His question showed the sense of urgency: “You talked about using the current paycheck to prepare an exit plan, but how do I actually prepare one? I’ve been in my current job for ten years, and I don’t even have an updated résumé.”

It’s easy to stay in a comfortable role for many years and forget how to find a new job. We discussed a framework I’ve been developing to provide a comprehensive approach to boosting market value and preparing for career transitions.

After the call, I realized our discussion could be immediately useful to many others as well. So, in this edition, I’ll use the conversation I had with my friend as a starting point for the more comprehensive approach I’ll share.

If you feel stuck or sense that the career context is not in your favor, don’t wait for a crisis to hit before securing your next job.

Here are the steps to prepare a strategic exit plan.

Step 1. Define the Destination (The Awareness Phase)

The most common mistake people make is “flooding the market.” They send their résumé to every available portal and tell their network, “I just need a job.”

If you tell someone, “Any job will do,” they won’t know how to position you. Without a destination, your network can’t help you. You need to start with introspection—becoming clear about what an ideal role looks like.

Ask yourself: What is the destination? Here are some questions to get you started.

• What specific technologies are you interested in? For example: Are you interested in pivoting to AI agents or sustainable energy?

• What scale are you looking for? Are you seeking a nimble startup or a public company?

• What scope are you looking for? Is this about a leadership role, or are you interested in an individual contributor role?

• What locations are of interest to you? Do you prefer to stay in your current location or are you open to relocating?

Don’t worry about your current qualifications at this stage. This stage is about defining an “ideal.” Once you have identified an initial destination, you can say, “I am looking for X,” which makes it much easier for others to say, “I know exactly who you should talk to.”

Step 2. Activate your Network (Leverage your Connections)

Networking isn’t just about the number of LinkedIn connections; it’s about meaningful connections that matter. Divide your network into two tiers:

• The Active Tier: These are people you communicate with regularly. Reach out immediately. Share your “Destination” and request help getting there.

• The Dormant Tier: These are people you haven’t spoken to in many years. Don’t start by asking for a job. You need to “warm up” these connections first. Share an interesting article, a podcast, or a copy of this newsletter to rekindle the spark. Develop the relationship over several months before asking for a referral or opportunities.

Step 3. Use AI as Your Research Partner

You don’t need to manually search for every company in your metro area for your next role. Use an AI assistant as your research partner. Provide it with your destination—interests, preferred technologies, and company sizes—and ask it to generate a list of target companies and internal roles at your company that match your criteria. You can refer to my previous blog, Partner with AI on Your Career, for this step and the next.

Step 4. Use AI to Close Skills Gaps

Once you have target job descriptions, the real work begins.

1. Use an AI assistant to craft a version of your résumé that resonates with the language of your new destination.

2. Ask the AI assistant to compare your updated résumé with your target job descriptions. What’s missing?

3. If any skills are missing, ask the AI assistant to provide a list of resources. Use these resources to bridge the gaps.

Now you know how to plan your strategic (and urgent) exit from a “dicey situation.”

The road ahead is yours to shape!

Suresh 😊

Join me on: Instagram | Twitter | LinkedIn

Listen on: Spotify | Apple Podcasts

Let’s break down why that feeling is lying to you and what you can do to overcome the delusion of feeling behind.

The Comparison Trap

Everyone is comparing themselves. Everyone feels like they’re behind. You might think you’re the only one watching the clock, but the person you’re jealous of is probably looking “up” at someone else with the same knot in their stomach.

• Everyone is pretending the “Ahead” part: We all hide our struggles; we all show our wins.

• You’re comparing your “Inside” to their “Outside.”: You compare your messy, internal monologue—full of doubts, late starts, your 2:00 AM anxieties, and bad hair days—to everyone else’s polished, edited exterior.

Remember: You’re comparing your “behind-the-scenes” footage to their “highlight reel.” Naturally, yours seems less impressive. That’s not a fair fight.

The Myth of the Linear Path

Careers aren’t ladders; they’re jungle gyms. The linear path from School to Job to Promotion to Success has been a myth for the last few decades. In reality, growth rarely happens in sync.

• Timelines are arbitrary: Who decided you had to have it “figured out” by 25? Or 40? These are just random markers that don’t account for the complexity of human life or your specific environment.

• Non-linear growth: Real progress usually happens in a zig-zag pattern. It involves a series of pivots, plateaus, and sudden jumps. If your path isn’t straight, it’s not broken — it’s how most careers look nowadays.

