𝙁𝙚𝙚𝙡𝙞𝙣𝙜 𝙨𝙩𝙪𝙘𝙠 𝙞𝙣 𝙮𝙤𝙪𝙧 𝙘𝙖𝙧𝙚𝙚𝙧? 𝙒𝙤𝙪𝙡𝙙 𝙮𝙤𝙪 𝙡𝙞𝙠𝙚 𝙚𝙭𝙩𝙧𝙚𝙢𝙚 𝙘𝙡𝙖𝙧𝙞𝙩𝙮 𝙤𝙣 𝙬𝙝𝙖𝙩 𝙮𝙤𝙪 𝙬𝙖𝙣𝙩 𝙬𝙞𝙩𝙝 𝙩𝙝𝙚 𝙘𝙤𝙣𝙛𝙞𝙙𝙚𝙣𝙘𝙚 𝙩𝙤 𝙢𝙖𝙠𝙚 𝙞𝙩 𝙝𝙖𝙥𝙥𝙚𝙣? 𝙄𝙨 𝙮𝙤𝙪𝙧 𝙘𝙖𝙧𝙚𝙚𝙧 𝙣𝙤𝙩 𝙬𝙝𝙚𝙧𝙚 𝙮𝙤𝙪 𝙝𝙤𝙥𝙚𝙙 𝙞𝙩 𝙬𝙤𝙪𝙡𝙙 𝙗𝙚 𝙗𝙮 𝙣𝙤𝙬?

I have spoken with over 800 IT Leaders who have answered 𝙔𝙀𝙎 to these questions.

Also risking (or having experienced) burnout as a result.

But it doesn’t have to be this way.

By leading yourself to the best of your ability, you will find more clarity and fulfillment in your life and career, earn the $$$ you deserve, as well as increase your influence and leadership with others.

𝗧𝗛𝗘 𝗙𝗔𝗖𝗧𝗦

❌ 60% of people dislike their job according to Gallup
❌ 75% of people are not confident about their career path in their organization according to Gartner
❌ 63% of employees experienced burnout according to an Asana Study

𝗧𝗛𝗘 𝗣𝗥𝗢𝗩𝗘𝗡 𝗖𝗢𝗔𝗖𝗛𝗜𝗡𝗚 𝗦𝗬𝗦𝗧𝗘𝗠

✅ Get Clarity on your career path for more money and fulfillment
✅ Perform at a higher level and get noticed for your results
✅ Increase your leadership skills and influence
✅ Build a personal brand to access the hidden job market
✅ Find a healthy balance to enjoy life with those that matter most

𝗛𝗢𝗪 𝗪𝗘 𝗚𝗘𝗧 𝗥𝗘𝗦𝗨𝗟𝗧𝗦

The VMAP framework, is proven to help IT Leaders get results in less than 90 days. 


𝗪𝗛𝗢 𝗪𝗘 𝗛𝗘𝗟𝗣 

If you are an IT professional looking for career clarity, more fulfillment, better pay and want to increase your leadership and influence, then this program is the right fit for you. 

𝗜𝗙 𝗧𝗛𝗜𝗦 𝗦𝗢𝗨𝗡𝗗𝗦 𝗟𝗜𝗞𝗘 𝗬𝗢𝗨, 𝐇𝐄𝐑𝐄 𝐀𝐑𝐄 𝟮 𝐖𝐀𝐘𝐒 𝐖𝐄 𝐂𝐀𝐍 𝐇𝐄𝐋𝐏 𝐘𝐎𝐔:

1️⃣ - DM me personally. I'm happy to chat about what your best next steps should be.
2️⃣ - Book a free clarity call with Adam to learn about the program: https://calendly.com/adamscott-coaching/clarity-call

Adam Scott

𝗧𝗵𝗶𝘀 𝘀𝗵𝗼𝘂𝗹𝗱 𝗯𝗲 𝘆𝗼𝘂𝗿 𝟮𝟬𝟮𝟲 𝗴𝗿𝗼𝘄𝘁𝗵 𝗽𝗹𝗮𝗻.
𝗜𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁. 𝗜𝘁𝗲𝗿𝗮𝘁𝗲. 𝗦𝗶𝗺𝗽𝗹𝗶𝗳𝘆. 𝗥𝗲𝗽𝗲𝗮𝘁.

Most tech professionals are wired to get it right the first time. 
Precision. Perfection. Clean execution.

But growth is rarely clean at the start.

Whether you're leading teams or still on the tools, the path to progress is messy.

Mistakes happen. 
Adjustments are made. 
That’s how systems improve.

Build your career with intention and it gets: 
Sharper. Stronger. More efficient.

You don’t build momentum in 2026 by playing it safe. 
Not by adding more. 
Not by waiting for perfect. 

But by taking action, and cutting what’s slowing you down.

Because mature systems aren’t built by doing everything. 
They’re built by doing the right things - better.

Ready to simplify your next move? 
Send me a DM for a chat.

--------------------------------------------

#TechLeadership #SystemThinking #StrategicGrowth #ITCareers #EngineeringLeadership #RefactorYourCareer #SimplifyToScale #LeadershipInTech

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Helping IT LEADERS Get Promoted | Career Coach | Gain Career Clarity | Get Paid Your Worth | Increase Your Confidence | Questions? DM Anytime.

𝗕𝘂𝗿𝗻𝘁 𝗼𝘂𝘁. 𝗕𝘂𝘀𝘆. 𝗦𝘁𝗶𝗹𝗹 𝘄𝗼𝗻𝗱𝗲𝗿𝗶𝗻𝗴 𝘄𝗵𝗮𝘁 𝗶𝘁’𝘀 𝗮𝗹𝗹 𝗳𝗼𝗿.

I talk to a lot of mid-career IT professionals who secretly think they’re falling behind.

Why?

Because they’re exhausted, but feel like they’ve “got nothing to show for it.”

But here’s what’s really happening:

→ You’re running full-speed on low-visibility tasks 
→ You’re maintaining systems that no one notices unless they break 
→ You’re stuck fixing things, not steering them

That’s not a motivation problem. 
That’s a misalignment problem.

You don’t need to hustle harder. 
You need to shift your energy toward the work that moves the needle.

Strategic visibility. 
Clear positioning. 

Owning your next step, before someone hands it to you.

You’re not falling behind. 
You’re just not playing the right game yet.

---------------------

#TechLeadership #ITCareers #EngineeringGrowth #BurnoutInTech

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Being good at your job can be a trap in disguise

If you’re in tech and feel like your work speaks for itself...

That may be your biggest career blind spot.

