Career Decision Making

A £120k HR Director I worked with last year took a 14-month career break to care for her mother. When she returned to the job market, she applied for 23 roles at or below her previous level. She received 4 interviews. She was told in two of them that her 'gap' was a concern. 14 months. Not 5 years. Not a decade. 14 months, caring for a parent, and it was enough for panels to question her 'commitment' and 'currency.' I have worked with returners throughout my career. The pattern is consistent: the career break itself is rarely the issue. The issue is how panels interpret it when they see it on a CV. ❌ Listing a career break as a gap on your CV with no context. ✅ Frame the break as a deliberate decision. '2024-2025: Career break, full-time carer for a family member. During this period, I maintained my CIPD membership, completed a Level 7 module in Employment Law, and consulted informally with two former colleagues on restructuring projects.' The break should read as a chapter, not a gap. ❌ Apologising for the break in interviews. 'I know I've been out of the market...' ✅ Own it without apology. 'I made a decision to prioritise family care for 14 months. During that time, I stayed connected to the profession through [specific activities]. I am returning because I am ready to lead at this level again, and this role aligns with where I want to take my career.' ❌ Accepting a significant salary downgrade as 'the cost of coming back.' ✅ Benchmark your market value using current data, not guilt. 14 months out of a 20-year career does not reduce your worth by 25%. If a company offers £90k for a role worth £120k because you have a gap, that is not a reasonable adjustment. It is an exploitation of your perceived vulnerability. I call this The Return Penalty: the informal devaluation that happens when a career break is treated as evidence of reduced capability rather than evidence of a life lived outside work. Here is the follow-up question most companies cannot answer: if your organisation genuinely supports returners, how many of your hires in the last 12 months had career gaps of more than 12 months? If the answer is zero, the policy is not the problem. The process is. Have you experienced the return penalty? Or have you been on a panel where a career break changed the way you assessed a candidate?

"Just follow your passion" is career advice that needs a reality check. While passion matters, success requires more: skills, demand, and practical strategy. The truth? Most successful people didn't start with a burning passion—they developed it through mastery. Instead of chasing pre-existing passions, try this actionable approach: Step 1. Skills Audit: List your natural abilities and acquired skills. What problems can you solve? Step 2. Market Research: Identify where your skills meet real demand. What will people pay for? Step 3. Interest Exploration: Find areas you're curious about, not just passionate about. Curiosity sustains learning. Step 4. Strategic Testing: Take small projects in your target area. Let competence build confidence. Step 5. Value Creation: Focus on becoming irreplaceable in your field. Rare skills command premium rewards. The formula is NOT "passion = money" but "skills + market need + consistent growth = passion & prosperity." Absolute career satisfaction comes from being excellent at something the world needs. Build your passion through deliberate skill development, not wishful thinking. What do you think? Have you experienced this passion paradox? Share your story below. Coaching can help; let's chat. | Joshua Miller #CareerAdvice #ProfessionalGrowth #Executivecoaching

New essay: The Next Next Job, a framework for making big career decisions Link to the article: https://lnkd.in/gKycm-sJ The last few years have been crazy, and no wonder there’s a ton of folks thinking about making job changes right now. I know this since I’ve been getting the calls. Often the conversations open with a laundry list of different companies, roles, and compensation packages. Every opportunity is completely different and hard to compare. There’s got to be a better way to organize your thinking about these opportunities. Here’s my favorite question to ask: “What do you want to be your next next job? And why can’t you get it right now?” And then, of course, you work backward from that. This is the “Next Next Job” framework for thinking about career moves, particularly in the highly chaotic situations that we find ourselves in today where there are many many opportunities across different industries and company stages. This reflects the very natural flow of the recruiting process, where recruiters and colleagues often make referrals across a wide swath of companies that are making. It’s always fun to talk through the various roles, but also it feels chaotic. I know how it feels because, of course, I’ve faced this exact situation before. The Next Next Job is an evaluation framework that I used myself many years ago, to make an important decision: As an early 30-something-year-old, at the tail end of a startup adventure that had gone awry, I had a big decision to make. A few months after putting my startup team/myself on the market, I was choosing between several very strong acquisition offers at pre-IPO startups. Each had its idiosyncratic benefits — some of the team cultures were a better fit for me than others and in others, I had a stronger connection to the founder. The packages were also very different. It was an emotional rollercoaster to meet dozens of companies over several months, and then need to choose amongst them. It was tempting to pick based on a gut reaction, but I felt like there must be a better way. I sought a more analytical approach to augment the rollercoaster. I have tremendous gratitude to my close friend Bubba Murarka who coached me through all the conversations. Once the offers came in, he challenged me to stack rank the opportunities based on my “next next job” — almost a throwaway comment — but something that’s stuck. How do you answer the question of the next next job? Here's a framework: - Make a list of your most likely 2-3 next next jobs - Figure out the gaps in your skills - why can't you be hired now? - Understand if there's a superpower you can develop to trump the gaps? - Now look at your job options. Develop a large enough list you can rank - Evaluate your options based on what gets you to the next next role More details on this idea here: https://lnkd.in/gKycm-sJ

