Question #1. What strategies do you recommend for communicating your values and long-term career aspirations to your manager in a way which feels authentic and constructive — especially when it can feel a bit vulnerable or aspirational?

A US based connection sent me this question via LinkedIn after she attended the Career Planning with Purpose presentation I delivered to her organisation late last year. It’s one of the sessions I ran recently for another corporate client and such a brilliant question, I wanted to answer it here.

In this presentation, I share a process to clarify your personal values. But also HOW to practically use them to make career decisions, set the right professional goals, lead and work in ways which are more fulfilling and sustainable.

This individual shared how she discovered that the career path she was pursuing didn’t align with her values. It led her into the work she does now and since then, she’s kept her values at the front and centre of what she does every day.

So when it comes to communicating your values and aspirations, here’s how I’d approach it.

First, it’s critical to openly share those career aspirations and long-term goals with your manager. The best way to do this is by having regular, two-way conversations with them about your development — not just performance.

This helps your manager build future capability and gets you involved in succession planning. It also allows you to work together to identify how your individual career goals can be achieved and supported in line with the needs of the business.

Second, you can communicate your values in subtle ways which are relevant to your role, team and even how you want to lead or be managed. For example, one of my clients values authenticity. So, she said to her manager: ‘Authenticity is really important to me, so can I please ask you to share feedback with me honestly and transparently?’

Freedom is one of my personal values and a big reason I’ve run my own company for the past 13 years. But when I think back to my time in corporate, one of the best managers I had gave me the freedom to operate my business area and manage my client relationships autonomously — in the way which worked for me.

Of course this didn’t happen overnight. It came from building trust over time and proving I could generate results this way. But the point is, it was important to me and I asked for it.

The reason sharing your values feels vulnerable is because it’s personal. So to ensure what you’re sharing isn’t fluffy or aspirational, shift the focus from you and your desires to HOW this benefits the business.

Always align your personal goals to the organisational strategy, KPI’s for your business area, the company’s mission and values. THIS is how you keep the conversation relevant and constructive.

This person reported back how helpful it was to integrate her values into everyday conversations with her manager. In her next quarterly 1:1 check-in, she pitched a new approach to streamline workflows and improve team collaboration. She not only communicated the benefits to the business, her leader and team beautifully — but found a way to apply her values in action.

Here’s the takeaway for you: When you don’t just talk about your values but live them through the work you do every day, you will create a career that’s fulfilling and sustainable.

Question #2. How do I support a high-performing team member who wants a promotion but structurally the organisation has no budget or next level opportunities?

This question came up in a recent workshop I ran with a small group of leaders. We focused on how to lead effective, ongoing development conversations to support their people’s growth, build capability and futureproof their teams.

One conversation which came up was how to develop and retain your top performers when progression opportunities are limited. Here’s what I suggested:

The first step is to acknowledge their aspirations. There was general agreement around the room that above anything, team members want to be heard. Start by recognising their goals and your commitment to supporting them.

The second step is to manage expectations. Confirm what opportunities exist, the promotion criteria and timing. Then, remind them of the importance of aligning their individual goals with business needs.

The third step is to provide clear feedback on their current strengths, development areas and required capabilities. Then, co-create a plan to help them reach their goals with clear steps and timeframes.

The fourth and final step is to be prepared to let them go. Help them identify suitable roles and projects that meet their career goals. Also, support their internal applications — even those outside your immediate team or department.

Better they move teams and stay with your organisation than losing them altogether!

Here’s the lesson for you: When you invest in your top performers (even beyond your immediate team), you will retain your best people and futureproof your team.

Question #3. How do I balance the juggle and keep taking steps towards my long-term goals when I’m career driven but in a season of life where I have a young family?

A big topic we talked about in the same workshop was how success looks different in each season. One leader shared a shocking confession: ‘I don’t think I belong in this room…’

When I invited him to elaborate, this individual said he’d done a quick Google search and noticed I work with high-performers.

He’d once put work ahead of everything else, including his health and important relationships. But with two young boys, his priorities had shifted. He didn’t see himself as a “high-achiever” anymore.

As with everyone else in the room, I was grateful to him for sharing this reflection, as it opened up an honest discussion about the importance of clarifying what success looks like at each career stage or season of life.

For this leader, he’s no longer living to work. He puts in the effort and does a great job while he’s at work. However, he now has clear boundaries between his personal and professional life.

Success in this season looks like flexibility and balance — and he focuses everything around his family. In the past it was the other way round. There’s no right or wrong.

Another senior leader was at a later stage in his career and heading towards retirement in the next 5 years. This career chapter was all about sharing his knowledge and developing the next generation of professionals in his team and business area. Success at this stage means giving back and leaving a legacy.

Then there was the incredible female leader who asked me this question. Talented and accomplished, she’d recently completed her MBA — all while working part-time with two kids under the age of four! Like many working mothers, she wanted to know how to stay career driven during this phase of life.

Here’s what I recommended.

First, define what success looks like to YOU. Success is different for everyone — and it doesn’t always mean a promotion, leadership or more responsibility. It could be more meaningful work, greater flexibility, or the opportunity to keep growing in your current role.

Consider your whole life — including your lifestyle goals, life stage, personal commitments and current workload. This gives you a more complete picture of what you need in your career right now.

Second, review your goals regularly. It’s important to reflect on your goals, progress and have ongoing career conversations with your manager on a consistent basis. Even if actively pursuing a long-term goal isn’t realistic right now, many of my clients find having clarity on their direction keeps them engaged and motivated.

Third, create time to take action towards your goals and make your career development a priority. Break your big goals down into smaller steps. Ask yourself: What’s the next, best step I can take, right now?

You’re the best judge of how much time you have. But as a guideline, this could look like diarising an hour a week to take the smallest step to upskill. If you’re working towards a bigger goal like a promotion, carve out 15 minutes a day.

To manage day-to-day work responsibilities, I recommend identifying your Top 3 tasks and number one priority to work on the next day. Then, treat the steps you take towards your long-term career goals and development the same way. Focusing on ONE task a week related to your long-term priorities is better than doing nothing for 6 months!

I did an entire episode on this topic, because it’s a question I’m asked so often: How do I stay ambitious without sacrificing work/life balance or time with family? Click here to read the article next.

When you define what success looks like to YOU, you will make progress towards your goals — without compromising what matters most right now.

Question #4. How often should you revise the skills you need for your current career?

This question was asked in response to a point I raised in a recent key-note. I was discussing the importance of taking ownership of your career planning and development to keep your skills relevant and futureproof your career. And the key message I highlighted was that in the changing world of work, we ALL need to be upskilling and reskilling on an ongoing basis.

When it comes to the cadence, the answer varies depending upon your role, level and industry. But as a guideline, I recommend revising your skills no sooner than every 6-12 months.

Focus on 1-2 development areas at any given time, set SMART goals and development actions for that period. This gives you the opportunity to make meaningful progress and measure results over time before working on developing new skills.

However, given the pace of change, it’s critical to review your career plan regularly during quarterly check-ins with your manager or as part of your own self-reflection. This allows you to adjust your focus as you make progress towards your goals — or the skills you require in your role shift in priority.

When you continually upskill and take ongoing responsibility for your development, you will futureproof your career.

Question #5. Where do I start if I’m struggling to identify the skills I need for the future?

This was another question I received during the same presentation and I’m addressing it here because one of the most common challenges I hear is: ‘Where do I even start?’