Here’s what I’ve seen over and over:

✅ You deliver. 
✅ You hit your deadlines. 
✅ You go above and beyond.

But...

You’re not recognised. 
You’re not considered for bigger roles. 
You’re not seen as a leader - just a solid doer.

Here’s why that happens:

· You don’t articulate your value

· You assume visibility equals politics

· You communicate progress, not impact

· You’re known for what you do, not what you can lead

And this is how smart IT pros get stuck.

How to fix it?

1. Track your wins -> quantify impact.

2. Tell better stories -> outcomes, not tasks.

3. Build your reputation -> decide what you want to be known for.

You can be exceptional at your craft and still be invisible.

The good news?

Visibility is a skill, and it can be learned.

If you want help building your positioning as an IT leader, send me a message,

I’ll send you my 2 minute assessment to showcase what’s needed.

---------------------

#TechLeadership #ITCareers #CareerGrowth #ExecutivePresence #ValueArticulation #CommunicationSkills #VisibilityMatters #LeadershipDevelopment #CareerVisibility #PersonalBranding

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𝗙𝗿𝗼𝗺 𝗧𝗲𝗰𝗵 𝗘𝘅𝗽𝗲𝗿𝘁 𝘁𝗼 𝗧𝗲𝗰𝗵 𝗟𝗲𝗮𝗱𝗲𝗿: 𝗪𝗵𝗮𝘁 𝗡𝗲𝗲𝗱𝘀 𝘁𝗼 𝗦𝗵𝗶𝗳𝘁 

You’re the person who knows the system back to front. 
The one they call when it’s on fire. 
The one who can solve anything. 

Let me be real with you: 

That won’t get you the leadership role. 

Tech expertise gets you recognised. 
Leadership potential gets you promoted. 

If you’re aiming for that next-level title: Manager, Head of, Director - it’s not about how deep your knowledge is anymore. 

It’s about how well you: 

🔹 Influence without authority 
🔹 Communicate with stakeholders 
🔹 Elevate others, not just do it all yourself 
🔹 Align your work with business outcomes 
🔹 Show up with presence, not just solutions 

I’ve seen so many IT pros miss out on the next role not because they lacked skill... 

...but because they didn’t shift their positioning. 

You have to start leading before you get the title. 

And that starts with how you think, how you speak, and how you show up in the room. 

If you're in this space right now and stuck as a ;technical expert’ send me a DM – lets talk. 

---------------------------

#TechLeadership #ITCareers #CareerGrowth #LeadWithoutTitle #PositioningMatters #LeadershipDevelopment 

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𝗪𝗘'𝗥𝗘 𝗛𝗜𝗥𝗜𝗡𝗚 - 𝗕𝗨𝗧 𝗥𝗘𝗔𝗗 𝗧𝗛𝗜𝗦 𝗙𝗜𝗥𝗦𝗧 

Odds are this role isn’t for you.

But if you're a seasoned IT pro (with leadership or mentoring experience) with a fire to lead others,

read on - because this could be your dream job.

After 17+ years in IT and cybersecurity, I built a coaching business helping IT leaders get promoted, get paid what they’re worth, and lead with purpose.


Now?
We’re growing fast - and I’m looking for someone to grow with us.

 The Role: Part-Time Point Coach (with Full-Time Potential)

You’ll work directly with me and our ops lead to coach IT professionals through powerful career shifts.

This is high-impact work - not for the faint-hearted.

You’ll:
✔️ Lead 1:1 coaching calls
✔️ Attend group sessions & track client results
✔️ Adapt our systems to fit real people
✔️ Support our community via text/whatsapp/email
✔️ Help people overcome doubt, stagnation & burnout

𝗪𝗵𝗮𝘁 𝗬𝗼𝘂’𝗹𝗹 𝗡𝗲𝗲𝗱:

• 7+ years in IT and leadership or mentoring experience
• Obsession with personal growth
• Elite communication & listening skills
• The ability to learn fast and stay grounded
• Coachability. Hunger. Resilience. And serious heart.

𝗪𝗵𝗮𝘁 𝗬𝗼𝘂’𝗹𝗹 𝗚𝗲𝘁:

• Mentorship directly from me (multi-6-figure coach, ex-Cyber Expert, NLP trained)
• Remote flexibility, 
• Flexible hours
•part-time work initially
•Performance-based pay
• A path to six figures and deep impact doing what you love

But be warned:

This isn’t a Mai Tai-on-the-beach gig.
We move fast. We show up without excuses.
We push for excellence - in ourselves and for our clients.

𝗜𝗻𝘁𝗲𝗿𝗲𝘀𝘁𝗲𝗱?

Send your resume and a short cover letter with:
1. Why this role is interesting to you
2 Why you think you are a perfect fit.

𝘀𝘂𝗽𝗽𝗼𝗿𝘁@𝗮𝗱𝗮𝗺𝘀𝗰𝗼𝘁𝘁𝗰𝗼𝗮𝗰𝗵𝗶𝗻𝗴.𝗰𝗼𝗺 𝗯𝘆 𝟭𝟲𝘁𝗵 𝗝𝗮𝗻𝘂𝗮𝗿𝘆(𝗔𝗘𝗗𝗧).

And provide your phone contact details.

Tag someone if this calls their name.
DM me with questions.

Let’s build something game-changing.

- Adam 


#WereHiring #NowHiring #HiringAlert
#CoachingJobs #careercoaching #ITcareers #leadershipdevelopment

𝙎𝙖𝙮𝙞𝙣𝙜 𝙨𝙤𝙢𝙚𝙤𝙣𝙚 𝙞𝙨 “𝙤𝙫𝙚𝙧𝙦𝙪𝙖𝙡𝙞𝙛𝙞𝙚𝙙” 𝙞𝙨 𝙛𝙚𝙖𝙧 𝙞𝙣 𝙙𝙞𝙨𝙜𝙪𝙞𝙨𝙚.

→ Fear they’ll leave
→ Fear they won’t be happy
→ Fear that training them will be a waste of time

But here’s the thing:
Great people are being overlooked because of lazy assumptions.

When did “overqualified” become shorthand for:
“They’ll bail when something better comes along”?

That logic is flawed.
You don’t know people’s circumstances.
You don’t know what matters to them right now.
You don’t know why they want to work for you.

Alignment matters,
But having more skill than required doesn’t mean they’re not aligned.

Let’s call a spade a spade:
Being overqualified isn’t the issue. The assumptions are.

Am I missing something here?
Let me know in the comments, open to the discussion.

#ITCareers #TechHiring #Overqualified #CareerAlignment #HiringMindset #LeadershipInTech

End of Jan, no new job?