If your path resembles a zigzag rather than a straight line, it doesn’t mean you’re lost. It means you’re exploring or responding to career factors without proactively considering them.

Reclaim Your Pace

When you spend the entire race watching the runner in the next lane, you are not necessarily running as fast as you can. Your pace isn’t “slow” or “fast”; it’s just yours.

Validating your timeline involves asking yourself: What does success mean to me? Finding that answer requires self-reflection, and I recommend you start that reflection today.

While you figure out what success means to you, keep moving, learning, and exploring. It’s okay to build momentum in your current path as you define success for yourself. If you’re unsure whether you’re focused on your lane, follow these steps:

1. Utilize the Behaviors, Outcomes, and Skills (BOS) Audit to enhance your internal value. Apply the audit’s insights to select projects that will help you progress.

2. Use the Career Context Audit to boost your market value and competitiveness. Collaborate with your manager to take on stretch assignments that support your growth.

3. Shift to where the context factors work in your favor.

4. If your goal is to upskill, pursue a promotion, or pivot, let the people who can help you know.

Don’t get overwhelmed by everything you need to accomplish. Take a deep breath and focus on one thing at a time. The only person you need to beat is the version of yourself that stayed in bed yesterday and did not take any action. 😊

The Takeaway

• Stop measuring your progress by someone else’s yardstick.

• Recognize that “late” is a relative term that often means nothing.

• Keep moving forward, even if it’s just an inch today. Use the Behaviors, Outcomes, and Skills Audit and the Career Context Audit to develop your action plan.

The road ahead is yours to shape!

Suresh 😊

Join me on: Instagram | Twitter | LinkedIn

Listen on Spotify | Follow on Apple Podcasts

Winning Move #1: Recognize the Signal Instead of Resisting It

Both feeling lost and being confused are internal signals. One signals, “This direction no longer fits.” The other signals, “I don’t yet understand what’s happening.” Either way, the message is the same: something in your career needs attention.

• Lost → Confused: The map breaks, and confusion floods in.

• Confused → Lost: The questions keep piling up, and you no longer know where you stand.

Recognize the signal rather than attempting to silence it.

Winning Move #2: Pause and Observe

Most people try to escape discomfort. They add more tasks, goals, and noise. But clarity doesn’t come from rushing; it comes from slowing down and observing what’s really changing.

This step involves observing, not acting.:

• What exactly feels off?

• What used to feel clear and now feels blurry?

• What expectations—yours or others’—no longer fit?

This is where confusion and a sense of lostness turn from panic into usable information.

Winning Move #3: Keep Emotions Separate from the Real Questions

Lostness is emotional. Confusion is cognitive. They influence each other, but they aren’t the same. When you distinguish them, things begin to open up:

• Emotions: fear, doubt, frustration

• Real questions: direction, fit, capability, values, opportunity

You can’t answer the real questions while drowning in emotional fog. Naming the emotions reduces their influence and allows your thoughts to breathe.

Winning Move #4: Identify the Clarity Gaps

This is the turning point. Lostness and confusion seem universal — “Everything is wrong.” But winning requires you to make them specific — “This part is unclear.”

Examples of clarity gaps:

• “I don’t know if I want to stay in this role.”

• “I’m not sure what success looks like anymore.”

• “I’ve outgrown the work but don’t know what’s next.”

Once you identify the clarity gaps, you can address them.

Winning Move #5: Narrow the Focus to the Next Five Feet

When you’re lost or confused, long-term planning becomes counterproductive. The brain can’t plan effectively while disoriented. Therefore, you need to focus on a smaller scope:

· What’s the next conversation?

· What’s the next question to answer?

· What’s the next assumption to challenge?

Direction comes from taking action, not from overthinking your way to certainty.

Winning Move #6: Test Small Experiments Rather Than Large Moves

Lostness urges you to make reckless moves. Confusion urges you to stay still. The best move is to avoid both extremes. Small experiments provide data without risk.

• Try a new responsibility.

• Shadow someone in a different role.

• Test a skill you’ve been avoiding.

Each experiment either reduces confusion or clears it—both are progress.

Winning Move #7: Rebuild Your Story as You Learn

Feeling lost and confused both distort your internal story. You begin telling yourself:

• “I’m behind.”

• “I’m not capable.”

• “I should know the answer by now.”

Winning involves rewriting that narrative based on evidence, not fear.

• “I’m noticing what no longer fits.”

• “I’m stretching into something bigger.”

• “I’m learning faster than I realize.”

Rebuilding your story provides you with direction.

