Have you been putting your head down and working hard since the start of January — without pausing to check your career is moving in the direction you want?

If so, today I’m walking you through a mid-year career reset to finish 2026 strong.

We’re officially halfway through the year!

In Australia, 30 June marks the end of financial year — a time where you naturally look back at the past 12 months and plan ahead. So I thought this would be a great opportunity for us to check in on your career together and reset your goals for the next 6 months.

But as I sat down to record this episode, I felt creatively blocked. After putting it off all week, I made two attempts to outline it over the weekend. Both times I hit a wall, slammed my Mac shut and binged TV instead.

Because even though I guide high-achieving leaders through this exact resistance, I’m not immune to it. So I did what I’d recommend to any of my clients: I recognised I was mentally tapped and allowed myself to rest.

Then on Monday morning, instead of trying to THINK about how to explain this process, I took myself through it. And it worked. The insights I got from this exercise surprised me and I know it’ll do the same for you.

In this episode, I’m sharing the exact strategies I used earlier this week to help you:

• Reflect on the past 6 months, so you can clarify what you want to create in the second half of 2026
• Identify the ONE area to focus on next to find fulfillment at work and set your career up for success — no matter where you are now
• Discover the first step to take right NOW to reduce overwhelm, build momentum and begin the rest of the year with intention

So grab a pen and paper and let’s finish the year strong!

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 figure out what you want next in your career, back yourself with confidence and create a strategy to reach your goals by the end of 2026? 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 — REFLECT

How often do you pause and reflect? It wasn’t until I hit burnout several years ago that I realised: I never reflected on my career.

I’m a natural doer who dives into action, works hard and follows through. And if you’re reading this, I know you’re the same.

Yet, this focus on ‘doing’: planning, strategising and ticking off to-do’s — often comes at the expense of reflecting on successes, learnings or celebrating progress toward your goals.

And at this point in the year when you’re exhausted or disappointed with your results, it’s easy to overlook what you have achieved. Our brains fixate on the gaps, which is why reflection is essential!

One of my favourite quotes by Maya Angelou is: ‘You can’t really know where you are going until you know where you have been.’

Let’s start reflecting on your career by looking back at the first half of 2026. This is the exact process I used earlier this week:

1. What are you celebrating so far this year?

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.

Think back to your January goals. What were your greatest career wins and 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 received a promotion or started a new job? 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 challenging work environment?

Finally, highlight your top achievement so far in 2026 and why it’s important to you.

I’ll share some of mine to get you started. One win I almost dismissed was achieving my biggest year in this business. But my main accomplishment was going all in on my podcast as the main platform and seeing it convert to paid clients.

Why this matters is that I’ve invested significant time building trust with my audience, backed myself to make a decision when the outcome wasn’t guaranteed — and now have the evidence it’s working!

2. What are your biggest lessons from the past 6 months?

Reflect on what you’ve learnt in 2026 and how you’ve grown. Consider the mistakes you made or anything 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. Take a couple of minutes to list your biggest career lessons so far this year.

Is it setting better boundaries, letting go of perfectionism or comparison? Did you delegate more effectively to free up 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?

Once you have this list, identify your most significant lesson. What will you do differently in the second half of 2026 to course-correct or avoid similar mistakes? Write down the ONE change you’ll make and why it matters.

My biggest lesson (and the source of my recent resistance) is letting urgent tasks and client delivery take over the important projects that will have the greatest long-term impact on my business. The one change I’m making is prioritising those projects first because they’ll allow me to scale my work.

One high-performing leader described being “caught up in the hamster wheel of daily tasks and work responsibilities”. Despite his ambition, he admitted to ‘coasting’ in his career — focusing on getting the job done without pausing to consider his goals. This lack of reflection limited his ability to dream bigger and risked derailing his long-term career aspirations.

Through our work together, he did the reflection he’d been avoiding for years, which gave him clarity on his direction. As a result, he transitioned into his desired career through an internal job move. Now, he’s taking ownership of his career and no longer treats career management as an afterthought to his day job.

When you pause to reflect on where you’ve been, you will clarify what you want next in your career.