It’s probably not your age, your certs, or “the market”.

It’s the playbook you’re using.

In this edition of The IT Leaders Edge, I walk through:

1. Why more applications won’t fix your job search
2. 3 blockers that quietly keep good IT pros stuck
3. What to do differently over the next 6–12 weeks

If you’re done guessing, this one is for you.

The month flipped. Your situation didn’t. Back in December or early January, you might have told yourself: “I’ll have real momentum by the end of Jan.

Open article: End Of Jan, No New Job?
Why More Applications Won’t Fix It by Adam Scott • 5 min read

End Of Jan, No New Job?
Why More Applications Won’t Fix It

𝗦𝘁𝗶𝗹𝗹 𝘄𝗮𝗶𝘁𝗶𝗻𝗴 𝗳𝗼𝗿 𝗽𝗲𝗿𝗺𝗶𝘀𝘀𝗶𝗼𝗻? 

→ To speak up 
→ To make your next move 
→ To step into leadership

You reset the calendar, but are you still stuck in the same pattern?

IT professionals don’t usually lack ambition. They lack permission.

So they wait.

→ Wait for the right title 
→ Wait to be “tapped” for a role 
→ Wait for a manager to notice their value

But here’s the thing:

No one can greenlight your growth but you.

The people who move fastest in their careers?
They don’t wait for signs. 
They position themselves clearly. 
They lead without being asked. 
They make strategic moves-before they feel fully ready.

Stop overthinking it. 
You can just do things.

The longer you wait, the harder it gets. 
Start small. But start.

---------------------------

#TechLeadership #ITCareers #PositioningMatters #LeadYourCareer #MidCareerMoves #StrategicThinking #EngineeringLeadership

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New year, same job?
The calendar changed - Your role didn’t.

If you’re an experienced IT professional looking at 2026 thinking:
“I’ve outgrown this.”
“I’m still not where I thought I’d be.”
“If nothing changes, I already know how this year will feel”
…you’re not alone.

In the latest edition of The IT Leaders Edge I break down the 3 real paths you’re choosing from (whether you realise it or not):

1. Stay as-is
2. Stay and reshape
3. Leave and reposition

And more importantly – how to avoid another “copy-paste” year by choosing on purpose, not drifting.

Read the full edition here and decide which path you’re really on.

#itleadership #itcareers #careerstrategy #careergrowth #jobsearchtips #leadershipdevelopment #australiatech

The calendar changes. Your role doesn’t. You log back into the same systems, open the same tools, jump into the same types of meetings… and there’s th

New Year, Same Job?
How To Decide: Stay, Reshape Or Leave.

𝗜𝗳 𝗬𝗼𝘂 𝗪𝗲𝗿𝗲 𝗟𝗲𝘁 𝗚𝗼 𝗧𝗼𝗺𝗼𝗿𝗿𝗼𝘄, 𝗪𝗼𝘂𝗹𝗱 𝗬𝗼𝘂 𝗞𝗻𝗼𝘄 𝗪𝗵𝗮𝘁 𝘁𝗼 𝗗𝗼 𝗡𝗲𝘅𝘁?

Seriously - play it out:

· Laptop off.
· Access revoked.
· A polite goodbye.

Now what?

Would you:

- Know where to start? 
- Have relationships to lean on? 
- Know how to position yourself for the next opportunity?

Or would you scramble... update your resume... hope someone notices… and start the job board cycle all over again?

Here’s what I’ve noticed:

Most IT professionals are brilliant at delivery. But terrible at career strategy.

They coast until change is forced on them. Then they react, instead of respond.

Don’t wait until it’s urgent to get strategic.

The IT leaders I coach? They build a system before they need it:

✅ A strong personal brand 
✅ Clarity on their direction 
✅ A network they can activate 
✅ Messaging that makes them visible and valuable

If you don’t know your next move, now’s the time to figure it out — while you still have control.

DM me “STRATEGY” if this hit a nerve, and I’ll send you a free self-check-in I use with clients to assess how prepared you really are.

----------------------------

#ITLeadership #CareerStrategy #Layoffs #TechCareers #ExecutiveCoaching #BeReadyNotReactive #TechLeadership

No alternative text description for this image

𝗔 𝗹𝗼𝘁 𝗼𝗳 𝗺𝗶𝗱-𝘀𝗲𝗻𝗶𝗼𝗿 𝗜𝗧 𝗽𝗿𝗼𝘀 𝘁𝗵𝗶𝗻𝗸 𝘁𝗵𝗲𝘆’𝘃𝗲 “𝗵𝗶𝘁 𝗮 𝗰𝗲𝗶𝗹𝗶𝗻𝗴.” 

- No promotions 
- No callbacks 
- No growth 

But what if the problem isn’t your skills or the market... 

...what if it’s just lack of clarity? 

 Most people in tech don’t have a career strategy. 
They’re not clear on where they want to go. 
Or how to position themselves to get there. 

So they: 

• Apply for random roles 
• Add another cert 
• Hope something changes 

That’s not a plan. That’s wishful thinking. 

The IT leaders I work with make real moves when they: 

✔ Get clear on their next step 
✔ Know how to talk about their value 
✔ Stop operating like job seekers, and start acting like leaders 

You’re not stuck. You’re just overdue for a better strategy. 

DM me and I’ll send you the same check-in I use with clients to get back in the driver’s seat. 

-------------------------

#TechCareers #CareerClarity #ITLeadership #JobSearchStrategy #CareerGrowth #ITPros #LeadershipDevelopment 

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𝗗𝗼𝗻’𝘁 𝘀𝗲𝘁 𝗰𝗮𝗿𝗲𝗲𝗿 𝗴𝗼𝗮𝗹𝘀 𝘂𝗻𝘁𝗶𝗹 𝘆𝗼𝘂 𝗮𝘀𝗸 𝘁𝗵𝗶𝘀.

Everyone’s talking about 2026 goals. New certifications. New roles. New salary targets.

But before you stack more on your plate- You need to look at the system that got you here.

Ask yourself:

→ What actually worked last year? 
→ What drained me that I never want to repeat? 
→ What patterns kept showing up-despite good intentions?

Because clarity doesn’t come from wishlists. It comes from data.

Most IT professionals don’t need more ambition. They need a system that scales with them.

Before you charge ahead, take 20 minutes to look back. The insights are already there.

--------------------------------------

#ITCareers #TechLeadership #CareerClarity #EngineeringGrowth #IntentionalLeadership #MidCareerMoves #StrategicThinking

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It’s not the role holding you back.
It’s the story you’re telling yourself.

