Are you thinking about pursuing a new career path — but there’s a lot at risk?

Whether you aren’t sure where to start, are worried about making the wrong choice — or throwing away everything you’ve invested into your current career, this episode is for you.

Today, we’re talking about practical steps you can take to test and validate your career idea, so you reduce risk with your move.

In a recent coaching session with a long-term leadership client, we worked on developing new habits and behaviours. As I shared with her, identifying the right strategy or having the ‘perfect’ plan alone won’t create change.

What separates the clients who get results is that they take action — repeatedly. EVEN when it’s uncomfortable.

Because when you consistently rinse and repeat, you build new neural pathways in the brain. And over time, those new habits and behaviours become embedded, resulting in permanent and transformative change.

Yet one of the most common places I see high-achievers resist taking action is when it comes to testing and validating a potential career path.

And I get it. Reaching out to someone to ask for a conversation can feel awkward. Life also gets busy, so it’s easy to keep putting it off until you have no choice but to make a change.

Plus at the heart of it all is a fear of failure which holds you back from taking action. It seems easier to stay where you are — even if you want something different.

So in today’s episode, I’m walking you through exactly how to test and validate a new career idea — before you commit to anything. By the end, you’ll have a proven process to assess risk and make your next move with confidence!

You’ll learn:

• Quick, low-stakes ways to test out potential paths — without wasting a single penny or putting your current career on the line
• What to do if you have multiple career ideas and don’t know where to start, so you get the clarity you need to move forward faster
• How to get real-world insights to validate your career or business idea — in a way no behind-the-scenes research ever could!
• 4 questions you must ask to confirm which path is the best fit for THIS season of your career
• The final ‘gut check’ that tells you whether to proceed (or pivot) with complete confidence

So hit play now — and let’s dive in!

Listen on Apple Podcasts.

Listen on Spotify.

Rate, review & follow on Apple Podcasts

Thanks for listening. If you enjoyed this episode, please subscribe and leave me a 5 star rating and review. This helps more people find the podcast and benefit too!

Connect with and work with me further:

→ If you’re ready to find clarity, build confidence and create a personalised strategy to reduce risk with your next career move, I invite you to explore Ignite Your Career.

Apply for a free 30 minute consult to get started!

→ Learn more about me here.

→ Find out about my services for individuals and organisations.

#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 your 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.

Are you working hard — but waiting to be tapped on the shoulder for your next opportunity?

Whether you’ve been overlooked for promotion, aren’t getting the recognition you deserve or know you need to grow your network more strategically, this episode is for you.

Today’s podcast was inspired by a question I was asked during a recent panel discussion on building a personal brand.

The question was: “What types of people should you be connecting with for your own professional development?”

And as it turns out, I have a lot to say on this topic!

Because what I’ve noticed amongst the high-achievers I work with is that many don’t develop their network intentionally or consistently. Instead, they wait until they’re looking for a new job, promotion or client.

But this approach is reactive — and by this stage, it’s too late. You’re trying to leverage relationships that haven’t been built yet.

In this episode, I’m sharing 4 practical steps to build a strategic network that supports YOUR career. 

You’ll learn:

• The ONE shift in your approach to build relationships that support your career — long before you need them
• 6 key roles that make up a strategic network, so you know exactly who belongs in your corner
• How to identify the gaps and pinpoint the specific people you need in your network right now
• Practical ways to grow your network and my go-to strategy to develop effective long-term relationships

So hit play now — and let’s dive in!

Listen on Apple Podcasts.

Listen on Spotify.

Rate, review & follow on Apple Podcasts

Thanks for listening. If you enjoyed this episode, please subscribe and leave me a 5 star rating and review. This helps more people find the podcast and benefit too!

Connect with and work with me further:

→ Ready to find clarity, build confidence and grow your network strategically? Explore Ignite Your Career.

Apply for a free 30 minute consult to get started!

→ Learn more about me here.

→ Find out about my services for individuals and organisations.

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. ​

Have you ever asked yourself: How do I be successful in a workplace which isn’t designed for me?

Today, we’re talking about the barriers ALL underrepresented groups face (including men) and how we can create workplaces that ‘work’ for everyone.

I’m joined by Belinda Riley — a Diversity, Equity & Inclusion specialist, speaker and Founder of Beyond The Barriers.

