Career Pathway Identification

Most organizations confuse them. They dilute value. And it's costing careers. Too often, PM, PgM, PMO, PPM, and ePMO are acronyms used as if they mean the same thing. They don’t. Here is a breakdown that makes the distiction crystal clear: 📌Project Manager (PM) Focus: Project delivery Primary Responsibility: Deliver scope on time, on budget, within quality Scope: One project Key Skills: Planning, execution, communication, risk handling 📌Program Manager Focus: Program outcomes Primary Responsibility: Coordinate and manage related projects to achieve strategic benefits Scope: Multiple projects within a program Key Skills: Integration, stakeholder management, benefits realization 📌PMO (Project Management Office) Focus: Project governance Primary Responsibility: Standardize, support, and oversee delivery practices Scope: Multiple projects/programs Key Skills: Processes, reporting, methodology, coordination 📌PPM (Portfolio Management) Focus: Portfolio alignment Primary Responsibility: Prioritize, balance, and optimize investment decisions Scope: All projects/programs in a portfolio Key Skills: Strategic alignment, financial acumen, prioritization 📌ePMO (Enterprise PMO) Focus: Enterprise integration Primary Responsibility: Connect strategy with execution across the business Scope: Organization-wide Key Skills: Leadership, influence, cross-functional governance Mix these up, and you get frustration. Define them clearly, and you unlock impact. But knowing the roles isn't enough. The real value comes from understanding how to move between them strategically. Career Transition Pathways: 🔹 PM → Programme Manager: If you want to manage strategic initiatives with multiple interconnected projects. Develop systems thinking and benefit realization skills. 🔹 Programme Manager → PMO: If you enjoy process optimization and want broader organizational impact. Build governance frameworks and standardization expertise. 🔹 PMO → Portfolio Management: If you're drawn to strategic decision-making and investment analysis. Develop business acumen and executive stakeholder influence. 🔹 Portfolio Management → ePMO: If you want to drive organizational transformation and work directly with C-level executives. Build change leadership and enterprise architecture thinking. The skills compound, but the perspective shifts entirely. Understanding this progression changes how you position yourself, what competencies you develop, and which opportunities you pursue. The market needs experienced project professionals. But only if you understand your own value. Don't apply for roles below your capability. Don't undersell experience that took years to build. 👇 Which role in the framework matches where you want to be in 2-3 years? ______ Disclaimer: These are commonly accepted interpretations across most organizations. Roles can vary significantly by company size, industry, and maturity level. Consider this a general framework, not rigid definitions.

Elite performers don't stumble into their next chapter — they design, engineer, and execute their way to it. After guiding hundreds through career transitions, I've developed a framework that transforms fuzzy potential into decisive action. I used it for myself, and now I share it with others going through their own transitions: 1️⃣ 𝗜𝗱𝗲𝗻𝘁𝗶𝗳𝘆 𝗬𝗼𝘂𝗿 𝗔𝗿𝗰𝗵𝗲𝘁𝘆𝗽𝗲𝘀 Start with identity, not job titles: - What archetypes do you currently embody? (engineer, connector, wife) - What archetypes do you aspire to? (thought leader, founder, mother) This reveals underlying motivations that job descriptions can't capture. 2️⃣ 𝗧𝗵𝗲 𝗘𝘃𝗮𝗹𝘂𝗮𝘁𝗶𝗼𝗻 𝗠𝗮𝘁𝗿𝗶𝘅 Rate each aspirational archetype on three dimensions using a 1-5 scale: ✅ Excitement 5: Energized just thinking about it 3: Neutral or ambivalent 1: Bored or unmotivated ✅ Difficulty 5: Already embodying this identity 3: Unclear what changes would be needed 1: Requires major life pivot ✅ Impact 5: Aligns with life's calling 3: Moderately aligned 1: Potentially negative impact 3️⃣ 𝗣𝗮𝘁𝘁𝗲𝗿𝗻 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 Analyze what emerges: - Which paths get you most excited? These reveal intrinsic motivations. - Which paths seem most accessible? These offer immediate next steps. - Which paths align with your values? These reveal deeper purpose. Look for relationships: - Which paths are complementary and reinforce each other? - Which paths are sequential where one leads to another? - Which paths are concurrent and can be pursued simultaneously? 4️⃣ 𝗧𝗲𝘀𝘁 𝗬𝗼𝘂𝗿 𝗛𝘆𝗽𝗼𝘁𝗵𝗲𝘀𝗲𝘀 A lot of people get stuck in reflection, journaling, and hypothesizing. 📊 Enough thinking. Time to get real data by rapidly testing hypotheses: 1. Conversations with people living your target archetypes 2. Relevant resources (books, podcasts) 3. Low-risk experiments to try these identities A client tested his "investor" archetype by joining an angel group with minimal commitment — revealing he missed the team dynamics from previous work. I used to think I wanted to do BizOps -- and then discovered legal and accounting are energy-draining for me. Now I delegate those tasks away! 5️⃣ 𝗧𝗵𝗲 𝗜𝘁𝗲𝗿𝗮𝘁𝗶𝘃𝗲 𝗣𝗿𝗼𝗰𝗲𝘀𝘀 Career reflection isn't one-and-done: 1. Form initial hypotheses 2. Test with small experiments 3. Gather observations 4. Refine understanding 5. Gradually increase commitment as clarity emerges 👇 𝗙𝗶𝗻𝗮𝗹 𝗧𝗵𝗼𝘂𝗴𝗵𝘁𝘀 What separates exceptional careers from good ones isn't just talent—it's deliberate reflection and strategic choices. This framework isn't about finding the "perfect" next step but creating alignment between who you are, who you want to become, and your desired impact. With this clarity, your search becomes less about chasing opportunities and more about recognizing ones that truly fit. Take thirty minutes today to begin this reflection—your future self will thank you.