“I want to step up.”
Then the opportunity comes...

And you:
- Hesitate
- Overthink
- Tell yourself: “Maybe I’m not ready yet.”

That voice in your head?
It’s not keeping you safe.
It’s keeping you stuck.

Understand:
You don’t stay stuck because of your skills.
Or your experience.
Or the market.

You stay stuck because of your story.

The one that whispers:
→ “What if I fail?”
→ “What if I get exposed?”
→ “What if I’m not actually that good?”

This isn’t about capability.
It’s about identity.

When you’ve spent years working hard and staying behind the scenes, it’s easy to believe that’s where you belong.

But here's the reality:

You don’t move up when you 'feel ready.'
You move up by behaving like you belong.

That shift starts before the offer.

-->In how you speak.
-->How you show up.
-->And how you tell your story.

Feeling that gap between wanting more and holding back?

DM me and I’ll share the framework I use with clients to bridge it.

No pitch. Just perspective.

#ITCareers #LeadershipMindset #TechLeadership #CareerGrowth #ImposterSyndrome

𝙋𝙞𝙫𝙤𝙩𝙞𝙣𝙜 𝙮𝙤𝙪𝙧 𝙘𝙖𝙧𝙚𝙚𝙧 𝙙𝙤𝙚𝙨𝙣'𝙩 𝙢𝙚𝙖𝙣 𝙨𝙩𝙖𝙧𝙩𝙞𝙣𝙜 𝙤𝙫𝙚𝙧..

One of the biggest myths in IT careers?


If I shift direction, I’ll have to start from scratch.
Not true.

You’re not throwing away years of experience.

You’re reframing it, so the market sees you in a new light.

A senior engineer to presales isn't leaving tech - they’re translating their experience to a new value narrative.

A tech lead moving to leadership doesn't need more certs, they’re upgrading how they show up.

Repositioning is not about starting from the bottom.

It’s about showing up differently at the level you’ve earned.

What holds most people back isn’t a lack of experience.

it’s the belief that they have to “earn it all over again.”
You don’t.

You just need to know how to position your story, your results, and your potential in the language of the role you want.

IF you are curious, lets chat.

I'll show you how to move forward without taking a step back.


#ITCareers #TechLeadership #Repositioning #CareerPivot #ITProfessionals #CareerGrowth #MidCareerMoves #StrategicPositioning

𝙒𝙤𝙧𝙠𝙞𝙣𝙜 𝙃𝙖𝙧𝙙 𝙄𝙨𝙣’𝙩 𝙀𝙣𝙤𝙪𝙜𝙝 𝘼𝙣𝙮𝙢𝙤𝙧𝙚

You’ve done everything by the book.

- Worked late
- Took on more projects
- Solved problems no one else could

But despite all that... you're still stuck.

-->No raise.
-->No promotion.
-->No recognition.

Here’s the new reality:

Hard work alone doesn’t create career growth.

In the IT world, you can become invisible, even while you're operating at 110%.

Why?

Because visibility, positioning, and strategic communication matter just as much as technical skill.

If you’re at that point where:
•You’ve hit a plateau 
• You're running out of steam 
• And you’re wondering, “What more can I do?”

Then it’s not about doing more.
It’s about doing different.

What helped my clients move past this?
→ Getting clear on what they want
→ Learning to communicate their value
→ And building a plan to move with purpose, — not just grind harder

If you’re tired of working harder with nothing to show for it, send me a DM - lets chat.

#ITCareers #TechLeadership #CareerPlateau #MidCareerGrowth #WorkingHard #CareerStrategy #ITPros #CareerDevelopment

𝗬𝗼𝘂’𝗿𝗲 𝗻𝗼𝘁 𝘀𝘁𝘂𝗰𝗸. 𝗬𝗼𝘂’𝗿𝗲 𝗷𝘂𝘀𝘁 𝘀𝘁𝗿𝗲𝘁𝗰𝗵𝗲𝗱 𝘁𝗵𝗶𝗻. 
I learned that the hard way. 

I spent 4 years at a company working 70-hour weeks. 
Always “on.” 
Always fixing something. 
Always chasing my tail. 

I thought I was making progress. 

But when the reorg came? 
I didn’t get a promotion. 
I didn’t get a seat at the table. 
I got a redundancy. 

And that hit me. 

It wasn’t about how hard I worked. 
It was about how strategically I moved. 

No one knew the hours I put in. 
No one saw the impact. 
Because I didn’t make it visible. 

That experience taught me 3 things: 

→ Be clear on what you want. 
→ Think strategically, not reactively. 
→ Build visibility with the right people, not just the busy work. 

If you're feeling stuck right now... 
Maybe you're not stuck at all. 
Maybe you're just overdue for a better plan. 
 
Send me a message if you relate to this, 

happy to share how I changed my career around. 

---------------------
#ITCareers #TechLeadership #StrategicThinking #ITProfessional #EngineeringLeadership

♻️ Reshare this if it resonates with you 
🗞️ Sign up to my newsletter for IT career insights

𝗡𝗼𝘁 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝘀𝘁𝗮𝗿𝘁𝘀 𝘁𝗵𝗲 𝘆𝗲𝗮𝗿 𝘄𝗶𝘁𝗵 𝗮 𝘃𝗶𝘀𝗶𝗼𝗻 𝗯𝗼𝗮𝗿𝗱. 
Some start it still recovering from last year.

In tech, we tend to run hard - until something breaks. Deadlines, deliverables, 12-hour days... And then January arrives and we're expected to "reset."

But clarity doesn’t come from flipping a calendar. It comes from checking in - with yourself.

Where are you really at right now?

Vote below or drop a comment if none of these fit.

-------------------------------
#TechLeadership #ITCareers #CareerClarity #ResetAndRefocus #EngineeringLife #MindsetMatters #ITPros

𝗠𝗼𝗿𝗲 𝗖𝗲𝗿𝘁𝘀 𝗗𝗼𝗻’𝘁 𝗘𝗾𝘂𝗮𝗹 𝗠𝗼𝗿𝗲 𝗣𝗿𝗼𝗴𝗿𝗲𝘀𝘀 

It’s easy to gt caught up in the certification trap. 

Thinking more certs means you are moving ahead. 

But Certifications don’t guarantee career growth. 

I speak to IT professionals all the time who’ve got: 

✔ AWS 
✔ Azure 
✔ ITIL 
✔ PMP 
✔ Cyber, DevOps, Data... you name it. 

And still - they’re stuck. 
No callbacks. No leadership opportunities. 
No significant raise. 

Why? 

Because they focused only on stacking qualifications... 
But never clarified the strategy behind their career moves. 