What I love about Belinda’s story is how she combined her experience leading culture change with her training as a clinical hypnotherapist. Her work tackles DEI at both a systemic and individual level to create lasting, meaningful change.

Because what she noticed working with talented, accomplished women was how often self-doubt held them back, drove them to prove themselves or question their success. With backgrounds supporting professional services firms and high-performing leaders, Belinda and I share a similar philosophy — that true transformation starts from the inside out.

In this powerful conversation that will challenge your thinking, we explore how she built this incredible career and her unique approach to DEI. Discover how you can create culture change and address imposter syndrome in your organisation, team and own career.

You’ll learn:

• How Belinda made the bold move from a high-flying corporate career at EY to starting her own consultancy
• The REAL reason high-performing women experience imposter syndrome despite their success — and how to overcome the barriers holding you back
• What most organisations are getting wrong and the single DEI investment to prioritise above ALL else
• A controversial take on the quotas and targets debate — and whether they help (or hinder) progress
• 3 sure-fire steps to progress your career in a workplace which wasn’t designed for you
• Why the voices of male allies are 6 x more influential and the one action every leader can take right now to drive DEI in their teams

So hit play now — and let’s dive in!

Listen on Apple Podcasts.

Listen on Spotify.

Rate, review & follow on Apple Podcasts

Thanks for listening. If you enjoyed this episode, please subscribe and leave me a 5 star rating and review. This helps more people find the podcast and benefit too!

Connect with Belinda:

• LinkedIn 
• Website
• Free hypnosis audio

Connect with and work with me further:

→ Ready to find clarity, build confidence and create a strategy to take ownership of your career? Explore Ignite Your Career.

Apply for a free 30 minute consult to get started!

→ At a crossroads in your career? Take the FREE Career Success Code Assessment.

→ Learn more about me here.

→ Find out about my services for individuals and organisations.

Are you reassessing how you position yourself in the current market? Or rethinking how to use AI and optimise your CV to land your next role?

That’s exactly what I’m addressing on today’s podcast.

Here’s what I’m hearing in recent conversations with senior leaders and executives: The job market feels tight, competition is fierce — and they’re struggling to stand out when hundreds of candidates are applying for the same role.

One leader spent several hours researching a potential employer and customising their application, only to be rejected the same day.

These individuals are more than qualified. They’re being selective about the positions they’re applying for and taking time to tailor each application — but getting nowhere.

When the market tightens, competition becomes even harder at senior levels. If you’re waiting to be selected or relying solely on job boards right now, it’s time to rethink your approach.

In this episode, I’m sharing 6 strategic moves to help you stand out as a senior leader — even in a crowded market. Discover how to move from competing with hundreds of other candidates to positioning yourself strategically.

You’ll learn:

• The first step to take right NOW if your current strategy isn’t working, so you regain control of your job search
• How to cut out the competition and access the 70% of roles most candidates never see
• One of the biggest mistakes people make when networking — and how to eliminate procrastination, so you get results faster
• Practical ways to map the market and align your networking to the right opportunities — rather than relying on scattered outreach
• The most powerful way to build long-term relationships and become part of the conversation before roles are even defined
• My top tips for optimising your CV to clearly communicate your value on paper, so you stand out as a senior leader

So hit play now — and let’s dive in!

Listen on Apple Podcasts.

Listen on Spotify.

Rate, review & follow on Apple Podcasts

Thanks for listening. If you enjoyed this episode, please subscribe and leave me a 5 star rating and review. This helps more people find the podcast and benefit too!

Connect with and work with me further:

→ Ready to find clarity, build confidence and create a strategy to take ownership of your career? Explore Ignite Your Career.

Enrolling now for the March intake. Apply for a free 30 minute consult to get started!

→ Learn more about me here.

→ Find out about my services for individuals and organisations.

#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. ​

Are you already successful — yet going round in circles trying to decide what’s next at this stage of your career?

If so, today we’re talking about how to find clarity on your direction — particularly as a senior leader, when your options aren’t clear and career paths are no longer linear.

This episode is part of the ‘Career By Design’ case study series, where I give you an exclusive, behind the scenes look at my clients’ career transformations. My intention with this series is to show you there isn’t one definition or clear pathway to success. Instead, it’s about identifying what this looks like to YOU.

