Professional Growth Mindset

Are you really happy in your career, or are you just stuck in a path because it’s comfortable? Our priorities shift, and so should our careers. It’s not weak to change direction. It’s a sign of growth and a willingness to align what you do with who you’ve become. 9 Steps to Changing Your Career Path: 1. Reevaluate your priorities ↳ Does your current job align with what matters to you now? 2. Identify your core values ↳ What do you stand for today? Does your career reflect that? 3. Understand the financial impact ↳ What’s the real cost of switching? How will it affect your lifestyle? 4. Leverage your existing skills ↳ How can you apply what you already know in a new industry? 5. Network with those in the field ↳ Learn from people who are already doing what you want to do. 6. Test the waters ↳ Take on side projects or freelance work to get a feel for the change. 7. Update your personal brand ↳ Revamp your LinkedIn and resume to reflect your new direction. 8. Set clear goals and timelines ↳ Make the transition with purpose and action. 9. Let go of the past ↳ Release limiting beliefs about your career and identity. The best time to pivot is when you feel that discomfort. It’s a sign of something better ahead. When was the last time you thought about changing your career?

*Seek your Mirrors* My Board presentation was a flop. I had prepared well. The slides were crisp, my talk engaging. Yet, the response was … unenthusiastic. Polite, but lukewarm. No follow-up questions. It was all a bit … deflating. I sat down limply at the lunch table, and that’s when I saw it. A prominent, white shirt tail where there ought to have been dark trousers. A peekaboo no one wants to see at the work place. My open zipper! I had been strutting around, talking about windows of opportunity, when a whole other kind of window was wide open in front of my Board! Aargh! No wonder there were no questions after my presentation. Who’d want more of THAT show? Once I calmed down, I felt curious - why hadn’t someone told me? Why the collective pretension of normalcy? Politeness? Maybe. After all - What do you say to a speaker with an open fly? And when? The Bystander Effect. That’s another reason. Research shows that individual bystanders are less likely to intervene and help when multiple others are on the scene. Had I been speaking one on one with a board member, they might well have told me right away. Whatever the reasons - ultimately, I didn’t receive a crucial piece of feedback that morning. And that let me … exposed, so to speak. “How do I truly know what to change in myself?”, a colleague asked me rhetorically, “Reflection is so hard!” A-ha! Reflection. That question, my friend, answers itself. If you’re wondering your hair isn’t combed straight, what do you do? Do you sit and recall your combing technique? Do you pat-feel your hair gingerly? No. You seek a reflection - you go find a mirror! In our search for personal effectiveness at work, the solution is similar. You want to know what you can do better at work? Don’t just sit there and ‘reflect’. Take the simplest, most powerful step - find people you trust and ask them! Your weaknesses might be hidden to you, but to your colleagues and friends, they are on full display. So - you genuinely want to improve? Find some well-wishers at work and make them your mirror. Up, down or sideways in the hierarchy, that’s immaterial. What matters is that you trust them. And not “anyone can give me feedback anytime!” … that’s just a cop out. Remember the bystander effect. Once you identify such trusted colleagues, co-opt them. They are your mirrors. Seek them out regularly for feedback, ask them what your rough edges are, where you are screwing up. Two caveats: 1. You might not like what the mirrors show you. From open zippers and bad breath to rudeness and micro management. Be prepared for bitter truths. 2. Mirrors might be slightly distorted. It is not the obligation of a mirror to show you perfect reflections. It is not your friend’s job to give you ‘perfect’ feedback. It is YOUR job to extract value from what you hear. Remember - Only one person in the world cares truly deeply about your development. To know who that is, seek your mirrors.