What most IT pros don’t realise:

- Positioning > paper. 
- Strategy beats credentials , every time. 
- Who sees your value > how much you know. 

You can have 10+ certifications and still get overlooked. 

if you’re not visible. 

if you can’t clearly articulate your value. 
if your resume and interviews don’t tell the right story. 

Certs open doors but strategy gets you through them. 

If you're feeling stuck despite all the learning, it’s not a capability issue, it’s a clarity and positioning issue. 

DM me if you're tired of collecting certs with no results - and ready to get noticed for your value. 

-----------------------

#ITCareers #TechLeadership #Certifications #CareerGrowth #Positioning #ITStrategy #TechCareers #CareerCoaching 

♻️ Reshare this if it resonates with you 
🗞️ Sign up to my newsletter for IT career insights

Lead First. Title Follows.
Let's be honest:

You don’t get promoted and then start acting like a leader.

You act like a leader - and that’s what gets you promoted.

Most IT pros wait for recognition before they step up.

But the ones who accelerate their careers?

-->They take ownership before it's asked.
-->They drive impact beyond their job description.
-->They build trust without needing the title.

 Leaders aren't appointed. They’re observed.

And what decision-makers are watching for isn't just technical skill ,it's:
• Strategic thinking
• Calm under pressure
• Communication across functions
• Influence without authority
• Visibility without ego

This shift is what fast-tracks careers.

It’s not about waiting your turn.

It’s about earning trust, building visibility, and creating pull, so the next move becomes inevitable.

𝘽𝙚𝙚𝙣 𝙙𝙤𝙞𝙣𝙜 𝙩𝙝𝙚 𝙬𝙤𝙧𝙠 𝙗𝙪𝙩 𝙨𝙩𝙪𝙘𝙠 𝙞𝙣 𝙩𝙝𝙚 𝙨𝙖𝙢𝙚 𝙨𝙚𝙖𝙩? - 

DM me and I’ll tell you about the 4 pillar framework I use that gets my clients noticed.

#TechLeadership #ITCareers #LeadershipMindset #CareerGrowth #ITProfessionals #PromotionStrategy #LeadWithoutTitle #CareerDevelopment

The skills that get talked about, 
aren’t always the ones that make you successful. 
 
In tech, we celebrate deep expertise. 
 
But the things that often move your career forward? 
They rarely get the spotlight 

I've coached senior IT pros who were: 
✅ Brilliant technically 
✅ Respected by their team 
❌ Still overlooked for leadership roles 

Why? 
Because the real career skills aren’t just technical. 

They’re the ones that help you navigate people, politics, and change - even when it’s uncomfortable. 

Which skill do you think is most underrated? 

If there’s another one to add – drop it in the comments.

What’s the most underrated career skill?

After 20+ years in corporate HR, I know the truth:

The best roles don't go to the best people. They go to the best-positioned people.

That's why I help Managers and Directors build the personal brand and strategic career plan that makes their next leadership role inevitable, before they're forced to start over.

Here's what I see happen too often:

High-level professionals wait too long. They think the work will speak for itself. They stay "heads down" 
because it feels like the noble path.

Until one day, their name's not on the reorg list, or worse, it is.

The new rule?

If you don't build a clear brand and visible value outside your company, you're replaceable.

But when you control your positioning:

Opportunities come to you
You set the narrative
You choose your next chapter, you don't chase it

My clients don't just get hired. They get recruited.

They pivot with confidence. 

They build leverage. 

They land roles in 90 days or less
.
Because job security isn't about loyalty to a company. 

It's about how the market sees you.

If you're ready to become the obvious choice for your next leadership role, let's build your Pivot Plan.

DM me "Pivot" or schedule your strategic consultation call https://zcal.co/i/AD_YrUbg

Miriam Tobias

Five years ago, I watched one of the best leaders I knew get laid off.

Twenty-two years with the company.

Excellent performance reviews. Loyal. Dedicated.

Gone in a 15-minute meeting.

I remember thinking: 

"If it can happen to him, it can happen to anyone."

But I kept working like it couldn't happen to me.

Late nights. Weekends. Saying yes to everything.

Prioritizing the company over my family. 

Over my health. Over myself.

Because that's what "committed leaders" do. Right?

but here is the truth: 

Loyalty to a company doesn't guarantee loyalty.

Now when I work with laid-off managers, I see the same pattern:

They spent years being "all in" for companies

that let them go in 15 minutes.

Companies make business decisions. 

That's not personal.

But YOU make life decisions. 

And those ARE personal.

So when I help laid-off leaders land their next role, 

we don't just focus on interviews and resumes.

We focus on designing a career that honors their life.

- Remote or hybrid? Non-negotiable.
- Salary that reflects their worth? Required.
- Culture that values humans, not just output? Essential.

Getting laid off isn't the tragedy.

The tragedy is spending 20 years loyal to a company 

and forgetting to be loyal to yourself.

Your career should support your life.

Not consume it. Not define it. Support it.

If you've been laid off and you're rebuilding

This is your chance to design it differently.

Not just find any job.

Build a career that actually fits the life you want.



Follow Miriam Tobias, MBA for more career advise


----------------------------------------

So many of you are navigating similar transitions right now, and I want to help.

I'm hosting a FREE webinar: "The 90-Day Roadmap: How Laid-Off Leaders Land Better Roles"

If you're a laid-off manager or director who's tired of endless applications and wants a proven strategy to land your next role in 90 days, this is for you.

📅 Friday, January 16th, 12:00 PM EST

 🎯 I'll share my exact framework, biggest mistakes to avoid, and answer your questions live.

Register here: https://zcal.co/i/boxYZ_Qu

Miriam Tobias, MBA

I help laid-off auto industry managers & directors land their next role in 90 days | HR Director | Building Leadership Teams in Manufacturing

"Miriam, I just had a screening call and I felt like 

she wasn't even listening to me."

My client Lori called me frustrated last week.

The recruiter asked questions. Lori answered.

The recruiter typed.

- Never looked up.
- Never responded.
- Never engaged.

Lori shared a major achievement.

Silence.

Lori asked about company culture.

"We'll cover that in the next round."

Asked about the team.

"That's more of an HR question."

15 minutes later: "Thanks, we'll be in touch."

Lori hung up thinking:

"Did she even hear me?"
"Was I boring?"
"Did I say something wrong?"

Here's the truth:

Screening calls are not a checklist.

A good recruiter:

- Asks follow-up questions.
- Shows genuine curiosity.
- Responds to what you share.
- Engages in actual conversation.
- Makes you feel heard.