I’ve coached thousands of job seekers who felt lost and overwhelmed. Here are the 10 steps we start with to find the right path: 1. Your #1 Priority Clarity should be the first thing you invest in. It makes career success SO much easier (at every stage). When you have clarity, you can invest 100% of your energy into that goal. So before you start applying to jobs or grad school? Find your path. 2. The Myth Of “Passion” People think passion is a lightning bolt that suddenly hits you. One day you wake up knowing what you're supposed to do. That's BS. Passion stems from action. It's the result of trying new things. If you want to find your path? You need to act. 3. Map Out Your Ideal Lifestyle Career happiness doesn't come from a job title. It stems from the ability to meet your lifestyle needs: – Target salary – Ideal living situation – Surrounded by people you love – Work that fills your cup Start by defining all of these things. 4. Label Your Energy Next, grab a piece of paper. Make two columns: 1. Energy Creators 2. Energy Drainers Now list out every single activity, task, and project you've worked on. Label each as a creator or drainer. Your career path should be filled with energy creators. 5. Clarify Your Strengths Success is easier when your path plays to natural strengths. I recommend the High 5 Test. It's a 15 minute quiz that will define your top strengths. It'll tell you what each means and how to harness it. Talent: A natural way of thinking, feeling, behaving × Investment: Time spent practicing, developing your skills, or building a knowledge base = Strength: The ability to consistently provide near-perfect performance 6. Find People Doing "Cool" Stuff Now you've created clarity around your strengths, energy, and ideal lifestyle. Next, I want you to find people already living that life. Who has a job you admire? What jobs have seemed “cool” to you in the past? Make a list of 30+ contacts. 7. Reach Out & Learn Make a daily habit of reaching out to one person. Be honest about your situation and desire for clarity. Then make sure to build up their achievements and mention why you admire them. Here's the email template I used when I was on this journey: The Winning Template: Subject: Quick Question  Hi [Name], My name is [Your Name] and I came across your information on LinkedIn while I was looking for people who transitioned into [Industry/Field] from a non-traditional background. Your background is really impressive! I saw you do different fields and [Industry/Field] really piqued my interest. If you have a few minutes, I’d love to hear more about your journey and how you landed in your role today. I know that’s a big ask so no worries if it’s too much. I totally understand. Either way, hope you have a great rest of the week!  