Begin by doing an audit of your current skills and the skills you need for your ideal future career. The similarities are your strengths or transferrable skills and the differences are your development areas. Identify the gaps between the two and prioritise developing those skills first.

I also recommend talking to people who are already doing the work you’re interested in. Ask them about the skills you need to develop to be successful in that career or role.

If you’re unclear on your goal, want to keep growing in your current role or are still struggling to identify the skills you need, focus on developing critical human skills. Think: critical thinking, emotional intelligence communication or leadership skills. This will help you futureproof your career and ensure your skills are directly transferrable to any role in future.

When you start with the gaps and priority areas, you will develop the skills you need for the future — whatever path you choose!

So there you have it. My specific answers to the most common career questions leaders are asking me in the room right now. I hope this helped address some of your burning work questions too!

If you want personalised support to find clarity, build confidence and create a strategy to take ownership of your career, I invite you to explore Ignite Your Career.

Apply for a complimentary call to get started HERE.

Stacey Back is The Career Planning Specialist, an executive career coach and speaker. She guides high-achieving senior leaders and organisations across the globe to design fulfilling, sustainable careers for long-term success.

#1 — FIND SIMPLE WAYS TO TEST OUT IDEAS

Start by finding simple, low stakes ways to test out your career ideas. Think about volunteering, board roles and taking on an additional project or secondment at work.

Outside your day job you could start a side hustle, create a new product or service, take a short course, launch a Substack or podcast. Even reading articles, watching YouTube videos and consuming content is a low-barrier way to immerse yourself in new areas of interest.

To explore my interest in coaching, speaking and training, I ran 1:1 coaching sessions and monthly workshops on a voluntary basis and was the MC at a friend’s event. These activities cost me nothing except time — but gave me all the information I needed before ever moving into the work I do now.

And this doesn’t require a big financial investment or immediate retraining either. Consider online programs or short training courses to try out your ideas — rather than jumping straight into a full master’s program!

Before retraining as a professional coach, I watched short 30 minute webinars from several training providers. Then, I did a weekend foundational course with my chosen coaching school before committing to a 9 month certification program.

When you test before you invest, you’ll know if this direction is right for you — without wasting a single penny or putting your career on the line.

#2 — START WITH ONE

It’s important to test out your career ideas one at a time. Don’t try to explore three different directions simultaneously — or you’ll dilute your energy and won’t get a clear read on any of them.

If you have multiple ideas you’re excited about, start with the one that’s easiest to test and validate. Follow all the steps I’m sharing in this episode to fully validate each idea. Run through this entire process before moving on to testing the next one.

I remember speaking to a woman I trained with years ago. As a qualified health coach with a long corporate career in marketing, she was torn between starting a marketing consultancy or launching a coaching business.

My advice? Start with the one you’re most drawn to and that’s easiest to test out. Then fully validate it before moving onto the other!

When you focus on one idea at a time, you’ll get the clarity you need to move forward faster.

#3 — HAVE REAL CONVERSATIONS (WITH REAL PEOPLE!)

The best way to test out a potential career path is to talk to people! With this step, I recommend you have two separate types of discussions with two different groups:

1. Informational Interviews

To test out your career idea, start by speaking to individuals doing work (or elements of work) that interests you. Let them know what you admire about their experience and why you’re interested in what they do.

Explain you’re exploring a similar path and ask if they’d be willing to spare 20 minutes for a short phone call or coffee catch-up to share a bit about their career journey. Make it clear you’re not looking for a job and that you’d appreciate their insights and advice as you consider your next professional move.

Always make these approaches about the other person, not you. I adopted this exact strategy before pivoting my career and business back in 2018 and was pleasantly surprised that all the warm (and cold) contacts I reached out to were willing to share, very generously. As human beings, we love to help — as well as talk about ourselves!

Prepare some questions in advance and during the conversation, make sure the other person does the majority of the talking. Here are some ideas to get you started:

• Talk me through a typical day in your role — what does it look like?
• What do you love about your work and what do you find most challenging?
• Tell me about your career journey and how you ended up in this role?
• What does it take to be successful in this field?
• What other advice would you give to someone in my position?

2. Customer Research

Next, conduct customer research conversations with your ideal target clients. This type is specifically for established or aspiring consultants and business owners who are testing out a new business idea. Before reaching out to potential customers, consider:

Who do you want to serve? Get crystal clear on your target client. Think about demographics (profession, industry, age, location) and their pain-points.

What do you offer? Make sure you can clearly articulate your offer and the benefits of your service. Position this as the solution to your client’s number one problem.

Next, identify 7-10 people who represent your ideal client and invite them to a conversation. During the discussion, dive deeper to understand their motivations, challenges and buying behaviour. Here are some questions to guide you:

• What are their biggest pain-points or challenges as it relates to your offer?
• How about their dreams, goals and ideal solutions?
• What steps have they taken to attempt to resolve these problems or reach their goals — and what worked/didn’t?
• Have they purchased similar services before? If so, what was their experience?
• Would they purchase these services again — why or why not?

When you talk to the right people, you’ll get real-world insights to validate your ideas in a way no behind-the-scenes research ever could!

#4 — RUN VALIDATION CHECKS

Once you’ve tested your career idea using short experiments and conversations, it’s time to validate it.

The goal is to take this career path through a series of questions to confirm it makes sense with your priorities. Here are four areas to check:

• Strengths: Do I have the skills and experience to pursue this career — or the ability to fill any essential knowledge gaps?
• Passions: Do I enjoy this enough to spend the majority of my time on it every day AND to commit to it long term?
• Profits: Does this make sense with my financial goals — and is the payoff worth it? For a business idea: Are there enough people who are willing and able to pay?
• Vision + Purpose: Does this idea align with my lifestyle goals and the impact I want to make through my work?

A senior executive I worked with had several ideas about different career paths they could pursue — from consulting, to starting a gym or wine bar. After walking them through this process, they could easily see which ones were a fit for right now and those which were passions — or endeavours to explore later!

Only proceed with your idea if your answer is a clear YES! to each of these questions. When you run your ideas through these four checks, you’ll immediately see which path is the best fit for this season of your career.

#5 — DECIDE WHETHER TO PROCEED (OR PIVOT)

If you’ve made it this far, you’ve worked through a series of practical steps to ensure your career idea is logical and financially viable. But don’t forget to step out of your rational mind and do a final ‘gut check’ to make sure it resonates at an energetic level too.

Does the idea of proceeding with this career fill you with excitement — or dread? Do you feel expansive, or contracted? Lighter or heavier?

Check in with those feelings because your body carries a lot of wisdom that your analytical mind often overrides. Before committing, this idea needs to resonate at a deeper heart and soul level too!

If the first idea you’ve tested and validated isn’t right — pivot! Take the insights you’ve gathered and apply them to the next idea on your list. And don’t forget to run it through the same process!

When you combine the rational with the intuitive, you’ll make a decision you can commit to with complete confidence.

When you’ve worked hard to get where you are, navigating a significant career move is one of the biggest decisions you’ll face. These steps have helped my clients and I pivot careers, redesign our roles and launch new businesses — while minimising risk along the way. I hope this process supports you too!

If you’re looking to clarify your direction, build confidence and and create a personalised strategy to reduce risk with your next career move, I invite you to explore Ignite Your Career.

Apply for a complimentary call to get started HERE.

Stacey Back is The Career Planning Specialist, an executive career coach and speaker. She guides high-achieving senior leaders and organisations across the globe to design fulfilling, sustainable careers for long-term success.