What if the key to your greatest growth isn’t who you know—but who you don’t know yet? We often think of networking as a tool to achieve immediate goals or professional advancement. But there’s a deeper, more transformative layer to building connections: Infinite Horizon Networking. Here are three distinctive types of networking you need to know about: Short-Term Networking: This is the transactional kind—connecting with someone because you need something right now. Most people don’t enjoy this, and for good reason—it feels self-serving and hollow. Long-Term Networking: This is more thoughtful. You build relationships with people in your field, trusting that over time, something meaningful will come of it. It’s the baseline for responsible professionals. Infinite Horizon Networking: This is where the magic happens. It’s about connecting with people outside your immediate sphere—not because they can help you today or even tomorrow, but because they spark your curiosity. They might be an astronaut, a comedian, or a dog breeder. These "impractical" connections often open doors you couldn’t have predicted and lead to exponential growth. Networking isn’t just a tool for business—it’s a way to expand who you are as a person. It’s about curiosity and creativity, and it’s one of the most rewarding investments you can make in your personal and professional life. Who’s someone in your life right now who inspires you, even though their world is completely different from yours?

Good leaders are chasing growth. Great ones are creating it, by pausing. In the rush of KPIs, meetings, and market shifts, one powerful growth lever is often overlooked: self-reflection. I’ve strongly advocated this to all my mentees, over the years. Not the fluffy kind. The rigorous, strategic kind. Ancient leaders like Marcus Aurelius and Chanakya built empires on daily introspection. Today’s research confirms: (1) 15 minutes of reflection can boost performance by 23%. (2) Structured reflection increases goal achievement by 30%. Companies using it see double-digit gains in productivity and retention. The greatest advantage in business might not be moving faster. It might be thinking better. Self reflection is the foundation for clarity of thinking and therefore agile & high impact decision making. Why Self-Reflection Is the Most Underrated Driver of Long-Term Growth: Marcus Aurelius ruled during war, plague, and political unrest, yet journaled daily. His Meditations were structured reflections on fear, ego, and leadership. This habit gave him clarity and composure that held Rome together. In India, Chanakya guided the Maurya Empire using nightly reflection rituals. Decisions were reviewed through the lens of intent, ethics, and consequence, laying the foundation for one of history’s most efficient empires. Modern research backs their method: Harvard Business School found a 22.8% performance boost in professionals who reflected daily. A study of 1,000+ leaders showed 30% higher goal completion and 21% better satisfaction among those who reflected weekly. A consulting firm reported 12% higher client retention and 18% more engaged teams from managers who kept reflection logs. Self-reflection sharpens decision-making, improves learning, and prevents repeat mistakes. It’s not philosophy, it’s performance architecture. Reflection helps leaders zoom out from day-to-day noise and reconnect with purpose. It separates tactical action from strategic clarity. In many fast-scaling companies, a lack of reflection isn’t just a cultural gap, it’s a growth limiter. Ask Yourself these 3 sharp questions: (1) What am I repeating unconsciously? (2) What patterns am I missing? (3) What truth did this week reveal, and how will I act on it? These questions may seem small. But they shape billion-dollar outcomes. At Amazon, executive meetings start with written memos to force clarity. At Bridgewater, Ray Dalio institutionalized reflection through decision reviews. It’s not extra work, it’s essential work. Real Growth Doesn’t Start With Action. It Starts With Awareness. Every breakthrough begins with a moment of clarity, a pattern recognized, a mistake owned, a new truth faced. That doesn’t happen in the rush. It happens in reflection. Want to lead with more insight, resilience, and impact? Then don’t just ask what’s next. Ask what’s true. That’s where real leadership begins. #WeeekendMusings #Leadership