You don’t need to go to college to have a great career: 20% of those who go straight to work after HS outearn the median college graduate. But much depends on how you start. Some first jobs make you 4x more likely to be a top earner by the time you’re 40; others make you 4x more likely to wind up in or near poverty. The problem: picking the right start requires guidance few students receive. In fact, some of the best and worst starting jobs have the same initial salaries. Those who start out seating people in a restaurant and those cleaning rooms in a hotel make about the same; 20 years on, those who started as restaurant hosts are making $80,000 while the former housekeepers are making only $37,000. How can a student tell the difference? In our report “Launchpad Jobs: Advancing Careers & Economic Success Without a Degree” undertaken in partnership with American Student Assistance, The Burning Glass Institute tracked the careers of millions of people who went straight to work after high school to understand which paths lead to economic mobility and which prove to be dead ends. That’s especially important because 40% of students don’t go straight to college, while many of those who do ultimately stop out or graduate into jobs they didn’t need to go to college to get. The good news: there are clear patterns of success – pathways that we know work. The bad news: with minimal information, the choices students make are often haphazard. Guidance counselors have little data on career outcomes to draw on and limited experience with routes that don’t pass through college. Key insights from our report: * 1 in 5 HS graduates without a degree out-earn the median college grad, and over 2 million nondegree workers earn more than $100,000 annually. * The 73 Launchpad Jobs we identify span a wide range of fields and advance careers across measures – from upward mobility to wages, from job stability to benefits. * Those in Launchpad Jobs earn almost 30% more after 10 years, are 10% more likely to be promoted, and face 20% lower risk of unemployment. * Despite 1.9M annual entry-level openings for Launchpad Jobs, not even 10% of 18-year-olds find their way to them. * The choices students make after landing their first gig are crucial too, even for those in Launchpad Jobs. Those who pursue a technical specialization or enter management can sometimes triple their earnings within just a decade. #careers #economics #education #skills #jobs You can find the report on http://bit.ly/3ASc8yw. And check out Steve Lohr’s insightful coverage in The New York Times: https://nyti.ms/4fSqQnW.   I am grateful to ASA for its partnership in this project. I am also deeply appreciative to have had the chance to work coauthors Jean Eddy & Judith L. Goldstein at ASA and Carlo Salerno at the Burning Glass Institute, as well as with BGI colleagues Erik Leiden, Gwynn Guilford, Shrinidhi Rao, Tomer Stern, Scott Spitze, and Mels de Zeeuw, and Julie Lammers and Sandy D. at ASA.

If you’re a young professional in agriculture or considering transitioning into the agri-space, there are far more pathways today than the conventional roles of farmer, teacher, or lecturer. Modern agriculture sits at the intersection of science, business, climate, technology, and policy, creating room for diverse careers based on your passion and strengths. It offers global, interdisciplinary pathways for those willing to explore, upskill, and position themselves strategically. Here are just some pathways young professionals can explore: ✅️Research & Academia Universities, research institutes, and global organisations such as CGIAR and FAO offer pathways in applied research, data analysis, sustainability science, and policy-driven innovation. ✅️Climate-Smart Agriculture & Sustainability Roles in climate resilience, food security, carbon markets, environmental impact assessment, and regenerative agriculture with organisations such as FAO, IFAD, NGOs, and development agencies. ✅️Agribusiness & Value Chain Development Opportunities in food processing, supply chain management, quality assurance, exports, consulting, and agri-finance. ✅️Agritech & Innovation This involves working at the intersection of agriculture and technology, from precision farming and data science to AI, remote sensing, and digital platforms to support farmers and agribusinesses. ✅️Policy, Advocacy & Development Influencing agriculture and food systems through policy analysis, youth advocacy, programme design,  and implementation with organizations like FAO, WFF, IFAD, and development partners ✅️Agri-Media, Communication & Knowledge Transfer Science communication, extension services, storytelling, and content creation that translate research into real-world impact. ✅️Entrepreneurship & Global Fellowships Building solutions, advising farmers, governments, or companies, and scaling impact-driven ventures. Programmes such as TEF, WFF, FAO internships, CGIAR fellowships, and innovation hubs support young professionals in building scalable solutions. Agriculture today rewards skills, strategy, and creativity, not just physical labour. The question is no longer “Is agriculture a good career?” The real question is which pathway aligns with your passion and strengths. Save this post and repost with other agri-professionals in your network. Which area of agriculture are you curious to explore or transition into? #Agrischolarsmentoringhub #Careerinagriculture