Winning Move #8: Let Clarity Emerge Instead of Forcing It

Clarity seldom comes as just one insight. It develops gradually through learning.

• A few experiments that feel energizing

• A few conversations that open new doors

• A few insights that keep repeating themselves

Lostness fades. Confusion settles. Direction sharpens.

Winning Move #9: Move When the Pattern Becomes Impossible to Ignore

At some point, the learning becomes clear enough that the next step becomes obvious:

• A role shift

• A new challenge

• A deeper commitment

By the time you reach this point, you’re no longer lost—you’re choosing.

The road ahead is yours to shape!

Suresh 😊

Join me on: Instagram | Twitter | LinkedIn

Listen on Spotify | Follow on Apple Podcasts

Both experiences are uncomfortable. Both feel like failure. And both genuinely indicate that something important is occurring.

I’ve experienced these feelings myself, and here’s the truth: whether you feel lost and therefore confused, or confused and therefore lost, you are not failing—you are finally paying attention.

Most people move through their careers on autopilot, following paths they didn’t choose and are too busy to notice they’ve drifted off-course. When you feel lost or confused, you’ve broken that spell. Something within you has woken up. That awareness—no matter how uncomfortable—is the start of clarity.

Awareness Is the First Step Toward Clarity

Feeling lost and confused are often connected, but they have different origins:

• Lost → Confused: You realize the direction no longer fits, and confusion floods in because you don’t yet know what comes next.

• Confused → Lost: You’re struggling with new expectations, new roles, or new questions, and the uncertainty leaves you feeling unanchored.

In both situations, your inner radar is functioning properly. It signals that the current script is no longer effective.

You’re no longer satisfied with autopilot. You’re noticing the gap between where you are and where you want to be. That shift—from unconscious drift to conscious noticing—is the first step toward clarity.

Reframe the story you tell yourself:

• Not “I’m stuck,” but “I’m observing.”

• Not “I’m stagnant,” but “I’m evaluating.”

Awareness is not the end of the journey; it’s the start of an honest one.

Confusion: That is your feeling of the stretch.

Confusion often gets a bad reputation. We see it as a sign of incompetence, but it’s usually a sign of growth. You might think, “If I were better at this, it wouldn’t feel so hard.” However, ease does not indicate skill; it reflects familiarity.

Confusion shows up in two ways:

• When you’re lost: You question your direction, choices, and next steps.

• When you’re stretching: You engage with responsibilities, expectations, or environments that are larger than your previous experience.

Think of it like physical training. When you push a muscle beyond its current limit, it burns. It feels wrong in the moment. But that discomfort is how growth occurs.

In your career, that “burn” is confusion. It means you’re growing.

Rewrite the story you’re telling yourself.

When you’re lost, confused, or both, it’s easy to see the moment as a crisis—your own “black swan event.” But there’s another perspective.

Sometimes your internal system needs to be temporarily taken offline to install upgrades. This isn’t a sign of failure. It’s a transition. And many people around you are going through the same thing—they’re just not saying it out loud.

How to Keep Moving When the Fog Is Thick

Whether your confusion left you feeling lost, or your lostness created confusion, the message is the same: something in you is ready for a new chapter. You’re in the midst of a breakthrough that will only make sense in hindsight.

Growth rarely follows a straight path. It loops, pivots, stalls, accelerates, and often feels disorienting before it becomes meaningful. When you can’t see the full path, don’t stress about creating a five-year career plan. Instead, value that you’re noticing the dissonance and acknowledge that you’re in stretch mode. Focus on the next five days and start working on the 9 Winning Moves I will discuss in the next post.

The road ahead is yours to shape!

Suresh 😊

Join me on: Instagram | Twitter | LinkedIn

Listen on Spotify | Follow on Apple Podcasts

1. Your Market Value

2. Your Internal Value

3. Market & Economic Cycles

4. Company Direction & Budgets

5. Leadership Changes

Understanding these helps you start positioning yourself where these factors are favorable. This audit is designed to help you identify these factors so you can pivot rather than panic.

1. The Market Value Audit

• The Mobility Test: If you were let go today, are your skills “portable,” or only valuable within your current company’s proprietary systems? Ask yourself, how much of your expertise is useless elsewhere?

• The 5 Forces Test: Are any of the broader competitive forces currently at play in your specific situation?

2. The Internal Value Audit

• The Replacement Cost Test: How hard and costly would it be for the company to replace you at 80% capacity? If you quit today, how many weeks would it take to find someone “good enough”?