 Candidates think the problem is them.

If you're a recruiter reading this:

Be the person who listens.

Candidates are nervous.

They're hoping for a chance.

Make them feel like a human, not a resume.

Having a recruiter who truly cares is a blessing.

Be that person.

I help Managers and Directors build the personal brand and strategic plan that makes their next leadership role inevitable | Executive Coach | HR Director |

Everyone teaches the STAR method for interviews.

It's fine.

But it won't make you unforgettable.

Every candidate uses STAR.

Every answer sounds the same.

"In my previous role, I was tasked with reducing turnover. I implemented a new onboarding program. As a result, turnover decreased by 18%."

✓ Answers the question
✗ Completely forgettable

"Three months into my role, our best production supervisor quit. When I did his exit interview, he said something that hit me: 'Nobody here cares if I succeed or fail.' That's when I realized, we didn't have a turnover problem. We had a 'nobody feels seen' problem. So I didn't build a program. I built a system where new hires had a mentor, a 30-60-90 day check-in, and a leader who knew their name. Eighteen months later, turnover dropped from 34% to 16%. 
But the real win? When I did exit interviews after that, nobody said 'nobody cares' anymore."

✓ Answers the question
✓ Shows how you think
✓ Reveals your values
✓ Unforgettable

See the difference?

STAR gives them data.

Story makes them FEEL something.

STAR answers the question.

Stories make them remember you.

In a room full of qualified candidates using STAR

Be the one telling stories.

Why you should not use STAR Model

Two years ago, I posted this goodbye message on Facebook.

"Thank you for 11 incredible years. Excited for what's next!"

But behind that post? I was terrified.

It was supposed to be the perfect job.

I'd given everything to that company.

Moved my family from Mexico to the U.S.

Changed our entire life to build a career with them.

Eleven years. Late nights. Weekends. 

Saying yes to everything.

I thought loyalty meant something.

I thought hard work was enough.

Then things changed.

New leadership. Different priorities. 

Decisions I didn't agree with.

And suddenly, 

the place I'd sacrificed so much for 

didn't feel like home anymore.

People I respected leave. Values I believed in fade.

I felt my voice matter less and less.

They offered me to stay.

And I almost took it.

Because leaving felt like failure.

But I knew in my heart that it was time to go.

So I left.

I wrote that grateful post because I meant it

those 11 years taught me everything.

But I was also hurt. Sad. Disappointed. Angry.

I couldn't believe my story with them would end like that.

Two years later? I don't regret it. Not even a little.

I learned something I wish I'd known earlier:

You can't change the circumstances. 

But you can change what you do about them.

I couldn't make the company value me differently.

But I could stop waiting for them to.

Leaving wasn't giving up.

It was choosing myself.

If you're in a place right now where you feel undervalued

Where you're questioning if you should stay or go

Listen to that voice.

It's not fear. It's clarity.

Companies make decisions.

Some are good. Some are bad.

But YOU get to decide what happens next.

Don't let anyone (including yourself) convince you 

to stay somewhere that no longer values you.

Two years ago, I was terrified to leave.

Today, I'm grateful I had the courage.

Have you ever stayed too long somewhere?

My stepson started over last week.

New college. New major. New city.

21 years old today, and brave enough to say 

"I chose wrong the first time."

2 years commuting to his first college
1 degree he realized wasn't right (BS in Psychology)
100% commitment to starting over

Most people wouldn't do what he did.

They'd stay in the wrong major because they'd already invested two years.

They'd graduate with a degree they didn't want because "quitting feels like failure."

They'd spend the next 40 years in a career they settled for.

Not him.

He walked away from what wasn't working.

Chose Neurosciences instead.

Started completely over.

New campus. New professors. New classmates.

Zero familiar faces.

He has done this before, when we moved from NC to MI:

He walked into a new high school, 11th grade.

By the end of High School:
→ Prom King
→ Award recipient
→ Invited to major PR events
→ Built an entire network from scratch

I'm watching him do it again.

And I already know how this story ends.

Starting over isn't failing. Staying in the wrong place is.

Most people spend their entire lives in careers they chose at 18.

Doing work they don't love.

Too afraid to start over because of "sunk cost."

Because they don't want to be the "new kid" again.

The people who win aren't the ones who never make mistakes.

They're the ones brave enough to correct them.

And I've never been more proud of him.

Because it takes courage to say:

"I tried this. It's not for me. I'm starting over."

I told my husband we needed to move again.

We moved from Mexico to North Carolina. Now to Michigan.

Not for money. Not for a title.

For something I'd never had in 20 years of manufacturing HR:

The chance to be home when my kids got back from school.

I'd spent years in plant environments.

Walking the floor at 3:00 AM because that's 

when 3rd shift needed HR.

Being on-call for safety incidents, employee issues, production crises.

Everyone said: "That's manufacturing. That's the job."

And I accepted it.

Until I didn't.

The North America HR Director role came with something 

I'd only dreamed about:

Hybrid schedule. Home two days a week.

After years of plant floors and early morning shifts, 

being home twice a week looked like a miracle.

So we moved to Michigan.

Here's what I didn't expect:

Being home when my kids walked through the door changed everything.

Not just for them. For me.

I finally understood what I'd been sacrificing all those years.

Not just time. Presence.

The daily moments that make a life.

Now, every career decision I make starts with one question:

"Does this align with my personal life?"

Not: "Will this advance my career?"

Not: "Is this the logical next step?"

But: "Does this let me be the parent, partner, and person I want to be?"

Family is the most important thing to me.

If you're still choosing between your career and your life

Stop.

The best leaders I know don't sacrifice one for the other.

They build both. On purpose.


If you're ready to build a career that aligns with your life, not competes with it Let's talk. DM me "ALIGN."

I met with Lin Han, SPHR, GPHR, ACC on Sunday.

We worked together years ago.

Different business. Different schedules.

We didn't spend much time together.

But I always admired her. She is an amazing HR leader

and a terrific coach!

2021: We're at the same company.
I see how she handles pressure. 
How she treats people. How she leads.
We exchange pleasantries in the hallway. 
That's it.

2024: I leave the company and start my coaching business.
She's one of the first to reach out.
"I always respected how you led. Let's stay connected."

Yesterday: We finally met for coffee.

Three hours of conversation.

About leadership. About careers. About what matters.

It felt like we'd be friends for years.

We were never close. But we were always aligned.

Same values. Same integrity. 

Same belief that people matter more than politics.

We didn't need years of working together to recognize it.

You just know.

Your vibe attracts your tribe.

The people who resonate with you will find you.

Your reputation isn't built in meetings.

It's built in moments.