STEP #1 — ALWAYS BE CONNECTING

When you hear the word ‘networking’ — what comes up for you? You could picture a crowded cocktail event, filled with awkward small talk and collecting business cards from people you’ll never speak to again. Or sending cold connection requests to strangers on LinkedIn.

But when I talk about networking, what I mean is building relationships strategically with a few key people who can support your career. At the heart of this approach is the importance of what I call ABC — to Always Be Connecting. This is about building relationships on an ongoing basis.

And it’s a practice I recommend at EVERY stage of your career — even if you’re happy in your current role and aren’t looking for a job. In fact, this is the best time to start so you’re not scrambling to create connections the minute you’re in the market!

Think of it like compound interest. The relationships you invest in today pay dividends for years. The leaders I work with who have the most career options develop relationships consistently, long before they need them.

Here’s the key message I shared in the panel discussion: Focus on connection over conversion.

I like to reframe networking as ‘connecting’. For me, this means:

• Prioritising what you can give versus get
• Investing in long-term relationships rather than expecting an immediate outcome

As a senior leader, this first step alone completely shifts whether people want to help — or even think of you when a new opportunity, board position or project presents.

Because when you focus on connection over conversion, your relationships compound over time.

STEP #2 — 6 PEOPLE YOU NEED IN EVERY NETWORK

Once you’ve adopted the ABC approach, consider who to connect with.

Rather than creating a list of contacts, think of your network as a portfolio of relationships. There are 6 key roles and each serves a different purpose. As I walk you through each one, ask yourself: Do I have someone like this in my corner right now?

Role #1 — The Mentor

I’m starting here because it’s the relationship people are most familiar with. A mentor is somebody who’s already walked a similar path to the one you’re on (or aspire) to be on. They share their experience and perspective based on their own career journey — and can help you navigate yours by sharing what they’ve learnt.

Mentors are invaluable for big picture guidance and questions like: How did you manage this situation? And what do I need to consider to make this decision or transition?

One important distinction is that mentors give advice based on their experience. This differentiates them from coaches, which I’ll talk about in a moment. My work bridges both roles, so I’m always intentional about which hat I’m wearing with every client.

You may have mentors you check-in with regularly, or people you turn to at specific points in your career. For example, if you’re taking on your first board role or leading a major transformation, look for someone with experience in this area.

Everyone needs at least one mentor to offer advice and guidance. Even the most experienced executives benefit from the perspective of someone further along the path

Role #2 — The Sponsor

Here’s how sponsors differ to a mentor. Sponsors use their power and influence to actively and publicly advocate for you in the rooms you’re not in. They open doors, increase your visibility within your organisation and put their name behind yours.

They’ll say: ‘You should speak to Stacey about this’, ‘He’s the one for that role’ or ‘Have you considered bringing her into this project?’

Research consistently shows that sponsorship is one of the most significant drivers of career advancement, especially for senior leaders. In fact, in a recent interview with DEI expert Belinda Riley, she recommended it as the number one thing for organisations to invest in. But as individuals, it’s one of our most underutilised relationships.

However, you can’t ask someone to sponsor you before you’ve earned it. First, you need to demonstrate your impact and build the relationship over time. This means connecting your results to the company’s strategic goals and making your achievements visible.

THEN when trust is established, you can have a direct conversation about your goals, challenges and where you’d like their support. If you don’t currently have a sponsor within your organisation or industry, this is one of the most important gaps to close.

Role #3 — The Coach

This is the role I know best and primarily support my clients with. A great coach asks the right questions to help you come up with your own answers. Unlike a mentor, they’re not sharing their own opinion or advising you based on what worked for them.

Coaches are especially powerful when you’re facing a complex career decision, working through a leadership challenge or ready to reach the next level professionally. They’ll help you uncover new insights, build better beliefs and behaviours, and move forward with clarity and confidence.

Every elite athlete has a coach who helps them excel at the top of their game. In the same way, investing in a professional coach supports senior leaders to become even better at what they do. However, trusted peers or managers who listen well and ask great questions can play an informal coaching role too.

Role #4 — The Connector

The connector’s superpower is bringing people together. You’ll recognise this person because they’re always the first to make a referral or introduction. When you mention a challenge, service you’re seeking or conversation you’d love to have, they’ll immediately think of 3 people for you to speak to.

Connectors aren’t always the loudest people in the room — or in the most senior and influential roles. Yet their value is enormous, as they expand your network exponentially. One connector in your network can open doors to dozens of new relationships!

Think about the individual in your world who knows a lot of people and is always connecting the dots. Are you nurturing that relationship?

Role #5 — The Challenger

This is one of the most important people to have in your network as a senior leader — and often the hardest to find.

These individuals challenge your thinking, ask the uncomfortable questions and tell you the truth. They’ll call you out if you’re playing it safe and will warn you when you’re about to make a decision you’ll regret.

The risk as you step into more senior positions is that fewer people are willing to challenge you. You need at least one person who isn’t afraid to ask: ‘Have you thought this through?’, ‘Are you missing something here?’ or ‘Is this REALLY what you said you wanted?”

A challenger could be a colleague, coach or mentor who’s willing to have the hard conversations. I often play that role for my coaching clients. Cherish those challengers when you find them — they’re worth their weight in gold!

Role #6 — The Cheerleader

In contrast to the challenger, cheerleaders are your supporters. They believe in you, champion your work and celebrate your wins.

Cheerleaders talk about you consistently, positively and keep you visible in circles you may not even be aware of. They’re the people who message you to say: ‘That article you wrote was brilliant!’ Or: ‘I saw this opportunity and thought of you — are you interested?’

They’re usually close colleagues, former managers or friends who understand your professional world. I also step into this role for my clients.

On occasion, the role of a cheerleader evolves from enthusiasm for your work to actively advocating for you as a sponsor. Another reason why nurturing these relationships matters more than you realise!

When you understand the six roles that make up a strategic network, you’ll know exactly who belongs in your corner.

STEP #3 — IDENTIFY WHO YOU NEED IN YOUR NETWORK

First, start with a clear intention. What are your specific goals and objectives? Consider your career goals, development areas and how you’d like someone to support you with those.

And remember, any relationship is an investment of your time as well as theirs, so knowing your why is the most critical starting point.

Second, identify the gaps. Who is missing in your network?

Consider the different roles and where the gaps are. Is it a sponsor who advocates for you, a connector who opens doors, or a mentor who shares their experience? A coach, challenger or cheerleader?

If it’s helpful, do a quick audit. Grab a piece of paper, draw six boxes across the page and write the 6 roles in each one. Or if you prefer, list them out in the notes app of your phone.

Then, start filling each box with the name of at least one person who fulfills that role in your network. Which roles are missing? The blank boxes will help you pinpoint the people you need in your network right now.

Next, get clear on exactly what you’re looking for in each person. Consider their professional background, expertise, career journey, leadership style and any personal qualities that matter to you. Ask yourself: What do you want to get out of this relationship?

Third, map out specific contacts. Someone once shared they’d used an internal mentoring program in their organisation and it didn’t work out. This is why I recommend you be selective and directly seek out people who meet your specific criteria and goals.

And while formal mentoring and sponsorship programs are a great place to start, always consider: Who do you already know? And how can you build new relationships?

Sometimes it’s about re-engaging an existing relationship, other times it’s finding new people inside or outside your organisation.

When you pinpoint the specific people you need in your network, you will build relationships strategically.

STEP #4 — START BUILDING YOUR NETWORK

To close, let’s talk about HOW to develop these relationships. I’ll break it down by internal and external networks.