STEP #2 — REVIEW

Now you’ve reflected on the first half of 2026, let’s review your current situation to clarify what is and isn’t working in your career.

I’ve created a tool called the Career Sweet Spot which is built around four important pillars: your strengths, passions, ideal lifestyle and income. At the centre is the IMPACT you want to make. This includes your purpose — or the ‘why’ behind your work and career goals — and your values, which are your top priorities in life.

By understanding your career sweet spot, you can set the right goals, make the correct career choices, and build a fulfilling, sustainable career!

Let’s use the Career Sweet Spot tool to assess your current level of satisfaction in each area. Then, you’ll pinpoint the ONE area to focus on in the next 6 months to find fulfillment at work.

1. Rate each area on a scale of 1-5 (1 = not at all, 5 = completely) based on how much it’s honoured in your career

Jot down your scores, move quickly and trust your first instinct!

• How aligned is my career with my purpose and the impact I want to make?
• To what extent is it in alignment with my values and what’s important to me?
• How well does it match my unique strengths and expertise?
• Is it a fit for my passions and the work I enjoy?
• Does it suit my current life stage and desired lifestyle?
• How well does it meet my financial goals?

Next, identify the lowest ranked area and highlight it. This is your ONE focus for the second half of 2026.

If you have more than one, consider: Which would have the biggest impact on your career if it improved?

2. What’s one step you can take to move closer to a 5 in that area?

For example, to increase your income, you could negotiate a pay rise, promotion or start a side hustle. If you want to improve your lifestyle, you could create better boundaries around your work hours.

One client chose passions as their focus area, which meant more variety and doing work which lights them up. The actions identified to support this included requesting different projects or clients, moving roles internally or leaving their organisation altogether.

By the time we finished working together, this person had left a 20+ year IT career to launch their own property business, work they’re truly passionate about.

When you assess your current career situation, you’ll uncover the one focus area to set your career up for success in the second half of 2026.

STEP #3 — RESET

Now you know your top focus area, let’s reset your career goals for the next 6 months.

Did you know over 80% of New Year’s resolutions fail by February?

If you’re anything like me, you look forward to a fresh start in January and set big goals for the year ahead. But then your daily to-do list takes over, leaving you overwhelmed — and unsure where to start…

This isn’t due to a lack of ambition or hard work. What happens is life gets in the way and without a clear plan, it’s easy to lose focus.

It’s why I think it’s unrealistic to rely on ONE moment in the year to reset everything. Instead, I believe in having a clear vision, setting meaningful goals and creating a step-by-step plan to reach them ANY time.

1. Clarify your vision for the next 6 months

Because think of it this way: You wouldn’t jump in your car and start driving without knowing where you were going. Your vision is the destination and your goals the roadmap that gets you there.

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

• What goals did you reach in 2026? Think about the successes you highlighted in Step 1 and what you wanted more of in the second half of the year.
  
• What did you let go of? Consider the lessons from Step 1, such as: the fears or limiting beliefs holding you back, commitments or relationships which no longer serve you, or anything you’re no longer willing to say YES to for the rest of 2026.
• What’s different NOW? Reflect on the focus area from Step 2 and shifts you wanted to make in the second half of the year

2. Define your priority goal for the next 90 days

From what you’ve written, highlight the ONE thing you want to change or achieve in the next quarter. Then ask yourself: Why does it matter? Knowing the purpose behind your goal keeps you motivated and on track — especially 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 (write your goallist the goal). This is important to me because (insert why).

Studies show that writing your goals down (as if they’ve already happened) increases the likelihood you’ll achieve them. This is because your brain seeks out the information it needs to reach your goals — and discards the rest!

My goal for the next 90 days is to build out a new semi-private coaching program, so it’s ready to launch by the end of September.

Here’s my example: On 31 December 2026, I will have launched the first cohort of this program. This is important because I want to create another way for people to work with me, generate a new income stream and scale without draining my energy.

3. Create some action steps to reach your 90 day goal

How will you achieve it? Write down 3 actions to implement this quarter, breaking them down into micro-steps.

What’s the next best step you can take right now? Highlight or circle your first step and commit to it. Your challenge is to take action on it within the next 2 weeks!