Despite their different backgrounds and goals, there are 3 things every client in this series has in common:

• Clarity: Getting clear on what you want next in your career and why before attempting to change it
• Confidence: Managing your mindset and shifting the self-doubt which holds you back in your career to build confidence
• Career Strategy: Focusing on solving the right problem and knowing which strategies will get you the results you want at this stage of your career

So in this episode, you’ll hear how one client went from going round in circles for YEARS to having complete clarity on their career direction. You’ll learn the exact steps they took to move into an executive leadership role — and the benefits of pursuing a portfolio career.

You’ll learn:

• The biggest shift this client made and a counterintuitive approach which moved them from years of confusion to complete clarity on their career direction
• How to break through self-doubt and perfectionism as a senior leader, so you make yourself visible and back yourself for opportunities with confidence
• Specific strategies which helped this client step into an executive role, including how a portfolio path helps reduces risk while building leadership capability
• Top takeaways you can apply right now to create a career on YOUR terms — even if you’ve reached the ceiling in your current company or profession

So hit play now — and let’s dive in!

Listen on Apple Podcasts.

Listen on Spotify.

Rate, review & follow on Apple Podcasts

Thanks for listening. If you enjoyed this episode, please subscribe and leave me a 5 star rating and review. This helps more people find the podcast and benefit too!

Connect with and work with me further:

→ Ready to find clarity, build confidence and create a strategy to take ownership of your career? Explore Ignite Your Career.

Enrolling now for the March intake. Apply for a free 30 minute consult to get started!

→ Learn more about me here.

→ Find out about my services for individuals and organisations.

RESULTS

This individual was an established leader, who’d already accomplished a lot professionally. Another client referred her as she’d been trying to get clear on her direction and what she wanted next in her career.

Despite all her success on the outside, on the inside this individual felt uncertain and was starting to question herself. Especially when everyone around her seemed to know exactly what they were working towards.

Through our work together, this client realised she knew WHAT she wanted — not just what she DIDN’T want. Within 6 months, she’d started to move in this direction via an internal secondment and second part-time position. She’s since fulfilled her goal of moving into an executive leadership role with her existing employer.

By the time we finished working together, this client was like a brand new person. She radiated confidence and felt a deep sense of satisfaction in both her career and life. A complete shift from when we first met!

CLARITY

This client’s biggest underlying challenge was a lack of clarity on her long-term career direction. She’d never had a ‘dream job’ growing up or career she was passionate about — and the quest to find it had consumed her for years. There was a sense she’d ‘fallen into’ her current role and career path, which was creating frustration and keeping her caught in indecision.

The first focus of our work together was letting go of the need to identify her ONE ideal job upfront. This is a common pattern I see with senior leaders — trying to fit themselves to a particular role before they’re clear on their direction.

My client detached from the outcome and expectation that clarity had to happen in a certain timeframe. This immediately removed the pressure for work to deliver the fulfillment she desired.

She then redirected her time and energy into the things she enjoyed — including those outside work: Her interests, important relationships and FUN! This reconnected her to her values, what she enjoys and sparked new ideas about what to do next.

One of the biggest AHA moments was unpacking what she didn’t want, as this revealed the opposite — what she DID want. Through a simple exercise, she shifted her perspective and identified the type of role she wanted: A more senior leadership role where she could create real change, make an impact and be recognised for her contribution.

Here’s the lesson for you: When you’re clear on what you don’t want, you will know what you want next in your career.

CONFIDENCE

This client was experiencing a high level of self-judgement, which stemmed from perfectionism. Self-doubt stopped her from putting herself out there, she’d criticise herself for not taking action — and the cycle continued. In her career, she was hard on herself for being uncertain about her direction and felt frustrated for not reaching her full potential.

One of her biggest breakthroughs was learning to limit negative self-talk and take action anyway — by doing the ‘uncomfortable thing’. She started to speak up and contribute more to meetings, instead of believing she had nothing of value to say. In doing so, she gave her brain the evidence it needed to challenge those limiting beliefs — and her confidence grew over time.

In one session, my client began talking herself out of applying for a part-time position in a new field. After addressing the worst-case scenario, she realised she had little to lose by submitting an application. She got the job — and was promoted 12 months later!

To this client’s credit, she repeatedly stepped outside her comfort zone. She took on two new roles with greater responsibility and successfully managed up to navigate a challenging stakeholder. This took courage — but she overcame each challenge, shifted her mindset and boosted her confidence.