First, your internal network within your current organisation. At senior levels, internal relationships directly impact your visibility, influence and career progression. If you’re only well-connected with your immediate team, you’re leaving opportunities on the table.

Here are some practical ways to grow your internal network:

• Ask a senior leader for coffee with genuine curiosity, no other intention than to connect and learn more about their work
• Raise your hand for cross functional projects or internal committees which give you exposure to other areas of the organisation
• Re-engage relationships that have gone quiet — say with someone you used to work with closely who’s now in a different part of the business

Next, let’s discuss developing your external network. Start with your warm connections — your immediate network. These are the relationships to activate first as trust already exists.

From there, focus on second degree connections — friends of friends or people your warm contacts can introduce you to. Do this before even reaching out to cold contacts. Because an introduction dramatically shortens the time it takes to build a new relationship.

Finally, I want to share my go-to strategy to build effective relationships: informational interviews. I did a deeper dive into this topic in this article, in terms of how to tap into the hidden job market.

For now, I’ll briefly touch on how to use them to grow your network. Informational interviews are informal conversations with someone doing work you’re interested in, to learn more about their role, industry and experience. Once you’ve identified a specific contact, reach out to arrange one.

You can approach this on the basis you admire their career trajectory and aspire to end up in a similar position. People LOVE talking about themselves and are always happy to help! At senior levels, these conversations could look like:

• A senior leader reaching out to a non-executive director they respect to understand their board journey
• One CPO connecting with another at a company renowned for its culture, to compare notes and share insights
• A senior SA or Special Counsel in private practice having a conversation with a GC to understand the transition to an inhouse environment

 Make the effort to keep in touch and nurture each relationship over time. Then when it feels right, you could approach the subject of sponsorship or formalising mentorship. But often, these roles develop informally — which has certainly been the case for me!

When you invest in building your network consistently, you will always have the right people in your corner.

So there you have it — the 4 steps I recommend to grow your network strategically. These tips have helped my clients and I identify the right connections and build long-term relationships to support our careers. I hope they assist you too!

If you’re looking to clarify your direction, build confidence and grow your network strategically, I invite you to explore Ignite Your Career.

Apply for a complimentary call to get started here. ​

#1 — REVIEW YOUR CURRENT STRATEGY

Start by assessing your existing job search activities and exactly where you’re spending your time and energy. Actively applying for roles, searching job boards and using recruiters is only one small piece of the pie.

One client I worked with had been actively job hunting for over 6 months. When we met they were frustrated and exhausted after spending significant time on their job search each week. In fact, it’d almost become a full-time job!

We shifted their strategy to a couple of hours a day of targeted action. In less than a month, they had two clear offers on the table — and the confidence to make their next move with intention.

Here’s the lesson for you: Cut down the time you’re spending on job applications. Instead, redirect 70-80% of your efforts into activating your network, having strategic conversations and creating opportunities. When you move from reactively applying to proactively creating conversations, you will take control of your job search.

#2 — TAP INTO THE HIDDEN JOB MARKET

When I worked in recruitment, we used to say less than 30% of roles were ever advertised. This means a large portion are filled via conversations, referrals and internal networks — before they’re publicly posted.

If you’re only responding to advertised positions, you’re competing in the most crowded part of the market. By this stage, a potential employer has already decided what they’re looking for and is assessing multiple candidates against the same criteria. Often, they’re basing this decision on the last person in the job — or someone currently acting in it.

The bottom line is this: Using your network allows you to access opportunities before a formal hiring process begins. And at senior levels, many roles are created with a specific person in mind. When you tap into the hidden job market, you cut out the competition and access the 70% of roles most candidates never see.

#3 — LEVERAGE THE RIGHT PEOPLE IN YOUR NETWORK

When looking at your network, I like to break it down into 3 levels.

First, your warm contacts. These are the people you know directly — close friends or colleagues, past peers or old bosses.

Second, friends of friends — or people your warm contacts can introduce you to. Think of this as your first and second degree connections on LinkedIn.

Third, your cold contacts — brand new people you meet at a networking event or via cold outreach.

The biggest mistake I see people make is starting with cold contacts first. Not only is this more uncomfortable (and often procrastination-inducing!) it rarely gets results.

For example, I met one client who was frustrated after reaching out to over 50 cold LinkedIn connections over 6 months — with no response. We refocused her approach to a few key warm contacts in her immediate network.

Here’s the takeaway for you: Rather than cold outreach, start with people who already know you. Then get an introduction to a trusted connection in their network. Because when you leverage warm connections and trusted introductions, you start seeing results faster.

#4 — BE STRATEGIC ABOUT WHO YOU CONNECT WITH

I recommend splitting this into two categories: people and target companies.

First, create a list of five organisations you’d love to work for and identify at least one contact within each. Start with direct contacts you know working in those companies — even if they’re in a different role or business area.

Have a conversation with them and then ask for an introduction to key decision-makers or someone in your preferred team. Next, look for first-degree contacts who can connect you with people inside those target companies.

Second, consider the people in your network more broadly. Who do you know doing work (or elements of work) which interests you? What about those in roles or industries of interest?

Again, begin with warm contacts or people your direct connections can introduce you to.

LinkedIn is one of the best tools you can use to map your network strategically. Follow your target companies and use the People tab on each company page to find first and second degree connections. You can also search for people via job title, industry or location.

When it comes to connecting, always send a direct message or email to your first-degree connections. With second-degree connections, find a mutual contact and ask them to make an introduction where possible.

The lesson for you is this: Take the time to map the market and align your networking activities to roles and organisations of interest — rather than relying on scattered outreach. When you’re intentional about who you connect with, you will position yourself for the right opportunities.

#5 — MOVE FROM RESEARCH TO REAL CONVERSATIONS

In a recent interview with LinkedIn expert Karen Tisdell, we talked about how to use LinkedIn to find the right people — and take those relationships offline.

LinkedIn is a great research tool, but it’s important to move from analysis into action — and actually talk to people! Karen and I agreed the best way to do this is via informational interviews. This is essentially a conversation with someone about the work they do.

Before contacting someone to set up an informational interview, start with a clear intention. Know the reason you’re reaching out — whether it’s to learn more about their career path, organisation or get their industry insights. Focus on gaining market information or building the relationship — not looking for a job.

When asking for an informational interview, be upfront with your request. Let the person know what you admire about their work or career experience. Ask if they’d be willing to set up a short 15-20 minute conversation (in person or via virtual meeting) to share their insights and advice as you plan this next chapter of your career.

Always be clear you’re not looking for a job — and offer to support them in return. This immediately removes the pressure and makes it more likely they’ll say yes. Also, resist the urge to send them your CV if they offer to circulate it internally.

In the actual conversation, make sure they are doing 80% of the talking. You want to ‘interview’ them about their career history, work experience and how they got to where they are. Go in prepared with questions about their daily responsibilities, what they enjoy or find challenging about their work, progression pathways, and your transferrable skills or gaps.

If the discussion shifts into questions about you or your job search, move the focus back to them. Close the conversation by asking: Who else do you recommend I speak to? Then get them to introduce you.

Here’s the bottom-line: Informational interviews are one of the most powerful ways to build long-term relationships with future mentors, sponsors or hiring managers. Some of my own closest peers, referral partners and supporters started as conversations like this.

These decision-makers will also think of you before they’re hiring — or refer you to someone who is — giving you access to the passive job market. When you focus on building long-term relationships, you’re part of the conversation before roles are even defined.