The actions I identified for my goal are to schedule two blocks each week to build out the program, start recording the modules and market the first cohort. My next best step was to schedule the first 2 hour block to work on it on Tuesday morning.

One client set the goal to work smarter, not harder by putting systems in place to become more organised and feel less chaotic. We started with email, the biggest distraction and time suck because they’re reacting to it multiple times a day. Their first step was to turn off notifications and schedule set times throughout the day to check and respond to emails.

When you identify your next best step, you will build momentum and start the second half of 2026 with intention.

So there you have it. 3 simple steps that have helped my clients and I reset our career goals and finish the year strong. I hope this process supports you too!

Ready to figure out what you want next in your career, back yourself with confidence and create a strategy to reach your goals by the end of 2026? Explore Ignite Your Career.

Apply for a complimentary 30 minute call with me to get started HERE.

Stacey Back is an executive career coach, strategist and speaker. She guides high-achieving senior leaders to design careers on their own terms and helps organisations to develop and retain them. 

Ready to make a change in your career — but you’re too busy to start? Finding another year has gone by, you’re no closer to clarifying your direction and you’re wondering if you’ve left it too late?

Today, we’re talking about one of the biggest roadblocks holding high-achievers back from figuring out what’s next in their careers: “I don’t have time”.

I recently met a leader who was at a career crossroads and unsure what they wanted next or how to address it. This person was 100% committed and ready to go ALL IN on working together. However, they initially held off getting started while they waited to hear back about a new role.

My only objective was to help this individual make the right decision. And so the one thing I warned them about was not to let timing be the reason that continued to get in the way.

Because something I see amongst the busy leaders I work with is how easy it is to keep waiting for the ‘right time’. You’ll do it when: you’ve completed this project, returned from leave, started the new role (or insert your condition or timeframe).

And before you know it, months have passed by without anything changing.

In my experience, ‘I don’t have time’ is rarely about time. It often comes up when you’re terrified of failing or throwing away everything you’ve invested into your current career, so it’s safer to stay where you are.

It’s always important to consider your current season or life stage. But notice if you keep putting off exploring what you want next indefinitely or using the ‘time excuse’ out of fear.

In this episode, I’m sharing 4 tips to figure out what you want next in your career — EVEN if you feel like you ‘don’t have time’. You’ll walk away with practical ideas you can personalise to your current capacity and circumstances, so you start creating the career you want.

You’ll learn:

• The ONE mindset shift that separates the leaders who figure out what they want next (from those who don’t)
• Why trying to think your way to clarity won’t work — and how to generate more career ideas in one chat than months of self-reflection
• How to make sure financial pressure never becomes the reason you abandon your long-term career goals
• The secret to creating time that has nothing to do with productivity — and why 15 minutes a week beats doing nothing for 6 months

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 June 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.

TIP #1 — COMMIT

You always have a choice about whether you keep putting off exploring what you want — or if you commit and go all in. This mindset piece comes first because without it, you’ll keep making excuses.

A senior leader was referred to me because they were thinking about making a change — but weren’t sure what this looked like. Before we got started, their employer offered them a promotion into their first C-suite role.

On paper, it made complete sense. So they took it, got busy with the handover, and we never proceeded. Nearly 2 years later, they have the title — yet still don’t know what they want next.

In contrast, the client I mentioned at the top of this episode also had a lot on their plate — as a single parent, caring for their mother and currently between roles.

I highlighted that the majority of my clients are employed full-time and have very full lives, so the program is designed to be flexible rather than create more pressure. We’d build coaching actions around their capacity and they are the one who’ll dictate how much time they have to invest.

This person chose to make a decision now, commit to the coaching process and delay their start date by a few weeks. But the main thing is, they didn’t put it off. They’re all in and doing the groundwork while waiting for the job opportunity to land!

I’m sharing these examples because I see this pattern showing up everywhere — even with leaders who’ve never worked with me.

The lesson for YOU is this: When you stop making excuses, commit now and do the work, you will create the career you’re after.