The right people are always watching.

And they'll find you when the time is right.

That bittersweet feeling of leaving "home" to go back "home." 

Leaving Mexico to go back to Michigan.

The last weeks have been everything I needed:

- My mom's cooking. 
- My sisters' laughter. 
- Late-night conversations that only happen in person.
- Watching my kids speak Spanish with their cousins.

Nobody talks about this part:

The grief of living between two homes.

I have an incredible life in Michigan.

My career. My husband. Our routine. The life we've built.

But every time I leave Mexico, I leave a piece of myself behind.

People say: "You're so lucky to live internationally."

And I am. I know I am.

But lucky doesn't mean easy.

No one prepared you for this:

- The guilt of choosing a career that took you away from family.
- The loneliness of celebrating holidays via video call.
- The ache of watching your kids grow up disconnected from their roots.
- The exhaustion of explaining to people "where are you from" because the answer isn't simple anymore.
 
You're not ungrateful for missing home. You're human.

And you're allowed to feel both gratitude and grief at the same time.

If you've ever left home to go home, you know this feeling.

Drop a 💙 below. Let's remind each other we're not alone in this. 👇

I got laid off from a job I loved.

After that, I received an 88% increase and in to my first management role. 

My job was everything to me.

Great people. Meaningful work. Strong culture.

Gone in one meeting after a medical leave.

I thought my corporate career was over.

For weeks, I applied for roles below my level.

Convincing myself I was "being realistic."

When I was scared.

One day, a recruiter called about a Talent Management role.

I almost said no, but I went for it.

Prepared like my life depended on it.

One week later: offer letter.

Getting laid off was the worst thing that happened to me.

Until it became the best.

If you've been laid off and you're settling for less

Stop.

Your value didn't disappear with your job.

Aim higher. You deserve the best.

I see you scrolling LinkedIn.

Watching people celebrate promotions.

Announce new jobs.

Share their wins.

And I see the voice in your head:

"Why not me?"

"What am I doing wrong?"

"Everyone's moving forward except me."

I need you to hear this:

Your timeline is not their timeline.

You're not failing.

Your story is different.

You're good enough.

You will make it.

Stop comparing.

Start trusting.

Their success is not your failure.

You are exactly where you need to be.

Learning what you need to learn.

Building what you need to build.

Becoming who you need to become.

I know it's hard.

I know you're tired.

I know you wonder if it's ever going to happen.

It is.

Your time is coming.

The right door will open when you're ready to walk through it.


♻️ Repost to help someone
📌 Follow Miriam Tobias, MBA for more valuable content

A friend of mine was fired after 23 years.

The reason: An "ethics investigation."

I worked with her for years.

I know her work ethic. I know her character.

23 years. Perfect record. Not a single write-up.

She wasn't breaking rules.

She was trying to help.

23 years of showing up, going above and beyond, 

perfect performance.

Ended because she tried to help someone.

No second chance.
No "let's have a conversation."
No "maybe there's a better way to handle this."

What actually happens in most companies:

Protecting the policy is easier than protecting the person.

Nobody asked:

"What was she trying to accomplish?"
"Was there good intent?"
"After 23 years, don't we owe her a conversation?"

No goodbyes. No "thank you for 23 years."

For trying to help someone.

Because when you prioritize PEOPLE over POLICY, you're a risk.

When you try to HELP instead of following the script, you're a liability.

If you're in leadership:

The next time someone with a perfect record 

makes a judgment call to help someone

Before you run to Legal, or hide behind "policy"

Ask yourself:

"Am I defending what's right? Or what's easy?"

Marcus spent 17 years as a manager.

Applied for Director roles 6 times. Never got offers.

He'd tell interviewers about his experience:

"I managed a team of 25."
"I was responsible for production schedules."
"I handled day-to-day operations."

All true. All boring. All forgettable.

He couldn't tell a story that made them remember him.

When we started working together, I asked Marcus:

"What changed because you were there?"

He froze. He could list his responsibilities.

But he couldn't articulate his IMPACT.

That's the problem most managers have in interviews.

They tell what they DID.

Not what CHANGED because of them.

I helped Marcus to rebuild how he showed up in interviews.

Then he interviewed for a Director role at an OEM.

"Tell us about a time you improved efficiency."

"When I took over the line, we were running at 65% efficiency and bleeding $200K monthly. I implemented changes that brought us to 89% efficiency in six months. We turned a $2.4M annual loss into profitability."

He got the offer. Director of Operations.

Not because he became someone new.

Because he learned to TELL THE STORY of who he already was.

The problem isn't your experience.

It's how you're telling your story.

----------------------------------------

I'm hosting a free workshop:  The 90-Day Roadmap: How Laid-Off Leaders Land Better Roles
Limited spots. Register here: https://zcal.co/i/boxYZ_Qu

Your LinkedIn headline is costing you job opportunities.

I review 50+ LinkedIn profiles every week.

And 90% of them have the same headline: 

"[Job Title] at [Company]"

Here's the truth nobody's telling you:

Recruiters search LinkedIn for candidates.

They type "Operations Director manufacturing" and get 500 results.

Every single one says the same thing:

"Operations Director at [Company Name]"

Which one do they click?

The one that tells them what you actually DO.

Your LinkedIn headline is like a product label at the supermarket.

Would you buy something with no label?
No description? 
No ingredients? 
No benefits?

Of course not.

So why is your headline just a job title?

Here's what most people do wrong:
❌ "HR Director at ABC Manufacturing"
❌ "Operations Manager at XYZ Corp"
❌ "Plant Manager at Acme Industries"

Here's what gets attention:

"HR Director | Reduced Turnover 35% → 18% | Building Leadership Teams in Manufacturing"

"Operations Manager | Lean Six Sigma | I Help Plants Cut Costs While Improving Safety"

"Plant Manager | 3-Shift Operations Expert | Driving Efficiency in Automotive Manufacturing"

These headlines tell what you DO and what you've DONE.

Same experience. Different headline. Completely different results.

Here's how to fix yours in 5 minutes:

Step 1: Write down what you actually do (not your title)
Step 2: Add 1-2 key skills or methodologies you use
Step 3: Include ONE measurable result or impact you've had
Step 4: Keep it under 220 characters
Step 5: Read it out loud, does it sound like you?

Your headline isn't about sounding impressive.

It's about making recruiters and hiring managers think:

"I need to talk to this person."

Most people will never change their headline.

They'll keep competing on their company's brand instead of their own value.

Don't be most people.

----------------------------

Follow Miriam Tobias, MBA for more content like this

"You're just a pretty girl walking around the site."