#6 — OPTIMISE YOUR CV TO COMMUNICATE YOUR VALUE

To close, let’s talk about your positioning on paper.

My first tip is to create one optimised document — or a couple of versions of your CV if you’re targeting different roles. Within this document, identify 3-5 core competencies that make you unique. Under each, list a couple of specific, measurable achievements that demonstrate your impact.

Once you have this master document, the second tip is to customise your resume to each application. Shift the order of your core competencies or add any listed in the job description which aren’t on your standard CV. Spend time here — but cap it at 1-2 hours, not several.

The third tip I have is to limit your use of AI. Senior leaders are spending hours using AI to write their CV or match their experience to each application.

However, the biggest issue I’m seeing with AI is that it produces generic profile statements and long lists of skills or responsibilities which dull down your point of difference. At senior levels, you don’t stand out by sounding the same as everyone else. Instead, highlight your unique value proposition by focusing on the core competencies and specific, measurable achievements that set you apart.

My final tip is to avoid over-formatting. One client used lots of fancy tables, graphics and complex layouts. It looked impressive — but too much formatting causes issues with applicant tracking systems and reduces your chances of success.

Simplify your resume. Use clear headings, bulleted lists and lots of white space to make it easy to read.

Here’s the takeaway: Your CV is a supporting document, not your primary strategy. When you optimise your CV to communicate your unique value, you will stand out as a senior leader.

So there you have it. The 6 strategic moves to help you stand out — even in a crowded market. I hope this helps you stop competing with hundreds of candidates and take back control of your job search. 

If you’re looking for an ongoing partnership to clarify your direction, build confidence and create a personalised strategy to take ownership of your career, I invite you to explore Ignite Your Career.

I’m now taking applications for the next intake, with 3 spots available starting in April. Apply for a complimentary call to get started here. ​

#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!

Now you know why taking ownership of your career matters now, want to take this a step further?

Take this free career assessment and in 5 minutes, I’ll give you all the tools and strategies you need to get started! Get instant access.

QUESTION #1 — WHAT ARE YOU CELEBRATING?

Every January, you set big goals and work hard to achieve them. But how often do you pause to celebrate the milestones along the way? Acknowledging your success is essential for finding fulfillment at work.

Start by asking yourself —

• What am I celebrating this year?
• Think back to your January goals. What were the highlights — your greatest career wins?
• What obstacles did you overcome?

List everything you’re celebrating.

Did you deliver a project on time and budget — or land an important client? Have you started a new job, been promoted or won an award? Are you working flexibly, prioritising your health or building your network?

Did you overcome health issues or family challenges? Were you dealing with burnout or a toxic work environment? Or is your team under-resourced — and you’re celebrating getting through the year?

Finally, highlight the top achievement you’re most proud of in 2025 and why it’s important to you.

QUESTION #2 — WHAT’S YOUR BIGGEST LEARNING?

Now, reflect on what you learnt in 2025 and how you’ve grown. Consider the mistakes you made or things which didn’t go as planned.

Remember: Failure isn’t about the outcome — it’s about having the courage to step outside your comfort zone, try something new and grow. Start by listing out your biggest career lessons for 2025.

Is it saying no and setting boundaries, letting go of perfectionism or comparison? Did you learn to delegate to free up more space for strategic thinking? Have you put yourself out there, applied for a new role or pitched for a new client — even if it wasn’t successful?

• Start by listing out your key learnings for 2025
• Then, identify your most significant lesson. What will you do differently in 2025 to course-correct or avoid similar mistakes?
• Write down the ONE change you’ll make and why it matters

QUESTION #3 — WHAT WILL YOU NO LONGER SAY YES TO?

What do you want to let go of in 2026? Consider —

• Fears or limiting beliefs holding you back. Fear of failure (or success), imposter syndrome or not being good enough
• Things you think you ‘should’ do based on other people’s expectations
• Commitments or relationships which no longer serve you
• Anything you’re no longer willing to say YES to as we enter a new year

Using the prompts above, make a list of everything you’d like to let go of in 2026.

Then, ask yourself —

• What’s the impact on your health, important relationships, happiness or mental wellbeing?
• What has it cost you?
• Why do you need to let it go now?

Finally, prioritise the key things you’ll no longer say yes to. And make a commitment to yourself to honour those promises.

QUESTION #4 — WHAT’S YOUR INTENTION FOR 2026?

Imagine it’s December 2026, you’re in your ideal career and looking back on the past year. Answer these questions as if it’s already happened:

• What goals did you reach in 2026?
• What results did you achieve in all areas of your life. Your work, relationships, money, health, personal or professional development?
• How did you spend your time?
• What was the vision for the life that you wanted to create?

Let your mind wander and write down everything that you’d like to do or achieve in 2026.

Consider: What’s your intention for 2026? From what you’ve written, highlight the ONE thing you want to change or achieve.

Then ask yourself: Why does it matter? Knowing the purpose behind your goal keeps you motivated and on track — even when challenges come up!

Now, declare your goal. Write it down as if you’ve already achieved it, by finishing this sentence:

On 31 December 2026, I will have (list the goal or intention as if it’s happened). This is important to me because (insert why).

Not only does making a note of our goals help us remember them, but studies show writing them down (as if they’ve already happened) makes it more likely we’ll achieve them. This is because our brain seeks out the information we need to reach our goals — and discards the rest!

The Christmas break is the perfect time to reflect on 2025 and what you want next year. This simple year-end reflection will help you review your year and prepare for a strong start in 2026!

Merry Christmas! I’ll be taking a break over the Christmas period and will be back on 5 January. Wishing you and your family a safe and happy holiday season! 🎄

Want help to clarify and reach your career goals in 2026?

I invite you to book a free, 30 minute call with me in January so we can discuss the best option to support you! Book HERE.

Stacey Back is The Career Planning Specialist, an executive career coach + speaker. She helps high-achievers at a career crossroads find the work that lights them up, increase their income, impact and create a career + life on their terms. Stacey works virtually with individuals and organisations based across the globe.

LESSON #1 — THE POWER OF THE PAUSE

Right now I’m hearing the same thing from my clients: They’re busier than ever and feel like they never switch off. I’ve experienced it myself — the constant noise, distractions and filling every spare moment with activity. When I found myself reaching for my phone while watching TV, I knew something needed to shift.

Because wearing ‘busyness’ like a badge of honour reduces productivity and your ability to think strategically. So this year, I’ve been intentional about creating space in my schedule for deep thinking and taking time to pause.

And even though I work out every day, I also wanted to get more incidental movement into my days. So on my non-running days, I’ve made it a priority to get outside for an afternoon walk. Sometimes for 10 minutes, other times it’s a full 3-5km loop.

At least once or twice a week I’ll grab a coffee and head to my local park for an hour. This isn’t about self-care or being out in nature — though it’s part of it. I’m carving out space for strategic thinking.

The key thing is I’m not listening to a podcast or scrolling social media, I’m reflecting. Often, I’ll record a voice note on my phone because I’m a verbal processor and that’s how I get my best insights. By creating more than I’m consuming, I’ve sharpened my thinking and generated more ideas than ever!

Here’s what I’ve noticed after implementing these moments of pause over the past year…

First, doing it consistently has made me more creative. It’s allowed me to process and find clarity on different ideas: new offers, business strategies or how to approach certain client situations. If I’m planning a workshop, it helps me pull all the pieces together: the key messages for that organisation, the challenges their people are facing and how what I’m sharing supports them.