TIP #2 — STEP OUT OF SELF-REFLECTION

If you don’t know what you want next, sitting behind the scenes trying to think your way to clarity won’t help. You’ve got to get out there, actively explore your options and talk to people.

One client found they had more time than ever after a recent redundancy. Yet trying to force themselves to sit at their desk at dedicated times and focus on brainstorming career ideas wasn’t working.

Because when you’re feeling frustrated and uncertain about what you want next, it’s easy to procrastinate — or start questioning whether pursuing a different career path is even possible.

What we noticed is the ideas started dropping when they were out in the world responding to things and interacting with others — not when they were trying to force it.

Instead, we shifted their entire strategy to setting up conversations with people doing work which interested them. THIS is the best way to generate career ideas, build your network and identify new job opportunities. I also encouraged them to change up their environment by working from a café or meeting a friend for lunch a couple of times a week.

I want to acknowledge that reaching out to people can feel uncomfortable. Even as an extrovert with a sales background who was confident connecting with people, I still found it daunting at first.

Because as a high-performer, successful in my career and known for what I did, my whole identity was tied up in work. So what would others THINK if I dared to consider doing something different? And who would I even BE without the title and identity I’d built?

But once I took the first step and reached out to one person, I realised: people are generous and willing to help. That one action alone helped me work out what I wanted to do next and build friendships and professional relationships I still have years later.

One client was resisting ‘cold-calling’ people, so we reframed it to ‘reconnecting’ and started with their warmest contacts, one at a time. This is what separates the people who take action from those who don’t.

Because when you get out and talk to people, you’ll generate more career ideas in one conversation than months of self-reflection alone.

TIP #3 — RELEASE THE PRESSURE

Financial pressure is one of the most common reasons senior leaders abandon the process of figuring out what they want next in their careers. Even if you KNOW you want something different, the fear of leaving a steady pay cheque, the familiar title or security of an established career can stop you before you’ve even begun to explore your options.

One leader waited until the financial pressure forced them into action. Relying on the external pressures of a mortgage, private school fees and providing for their family to create motivation didn’t work. They ended up jumping straight into another role in their existing field not by choice — but because they needed the money.

Alternatively, if you’re in between opportunities and need the income now, finding an interim role is a smart move in the short-term. But don’t use that as an excuse to stop exploring what you want long-term. Both can happen at the same time — just as it would for someone who’s already working full-time.

My client identified 3 options:

1. Use this time between roles to work out what they really wanted
2. Find a bridge job to ease the financial pressure and continue to do this work on the side, or
3. Return to their previous career and try to find fulfillment in other ways outside work

They already knew Option 3 would be difficult in a high-performing role with little time and lots of big life commitments. By the time we met, this person had already decided Option 2 was the way to go — not one or the other.

And I thought this was wise. Securing this role removed the immediate pressure and gave them the confidence to invest in coaching.

Compare this to waiting for external circumstances to force your hand. This is the risk of letting your career unfold without direction — versus proactively taking ownership of it.

Taking action towards what you want completely shifts how you show up in your current role or bridge job. Even if it’s not where you want to be long-term. Because knowing you’re doing something about it changes your energy entirely.

When you reduce financial pressure without losing sight of your long-term goals, you will create a career by design, not by default.

TIP #4 — MANAGE YOURSELF, NOT YOUR TIME

At this point you’re likely asking: How do I find the time when I’m already busy? The secret is self-management, which is different to time management.

While HOW you prioritise your time is important, this isn’t about productivity tips or time management hacks. Self-management is about taking personal responsibility for what you choose to give your time and energy to.

Whether you want to get promoted in your existing organisation, develop new skills in your current role or shift careers completely, the approach is the same. You need to block out small increments of time to work on your career development — and protect them.

I recommend identifying your Daily Big 3 — your top 3 tasks and number one priority to work on each day. Then, treat the steps you take towards your long-term development in the same way.

Think of it this way: Even if only one 15 minute action per week is focused on your long-term priorities, it’s better than doing nothing for 6 months!

One of my clients is a single mother who was dealing with the grief of losing a parent, burnout and navigating a toxic work environment. Anyone in this situation could have decided it wasn’t the right time — but she didn’t wait.