𝐓𝐡𝐞 𝐡𝐢𝐝𝐝𝐞𝐧 𝐜𝐨𝐬𝐭 𝐨𝐟 𝐬𝐭𝐚𝐲𝐢𝐧𝐠 𝐭𝐨𝐨 𝐥𝐨𝐧𝐠 𝐚𝐭 𝐚 𝐣𝐨𝐛 𝐲𝐨𝐮 𝐝𝐨𝐧’𝐭 𝐥𝐢𝐤𝐞. We often think we’re being financially responsible by holding on to a job that feels “safe.” But sometimes, playing it safe is the most expensive decision you can make. Here’s why 👇 1. 𝐓𝐡𝐞 𝐂𝐨𝐬𝐭 𝐨𝐟 𝐒𝐭𝐚𝐠𝐧𝐚𝐭𝐢𝐨𝐧 Let’s say you’re earning ₹10L a year. An average annual hike in a large organization = 7–8% A role change after deliberate upskilling or joining a startup = 25–30% After 5 years: • Stay = ₹14.7L • Strategic switch (not impulsive) = ₹20–22L That’s ₹25–30L of lost compounding over five years just by choosing comfort over calculated risk. 2. 𝐓𝐡𝐞 𝐂𝐨𝐬𝐭 𝐨𝐟 𝐌𝐢𝐬𝐬𝐞𝐝 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐂𝐮𝐫𝐯𝐞𝐬 A Gallup study found that 70% of disengaged employees stop learning new skills at work. And in a world where skills decide salaries, that’s a silent financial leak. Startups, in contrast, often throw you into unstructured challenges that accelerate growth in ways traditional roles can’t - problem-solving, ownership, decision-making under uncertainty. 3. 𝐓𝐡𝐞 𝐂𝐨𝐬𝐭 𝐨𝐟 𝐃𝐞𝐥𝐚𝐲𝐞𝐝 𝐏𝐢𝐯𝐨𝐭 Let’s say you save 20% of your income. At ₹10L - ₹2L/year. At ₹20L - even after lifestyle inflation - ₹4–5L/year. Over 10 years, invested at 10% CAGR, that’s an ₹80–85L gap. That’s what “waiting for the right time” can cost when it becomes “waiting forever.” You don’t need to quit your job tomorrow. That will be a wrong decision. But you do need to audit what it’s truly giving you - beyond the payslip. Because every year you stay stagnant, you’re not just losing money. You’re losing momentum, exposure, and the freedom to design your own work-life equation. The smartest financial move isn’t impulsive switching. It’s intentional growth. #personalfinance #careergrowth #financialfreedom #wealthmindset

7 Mental Models Everyone Must Download Into Their Brain Your brain is running outdated software. Let's upgrade it. I've tested these 7 mental models across 5 companies and 10+ years of entrepreneurship. They're not just concepts—they're neural shortcuts to better decisions. 1. The Fosbury Flop Conventional wisdom is often conventional mediocrity. Dick Fosbury revolutionized high jumping by going backwards when everyone else went forwards. He won Olympic gold. The neurohack: Your brain's pattern-recognition system loves the familiar. Override it deliberately to find breakthroughs others miss. 2. Inversion Thinking Stop asking "How can I succeed?" Start asking "How can I avoid catastrophic failure?" Your prefrontal cortex processes negative outcomes more effectively than positive ones. Use this to your advantage. 3. Second-Order Thinking Amateur thinkers stop at immediate consequences. Your brain must go further. When making decisions, ask: "And then what? And what happens after that?" I nearly destroyed my first company by optimizing for short-term growth over sustainable profitability. 4. Parkinson's Law Work expands to fill the time allotted. Give yourself 3 weeks for a project, it'll take 3 weeks. Give yourself 3 days, and your brain will find a way. The hack: Cut your deadlines in half and watch your productivity double. 5. Depth Over Width "I fear not the man who has practiced 10,000 kicks once, but the man who has practiced one kick 10,000 times." -Bruce Lee Your neural pathways strengthen with repetition, not variety. Master the fundamentals before chasing novelty. 6. Regret Minimization When deciding, fast-forward to age 80. Will you regret not taking this chance? Jeff Bezos used this framework to leave his cushy job and start Amazon. Your deathbed is brutally clarifying. 7. Network Razor If two people in your network would benefit from knowing each other, always make the introduction. "Networks don't divide when shared, they multiply." -Chris Williamson Your brain is designed to process information through models. These seven will transform your decision-making from reactive to strategic. Which model will you implement first? Share below 👇 - Follow me Dan Murray-Serter 🧠 🧠 for more on habits and leadership. ♻️ Repost this if you think it can help someone in your network! 🖐️ P.S Join my newsletter The Science Of Success where I break down stories and studies of success to teach you how to turn it from probability to predictability here: https://lnkd.in/ecuRJtrr