Working with people you find difficult is no joke. It can impact your well-being, your performance, and definitely your ability to enjoy your job. For Harvard Business Review, I shared 7 strategies to help you work more effectively with challenging coworkers, whether you're dealing with an insecure boss, a passive-aggressive peer, or someone whose behavior simply gets under your skin (we all know people like that!). Here’s a quick overview: 1️⃣ Remember your perspective is just one of many. We all see situations through our own lens. Try asking yourself: Could I be wrong? 2️⃣ Be aware of your biases. From confirmation bias to affinity bias, our brains take shortcuts that often distort how we perceive others, especially those who are different from us. 3️⃣ Don’t make it “me against them.” Reframe the conflict as a shared problem to solve, not a personal battle to win. 4️⃣ Know your goal. What are you actually trying to achieve - peace, productivity, recognition? Let that intention guide how you show up. 5️⃣ Be careful with venting and gossip. Some venting can be helpful, if done the right way. But negatively intended gossip can harden your view, damage your credibility, and reinforce negativity. 6️⃣ Experiment to find what works. Try small behavior shifts and observe the impact. If one approach doesn’t work, try another. Think of it as an experiment, not a fix. 7️⃣ Stay curious. Certainty keeps us stuck. Curiosity opens the door to empathy, creativity, and sometimes even resolution. These aren’t quick fixes - nothing worthwhile is - but they can help you feel more grounded and less reactive, even when someone else’s behavior doesn’t change. Link to the full article is in the comments 👇 Image alt text: How to Navigate Conflict with a Coworker

Career transitions aren't about finding a new train track to ride to career advancement—they're about mastering the rock climb. Here's the framework I use with clients to help them pivot successfully: Step 1: Identify Your True Pain Point Before making any move, ask yourself: Is it your boss you dislike or the actual work? Is it the industry or just your company culture? One client was ready to leave her entire field until we discovered she only needed an internal transfer away from a toxic boss—saving months of job searching while keeping her seniority. Step 2: Apply the W.I.S.E. Framework Don't jump straight to job applications. First, analyze: Workplace needs: What motivates you at work? Industries: Which sectors will you thrive in? Skills/Roles: What work uses your skills/strengths? Experience: What experience can you leverage in your transition? Step 3: Become the Entrepreneur of Your Career The ultimate goal? Complete ownership of your professional destiny. This mindset shift is everything. Your experience is your product, and you must position it differently for different opportunities. Feeling stuck? Successful job seekers prioritize and compromise.  Use “forced choice” to help you prioritize what’s most important to you and narrow down your options. Here's a question for deeper reflection... How does your past experience prepare you for the roles you're targeting now? #Careers #JobSearch #LinkedInTopVoices

One of the key takeaways from last month's IIA conference was the future evolution of internal auditors into strategic advisors. With evolving stakeholder expectations and new risks on the horizon, the agility and adaptability of internal audit are more important than ever. But how do we get there? According to a report by The Institute of Internal Auditors Inc., one critical step is embracing a growth mindset. This brings to mind several key areas: 1️⃣ Embracing challenges and persevering in the face of setbacks:  By closely observing and understanding rapidly changing trends, we can anticipate and address challenges that may disrupt our business. This insight allows us to develop effective strategies to protect our businesses from such uncertainties. We can enhance the operational resilience of our organisation by providing independent advice on robust crisis management and business continuity planning. 2️⃣ Learning from criticism:  Asking for regular feedback from all our stakeholders is invaluable for continuous improvement. It should be seen as a tool for growth rather than a personal attack. Embracing this dynamic approach fundamentally transforms our role as advisors, moving beyond the outdated perception of auditors merely as watchdogs. 3️⃣ Drawing inspiration from successful audit practices:  As internal auditors, we can learn from the successes of our peers and benchmark ourselves against industry best practice. Studying successful audit functions, following successful audit leaders on LinkedIn and their innovative approaches can inspire us to adopt new methodologies and improve our own practices. This perspective encourages continuous improvement and helps us stay at the forefront of our field. 4️⃣ Effort as a path to audit excellence:  Operational excellence in internal audit is achieved through diligent effort and continuous upskilling. By consistently investing in our professional growth, whether through certifications, training, research, reading, or learning new technologies, we strengthen our ability to deliver high quality, value-added audits. This commitment to excellence is essential to maintaining the trust of our stakeholders. By providing strategic, independent and objective assurance, we're not just adding value - we're innovating decision making and safeguarding stakeholder interests. I'm really excited about the future and how, together, we can help our internal audit community thrive in this ever-changing world. If you haven't already, I encourage you to read the Vision 2030 report: https://ia-vision2035.org/   #InternalAuditing #FutureOfWork #IIAIC