Building a Career Path Framework That Works I’ve learned that a well‑designed career ladder is far more than a “nice to have.” It’s a strategic tool for clarity, consistency, equity, and engagement. Here’s how I advise my clients to approach it: 1. Architecture first. Begin with a coherent job architecture: clearly defined job families, levels (Associate → Senior → Lead → Principal), and dual tracks (individual contributor and people management). Without clarity in job levels and scope, career pathing becomes ambiguous. 2. Eligibility criteria that mean something. Move beyond vague rules. Define for each level what “ready” looks like: impact, decision‑making, scope, leadership (of self or others). Then link promotions to demonstrated competencies and business need not just tenure. 3. Governance & alignment with pay. The career pathing program must be managed and owned by HR and business leadership, reviewed on a schedule, and aligned with your compensation structure and market competitive data. Too often organizations build the pathway and poorly integrate it with pay bands and performance assessment. Beware of job‑title inflation and other exceptions. 4. Keep it simple, socialize broadly, and iterate. Change doesn’t stick unless it’s understood. Use plain language, communicate broadly, equip managers to have career and compensation conversations, and treat the framework as a living ever-evolving system. If your organization is developing or refining a career pathing framework and you’d like to talk, I’d be glad to connect. Let’s ensure your investment drives transparency and talent mobility, not confusion. #CareerPathing #JobArchitecture #TotalRewards #Compensation #PayEquity #TalentDevelopment #HR #CompensationConsultant

Creating a Career Path in the Restoration Industion 🚀 Calling All Restoration Professionals!🚀 As we navigate the challenges and opportunities within the restoration industry, one thing stands out: the need for a clear, structured career path for our teams. Many talented individuals enter this field but often lack direction on how to advance from entry-level positions to leadership roles. Why is this important? A defined career pathway not only enhances employee satisfaction and retention but also strengthens our industry as a whole. When employees know how to grow their skills and advance their careers, it fosters a motivated and skilled workforce that ultimately benefits our clients and communities. Proposed Career Path Framework: 1. Entry-Level (0-2 Years): - Start as a Technician (Water, Fire, or Mold Damage) - **Certifications**: IICRC Water Damage Restoration Technician (WRT), OSHA 10 2. Mid-Level (2-5 Years): - Progress to Field Supervisor or Project Manager - **Certifications**: IICRC Fire Damage Restoration (FSRT), Applied Structural Drying (ASD), Xactimate training 3. Advanced (5-10 Years): - Move into Operations Manager roles - **Further Education**: Consider a degree in business management - **Certifications**: RIA Certified Restorer (CR) 4. Executive-Level (10+ Years): - Aim for General Manager or CEO roles - **Responsibilities**: Strategic planning and business development Who Has Something to Share? I invite all restoration companies and professionals to **collaborate** on developing and adopting formal career paths for our employees. If you have insights, resources, or examples of career development frameworks, **please share them!** Let’s Start a Conversation! Your experiences and insights are invaluable. Use the hashtag **#RestorationCareerPath** to contribute to this important discussion. Together, we can raise the bar in our industry and ensure that every technician has a clear pathway to success. Let’s work together to build a brighter future for our industry! 💪