Don’t make it your full-time job

So that’s how to create space when you’re time poor. But what about the other extreme — when you’re between roles and suddenly available 24/7 to work out what’s next?

In this instance, don’t turn it into your full-time job. Dedicate 30-60 minutes a day, half a day a couple of times a week or whatever works for you. However, this doesn’t mean you have to chain yourself to your desk for 8 hours a day!

Another client was feeling quite socially isolated after working remotely in their most recent role. So my advice was to dedicate time to the activities they enjoy and that nurture them too — like going to the gym or catching up with friends while they have the flexibility.

By prioritising yourself, your health and important relationships first, you’ll be better equipped to get the most out of the dedicated chunks of time you spend on your career. Those activities and interactions could even spark new ideas and connections to support your next career chapter.

Managing multiple career goals

If you have a couple of different career objectives, it’s easy to get overwhelmed and not know where to start. But don’t make the mistake of waiting until one is resolved before addressing the other.

Say you’re looking for an immediate bridge job and also want to figure out what you want long-term. Then carve out time to work on them both. Or if you’re thinking of moving into a new career path while building a business on the side, create separate chunks of time for both activities.

When you decide to take action despite the obstacles, you will figure out what you want next in your career.

So there you have it. The exact strategies that have helped my clients and I figure out what’s next in our careers — even if we ‘don’t have time’. Because when you decide to make your career the priority, you’ll always find the time.

If you’re looking 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.

Apply for a complimentary call to get started here.

Stacey Back is an executive career coach, strategist and speaker. She guides high-achieving senior leaders to design careers on their own terms and helps organisations to develop and retain them. 

Have you been Googling ‘how to be more visible at work’ — only to keep getting the same surface level advice?

Today, we’re talking about why so many high-achievers aren’t feeling seen despite their success and what to do about it.

I recently started working with a leader who was feeling completely invisible in their role. No matter how hard they worked, they weren’t recognised for their contribution or receiving regular feedback.

This slowly started chipping away at their self-esteem and impacting how they showed up in interviews, as they began to explore what was next. Though they appeared confident, on the inside they were doubting themselves and questioning their abilities.

Then something interesting emerged in our session…

They tapped back into a hidden part of them: the talented musician who performed on stages in front of people. Someone who was very visible. But somewhere between building their career and becoming successful, they’d locked it away.

Now, many career coaches address visibility using external tactics. And I could have helped this client with their presentation skills or how to answer challenging interview questions.

Yet what I see amongst the senior leaders I work with, is that you can’t solve visibility from the outside. Because it’s an identity issue.

In this episode, I’m sharing the REAL reason high-achievers feel invisible in their careers. Discover 3 ways to address this from the inside-out, so you’re seen with confidence!

You’ll learn:

• The two ways visibility shows up for high-achievers and how recognising which one’s running your career is the first step to change it
• Why the external ‘success’ you’ve spent your entire career building is actually making you feel invisible
• Why knowing your value proposition isn’t enough — and the ONE thing that makes you impossible to ignore
• How to reconnect to who you authentically are beneath your achievements, so you stop worrying what others think
• Practical steps to take if you’re not being recognised — and how to cut through the fear that’s keeping you invisible

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 visibility and create a strategy to take ownership of your career? Explore Ignite Your Career.

Enrolling now for the June 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.

There are two different ways visibility shows up for high-achievers, which you’ve likely experienced:

1. Wanting to be visible but not feeling seen

Like the client I mentioned, you’re showing up, contributing and putting yourself out there — yet no-one seems to notice. You’re not getting feedback from your boss, recognised in the room or a response from the interview panel.

I’ve had many moments where it feels like I’m posting on LinkedIn and hearing crickets. Or sharing my work and not getting feedback from the market. Over time, the lack of external validation starts to impact how you see yourself.

2. Having a fear of being visible — even when you crave it

You want to speak up in the meeting, but something stops you. Or you appear confident on the outside while second-guessing yourself on the inside.

As a child, being visible was an authentic part of who I was. I LOVED being in the limelight, performing my own plays and ballroom dancing. Still, I can also remember going on stage, getting nervous and forgetting my lines.