• The Specialist Trap Test: High-growth careers depend on portable skills. If 90% of your time is spent managing internal “red tape” or niche proprietary processes, your Internal Value is disconnected from your Market Value. Your internal value disappears the moment you leave.

3. The Market & Economic Cycle Audit

• The Industry Health Test: Is your sector in a growth or “correction” phase? Are there large-scale layoffs happening in your industry?

• The Interest Rate Impact Test: Does your company depend heavily on borrowing or VC funding? If so, your role is vulnerable to global economic shifts.

• The Supply vs. Demand Test: Are there more people with your skillset than available roles? Are large layoffs occurring in your job type? These factors determine your leverage.

4. The Company Direction & Budget Audit

• The Revenue Source Test: Is your department a Profit Center (generating revenue) or a Cost Center (an expense)? Cost centers are the first to feel the impact of budget cuts.

• Strategic Alignment Test: Does your daily work directly support the top three goals mentioned by the CEO in the last All-Hands meeting?

• Business Profitability Test: Is your specific unit generating cash? If not, your unit may be the next target for cost reduction.

• Resource Trends Test: Have there been recent cuts to travel, software, or contractors? These are early signs of a shift.

5. The Leadership Change Audit

• The Sponsor Test: List leaders two levels above you. How many know your name and your specific value?

• The “New Guard” Test: If your manager or department head has changed in the last six months, you are in a “re-auditioning” phase regardless of your length of service.

• Political Stability Check: Is there obvious tension between your department head and the C-suite?

The road ahead is yours to shape!

Suresh 😊

Join me on: Instagram | Twitter | LinkedIn

Listen on Spotify | Follow on Apple Podcasts

I'm sure you've seen talented, hardworking people get laid off while mediocre talent is kept on. This is because talent and effort are just two pieces of a complex puzzle. To truly control your career path, you need to understand the Career Context factors that quietly influence your career.

Career Context Factor #1: Your Market Value

Your market value depends on portable skills that are useful to your current employer and competitors. Adapting and applying Porter’s Five Forces analysis to careers is an insightful exercise. It reveals that you aren’t competing only with your peers. You are also competing with global low-cost labor and with automation technologies such as AI. These external forces affect the structural integrity of your role and your market value.

Career Context Factor #2: Your Internal Value

Companies assess your replacement cost to gauge your internal value. If losing you means forfeiting institutional knowledge or rare technical skills, your internal value is high. But if your role can be easily outsourced or automated, it becomes vulnerable during budget cuts, regardless of your talent. You can be essential in your current position while being unemployable elsewhere. Therefore, you need to balance your “internal value” and “market value.”

Career Context Factor #3: Market & Economic Cycles

You might be the world’s best strategist, but during a high-interest-rate environment or a venture capital drought, you can still get laid off. Market cycles and the economy determine staffing levels. In booms, companies hire based on potential; in downturns, they hire for immediate ROI. Often, the “star” of a company isn’t the smartest person—they are simply the individual whose skills match the current market or economic cycle.

Career Context Factor #4: Company Direction & Budget Shifts

Capital allocation constantly fluctuates. One year, a company might prioritize aggressive growth; the next, operational efficiency. When budgets shift, departments can quickly change from the “future of the company” to a “cost center.” You can't outwork a limited budget. Your team size shrinking often reflects leadership’s investment strategy rather than your performance.

Career Context Factor #5: Leadership Changes

We often underestimate how much career momentum depends on sponsorship from your company's leaders. A new VP or CEO acts as a “reset” button, often sparking reorganizations. Additionally, roles are redefined based on a new vision rather than individual merit.

The road ahead is yours to shape!

Suresh 😊

Join me on: Instagram | Twitter | LinkedIn

Listen on Spotify | Follow on Apple Podcasts

Finding the right mentors is not easy. So let us walk through some considerations in selecting mentors. Your mentorship needs evolve as you progress in your career. So consider both your immediate needs and long-term aspirations when seeking mentors.

Mentors For Early-Stage Acceleration

• Seek mentors who are a few steps ahead in your desired field in your company.

• Early-stage mentors play a special role. They can help navigate entry-level challenges, understand company culture, and identify essential skills.

• Consider senior colleagues, alumni from your university, working in your company. Look for people who are approachable and willing to share their time and insights.

Talk to your manager if you are unsuccessful in finding mentors. Your manager can provide mentorship or assign a senior colleague to be your mentor. This is not ideal, but having a mentor is better than having no mentor. Talking to people and getting their help is a very important skill to progress in your career path. So, don’t stop trying to find mentors on your own.

