBuyIn #OrganizationalGrowth

"Where do you see yourself in six months?" Your manager asks you out of the blue. You freeze. That feeling of being caught unprepared hit me particularly hard in my early 20's. I'd ramble about wanting "more responsibility" or "growth opportunities." My managers would nod politely. Nothing would really change. I was making a crucial mistake, waiting for my manager to outline my career paths for me. 𝗛𝗲𝗿𝗲'𝘀 𝘄𝗵𝗮𝘁 𝗜 𝗹𝗲𝗮𝗿𝗻𝗲𝗱: 𝗜𝘁 𝘄𝗮𝘀𝗻'𝘁 𝘁𝗵𝗲𝗶𝗿 𝗷𝗼𝗯 𝘁𝗼 𝗺𝗮𝗻𝗮𝗴𝗲 𝗺𝘆 𝗰𝗮𝗿𝗲𝗲𝗿 𝗴𝗿𝗼𝘄𝘁𝗵. 𝗜𝘁 𝘄𝗮𝘀 𝗺𝗶𝗻𝗲. When I joined Dropbox in 2015, I discovered a simple career planning framework that helped me map out my direction. It broke down into four core components: 🎯 Personal brand - What do you want to be known for? 📅 Short-term goals - What do you want in 3-6 months? 🚀 Long-term goals - What do you want in 1-3 years? 💪 Key strengths - What are your superpowers? But having the framework wasn't enough. 𝗧𝗵𝗲 𝗿𝗲𝗮𝗹 𝗰𝗵𝗮𝗻𝗴𝗲 𝗵𝗮𝗽𝗽𝗲𝗻𝗲𝗱 𝘄𝗵𝗲𝗻 𝗜 𝘄𝗼𝗿𝗸𝗲𝗱 𝗯𝗮𝗰𝗸𝘄𝗮𝗿𝗱𝘀 𝗳𝗿𝗼𝗺 𝗺𝘆 𝗴𝗼𝗮𝗹𝘀. Last week, I was talking to my friend about pitching their manager about a role that doesn't exist yet. Here's how I'd prepare: • Identify the skills gaps • Build a plan to acquire these skills • Identify people who can support me • Craft a business case connecting my goal to value But now we also have fancy AI tools! So recently, I've leveled up the process by using an AI career copilot (inspired by Tal Raviv). I set up a Claude Project with my career growth plan and company context. Then I ask it to challenge my thinking, identify blind spots, and help me role-play difficult conversations. 𝗧𝗵𝗲 𝗔𝗜 𝗱𝗼𝗲𝘀𝗻'𝘁 𝗷𝘂𝘀𝘁 𝘃𝗮𝗹𝗶𝗱𝗮𝘁𝗲 𝗺𝘆 𝗶𝗱𝗲𝗮𝘀. It suggests daily actions for my short-term goals. It helps coach me through career conversations. It makes the whole process less dreary and more strategic. Here's how to try this out yourself: 1. Have a career chat with your manager or mentor. 2. Setup Tal Raviv's prompt (link in comments). 3. Adapt and use your AI copilot to prep for the chat. Own your career development instead of waiting for others to drive it. The reality is that no one will care about your career as much as you do. Have you tried leveraging AI copilots in your own career growth?

Dear Mid-Career Professionals, It's time for a reality check. You have been growing with the mindset that your lives will be set the moment you get the job. The notion of job security can be a mirage in today's rapidly changing professional landscape. Instead of relying solely on the illusion of job security, it's crucial to invest in your career growth. Top 5 things you should focus on to propel your career forward👇 ➡️Continuous Learning: The world is evolving faster than ever, and so are the skills required to thrive in it. Develop a mindset of continuous learning. Seek out opportunities to enhance your skills, whether through formal education, online courses, workshops, or industry certifications. ➡️Networking: Building and nurturing professional relationships can open doors to new opportunities and insights. Remember, networking isn't just about who you know, but also about who knows you. ➡️Adaptability and Flexibility: The ability to adapt to change and embrace new challenges is invaluable in today's dynamic job market. Stay agile, be open to new roles and responsibilities, and don't shy away from stepping out of your comfort zone. ➡️Personal Branding: How you present yourself professionally can significantly impact your career trajectory. Take the time to build and maintain a strong personal brand. Showcasing your expertise and creating a reputation as a reliable and valuable professional in your field will go a long way. ➡️Strategic Career Planning: Take ownership of your career trajectory by developing a strategic plan. Set clear short-term and long-term goals, identify key milestones, and regularly assess your progress. Be proactive in seeking out opportunities that align with your aspirations, and don't be afraid to pivot if necessary. These key areas can empower you to navigate the ever-changing professional landscape with confidence and resilience. Follow Sumona Sural for more such content. P.S. What steps are you taking for your Career Growth? Comment below and let's start a conversation.

Boards often underestimate the strategic impact of human capital oversight. CEO succession is tightly linked to organizational talent. When boards actively evaluate workforce readiness, succession risks, and leadership development, they reduce disruption and strengthen competitive advantage. Where a board is reviewing leadership succession in a tech company, high turnover in middle management signals potential gaps for future CEO candidates. Proactive boards identify development plans for high-potential leaders and ensure retention strategies are in place. ✅ Practical tip:  Require an annual human capital report highlighting talent risks, succession readiness, and leadership development outcomes. 💬 Does your board see human capital as a risk metric or a strategic asset? 🌐 Get frameworks for talent oversight and leadership evaluation: https://lnkd.in/gx6xkUAZ 👥 Connect with Randall on LinkedIn for practical guidance: https://lnkd.in/gY5vZJef ▶️ And watch practical board-human capital discussions on YouTube: https://lnkd.in/dURdpwW7