Second, it’s strengthened my thought leadership. I’m regularly reflecting on the key themes coming up in client coaching sessions, questions people are asking and what I’m noticing in the world of work. I then use these insights to create podcast episodes, LinkedIn posts and content which addresses the specific issues my audience is facing.

One client recently said, “I enjoy your weekly emails. Where do you come up with all those content ideas?” And THIS is the secret.

In the past, I’ve felt creatively blocked or not known what to talk about. But I haven’t been challenged for ideas this year — and giving myself space to think has made ALL the difference!

Third, it’s helped me disconnect and reset. People are mentally overloaded and their days are filled with endless to-do lists. And I think the solution is the power of the pause.

From a career perspective, if you don’t stop to reflect or proactively plan, you end up reacting to external expectations — your workload, boss, organisation or the market. This is the value of the space I create in one-off Strategy Sessions and long-term coaching programs. It gives you time for deep thinking, brainstorming ideas and clarifying next steps.

Consider — Where in your week could you pause and create space for strategic thinking? And how would that impact your career?

LESSON #2 — EXPERIMENT WITHOUT EXPECTATION

At a Christmas event last week, I was chatting to a senior executive who’d transitioned from corporate into their own consultancy in the past year. He asked a juicy question which took me a moment to answer: ‘What was the biggest lesson from your first few years of business?’

My response? ‘Don’t be afraid to experiment — ESPECIALLY in the beginning!’

And this advice is applicable at every stage of your career or business. In fact, it was a major highlight for me in 2025. And it’s a core part of the method I use to help clients find clarity on their career direction.

This year, I’ve continued to build out my signature key-notes into short, half and full day workshops, testing and refining those offerings. In addition, I’ve also tried out new corporate offers: multiple sessions for clients, running a coaching cohort off the back of an event and contributing to larger learning & development programs.

This has allowed me to work deeper with each client, deliver better outcomes and build long-term relationships beyond one-off engagements.

During our conversation, the consultant also spoke about the importance of non-attachment, which really landed with me.

Because letting go of control and staying detached from the outcome was a big lesson for me this year too. Putting things out there and seeing what works — without making it mean anything about my value if something doesn’t land as planned.

And this is a critical career lesson for YOU. So many people stay stuck in their current situation because they think they need certainty to move forward. They want to identify their ideal role, the perfect career path or make the ‘right’ decision before taking action.

But clarity comes from action, not analysis. When you’re willing to experiment and detach from the outcome, you will clarify your direction faster.

Consider — Where are you waiting for certainty in your career instead of taking action? And what’s one small step you could take to start testing instead of overthinking your next move?

LESSON #3 — KNOW YOUR CURRENT CAPACITY

Closely tied to the theme of experimenting, 2025 has been all about understanding my limits, exploring how I like to work and what I have the capacity to hold.

My word of the year was LIMITLESS. I wanted to build plenty of time and spaciousness in my days to connect, create and serve my clients. And experience limitless energy, impact and growth in my business.

While I was already confident in the way I structure and deliver my 1:1 and corporate offerings, this year has stretched me. The corporate projects I mentioned earlier have challenged my assumptions about how much work I have capacity to take on. But it’s also helped me get honest about what energises or drains me — and the way I want to work moving forward.

At the start of the year, I’d intended to do more one-on-one coaching. In reality, I’ve worked with half the number of private clients I’d planned. This decision was intentional, as I prioritised other corporate projects.

What I’m taking away is that I want to do LESS high-level 1:1 coaching — but with a small number of the right clients. The people I love supporting who are engaged, do the work and take responsibility for their results.

While I’ve always had strong boundaries, I now have zero tolerance for those who make excuses, play the victim or disrespect my time. Sometimes my ideal clients are experiencing burnout, mindset challenges or are navigating toxic work environments and that’s OK. The difference is they take ownership and actually change their situation.

By understanding my capacity and working intentionally, I’ve created the limitless time, energy and impact I set out to.

Not only have I doubled my financial results, I’m having a greater impact — through the growth of the podcast and depth of work I’m doing with organisations and individuals. But more than anything, I have more space, ease and enjoyment in how I work.

Here’s why this matters to your career: Most high-achievers keep pushing through without ever stopping to assess their capacity. But when you know your capacity and work within it, you will create a career that’s fulfilling AND sustainable.

Consider — What tasks, habits or commitments are currently draining your time or energy? And what’s one change you can make to work more sustainably in 2026?

LESSON #4 — OWN YOUR VALUE AND BACK YOURSELF

At the top of this article, I mentioned a recent conversation about advice for someone starting out in business. One of the points we discussed was the importance of understanding your unique value proposition, being targeted in how you position yourself and intentional about who you work with.

I reflected on how the transition from corporate into my first business was simpler because I had an existing client base, was well known and operating in the same market. However, when I launched my current company, I was effectively starting again in a brand new market.

In hindsight, I completely underestimated how long it would take to clearly differentiate myself and fully own my unique value. This was a constant challenge for my first few years in this business — but it hasn’t come up for some time.

Yet in 2025, this lesson feels different. I’ve stepped into a new level of embodied self-belief around the unique value I have to offer.

This isn’t about arrogance or ego. I know my value — and I’m being recognised and paid well for it. I’ve received consistent feedback from clients and the market which reinforces this.

And while self-belief is one piece, it’s more than believing in my worth and value.

This year has required a deeper level of self-trust — to fully back myself and trust what’s right for me, rather than outsourcing or questioning my decisions. Taking responsibility for my results has led to huge growth in my business, impact and reach.

Looking ahead, next year is about consolidation — going deeper, not wider — with a small number of quality clients. I plan to develop group programs for both 1:1 and corporate clients, which will allow me to scale while supporting people at an even deeper level.

Here’s the lesson for you and your career. When you back yourself, you will increase your visibility, influence and impact.

Consider — Where are you looking outside yourself for answers or questioning your decisions? And what’s one way you can start backing yourself in your career?

So, there you have it. The 4 biggest lessons I’ve learnt during another incredible year. My hope is you can learn from my experiences and celebrate your year too.

At a career crossroads and considering what you want next in 2026?

Take this free career assessment and in 5 minutes, I’ll give you all the tools and strategies you need to get started!

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TIP #1 – DECLARE IT

Do you want to make a change in your career next year?

Perhaps you’ve achieved everything you set out to in your current career and you’re ready for a new challenge. Or you’ve hit the ceiling in your team and are evaluating how to redesign your role or what other pathways exist in your organisation.

It could be a niggling feeling something isn’t quite right — or a deep sense of frustration. Whatever it is, don’t wait until you’re so depleted or dissatisfied that you make a reactive decision — like quitting without a plan.

I remember having lunch with my dad one afternoon and finally sharing how unhappy I was. In that moment, it was a relief to say it out loud. And the first time I’d admitted it to myself.

Recognise right now if something’s not right. Because when you declare it, you can commit to changing it.

TIP #2 – IDENTIFY WHAT’S IMPORTANT

Who and what are important in your work and life? What do you want personally and professionally — and why?

Knowing the answers allows you to make career choices aligned with your values, not external expectations.

Ask yourself: What will I be honouring by making this decision? What will I be saying yes to? Or saying no to?

When you understand what matters most, you will make changes to create the career and life you want.

TIP #3 – SHIFT YOUR MINDSET

What’s really holding you back from change? The majority of time it’s not capability — but mindset.

My coaching clients often know WHAT they want (or at least sense what isn’t working in their careers). They may even have some ideas of the steps to take. Yet what holds them back 80% of the time are fears and limiting beliefs.