Attention - Career pivot!? It is rather often that I receive direct messages from candidates asking for advice on how to manage a significant career pivot. Changing careers at a mature stage in life is a little like going on a very tall roller coaster - it can be both exciting and scary. Here are some thoughts to consider: ↝ 𝗦𝗲𝗹𝗳 𝗮𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁: Start by assessing your skills, interests, and values. Understand your strengths and what drives you. This self-awareness will guide you towards a career that aligns with the true you! ↝ 𝗙𝗶𝗻𝗮𝗻𝗰𝗶𝗮𝗹 𝘀𝗲𝘁-𝘂𝗽: Understand the financial implications of a career change. Determine how your income might be affected during the transition period and plan accordingly. In today`s environment it almost always takes longer than planned. ↝ 𝗥𝗲𝘀𝗲𝗮𝗿𝗰𝗵 𝗮𝗻𝗱 𝗲𝘅𝗽𝗹𝗼𝗿𝗲: Take the time to learn about potential career directions. Look into industries that interest you and explore the job market demand, required skills, and educational or training pathways. Talk to real people to gain insights! Make sure that you take into consideration local market specifics. ↝ 𝗦𝗸𝗶𝗹𝗹𝘀: Identify your skills or knowledge that can be transferred as well as gaps between your current experience and your desired career. Courses, certifications, or workshops can be helpful (and costly). ↝ 𝗡𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴: Leverage your existing network and reach out to professionals in the new field. Networking can be critical in your decision making as well your eventual success. ↝ 𝗩𝗼𝗹𝘂𝗻𝘁𝗲𝗲𝗿𝗶𝗻𝗴: If possible, gain practical experience in your new field through volunteering or internships. This can help you confirm you are on the right path; acquire hands-on experience and expand your network. ↝ 𝗣𝗮𝘁𝗶𝗲𝗻𝗰𝗲: Understand that changing careers may take time and effort. Consider adjusting your plans based on new information or opportunities that arise. ↝ 𝗦𝘁𝗮𝘆 𝗣𝗼𝘀𝗶𝘁𝗶𝘃𝗲 𝗮𝗻𝗱 𝗣𝗲𝗿𝘀𝗶𝘀𝘁𝗲𝗻𝘁: Resilience on this journey will be critical. Job hunting and career changes are often challenging, but maintaining a positive mindset will increase your chances of success. ↝ 𝗘𝘃𝗮𝗹𝘂𝗮𝘁𝗲 𝗮𝗻𝗱 𝗔𝗱𝗷𝘂𝘀𝘁: Once you've made the change, periodically evaluate your career satisfaction and progress. Be open to making further adjustments if needed to ensure long-term fulfillment. ❓ Anything you would add? Any questions? ------------------------------------------------- Oh, hey there! I am Dana - Recruiter with a 💡 ☝🏼 Like this and want more interesting content? 🍪 Share if others could benefit from this too! 🔔 Follow me and 'hit' the bell on my profile.