Today, I speak on stages for a living — and that fear still shows up sometimes. But here’s what I know now… If I ever start feeling invisible, it’s because I’m focusing on what others will think, if I’ll be good enough, or whether my presentation is perfect!

So WHY do you feel invisible? Here’s the REAL reason…

As a high-achiever who’s built your whole career around performance, results and external markers of ‘success’, feeling invisible is an internal issue. Somewhere along the way, you outsourced your identity to a job title, company and achievements. They became your answer to the question: Who are you?

And you buried the most naturally visible part of you — your true, authentic self.

When your role feels aligned and the recognition is rolling in, you feel seen and know who you are. But the moment that external validation disappears because your role changes, the company restructures or you’re at a crossroads and questioning whether you’re on the right path — you don’t know who you are anymore.

And that’s why you feel so invisible. Because you can’t be seen by others if you can’t see yourself.

The musician who got up on stage and the creative child who loved performing for people were being seen because they were connected to something authentic about themselves.

So what’s the answer?

Visibility isn’t an external problem that’s solved with LinkedIn strategies or networking tactics. It starts from the ‘inside-out’ by reconnecting to who you authentically are beneath the achievements. Here’s how:

#1 — UNDERSTAND WHAT MAKES YOU UNIQUE

One of the best ways to rediscover who you are is to identify your unique strengths. Think beyond what you DO: Your job responsibilities and the list of competencies on your resume. Consider your natural genius, unique perspective and the impact only you can make.

But knowing your strengths on an intellectual level is not enough. What makes the difference is believing in your value and embodying it. This means internalising that belief so deeply, it changes how you show up, talk about yourself or walk into a room.

Then you can clearly and confidently communicate your value in your career documents, interviews or when networking. THIS is how you position yourself strategically, without convincing. Because you’re telling the truth about who you are.

We unearthed my client’s dormant strengths and who they really are. The musician earlier in life who was comfortable being visible and presenting to a crowd. Then we drew the line between this and what they want to do now.

For example, pitching to a room of executives or articulating their value when interviewing for senior roles in a new field. The same skills — presence, communication and the ability to hold a room — never went away. They’d simply lost connection to them.

When you understand and embody your unique strengths, you become impossible to ignore!

#2 — RECONNECT TO WHAT MAKES YOU, YOU

Another approach is to uncover your personal values. These are your priorities in life, the things that are innately important to you.

Whenever you’re angry, frustrated or upset, it’s a sign you’re out of alignment with your values. And so much of the fear and doubt that shows up around visibility comes from being disconnected from what makes you authentically you.

In a work context, your values help you to assess what is and isn’t working in your current career, set the right goals and make the correct career choices in future.

One client was feeling disconnected from her work, under pressure and overwhelmed from chasing KPI’s and financial targets. Identifying connection as a core value helped her refocus on what she truly cares about: building strong client relationships. This became a clear priority for how she wanted to lead and create an impact in her career.

When you’re connected to who you authentically are, you stop worrying about what others think.

#3 — TAKE IMPERFECT ACTION

While self-awareness forms the foundation, you must follow it with action. Actively seek out feedback from your manager or get recognition outside your 9-5. Sign up for that marathon, pick up painting again or begin a passion project.

Find practical ways to honour your gifts at work. Put up your hand to lead the meeting, organise the client event or outsource tasks to a colleague who has strengths in areas you don’t. And start designing your career around your talents and passions — especially if you’re at a crossroads and working out what you want next.

Of course, none of this is easy if the fear of being seen is holding you back. So DO the thing you’re afraid of! Send the email, speak up in the meeting or apply for that role.

EVERY time I’ve attempted something new — launching a business, publishing the website, posting my first video or speaking on stage — I did it afraid.

To cut through fear, shift your focus from what you’ll get from being visible to what you can give. What do people need to hear from you? And what unique perspective can you contribute to the conversation?

Because confidence comes through courage. When you show up as the true version of yourself and take action anyway, you become more confident over time.

So there you have it.The real reason high-achievers feel invisible in their careers — and what to do about it. I hope this helps you reconnect with who you authentically are and be seen with confidence!