Fear of making the ‘wrong’ choice. The belief it’s too late to make a change. Or the pressure to maintain external success and anxiety about throwing away everything they’ve invested into their current career.

So how do you address mindset? The first step is to acknowledging the limiting belief, fear, old habit or behaviour holding you back.

Then, reframe it. Replace it with a new, more helpful one which honours your values and where you want to go. Finally, move into action.

When you shift your mindset, you will navigate change with confidence.

TIP #4 – TAKE ACTION

You’ve heard the saying: Doing the same thing over and over again and expecting different results is the definition of insanity. Without action, you can’t expect your current career situation to change.

For high-achievers, this looks like overworking, staying stuck in analysis or trying to create the ‘perfect’ plan. Or you’re focusing on what you think you ‘should’ do or busy work — but not taking the right action.

Here’s how to break this cycle. First, think about the change you’d like to make and identify ONE small step you’re comfortable taking towards it. You could contact someone you know to learn more about the work they do and explore career pathways available in your organisation or industry.

Second, come up with the extreme version of this step — something outrageous and way beyond what you believe is possible. For example, initiating 30-40 conversations, including outreach to cold or high-level contacts you wouldn’t normally approach.

The definition of comfortable and challenging will be different for each person. The point is to identify an easy goal, then something completely uncomfortable.

Finally, settle on an action which sits between the two. For instance, arranging 5-10 targeted conversations with warm connections or introductions and having a clear intention behind each one.

When you stretch yourself, you will take action far outside your original comfort zone.

TIP #5 – GET SUPPORT

As you navigate any change, having the right support network is essential. For me, this came in the form of family and friends, investing in a coach, finding a mentor and joining a peer mastermind.

As a senior leader, there are very few people you can speak to openly about your career. Those who aren’t emotionally involved (like family) or influenced by internal politics within your organisation. Having someone in your corner as a sounding board and strategic advisor gives you a level of objectivity you can’t find inside your immediate circle or environment.

Change also takes time — and doing it on your own can take years. One new client first reached out 3 years ago and another returned recently after trying to work through it alone for the past year. This is why I partner with clients over a 3-6 month period, using a structured process and proven methodology to create the results they want, faster.

When you have the right support, you will transform your career with clarity, confidence and a personalised strategy.

Change is challenging and requires plenty of courage and commitment to execute. These tips helped my clients and I create meaningful, lasting changes in our careers. I hope they support you too!

Ready to find clarity, navigate change with confidence and create a strategy to take ownership of your career? Apply to work with me inside Ignite Your Career.

Book your free 30 minute consult HERE to get started!

Stacey Back is The Career Planning Specialist, an executive career coach and speaker. She helps high-achievers at a career crossroads find the work that lights them up, increase their income, impact and create a career + life on their terms. Stacey works virtually with individuals and organisations based across the globe.

#1 — YOU’RE BEATING YOURSELF UP

In the article mentioned above, I share examples of people who knew from an early age what career they wanted to pursue. Having clarity on what they wanted shaped their decisions and actions. And this allowed them to turn their dreams into reality.​

But what if you’re unsure about your career direction? You’ve been going round in circles for years trying to figure out what you want next. You constantly compare yourself to others who have a clear plan — and the pressure to find your passion leads to self-doubt and inaction. 

What to do instead: If this is you, realise you’re not alone. The individuals who always knew what they ‘wanted to be when they grew up’ are in the minority.

Most of us have no idea — or what we thought we wanted changes. It’s common to be clear on your career path in your early 20’s but 10, 15 years later for it to no longer feel aligned. Or if you’re anything like me, you’ll pursue many different careers before finding the right fit!

When you stop beating yourself up for not having your career ‘figured out’, you will be free to explore what meaningful work looks like to YOU.

#2 — THINKING YOUR PASSION HAS TO BE YOUR JOB

The problem with ‘following your passion’ is it puts pressure on you to turn your interests into your work. You may start to believe you have to find the one thing you’re passionate about. Then, pursue that as your next job or future career.

But not everything you love has to become your career!

What to do instead: Let go of the belief your passions have to be your job! Give yourself permission to find fulfillment and enjoyment in your interests outside work too. Especially in the early stages of exploring what you want in your career.

When you stop trying to monetise every passion, you can actually enjoy those other interests outside your 9-5.

#3 — YOU FAIL TO CONSIDER WHAT YOU WANT

Are you focusing on job titles or finding your ‘dream role’ upfront? You’re trying to identify your one ‘passion’ or future career path — then match yourself to it

The problem with this approach is it skips the most important step: figuring out what you want.

This is why so many people leave jobs in search of the ‘right role’ — only to find they still aren’t satisfied. Without self-awareness: understanding what drives you and what you want for your future, work won’t feel fulfilling or sustainable.

What to do instead: Flip your focus from trying to ‘find your passion’ to understanding what you want, first. Take the time to get to know yourself and your priorities in work and life.

The Career By Design method I teach begins by reflecting on who you are: your purpose, values, unique strengths and interests. Then, we explore your future vision, financial and lifestyle goals.

When you start with self-awareness, you can look for a job or career path aligned to this — one which you’re passionate about!

#4 — IT LIMITS THE POSSIBILITIES

Your brain can only show you what it already knows and has experienced. This is the role of the Reticular Activating System (RAS), the part of the brain which controls the information you receive.

When you start with trying to ‘find’ your passion, you limit yourself to who and what you already know. This can lead you to make the wrong decision or discount potential opportunities.

One client had spent her whole career in accounting and her circle only included people she’d studied or worked with. She didn’t believe it was possible to pursue a different career path — because she couldn’t see anyone doing the things she longed to do!

You could also limit your job search to roles in your current profession or rely only on methods you already know, like job boards.

What to do instead: Rather than trying to ‘find your passion’, follow your curiosity. Give your brain the evidence it needs to see what’s possible.

Pay attention to the things you’re drawn to in your daily interactions. What sparks your interest? Tap into your network, find a mentor or talk to people doing work you’re fascinated by.

Keep following what lights you up — whether it’s an article, podcast episode, event or conversation. When you get curious, you’ll unearth new possibilities you never knew existed.

#5 — IT KEEPS YOU STUCK IN ANALYSIS PARALYSIS

Are you spending hours Googling potential career paths in search of your passion? Or scrolling job boards hoping by some miracle your dream job will jump out of the screen? While it’s important to reflect on what you want, too often people get trapped in ‘research mode’.

It’s scary to put yourself out there and try something new. Your brain wants to protect you and keep you inside your comfort zone. That’s why researching feels safer than taking action — but it’s what‘s keeping you stuck!

What to do instead: Clarity comes through action. Find practical ways to test out new skills like volunteering or taking on an extra project at work. Consider starting a side hustle or passion project outside your 9-5.

Talk to people doing work (or aspects of work) which you’re drawn to. Ask about their role, organisation, industry and career path. You’ll see what’s possible and open yourself up to new opportunities.

Notice what piques your interest, keep following the breadcrumbs and take consistent action. Because when you move from analysis into action, you will find clarity on your direction.

The pressure to ‘follow your passion’ can feel overwhelming and keep you stuck. A better approach is to follow your curiosity and take aligned action towards the things which spark your interest. This has helped my clients get clear on what they want in their careers — and I hope it supports you too.

Want help to figure out your next career steps?

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Stacey Back is The Career Planning Specialist, an executive career coach and speaker. She helps high-achievers at a career crossroads find the work that lights them up, increase their income, impact and create a career + life on their terms. Stacey works virtually with individuals and organisations based across the globe.