Mentors For Mid-Career Acceleration

The types of mentors you seek will vary depending on your needs.

Career-navigation mentors

• Someone successful in leadership roles, their own businesses, or significant career changes. These folks can guide career planning and leadership development.

Industry-specific mentors

• An expert in your chosen market (e.g., cloud services, Agentic AI) to shore up industry-specific knowledge.

Skill-specific mentors

• An expert in a particular skill you want to develop (e.g., public speaking, negotiation).

Join a mentoring program or use an executive coach if you are not successful in finding mentors on your own. Use online advice if you cannot overcome the fear of reaching out to potential mentors.

Find Mentors Before You Are In Trouble

Building a robust in-person network of mentors takes time and effort. And this is usually a challenge for introverts. It is very easy to default to only using online “mentors.” You may think, “I can get words of wisdom without ever having to meet or talk to the mentor.” But a couple of in-person mentors will make the journey less lonely and more navigable. Build your in-person mentor network before you desperately need someone to help you.

Fear of asking for help is something that you must overcome. So take baby steps to continue your quest for a human mentor. Getting a bunch of rejections from very busy people is normal. Consider reaching out to a few retired folks who may have the time to guide you.

Remember, mentors don’t have to guide you, but you need their help. When you reach out to potential mentors, tell them what you hope to gain. Be sure to always respect their time and express gratitude.

The road ahead is yours to shape!

Suresh 😊

Join me on: Instagram | Twitter | LinkedIn

Listen on Spotify | Follow on Apple Podcasts

Leveraging AI as a Career Partner

AI Assistants can help you do the following. You just need to ask.

• Brainstorm alternate career paths

  • AI can suggest potential industries and roles you may not be aware of if you tell it your skills and interests.

• Identify skills gaps

  • AI can point out skill gaps between where you are and the role you want.

• Identify resources to fix skills gaps

  • AI can help identify courses, tutorials, and resources to up-skill or re-skill.

• · Research industries and companies

  • AI can gather details like market trends, company culture, competitor landscape, etc.

• Refine your resume

  • AI can suggest improvements and help tailor your resume for specific jobs.

• Prepare for interviews

  • You can use AI to practice interviews, get feedback on answers, and help strengthen answers.

What is a Prompt?

A prompt is a request you make to the AI Assistant to get a response. The prompt could:

A question you want answered.

A recommendation you want from the Assistant.

Asking the Assistant to summarize a document. ...

AI Quirks To be Aware Of

A few words of caution when working with AI:

1. You must fact-check the answers and recommendations you get.

2. Be aware that AI assistants tend to agree with you and use very encouraging words. Do not drink all that Kool-Aid. 😊

3. The same prompt sent to different AI Assistants can yield different responses. These assistants are trained using different models; they use different “thinking” processes, …

These words of caution are not meant to stop you in your tracks.

The Most Important Action Is - START

Stop Worrying About The Perfect Assistant

Don’t get sucked into online comparisons of AI Assistants and the ensuing debate on which one is the best. Those comparisons and debates don’t matter. Use an AI assistant that is accessible to you – Gemini, ChatGPT, and Claude are all top of mind. Start with one of those. The most important action is to start.

Stop Worrying About The Perfect Prompt

Most of us will not know if we have the best prompt for the specific request for the specific Assistant. Type your request into the “ask me something box.” You can also search online and get a sample prompt for what you want the Assistant to do for you. The clearer you can make the initial request, the better. But you can always ask for incremental improvements or a do-over. The most important action is to start.

Stop Worrying About The Inner Workings Of AI Assistants

A few folks study the innards of the AI Models used by the Assistants and become prompt “engineers”. I know a few prompt whisperers who can make the Assistant craft a prompt optimized for itself. But you don’t need super Ninja AI knowledge or prompt whispering skills to collaborate with AI. The most important action is to start.

The road ahead is yours to shape!

Suresh 😊

Join me on: Instagram | Twitter | LinkedIn

Listen on Spotify | Follow on Apple Podcasts

“No matter where you work, you are not an employee—you are a business with one employee: yourself.” — Andy Grove, Former CEO of Intel

Strategic Framing To Move Forward

Your career moves forward because of the choices you make and the actions you take. That part is true. But the idea that you must navigate your career journey all by yourself is not true.

A more helpful framing is: You’re responsible, not alone. This framing gives you permission to:

• Seek training and resources

• Build connections with people who can help

• Create your own momentum

You’re not alone. You’re just in charge.

