Career Development Cycle

I used to think career growth was linear. Now I see it’s more like a clinical trial. In pharma, we think in phases. The more I reflect on my own journey, the more I realize careers work the same way. 𝗣𝗵𝗮𝘀𝗲 𝗜: 𝗧𝗲𝘀𝘁𝗶𝗻𝗴 𝘃𝗶𝗮𝗯𝗶𝗹𝗶𝘁𝘆. Early roles are about asking: Does this path even work for me? We’re exploring, experimenting, sometimes failing fast. Just like in the lab, the goal isn’t perfection — it’s learning whether there’s potential. 𝗣𝗵𝗮𝘀𝗲 𝗜𝗜: 𝗥𝗲𝗳𝗶𝗻𝗶𝗻𝗴 𝗳𝗼𝗰𝘂𝘀. Once you’ve seen what’s possible, you pivot and optimize. For me, that meant moving from sales into HEOR, then into market access — adjusting endpoints, figuring out what mattered most, and aligning with purpose. 𝗣𝗵𝗮𝘀𝗲 𝗜𝗜𝗜: 𝗦𝗰𝗮𝗹𝗲 𝗮𝗻𝗱 𝗶𝗺𝗽𝗮𝗰𝘁. This is where it’s bigger than you. You’re guiding teams, influencing systems, and thinking about reach. In a trial, the question becomes: Does this work for the population? In a career, it becomes: Am I making an impact that lasts? 𝗣𝗵𝗮𝘀𝗲 𝗜𝗩: 𝗥𝗲𝗮𝗹-𝘄𝗼𝗿𝗹𝗱 𝗲𝘃𝗶𝗱𝗲𝗻𝗰𝗲. Even after approvals, the real questions emerge: Does this deliver value in practice? What are the long-term outcomes? In careers, this is the legacy stage — mentoring, shaping ecosystems, and proving the impact holds up beyond the trial. And just like clinical trials, careers come with: ✔️ Risks — not every pivot pays off. ✔️ Endpoints — milestones we set, even if they shift. ✔️ Learnings — the data we collect from both success and failure. Not every program makes it through every phase. But each stage gives us insight, direction, and clarity for what comes next. 👉 If your career was a trial, what “phase” would you say you’re in right now?”

Ever had that awkward internal-career conversation? You know the one. You want to grow, maybe even shift teams, but you’re not sure how to bring it up without sounding disloyal or ungrateful. I was talking with someone about this recently, and the hesitation was familiar. We treat career mobility like classified intel when transparency is usually the healthier move. I’ve changed roles every 2–4 years, mostly within the same company, and one rhythm has served me well. - Year one, learn the core job. - Year two, excel at it. - Year three, start planning the next move. This cadence keeps you from drifting and keeps your development intentional rather than accidental. If you want to grow internally, start by being clear with your manager. Not once, and not in a rushed performance review, but consistently. Statements like “I see my next step as…”, “Over the next year, I’d like to build toward…”, or “My long-term trajectory is…” are not ultimatums. They’re clarity. Most companies have some sort of career-planning tool. Use it. Document your intentions because systems quietly influence decisions more than we realize. In your current role, stay proactive. Learn, stretch, volunteer for the work that aligns with where you want to go. Quietly waiting to be discovered is not a strategy. And a move people overlook far too often: informational interviews. Talk to adjacent teams, leaders, hiring managers. When an opportunity opens, you’re not a stranger sending cold résumés. You’re someone they already know and can picture on their team. In the end, you own your career trajectory. A good manager won’t just tolerate your clarity. They’ll support it. Curious how others have navigated this. What’s one move that helped you grow internally? #Leadership #CareerGrowth #Mentorship #ProfessionalDevelopment

The most dangerous place in your career is not the beginning or the end. It is the middle. You are no longer “up and coming.” You are not yet in the executive seat. You are experienced, visible, and at a crossroads more often than you expected. This is the stretch where many talented professionals stall out. Not because they lack capability, but because the path stops being linear. The middle is where you must shift from doing great work to architecting your trajectory. Here are a few quick anchors to navigate this phase: 1. Get clear on the game you are playing Are you optimizing for compensation, scope, impact, flexibility, title, or long-term equity? If you do not define success, someone else will define it for you. 2. Audit your skill portfolio Early career rewards execution. Mid career rewards leverage. Are you building enterprise influence, strategic thinking, financial acumen, and people leadership? Or are you still primarily valued for delivery? 3. Choose visibility over comfort High performance in isolation rarely translates into advancement. Raise your hand for cross-functional initiatives. Present. Publish. Mentor. Be seen solving problems that matter. 4. Map power, not just process Understand how decisions are actually made in your organization. Influence is a competency. Build relationships intentionally across silos. 5. Reassess every 12 to 18 months The biggest risk in the middle is inertia. If you are not growing in scope, capability, or exposure, you are drifting. 6. Protect your energy This phase often includes family demands, financial pressure, and leadership responsibility. Sustainable performance beats short bursts of overextension. The middle of your career is not a waiting room. It is the proving ground. Navigate it deliberately. #LeadershipTips #LeadershipDevelopment #MidCareer #ProfessionalDevelopment #ExecutivePresence #StrategicThinking

