5 signs you need to take ownership of your career now (in changing times)
Are you still managing your career the way you did 5 years ago?
Today, I’m talking about why taking ownership of your career is no longer optional — but critical in the changing world of work.
This is my first article for 2026 and as I’m writing this, it’s already the final week of January. In truth, it took me a bit of time to get back into work mode. Still, I finished last week feeling fired up and energised for the year ahead!
For me, it actually seems like the year is starting now. We’re through the Australia Day long weekend and the school holidays are wrapping up. February is GO time!
The reason I share this is that we put so much pressure on ourselves to be ‘on’ from the first week of January. So if it’s taken you a while to ease back into the year too, I want you to know you’re not behind.
What does matter is how you approach your career once you’re back in the rhythm of work. Because the way most people have managed their careers doesn’t hold up in the current landscape.
In the past, most people only actively thought about their careers when they were ready for a new challenge or wanted to change roles. Some were forced to consider ‘what’s next’ due to redundancy, burnout or changes in their personal situation.
But in today’s rapidly changing environment shaped by AI, geopolitical uncertainty and the evolving future of work, this traditional, reactive approach is no longer enough.
As a high-performing leader, the risk is clear. To futureproof your career, you need to be more strategic about how you manage it. This requires you to plan ahead on an ongoing basis — rather than waiting to respond when change is forced on you.
Read on to discover 5 signs taking ownership of your career is essential in changing times — and how to build sustainable success, long-term.
#1 — WANTING CLARITY ON YOUR LONG-TERM DIRECTION
This is the biggest theme I’m noticing right now in my private coaching work with high-achieving senior leaders. It’s also a topic which came up again and again in a recent coaching cohort I ran within one organisation. These employees were from a wide cross section of business functions, locations and levels — from individual contributor to executives.
And the one thing they had in common? Even when they’re happy in their current roles, these individuals crave certainty on where they’re heading. They want to understand the career pathways available and how their personal goals align with business strategy.
In the past, employers largely dictated your direction. This is because career paths were clearer and progression more predictable. But today, roles are evolving, career paths are no longer linear and advancement is harder to plan for.
As a result, this old reactive approach to career management no longer works. The truth is, you can’t sit back waiting for certainty anymore. YOU need to take ownership of your direction!
Here’s how to shift your approach: Instead of asking, ‘What’s the next role available to me’, start asking: ‘What will I intentionally build over time?”
Because when you take ownership of your career, you will clarify your long-term direction.
#2 — SELF-DOUBT SHOWS UP AT EVERY LEVEL
In a recent workshop on imposter syndrome, the biggest ‘AHA’ moment for participants was realising they weren’t alone. Many were genuinely surprised to hear that their peers lack self-belief — regardless how experienced or successful they are.
It’s important to say self-doubt has always existed — this isn’t new or unusual. But roles are changing, success metrics shifting and expectations are evolving quickly. This leaves even the most accomplished leaders doubting themselves.
What it reveals is that confidence can’t come from external validation any longer. A reactive approach relies on feedback and permission — whereas career ownership means confidence is internally driven.
Here’s what to do instead: Shift the question from ‘Am I good enough?’ to ‘How am I choosing to position myself.’
Because when you have control of your career, you will proactively build confidence over time.
#3 — STRUGGLING TO COMMUNICATE YOUR VALUE
I’m hearing many leaders questioning what makes them unique or how to articulate their value proposition — beyond day to day responsibilities. Others are unsure how to position themselves for new internal opportunities.
But here’s the truth: In today’s rapidly changing market, strong performance doesn’t automatically lead to opportunity. And being busy or competent isn’t enough. Because if others can’t clearly see the value you create, it’s easy for it to be overlooked.
Taking ownership of your career goes beyond describing what you DO. It’s about defining your strategic contribution, the specific outcomes achieved and how this benefits your organisation, leader, team or clients. Where possible, use data, metrics and examples to back up these results.
For example, the percentage increase in new sales or profits, the exact amount saved or reduction in risk. It could also include improvements to employee retention or the company’s brand reputation.
When you intentionally position yourself for the opportunities you want, you set yourself up for long-term career success.
#4 — CAREER CONVERSATIONS MATTER MORE THAN EVER
Another pattern I’m seeing right now is that high-performers are craving regular feedback on their potential, not just performance. Yet regular two-way career conversations aren’t happening because both parties get busy — or team members are afraid to ask.
Traditionally, development was discussed periodically. Performance reviews drove progression and managers were expected to lead career conversations.
What’s different now is the pace of change. Leaders are balancing talent management, upskilling existing employees and building future capability. This makes it harder to keep on top of every individual’s development needs.
Here’s the bottom-line: You can’t solely rely on your manager or annual reviews to drive your development. Career development is now a shared responsibility. This means taking ownership by initiating ongoing two-way conversations with your leader about your career goals and development.
When you play an active role in your development, you will take control of your career.
SIGN #5 — ‘FUTURE’ SKILLS ARE NEEDED NOW
When I asked hundreds of participants across two sessions about the skills required to stay relevant, over half mentioned building AI skills.
And yes, AI matters. But I’m noticing some people are reacting to trends like AI — at the expense of developing critical ‘human’ skills. Others are overwhelmed and avoid upskilling altogether.
The problem with both approaches is that development without direction is as risky as not upskilling at all. Taking ownership of your career is about stepping back to assess your current skillset, where you want to go and the capabilities YOU actually need to build.
This includes relevant technical skills (including AI), alongside vital human skills like communication, critical thinking and strategic influence. Because in an AI-driven world, these human skills are essential to futureproofing your career.
When you take a strategic approach to your development, you will keep your skills relevant in changing times.
So, there you have it. The 5 signs taking ownership of your career is no longer optional in the changing world of work. These insights have helped my clients and I take a more proactive approach to managing our careers — I hope they support you too!