The Power of a Systematic Approach

Relying on a “random walk” - stitching together disconnected pieces of advice and learning random skills won’t lead to career progress. To make things happen, you must replace haphazard efforts with a systematic approach.

Consistent career growth comes from being prepared, getting noticed, and a bit of luck. Maybe redefine luck as things going your way. You can take care of the being prepared part by being intentional in your career progress. Shift your focus to acquiring high-leverage skills that really matter in your industry. This will help you build a foundation for long-term value. Leverage a structured approach similar to the Behaviors-Outcomes-Skills Framework I mentioned in the post “Your Career Action Plan.” This will allow you to set targets, track progress, and adapt in building long-term value.

Your Growth Ecosystem

If you are not already aware, know that a great ecosystem is available for you to make things happen. Leverage it. You can use AI as a high-level thinking partner to chart your path. You can combine the AI edge with wisdom from human mentors, i.e, talk to people who have already navigated the paths of interest to you. Pair insights from AI and mentors with targeted online courses to sharpen your edge. When you start using this ecosystem, your journey will be less lonely.

You have access to a tremendous amount of online advice at your fingertips (including my blog 😊). Be careful how you include online advice in “Your Career Action Plan.”

1. The sheer volume of online career advice will overwhelm and exhaust you. The key is to filter out the online noise.

2. Many online “experts,” “mentors,” and “influencers” have limited real-world experience. There are some good online mentors out there. But they are a minority.

3. Look for blogs and podcasts by people with proven track records relevant to you, or who are genuine authorities. Start with free courses from reputable Universities.

The road ahead is yours to shape!

Suresh 😊

Join me on: Instagram | Twitter | LinkedIn

Listen on Spotify | Follow on Apple Podcasts

The answer is Absolutely Not!

Career growth isn’t about being a drone; it’s about Excellence.

Excellence means mastering the game by knowing which behaviors are ‘No-Brainers’ to demonstrate. These lay the foundation for excellence, no matter which organization you work for. Excellence also means knowing that certain behaviors will need a ‘Smart Rebel’ approach to navigate your organization.

The North Star Behavior: Start with the customer

To keep your work impactful, always start with the customer. Filter every task, feature, and decision through one simple question:

Does this really help the customer?

Focus on real-world value to ensure you are solving the problems that matter most to your customer.

Career No-Brainer Behaviors. Master Them

The market demand for the following core behaviors never goes down. Master them, and you’ll be indispensable anywhere you go.

Ownership

Owning the business means focusing on outcomes, being resourceful, and acting with urgency. Don’t wait for perfect clarity or permission—see a problem, fix it, and get results.

Work Ethic & Professionalism

Be on time, be prepared, and be ready to deliver impactful outcomes. Follow through on every commitment by delivering high-quality work. Flag risks the moment you see them. And finally, maintain your professionalism, especially under pressure.

Adaptability & Resilience

Adapt quickly when tools, constraints, and priorities change. Stay positive under pressure, and re-frame challenges as opportunities to identify workable solutions.

Integrity

Integrity means being honest and ethical in every interaction, and telling the truth, even when the conversation is difficult or uncomfortable. Don’t make excuses or blame others when things go wrong. Take full responsibility for your actions and resulting outcomes. Finally, protect the trust others place in you by handling confidential information properly.

Continuous Learning

Your value depends on the skill set and perspective you bring to the table. You must evolve your skill set and perspective to remain relevant and valuable. Don’t wait for someone to train you; proactively up-skill to stay ahead of new technologies. Keep an open mind and seek fresh insights to evolve your perspective.

The Smart Rebel Approach: For The “Tricky” Stuff

Taking Calculated Risks and Transparency

Take calculated risks and always be transparent about failures and decisions. But these behaviors work only in a culture that rejects blame and scapegoating. So ensure you are in a safe environment where failures aren’t punished.

Collaboration

Everyone expects you to be collaborative. Watch out for credit-taking, turf wars, and silos. If you can’t break down the silos yourself, stay open to collaboration and do your best to work with others. Complaining about the lack of collaboration from others will not help you.

Challenging the status quo

Challenge the status quo with influence, not outrage. Pick your battles wisely, stay calm, and focus your energy on the issues that matter most. If you can’t drive the changes you desire, know when it’s time to move on and find an environment where you can.

Use this blueprint. Master the game. 🚀

The road ahead is yours to shape!

Suresh 😊

Share

Join me on: Instagram | Twitter | LinkedIn

Listen on Spotify | Follow on Apple Podcasts