When you take action despite self-doubt, confidence builds over time.

CAREER STRATEGY

Rather than defaulting to a job search, we focused on designing a personalised strategy.

Early on, I encouraged this client to follow her curiosity and keep taking action, despite the discomfort. We brainstormed different career ideas and identified practical ways to test these potential career paths. Strategies included job shadowing and exploring a part-time leadership position of interest.

Pursuing the part-time role was a smart strategy when the right leadership opportunity wasn’t immediately available in her core job. It led her to build a portfolio career and gain the leadership experience to support her progression. As a result, she received promotions in both roles within 12-18 months.

Yet when my client first applied to this position, doubt set in: What will I do if it doesn’t progress? And once we identified what she wanted next in her career, her mind immediately jumped to: But what specific job is this?

To let go of attachment to a particular position, the strategy I suggested was speaking to people doing work which interested her. The goal was to understand her options and validate these ideas from a place of curiosity, not commitment. It also helped build her network and generate new career opportunities.

But like many of my clients, she felt some initial resistance to reaching out to people to ‘ask for a favour’. So, we reframed these conversations as an opportunity to connect (or reconnect) with her network. She could seek out their insights and advice — and look for ways to support them in return.

This client also challenged herself to take on an internal secondment and learnt how to lead authentically, in line with her values. She’s also continued to invest in developing her leadership capabilities. All these strategies supported her to step up into the senior leadership roles she wanted.

When you test options instead of trying to pick the ‘right’ role upfront, you will reduce risk and get clear on your direction, faster.

KEY TAKEAWAYS

So what can you take from this client’s transformation? Here are my top 3 takeaways and how YOU can apply them to your career!

#1 — Realise change takes time

Release the pressure to identify an ‘ideal’ job upfront or to figure out your next move in a certain timeframe. Instead of trying to fit yourself to a particular job, focus on creating a career which ‘works’ for YOU! Trust that when you stay in action and let go of attachment to the outcome, you’ll get to where you want to be faster.

#2 — Shift your perspective 

To identify what you want next in your career, ask yourself what you don’t want. Create a ‘don’t’ list — and look at the opposite to clarify what you DO want.

#3 — Do the ‘uncomfortable thing’

Rewrite limiting beliefs and overcome self-doubt by doing the thing you’re most reluctant to do. When you consider the worst-case scenario, you’ll realise it’s unlikely to happen — and if it does, you can handle it. By taking action, you’ll shift your mindset and build confidence over time!

So there you have it. How my client went from going round in circles to having complete clarity on what she wanted next in her career. I hope this helps you gain direction, confidence and a clear plan to create a career by design too.

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 March. 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.

Are you still managing your career the way you did 5 years ago?

Today we’re talking about why taking ownership of your career is no longer optional — but critical in the changing world of work.

We put so much pressure on ourselves to be ‘on’ from the first week of January. So if it’s taken you a bit of time to ease into the year, you’re not behind.

What does matter is how you’re approaching your career once you’re back in the rhythm of work. Because the way most people have historically 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.

In this episode, I’m sharing 5 signs taking ownership of your career is essential in changing times and how to build sustainable, long-term career success.

You’ll learn:

• The biggest career challenge I’m seeing with senior leaders right now — and the ONE shift to clarify your long-term direction
• Why self-doubt is on the rise right now and the reframe you need to build confidence in the current climate
• The most common mistake leaders make when communicating their value — and how to intentionally position yourself for the opportunities you want
• Why relying on managers or performance reviews to drive your development is no longer enough — and what to do instead
• How to take a strategic approach to your development and keep your skills relevant in changing times

So hit play now — and let’s dive in!

Listen on Apple Podcasts.

Listen on Spotify.

Rate, review & follow on Apple Podcasts

Thanks for listening. If you enjoyed this episode, please subscribe and leave me a 5 star rating and review. This helps more people find the podcast and benefit too!

Connect with and work with me further:

→ Watch the FREE February Masterclass replay on demand until 20 February.

→ Ready to find clarity, build confidence and create a strategy to take ownership of your career? Check out the Ignite Your Career program.

Enrolling now for the next March intake. Apply for a free 30 minute consult to get started!

→ Learn more about me here.

→ Find out about my services for individuals and organisations.