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!

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.

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 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.

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 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.

Do you want to build your personal brand — but aren’t sure how or where to start?

Today, we’re talking about why personal branding matters for leaders right now and how you can start building yours with intention.

I’m joined by Ali Kunze — a business development and marketing specialist who helps service-based business leaders build their visibility, brand positioning and client experience.

What I love about Ali’s story is that it’s honest and still unfolding. After a 20 year corporate career, she didn’t leave with everything perfectly mapped out.

But what she DID do that others can learn from is listen to that pull to do something different and intentionally develop her personal brand before she ever resigned.

Throughout her career, Ali saw how often smart, successful leaders defaulted to reactive BD activities because they were busy and time poor. Today, she helps multiple clients intentionally design the client experience.

In this episode, we explore how she made the shift into her own business, the power of building a personal brand and how it can help you grow your network, client base and career.

You’ll learn:

• How Ali made the leap from a 20 year corporate marketing career into her own consultancy
• Ali’s honest story of juggling motherhood with a high pressure role and the pivotal moment that led her to intentionally design a career on her own terms
• Practical advice for others navigating a career crossroads and moments of self-doubt in the messy middle of a career transition
• Tangible tips to build visibility and approach networking in a way which feels authentic — EVEN if you struggle with confidence or aren’t the loudest person in the room
• How to share thought leadership and grow an online presence without sounding ‘salesy’ or self-promotional
• The ONE shift to create commercially relevant content that attracts the right clients (not your peers)
• Exact steps to take NOW to start positioning yourself for the career opportunity you want in the next 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 Ali:

• LinkedIn 
• Website

C​onnect 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.

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 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.