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

I’m now taking applications to work together in the second half of 2026, with 2 spots remaining. Apply for a complimentary call to get started here.

Stacey Back is an executive career coach, strategist and speaker. She guides high-achieving senior leaders to design careers on their own terms and helps organisations to develop and retain them. 

Are you feeling frustrated in your career and tempted to take the first opportunity that comes along — so you can escape where you are now?

Today, we’re talking about why jumping straight into a job search ISN’T the smartest strategy and how to ensure your next career move is one you won’t regret!

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, there are 3 things every client has in common which you can use to create a career by design too:

1. Clarity: Getting clear on what’s missing in your current career and what you want before attempting to change it

2. Confidence: Managing your mindset and shifting the self-doubt holding you back in your career to build confidence

3. Career Strategy: Focusing on solving the right problem and knowing which strategies will get you results at this stage of your career

So in this episode, you’ll hear how one client went from making the ‘wrong’ career move to transitioning into their chosen career. Find out how they secured a competitive, highly sought after position in this field and the exact steps to find YOUR ‘right’ path.

You’ll learn:

• Why immediately searching for a new job isn’t the answer — and what to do instead when you’re unclear on your career direction
• How this client shifted from years of self-doubt and imposter syndrome to FINALLY communicating their value with confidence
• The exact career strategies which opened doors they didn’t know existed and landed them a competitive role in their chosen field
• Top takeaways you can apply right now to create a career on YOUR terms — even if you’ve made the ‘wrong’ career move

So hit play now — and let’s dive in!

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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 June 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 referred by a past client because she’d been with her employer for over a decade and felt like she’d progressed as far as she could go. She was dissatisfied with her career situation, no longer challenged and wanted clarity on her direction. It was something she’d been trying to figure out on her own for YEARS.

She became so frustrated in her role, that one day she jumped on LinkedIn and applied for the first job she saw — in a completely different industry. By the time we met, she’d accepted this position, believing it HAD to be better than staying where she was.

But shortly after starting she realised: she still didn’t know what she really wanted — and this new career path wasn’t the right fit either.

As a result of our work together, this client has complete clarity on her career direction and has reached a place of full self-belief. She’s made a strategic career move into work she genuinely enjoys — one she plans to stay in long-term. For the first time in years, she feels satisfied in her work again and excited for her future career!

CLARITY

Because this client wasn’t sure what she wanted, we returned to the first step: CLARITY.

The Career By Design method starts by understanding who you are and what you want. Then we look at career paths and opportunities which align to this. The goal is to design a career which ‘works’ for YOU — rather than trying to fit yourself to a specific role.

Instead of jumping straight into job search tactics, we first got clear on this person’s unique strengths, values, passions and long-term career vision. By better understanding herself and what she wanted her career (and life) to look like, she recognised her new role wasn’t aligned.

Once she had clarity on these internal factors, we considered the work-related aspects that mattered most: her work drivers, daily tasks, the people/culture and ideal work environment. She explored different career pathways, before identifying one which was a match for her strengths and values. This client now has complete clarity on her career goals, the area of work she enjoys and direction she wants to take her career long-term.

Here’s the lesson for you: When you start from the ‘inside-out’, you will create a career that ‘works’ for you!

CONFIDENCE

One of the biggest shifts this client experienced was owning and leveraging her strengths, rather than focusing on ‘fixing’ her weaknesses.

When we first started working together, she was experiencing a lot of self-doubt and imposter syndrome. She admitted to wasting a great deal of time and energy on the things she believed she ‘lacked’ — skills that came naturally to others, which she found difficult to master.

As a result, she often compared herself to others and felt inadequate. I also noticed this held her back from working out what she wanted next in her career for many years. Because she couldn’t see what she was truly capable of.

The greatest mindset shift this person has experienced is recognising her unique gifts and the value she has to offer. She’s now focused on growing her strengths and wastes less time worrying about or trying to make up for her perceived weaknesses. This means she’s able to articulate her value and experience in an authentic way — and has developed a newfound sense of confidence too!