The 12-month career upgrade plan: MONTHS 1-2: - List the skills you currently have - Identify the skills the market values for the role you want (check LinkedIn, Naukri, Glassdoor) - Compare and figure out the gaps - Do a salary benchmarking to know how high you can aim MONTHS 2-5: - Close the skill gap using market-validated resources: - Free YouTube tutorials, paid courses by experts, freelancing projects or internships, personal projects - Focus on practical, hands-on learning over theory MONTHS 6-8: - Join communities, Slack groups, Reddit forums, or Discord servers in your field - Observe conversations, job types, new tools, and project trends - Speak to people about their experiences and learnings - what they would do differently. You'll start understanding what actually matters in your industry. MONTHS 9-12: - Build a portfolio website (show your projects, case studies, outcomes) - Update your LinkedIn with your new skills, projects, and certifications - Share your work online - Start sending cold emails directly to founders and hiring managers - Apply strategically - use references, network connections, and alumni links Don't wait for the "right time." Start with what you have and build upon it. 12 months of focused effort can change your entire career!

Career growth isn’t a straight line—it’s a journey with stops along the way. 👇 Here’s your 5-stop roadmap to professional development: Personal SWOT Analysis ---> Before you hit the gas, identify your strengths (your engine), weaknesses (flat tires), and opportunities (open highways). Career Roadmap Framework ---> Define your destination and create pit stops. Celebrate every milestone! Skill Stack Development ---> Stack your skills strategically. Combine people skills with tech expertise or creativity with strategy for unmatched value. Continuous Feedback Loop ---> Treat feedback like your GPS. Check it often, recalibrate, and adjust as needed. The 70-20-10 Rule ---> Focus on 70% on-the-job learning, 20% mentoring, and 10% formal training to sharpen your edge. Ready to take your career to the next level? Do the above and watch the opportunities roll in. -- Think someone could benefit from this roadmap? Share it with your network! ♻️

I think most managers don’t know how to run career development conversations with their team members. And that’s the real problem no one talks about. Yes - you have the manager title. Yes - you lead a large team. Yes - you own a big scope. Because you figured out how to level up your career. But do you know how to do the same for others? Did you get any meaningful training? Do you have a system? If the answer to any of those is NO, I got you covered. Here’s my simple system that transforms careers: 1) Schedule Growth Conversations Block 60 minutes every quarter with each individual dedicated for career development conversations. This is not a business review. This is their future. 2) Pre-Meeting Preparation Framework Prior to the meeting ask your team member to: - reflect on their past performance (wins, challenges) - write down their career aspirations (dream big) - draft a career development plan (take action) You can use my framework and share it with your team member: https://lnkd.in/dPSdfJ5U 3) Manager Homework Take quality time and prepare for the meeting. - get clarity on what feedback you want to provide - collect data, specific situations, feedback form others - note down growth ideas (scope, trainings, mentors) Avoid sugar-coated and vague feedback. Inspire through different growth opportunities. 4) The 80/20 Conversation Rule Hold the career conversation with intention. Let your team member speak and explain everything they’ve prepared (80%). Lean back, listen carefully, show recognition, share your feedback (20%). Look for sweet spots where their career aspirations match growth opportunities you thought of. 5) Action Planning & Momentum Break down career goals into smaller manageable actions per quarter. Team member updates the career development plan. Check-in on career goals during regular 1:1s. 6) Repeat Next Quarter Finally, here’s a little people-first leadership secret: If your team grows, you grow (and the business). It’s a win-win-win. Don’t you think? --- I'm Michael. Follow me for my real-life experience and systems leading a 50+ strong engineering team at Amazon.