#1 — IT’S NEVER TOO LATE TO GET STARTED

Starting a podcast was on my priority list for YEARS. Every January it would reappear, but something always got in the way…

In July 2023, I attended a networking event with other women in business. We shared our intentions for the new financial year and I declared that launching a podcast would be my one key project for the next six months.

Fast forward to the end of October and I realised I still hadn’t started. So I bit the bullet — and launched within two weeks!

Here’s what this taught me: It’s NEVER too late to start.

I’d been talking about this idea since 2018. Yet with two months left in the year, I went all in and turned this project around within a fortnight. I thought it would take me forever to figure out all the tech — but it was easier than I’d imagined.

Here’s the takeaway for you:

What big goal or important project do YOU keep putting off? The one you’re telling yourself is going to be too much work — or that you don’t have time for?

This is exactly what keeps you at a crossroads in your career, waiting for the ‘perfect’ time instead of getting started. Whatever it is, just start!

When you take responsibility and commit, you’ll be amazed at how much progress you can make — and quickly.

#2 — TRUST YOURSELF

When I first shared my plans to launch this podcast, one well-intentioned friend suggested that unless you had a big audience, it would be a lot of work for very little reward. Now while I respect this person, they didn’t have a podcast. So while I took the feedback on board, I ultimately trusted what was right for ME.

I’m also someone who’s competitive with myself and, truth be told, a little rebellious. I don’t like rules. So if someone tells me I can’t do something, my typical response is: ‘I’ll find a way to prove them wrong!’

The lesson? I trusted myself. And I had a very clear intention around WHY I was doing this project.

First, it was never about becoming some big influencer, growing a following or monetising a podcast. My goal was to share my thought leadership, create a resource library for clients and add value to my network.

Yes, it’s also a platform where I can share my offers and how I help people. Ideally, this may lead to new clients — but making money wasn’t the driving force.

Second, I wanted to build trust and nurture the relationships I have with my audience. A podcast is much more personal than reading an article. You can hear my voice, feel my energy and get a sense of my personality, mentoring and teaching style.

This helps potential clients decide if I’m the right fit. And if they have a need I can solve, it gives them a low-pressure way to connect.

Starting this podcast was a lot of work at first. However, over time I created systems to streamline the process. Now, it’s quicker than writing an article from scratch or trying to work out what to post on social media a few times a week. It still takes work, but the process feels easeful — and that’s exactly what makes it sustainable!

When it comes to results, it’s definitely led to new clients. I’ve had corporate clients book keynotes, workshops or coaching programs — and many have said they listened to several episodes before even making an enquiry. It’s been an incredible way to warm up my audience and build connection from the moment they find me online.

Also, sometimes the reward is the joy you get from the process. And that’s exactly how I approached this project from day one: as the creative outlet I’d been missing.

The bottom line is, I didn’t doubt myself. I backed myself and leant into self-trust.

I was warned it would be hard work for little reward. Two years later, I completely disagree.

Here’s what this means for you:

It’s easy to take advice from mentors or peers you respect — but always run it through your own filter first.

Are you making this career decision based on what’s right for you — or what you think you should do? Trust yourself over external opinions, especially when others can’t see your vision

And what’s your intention? Get clear on the ‘why’ behind what you want before setting goals, making a decision or starting any new project

These are the exact questions I ask my clients to help them shift from second-guessing to self-trust. Because when you trust yourself, you will make clearer choices and move forward with confidence!

#3 — OWN YOUR STRENGTHS

In business, you need a way for potential clients to find you. Social media is a fantastic tool to do this — and for me, that platform is LinkedIn, where my audience is.

BUT it takes a lot of time and energy to create daily posts or videos. And while I like writing — and I’m a good writer — the perfectionist in me means it takes ages to craft the right words and structure.

Yet speaking? That’s different.

As I shared in the very first episode of the podcast, I talk A LOT. I could talk under water — and I’m always the last to leave the dinner table because I can’t stop talking!

Communication is one of my greatest strengths. Whether it’s coaching, speaking or teaching, using my voice is such a natural way for me to operate.

In fact, when I first started a blog for my business, I realised the best ideas came when I spoke them out loud. I’d record insights after a client session or go for a walk and voice note some thoughts — just like I did to create this podcast episode. Then, I’d take the transcript and turn it into an article.

This is how I still create content today. I’ve found a way of marketing which suits my unique strengths and personality. And when something energises you, you’re more likely to stick with it — and this is where long term success is built!

Here’s the lesson for you:

Honour your strengths in your work as much as possible, rather than trying to ‘fix’ your weaknesses. I help my clients uncover their unique strengths and double down on the skills which energise them. Then you can delegate or outsource the rest and let others shine in the areas that drain you.

When you lead with your strengths, success feels effortless and sustainable.

#4 — BUILD TRUST

The Edelman Trust Barometer shows that trust in governments, media, companies — even leaders — is at an all-time low. And in a low-trust economy, it takes a longer time to earn someone’s confidence than ever before.

It’s well known that we need to see a message multiple times before we decide to buy. Previously, that number was around 7. Now it takes more like 27 touchpoints and around 7 hours of consumed content — before someone is ready to take action.

This level of connection is impossible to achieve in a 30 second video or single social post. Especially when people are overwhelmed, distracted and endlessly scrolling online. This is why the podcast has been a powerful platform for me to build trust with my audience in a more personal and consistent way.

Listeners often tune in during their commute, on a run, or while doing the dishes. Over time, I become part of their daily life. And because there’s less distraction than on social media, I’m able to hold their attention for longer and create real connection.

Many private coaching clients and corporate contacts have told me they’d listened in prior to reaching out. They found me online, listened to several episodes and liked what I was sharing. This built incredible trust before our first conversation.

Here’s the takeaway for you:

Whether you’re a senior leader, executive or business owner, building a personal brand is essential. I help high-achievers define and communicate their value proposition, so they’re seen as the go-to person in their field. A big part of this is sharing your thought leadership and expertise to grow your network, attract new clients and career opportunities.

When you build trust, you will magnetise the right opportunities to you.

#5 — CONSISTENCY COMPOUNDS

I’ve spoken a lot about the power of consistency and here’s a real example. If I’d only looked at the download numbers of a single episode in the early days, it may have been disheartening. But 2 years in, those early episodes have gained traction — and that reach will only continue to grow over time.

I still don’t have millions of downloads each month — but I never set out to be an influencer. I care about impact, not internet fame!

In the very first episode I ever recorded, I said this: ‘Even if one person listens and takes the tiniest tip, strategy or new perspective which helps them make the smallest shift in their career, to me, it’s worth it.’

This is still true. I’ve created an authority platform where people can find me and learn from me. What started as a creative outlet has become one of my best tools to attract aligned clients.

And because I publish consistently, people keep coming back — and this builds trust over time.

So the real win here is consistency. I’ve shown up for 2 years straight — and the results are compounding!

Here’s the lesson for you:

Are you taking consistent action towards your career goals — even when progress feels slow? And what’s ONE small step you will take this week to move closer to where you want to be? Put it on your calendar now and commit to it!

Because when you take consistent action towards your goals, consistency compounds over time.

So there you have it. The five biggest lessons I’ve learnt from recording 50 episodes of the podcast. My hope is they help YOU create a career on your terms!

Ready to build clarity, confidence and a personalised strategy to take back ownership of your career? Then the Ignite Your Career coaching program is for YOU.