It’s graduation season, and I’ve been reflecting on the lessons I wish I’d learned sooner, so I can share them with new grads. Here’s the first one: Passion is necessary, but it’s only one piece of the puzzle. Too often, we hear “follow your passion,” as if passion alone guarantees success or fulfillment over the course of your career. In reality, you have to consider passion alongside four other critical factors: Your unique assets (What skills, experiences, or perspectives do you bring to the table AND where do you have a genuine advantage over others? Market realities (What problems are people willing to pay to solve? Which industries are growing, and which are shrinking?) Supply & demand (Is there real demand for what you want to offer?) Timeliness fit (Ask yourself: will this path sustain your interests, values, and well-being? Is it going to position you to have a next step in the area you want to explore next?) Hopefully, this is helpful to those of you thinking about what’s next in life, from someone who has been there…just a short time ago.

The most dangerous financial mistake professionals are making right now isn't spending too much money. It's believing that their monthly salary is a form of security. I know that sounds strange, but after coaching more than 2 lakh candidates and helping 50,000+ professionals land jobs, I've noticed a pattern that nobody talks about enough. The people who feel the most financially secure are often the ones who are the most exposed. They have a good salary, a stable job title, and an annual increment, so they assume everything is under control. Then one restructuring announcement, industry slowdown, leadership change, or unexpected layoff forces them to confront a difficult reality: A salary is income. It is not security. The workplace has changed dramatically over the last few years, and financial stability in 2026 requires a very different approach from the one many of us were taught. Here are the principles I believe every professional should focus on: 👉🏻 Start treating employability as seriously as you treat savings. Most people spend time building an emergency fund but never think about building an emergency career plan. Ask yourself this question honestly: If you had to enter the job market tomorrow, would your skills, resume, LinkedIn profile, and interview readiness be strong enough to help you secure interviews within the next few weeks? 👉🏻 Build a financial buffer that gives you decision-making power. One of the biggest advantages of having several months of essential expenses saved is that it allows you to make career decisions from a position of strength rather than fear. Professionals with a strong financial cushion can negotiate better, avoid accepting poor opportunities out of desperation, and take calculated career risks that often accelerate long term growth. 👉🏻 Develop at least one additional source of income or opportunity. This doesn't mean everyone needs to become a full-time creator or entrepreneur. However, relying entirely on a single source of income in an unpredictable market creates unnecessary risk. Consulting, freelancing, teaching, content creation, investing, or building a niche expertise can all create additional opportunities that strengthen your financial position over time. The goal is not to work more hours. The goal is to create more options. 👉🏻 Invest in relationships before you need them. One of the biggest career myths is that networking becomes important when you're looking for a job. In reality, the strongest professional networks are built long before they are needed. The professionals who navigate uncertainty most effectively are often the ones who have spent years building genuine relationships, helping others, and staying visible within their industry. What is one thing you're doing today to make your career and finances more resilient for the future? Share your thoughts below. 👇 #careergrowth #financialstability #careerdevelopment #jobsearch #professionalgrowth

Scenario: You're in tech sales and have TWO job offers 🥳 and need to make a choice. 🤔 Here are some factors to weigh up👇🏻 Hiring Manager 🤩 Is it someone you can learn from? 🤩 Do they have an impressive career background? 🤩 Will they help you grow and progress? 🤩 What vibes have you had from them during the interview process? Team 👫 Who will you be directly working with? 👫 Will you enjoy working with them day in day out? Compensation 💰 Structure - what is the base/OTE split, but more importantly - is the OTE realistic? 💰 How many people in the team are hitting quota now? 💰 How many are exceeding quota? 💰 Cash flow - how often are commissions paid? 💰 Are there accelerators? 💰 Is equity on offer? Or Options? Are they pre-IPO? Leadership 🤓 Who are the sales leaders at the helm? 🤓 Do they have a track record of success? 🤓 Do you trust their ability to make the company succeed? Stability 🤷🏼♀️ Has the company had redundancies? 🤷🏼♀️ If so, where, how many, which functions? 🤷🏼♀️ What funding have they secured? Company Values 🛤️ Do they align with your values? Company Product 🥳 Does it excite you? 🔨 Have they nailed product market fit? 💪🏻 How strong is the product compared to competitors? Impact 👊🏻 Can you make an impact in the role you are being offered, or will you be a cog in a wheel (and which is important to you)? How Work Is Done 👩🏼💻 Tech Stack - do they use good tech tools? 👩🏼💻 Where do people work - home, office, remote? Does it suit you? 👩🏼💻 When do people work - is there flexibility? Company Stage 📈 What stage of growth is the company at? 📈 Are they growing, or slowing? 📈 Consider what size company you want to be part of, and the realistic pros and cons of that stage. Career Progression Opportunities ⬆️ Will you be able to be promoted, or move roles internally? ⬆️ What is the timeframe? ⬆️ Does it align with your career goals (and are your career goals realistic?) 💡 Have I missed anything? The reality is, there is often no 'right' or 'wrong' answer, it's more abut what is best fit for you. Consider the above factors and make the best decision for YOU! Good luck. 🤞