Career Paths That Actually Work Companies are under pressure to show employees what career growth looks like. Not just talk about it during annual reviews. Here’s what I’ve seen works well. 1 - Start with a clear framework The strongest programs are built around a well-defined career and job architecture: (a) Job families that group similar roles (b) Dual career streams: individual contributor and manager paths (c) Leveling based on factors like complexity, scope, and impact (d) Competencies and skills mapped to each level This is a foundation for pay equity, transparency, and career development. 2 - Set eligibility criteria grounded in readiness and business need, not tenure Progression isn’t about time served. It’s about: (a) Sustained performance (b) Demonstrated competencies (c) Business need (d) Clear career development planning Tie advancement to impact and results, not politics, likability, or longevity. 3 - Shared ownership is key You need partnership across: (a) HR and business leaders to guide and manage employees and their expectations as well as alignment to business need for higher level work to be done (b) Employees to own their career growth and readiness (c) Managers to have real honest career conversations and provide actionable behavioral based feedback (and be trained to do so) Bonus points if you’ve got a easy to understand and use toolkit so employees and their managers aren’t left guessing. Lessons learned from the trenches: (a)   Employees care more about what’s next than specific job titles (b)  Lateral moves are just as powerful as upward ones. (c)   Don’t launch it and leave it. Review and evolve annually. (d)  Keep language simple. If your competencies read like legalese, start over. Most importantly? Pilot it. Don’t roll out a 50-page PDF no one reads. Start with one function. Get feedback. Then scale. The ROI? Better retention, increased engagement, and a more equitable talent experience. I’d love to hear: What’s worked (or failed) in your career pathing efforts? #Compensation #CareerPaths #Leadership #TotalRewards #PayEquity #HR #EmployeeExperience #CompensationConsultant

Why Your Career Needs Scaffolding A strong career isn’t built overnight—it’s constructed with support layers, much like scaffolding on a building. As you navigate career transitions, having the proper framework ensures adaptability and resistance to weather the elements thrown at you. Here are three essential layers of career scaffolding: 🔹 Skill Development – As scaffolding is multi-layered to support a structure, your skills should evolve with your career. Continuously learning—whether through formal education, on-the-job experience, or new certifications—ensures you stay adaptable. 🔹 Mentor Network – A single mentor is valuable, but a network of mentors is transformative. Build a diverse team of advisors who provide guidance, challenge your thinking, and offer new perspectives. 🔹 Professional Visibility – Scaffolding doesn’t just support; it elevates. Be intentional about gaining visibility in your field. Whether through public speaking, publishing insights, or taking on leadership roles, make sure your contributions are seen and recognized. 🔹🔹🔹 A career without scaffolding can feel unstable in times of change. But by continuously learning, surrounding yourself with the right mentors, and ensuring your work is seen, you create a framework that supports growth and opportunity—no matter what challenges come your way. What else did I miss - there are plenty more ideas to capture! #CareerDevelopment #Mentorship #ProfessionalGrowth

Should I go deeper or wider in my professional development? I get some version of this question all the time from performance practitioners working toward their career goals. Ultimately I think this process should go in cycles: - Start wide to experience as much as possible - Go deep and develop tangible skills in a specific area - Go wide again to see how your skills connect to the bigger picture - Go deep and become a specialized expert based on the big picture needs - Go wide as you provide leadership across a team of experts Where I see people go wrong: - Bounce around and never go deep enough to develop tangible skills - Going deep in different areas that don't connect back to the big picture needs - Staying deep and still trying to lead a team Have you recognized similar cycles of career development?

𝐆𝐑𝐎𝐖 𝐘𝐨𝐮𝐫 𝐂𝐚𝐫𝐞𝐞𝐫 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲 Ready to take charge of your career growth or navigate a successful job search? The GROW model can provide clarity and direction: 𝐆𝐎𝐀𝐋 Define your destination with purpose. - What is your ideal role, and how does it align with your passions? - What kind of impact do you want to make through your work? - How will you measure success in your career or job search journey? - Where do you envision yourself one year from now? 𝐑𝐄𝐀𝐋𝐈𝐓𝐘 Get an honest look at where you are today. - What skills and experiences set you apart right now? - What feedback from mentors or colleagues could guide your next steps? - What obstacles might be holding you back from reaching your goals? - What strengths give you an edge in your job search or career growth? 𝐎𝐏𝐓𝐈𝐎𝐍𝐒 Explore the paths and opportunities available. - What roles or industries could benefit from your unique strengths? - Which transferable skills can help you pivot or expand your career? - Who in your network can offer guidance or open doors for you? - What new skills, certifications, or experiences could give you an edge? 𝐖𝐈𝐍𝐒 Celebrate progress to build confidence and momentum. - What recent accomplishments can you celebrate, no matter how small? - How does each win bring you one step closer to your ultimate goal? - How can you leverage your wins to tackle the next big challenge? - Who could you share your wins with to inspire and build connections? Reflecting on these questions can help you align your career growth and job search with purpose, motivation, and strategy. Every small win is a step forward—let’s keep growing! 🌱 #growtogether #careerdevelopment #personalbranding #cultivateyourcareer