When Is a brilliant jerk just a jerk? Why do we tolerate people who deliver results but leave chaos in their wake? Having worked in recruitment for years, I’ve seen it time and again: companies excuse flawed leaders simply because they’re high performers. Often, these individuals are promoted beyond their capabilities, amplifying their negative impact on their teams. I’ve frequently questioned how these behaviours align with our stated company values. Why do managers “turn a blind eye.” overlooking poor conduct simply because ‘Sam’ bills over $1 million a year? One of my more memorable career experiences involved a former CEO who loved quoting a famed All Blacks rugby player's book: “Guys, we have a no d**kheads policy here,” he’d proudly declare. Yet, as people shuffled out of the board room, whispers of his behaviour would follow. Ironically, he was perhaps the biggest d**khead in the company—a textbook brilliant jerk. Unchecked, these individuals kill company culture, sap morale, and erode trust. I know this all too well because I’ve been there. Looking back on my early leadership days, I cringe. Was I that jerk? The reflection hurt. But it’s true. I was a jerk. I needed to change. I recognised that leadership is more than results. Empathy. Communication. Adaptability. Emotional intelligence. Compassion. These aren’t just “soft skills” – they’re essential for thriving in the workplace and growing as a leader. The good news. You can develop them too. But one often overlooked skill is reflection. If you are serious about your leadership, you must "hold up the mirror." Self-reflection is the foundation for personal and professional growth. It allows you to: -- Assess your strengths, weaknesses, and behaviours. -- Identify blind spots. -- Make better decisions and solve problems more effectively. -- Stay aligned with your core values and goals. Research shows that the habit of reflection separates extraordinary leaders from mediocre ones. I’d go so far as to argue that it’s the cornerstone of all other leadership skills. Reflection takes courage. It’s intentional. Deliberate. Thoughtful. Reflection is a practice. You can make it a daily habit—a ritual. Yet reflection isn’t easy. It’s uncomfortable and ego-bruising. But it’s also necessary. Great leaders don’t just learn from their successes—they mine their failures for insights, using the lessons to shape a better future. Being at the “top of your game” only comes when you extract how to engage the future from your past. But go easy on yourself. Excellence comes from falling, standing up, and dusting yourself off. Study those failures, and you’ll be less likely to trip again. Flawed leaders will always exist, but without self-reflection, you might become one of them. Don’t let brilliance turn into arrogance. Instead, commit to growing into the kind of leader who elevates both results and relationships. You need reflection to avoid ending up being a jerk.

Company culture isn't perks and slogans. It's how people feel everyday in work: Great workplace culture doesn’t happen by accident. It’s built on purpose and intention. Here are 5 ways to create an environment where culture thrives: 1. 𝗘𝘀𝘁𝗮𝗯𝗹𝗶𝘀𝗵 𝗧𝗿𝘂𝘀𝘁 𝗮𝘀 𝗮 𝗙𝗼𝘂𝗻𝗱𝗮𝘁𝗶𝗼𝗻 → Employees need to trust their leaders and peers. → Transparency, honest communication, and follow-through on commitments are key. 2. 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘇𝗲 𝗪𝗲𝗹𝗹-𝗕𝗲𝗶𝗻𝗴 → A culture that values mental health and work-life balance attracts top talent. → Offer flexible arrangements and support systems for personal and professional balance. 3. 𝗔𝗹𝗶𝗴𝗻 𝗪𝗼𝗿𝗸 𝗪𝗶𝘁𝗵 𝗣𝘂𝗿𝗽𝗼𝘀𝗲 → Help employees see how their work contributes to a bigger goal. → Meaningful work fosters engagement and loyalty. 4. 𝗙𝗼𝘀𝘁𝗲𝗿 𝗢𝗽𝗲𝗻 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 → Create a culture where feedback is encouraged and acted upon. → Employees need to feel heard and valued to give their best. 5. 𝗘𝗺𝗯𝗿𝗮𝗰𝗲 𝗚𝗿𝗼𝘄𝘁𝗵 𝗮𝗻𝗱 𝗗𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆 → Encourage learning opportunities and celebrate diverse perspectives. → Teams thrive in environments that nurture their skills and respect individuality. Great culture drives engagement, innovation, and retention. Customers will never love a company until the employees love it first 𝗪𝗵𝗮𝘁 𝗲𝗹𝘀𝗲 𝘄𝗼𝘂𝗹𝗱 𝘆𝗼𝘂 𝗮𝗱𝗱? Let me know in the comments below 👇 --- ♻️ Find this helpful? Repost for your network. ➕ Follow Dr Alexander Young for daily insights on workplace culture, leadership, and growth.