Career breaks are often cited as permanent pauses in your career. It is important to establish a changed mindset that a career break is not a blank space on your CV. It’s a chapter. Whether it's for family, caring for loved ones, a personal pursuit, or simply needing time to recharge, stepping away from your career is a significant decision. The change in routine, the questioning of your identity, the feeling of being disconnected – it may seem exhausting. A lot of women, including me, experienced this during their maternity break. And then returning to work after a break seems challenging too. It's easy to feel overwhelmed and lost. But here's the powerful truth we need to embrace - " career break," is not a gap on your CV. It's a new chapter filled with experiences that have shaped you, strengthened you, and given you a perspective that's uniquely yours. You've learned invaluable skills, navigated complex encounters, and developed resilience that will serve you well in the future. So how do we normalize taking career breaks and support those on their journey? Here are a few thoughts: 💠 Preparing for a break: Have open conversations with your manager, family, and support network. Think about how you'll stay connected to your industry – even if it's just reading articles or attending occasional events. Most importantly, give yourself grace. This is time for you. 💠 Returning to work: Start small. Reconnect with your network – reach out to former colleagues, mentors, or industry contacts. Update your skills and don't be afraid to ask for help. Remember: Your experiences during your break are valuable assets. 💠 Providing the right environment to return to work: Companies must provide the right environment, tool, resources, and support system for employees to transition back to work, for example, after a long maternity break. Employee resource groups, support from male allies are perfect examples of these mechanisms and help build an equal, inclusive workplace. 💠 Supporting each other: Let's create a culture of support and understanding. Celebrate the diverse paths women take and recognize the strength and resilience it takes to navigate career breaks. Let's mentor, sponsor, and champion each other. Let's share our stories, lift each other up, and keep walking forward together. #KeepWalking #WomenInBusiness #CareerBreak 

7 Steps For Handling Multiple Job Offers (Without Burning Bridges): 1. Multiple Offers Can Feel Tricky You *finally* made it. You’ve been dreaming about getting an offer for months. But now, not only do you have an offer, you’ve got multiple (and maybe even some final round interviews happening). Here’s how you can minimize stress and maximize your chances of choosing the best role: 2. Don’t Go Off “Vibes” Instead, create an “ideal package” profile. This is a spreadsheet where you list all your ideal offer criteria along with specific outcomes (e.g. Salary = $X - $Y, PTO = 15+ Days, etc). Review each offer and see how many critieria they check. This will give you an objective way to score each one. 3. Communicate Early (& Clearly) As soon as you have one offer in hand, let the other companies know. Do it in a polite way that focuses on sharing facts: “I’m incredibly excited about this opportunity. I did want to let you know that I received an offer from another company and have been asked to share a decision by [Deadline]. I wanted to share this with your team so you were aware. I also wanted to reiterate how excited I am about this opportunity and I hope we can find a way to complete the process together.” 4. Don’t Be Afraid To Ask For More Information When you’re deciding, don’t make assumptions or leave gaps in the offer. If you have a question, ask your contact at the company. They will appreciate it, and you don’t want to be in a position of accepting an offer only to find out that your assumption was incorrect. 5. Always Negotiate A LinkedIn poll I ran found that 93% of people who negotiated salary got more than the original offer. Review your ideal offer criteria from Step #1, then make the ask (with a business case) for each company to make up any gaps between their offer and your goals. With multiple offers, you are in the driver’s seat (finally!). 6. Trust Your Gut At the end of the day, you’re likely going to have a gut feeling about each off. DO NOT IGNORE IT. It may not feel rational or crystal clear, but if you’ve done the rest of the legwork outlined here and you still feel something’s off? It probably is. 7. Don’t Burn Bridges When you decided to accept an offer wait until everything is signed before notifying other companies. When you do notify the ones you didn’t say “yes” too, be polite, graceful, and keep the door open for the future. You never know when those relationships may come in handy in the future.