As a working mother, this individual also struggled to balance her work and personal life. She’d constantly think about work when she was at home and feel guilty when she was at work. This client fully committed to setting boundaries so she’s more present with family — and no longer feels guilty for taking time out for herself!

When you own your strengths and let go of your weaknesses, you will find more fulfillment in your work and communicate your value with confidence.

CAREER STRATEGY

Once this client had clarity on her uniqueness and direction, we focused on applying the right career strategies.

She was proactive about following her curiosity and exploring career paths of interest — primarily through strategic conversations with people doing work that interested her. Through this process, she gained clarity on the type of work she enjoys and leveraged her network to secure a highly sought after role in this field.

In both positions, this person was intentional about observing other leaders she admired. By identifying what they did well (and what didn’t work), she was able to develop her own leadership style further. As a result of building her network, she’s also much more confident reaching out to others to discuss work options to further her career.

TIME was this individual’s greatest challenge — and the biggest barrier to working towards her career goals. Setting short-term goals and breaking tasks down into smaller steps kept her on track with her larger, long-term vision. This also reduced overwhelm and increased her productivity.

When you apply the right career strategies, you will open doors you didn’t know existed and land the role you want, 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 — Start from the ‘inside out’

Before searching for a new job or your one ‘ideal’ career path, clarify what YOU want, first. Then you can explore career paths or roles which ‘work’ for you. This IS the way to design a career that’s fulfilling and sustainable.

#2 — Leverage your strengths, let go of your weaknesses

Invest time into developing your gifts and designing your work around your strengths. One way to do this is by outsourcing your weaknesses to a colleague who has strengths in areas you don’t. If you’re a visionary, big-picture thinker, delegate more detail-orientated tasks.

#3 — Follow your curiosity

Clarity comes through action, not thought. If you’re unsure what you want, explore the things which spark your interest: volunteer, take a class or have a conversation with someone. Every action gets you one step closer to clarity.

So there you have it. How my client went from a dead-end job and the ‘wrong’ role into her dream career. I hope this helps you find direction, build confidence and gives you 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 June. Apply for a complimentary call to get started here.

Stacey Back is an executive career coach, strategist and speaker. She guides high-achieving senior leaders to design careers on their own terms and helps organisations to develop and retain them. 

Have you got a burning career question that you’re dying to get answered?

Whether you want to know how to communicate your priorities and actually honour your values at work, stay career driven while balancing the juggle of a young family — or identify the skills to futureproof your career, today’s episode is for you.

11,600 km. 13 hours. 3 flights and 3 time zones.

That’s the cross-country work trip I recently completed across the top end of Australia — and back. All within one week. THIS is the reality of living in the most isolated city in the world.

I jokingly called it my ‘quasi-royal’ tour. Because that’s what the local media nicknamed Harry and Megan’s express 4 day tour of Australia the same week!

Concentrated work periods like this can be all consuming. There’s the focused preparation in the lead-up, followed by client delivery. Then I always allow some down-time on the other side and space to reflect on what worked — and what I’ll do differently in future.

And what emerges during these pauses are new insights: The patterns I’m noticing, common career challenges leaders are facing — AND the key questions people are asking right now.

I’ve wanted to do an ask me anything (AMA) episode for a while and this felt like the perfect time. In this episode, I’m answering the questions which came up most often in my recent key-notes and workshops.

You’ll learn:

• The ONE shift you must make to communicate your priorities in a way that’s strategic (not aspirational) and live your values through your work, so you create a fulfilling, sustainable career
• 4 steps to support high-performing team members when progression opportunities are limited, so you retain your best people and futureproof your team
• How to keep making progress towards your long-term goals when you’re ambitious — but in a busy personal season
• My honest answer about how often you need to be upskilling in your current career, so you stay relevant instead of getting left behind
• 3 practical ways to identify the skills you need to develop for the future — when you’ve got no idea WHERE to start!

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:

→ Listen to Episode #26: Is Work-Life Balance A Myth? How To Be Ambitious Without Burnout next

→ 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.

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 an executive career coach, strategist and speaker. She guides high-achieving senior leaders to design careers on their own terms and helps organisations to develop and retain them.