🪴Making Growth Visible: How Role Excellence Profiles Bring Career Paths to Life We’ve all seen it happen: a top performer quietly disengages. They meet their goals, volunteer for challenging projects, and actively seek ways to advance — but over time, without a clear path forward, their enthusiasm fades. Eventually, they leave, not because of the work itself, but because they can’t see a future within the organization. In Pete Schramm's latest white paper, he makes the root issue clear: employees don’t lose interest in working; they lose faith in growth opportunities when they’re unclear or inaccessible. While career maps can help, they often fall short without a concrete framework showing what excellence actually looks like at each level. That’s where our work providing Role Excellence Profiles (REPs), or blueprints based upon studying the best, become essential. 💡How REPs Strengthen Talent and Career Management Imagine a typical retail leadership hierarchy, like we did for a large home improvement retailer: Individual Contributor --> Associate First-Line Leader --> Department Manager Mid-Level Manager --> Store Manager Senior Leader --> Market Director of Stores We define the behaviors, skills, and results of top performers in each role. When applied across the hierarchy, it turns a simple career map into a living, actionable roadmap for development. KEY BENEFITS ➡️Retention through visibility – Employees can see potential career moves and understand the steps required to reach them, making it easier to stay engaged. ➡️Growth drives engagement – Clear expectations and tangible milestones foster purpose and connection. ➡️Mentorship activates the path – Mentors and sponsors guide employees to apply the skills and behaviors in the blueprint, accelerating career progression. ➡️Attracts top talent – Transparent growth pathways draw high-performing candidates and encourage those evaluating offers to choose your organization. THE COST OF MISSING A CLEAR CAREER PATH Without a structured framework like REPs: ❌High performers leave due to lack of visibility into advancement. ❌Internal promotions and mobility slow down, and top talent attrition rises. ❌Managers struggle to provide meaningful career guidance, leaving employees without advocates or momentum. By pairing REPs with career maps and mentoring programs, organizations create a repeatable, measurable system for developing talent, helping employees see where they can go and how to get there. TAKEAWAY Career maps show employees where they could go. REPs show them HOW to get there by highlighting what excellence looks like at every step. Mapping REPs across roles gives organizations clarity, direction, and accountability for talent development — reducing turnover, improving engagement, and creating a pipeline of capable leaders.

👋 Hey PhDs ... let's talk about career discovery! I meet so many PhD students and postdocs who sit down in my office and ask: ? ? ?  “Where do I even start when it comes to career options?” ? ? ? It’s a familiar challenge. As PhDs, we often face this ‘good problem’ of having so many possible career paths - some we don’t even know exist yet - that it can feel overwhelming. 🌟 I wanted to share with you all how I guide the folks I work with and the resources I share with them to get them started on the journey of career discovery: 1️⃣ Start with conversations. Read this piece on reframing networking: Daunted by Networking? Try the Scientific Method (https://lnkd.in/gvEicyF2). Talk to people in roles you find interesting – that is what gives you real insight without having to dive in blind. 2️⃣ Do some self-reflection. These tools can help translate what matters to you into actual job titles: ▪Skills & Values Inventory Tool (https://lnkd.in/g2B3XrFD) - Reflect on your transferable skills, work preferences, and career values through a guided self-assessment. Gain clarity on what matters most and use your insights to explore new, meaningful career directions. (BONUS: Your results can be plugged directly into Career-Compass to generate personalized career path suggestions!) ▪Career-Compass (https://lnkd.in/g_rtvsSG) - Discover job titles that align with your skills, interests, and values. Think of it as a personal career brainstorming partner. ▪Meaningful Work Kit (Stanford) (https://mwk.stanford.edu/) - A career assessment tool to help you understand and prioritize what makes you thrive. 3️⃣ Connect with people who’ve been there. Check out PhD Paths, especially their list of PhDs willing to connect. Every person on that list is open to being contacted - it’s a great place to start connecting (thank you Ashley Moses!). The career exploration process doesn’t have to feel overwhelming. Small, intentional steps - including conversations, reflection, and connection - can open doors you didn’t even know were there. 🔍 Stay curious. Keep exploring. And your next step will come into focus. #PhDLife #PostdocLife #CareerDevelopment #ProfessionalGrowth #STEMCareers #Networking #HeyPhDs

I find career progression maps extremely effective. They answer one of the most prominent questions I get in interviews: "What does career progression look like in your org?" A well-defined career map: 1. Helps designers identify what they need to work on 2. Clearly sets expectations on career progression 3. Connects the dots between hard and soft skills 4. Sets the tone for assessing performance 5. Provides clarity and alignment I created this simple product design progression map to help you understand some of the key areas we assess when building design teams. For simplicity, it's broken down into 4 areas: - Ownership - Collaboration - Craft - Research Larger design teams sometimes break this down even further and include specifics like communication, impact, mentoring, design systems, prototyping, and so on. The map covers core career levels from Junior to Lead without going too granular on IC vs. Management pathways, as these differ greatly from one company to another. Use this map to: - Assess where you are in your journey - Find areas where you may benefit from growing - Help build your organization's design career map If you found the map useful, consider reporting ♻️ Find the link to a full Notion template you can copy for your organization in the comments below 👇 #productdesign #uxdesign #uiux