A plant manager once told me

I was in my early twenties.

First HR role in manufacturing.

Trying to prove I belonged.

That one sentence became a curse.

For years, it lived in my head:

"I'm not smart enough."
"I don't belong here."
"They'll figure out I'm just pretending."

Because somewhere deep down, I believed him.

Then one day, I got angry.

Not at him. At myself. For believing him.

For carrying his words like truth.

For letting one person's opinion define my worth.

So I did something radical:

I rewrote the story.

I sat down and wrote the ACTUAL story:

By the time he said that, I had:

→ Worked in two different places, achieving great results
→ Led teams through major organizational changes
→ Survived moving to London alone (before smartphones existed)
→ Built a career in an industry that didn't want women

I wasn't "just a pretty girl walking around."

I was a professional who earned every role I had.

And every role that came after.

He's probably forgotten he even said it.

But I carried it for years. Until I decided to stop.

Someone else's opinion of you is just a story.

You get to decide if you believe it.



♻️ Repost to help others rewrite their stories.
▶️ Follow Miriam Tobias, MBA for more content like this

Interviewer: "Tell me about your biggest accomplishment."
What you say: "I led a team that reduced costs by 40%."
What your brain says: "But that was a team effort. Was it really ME?"

Interviewer: "Why should we hire you?"
What you say: "I have 10 years of proven leadership experience."
What your brain says: "There are probably 50 people more qualified than me."

Interviewer: "That's impressive experience."
What you say: "Thank you, I'm proud of what we achieved."
What your brain says: "They're just being nice. I got lucky."

This is imposter syndrome.

And it's loudest during interviews.

After 20 years in HR, here's what I know:

The voice in your head is lying to you.

When you think: "I just got lucky"
The truth is: You earned it through preparation and skill.

When you think: "Anyone could have done this"
The truth is: They didn't. You did.

When you think: "I'm not qualified enough"
The truth is: You're in the interview because you ARE qualified.

Here's the battle you're actually fighting:

Your doubts vs. your resume.

And your resume is telling the truth.

How to win the imposter syndrome battle:

- Before the interview: Write down 5 specific results you've achieved. Not "led a team" - "reduced turnover from 35% to 18%" Read them until you believe them.

- During the interview: When the voice says "you're not good enough" Pause. Breathe. Remember: They called YOU.

- After the interview: Don't replay every word you said. You did better than you think.

The candidates who get hired aren't the ones without doubt.

They're the ones who speak despite the doubt.

Confidence isn't the absence of imposter syndrome.

It's the decision to not let it speak for you.

You ARE qualified.
You DO belong in that room.

And the fact that you're nervous?

That means you care.

That's a strength, not a weakness.

Christmas Eve, my son injured his ankle.

Bad sprain. Doctor said 6 weeks minimum.

First game after the injury, I asked him:

"Do you still want to go?"

He looked at me like I was crazy.

"Of course. My team needs me."

Every game after that, he showed up.

Cheering louder than anyone.

Calling out plays.

Celebrating every touchdown like he scored it himself.

The people who succeed aren't always the most talented.

They're the ones who show up. 

Even when it's hard.

Your reputation is built on the days you didn't feel like it.

My son's ankle will heal.

He'll play again.

But his teammates will never forget:

He showed up even when he couldn't play.

That's leadership.

When it costs you something and you show up anyway.

Everyone's talking about "quiet cracking" right now.

Not quiet quitting. Quiet cracking.

Leaders who stay engaged on the outside 

but fracture internally.

The difference:

Quiet quitting = intentionally giving minimal effort
Quiet cracking = slow internal collapse while still trying

You're still showing up. But inside? You're falling apart.

SIGN #1: 
You're still performing, but don't believe it matters.

SIGN #2: 
Sunday dread has become daily dread
It's not just Sunday nights anymore.
The weight never lifts.

SIGN #3: 
You can't remember the last time you felt excited
Everything feels flat. Gray. Pointless.

SIGN #4: 
You're isolating
You stop reaching out to your network, avoid conversations.
You're carrying it alone because admitting it feels like failing.

SIGN #5: 
Small setbacks feel catastrophic
Your resilience is gone. Everything hurts more.

If you checked 3 or more: You're quietly cracking.

Here's how to stop it before you fully break:

STRATEGY #1: 
Name what's happening
"I'm not failing. I'm quietly cracking from carrying this alone."
Naming it removes the shame.
You're not weak. You're exhausted.
Big difference.

STRATEGY #2: 
Rebuild your foundation before your strategy
Fix your belief that you still matter.
Then fix your positioning.
Confidence first. Strategy second.

STRATEGY #3: 
Stop mass-producing
When you're cracking, volume feels productive.
It's not. It's destructive.
Every failure when you're already fragile cracks you more.
Switch to quality over quantity
.
STRATEGY #4: 
Reconnect with your impact
Write down 10 specific things you've accomplished.
Not responsibilities. Outcomes.
Read them daily until you believe them again.
You didn't lose your value. You forgot it.

STRATEGY #5: 
Let someone see sou
Stop pretending you're fine.
Tell one person: "I'm struggling. I need support."
A coach. A mentor. A friend who gets it.
Quiet cracking thrives in isolation. Connection breaks it.

STRATEGY #6: 
Set one small win per week
Small wins rebuild momentum. 
Big goals paralyze when you're cracking.

The trending conversation is about quiet cracking.

But nobody's teaching you how to recognize it and fix it.

You're not broken.

You're cracking under the weight of carrying it alone.

Identify it. Name it. Get support. Rebuild.

That's how you stop cracking before you fully break.


♻️ Repost to help someone who is cracking
📌 Follow Miriam Tobias, MBA for more career insights

My asked me last week: 

"Why did you say no to that job?"

He overheard me decline a +$200K offer.

I sat down with her and said:

"Because something felt wrong.

 And I've learned to trust that feeling."

Many years ago, I ignored red flags in an interview.

"We're like a family here!" they said.
What they meant: Work nights and weekends without complaint.

"We move fast!" they said.
What they meant: Chaotic, last-minute, no planning.

"We value loyalty!" they said.
What they meant: Don't ask for raises or promotions.

I took the job anyway.

I told myself I was overthinking it.

Six months later, I was burned out, underpaid, and miserable.

That experience taught me something critical:

Red flags in interviews don't disappear after you're hired. 

They multiply.

Now when I coach people through job searches, 

I tell them the same thing I told my husband:

Your gut is giving you information. 

Listen to it.

After 20 years in HR, I've seen every interview red flag there is.

So I created this guide: 8 Interview Red Flags You Shouldn't Ignore.

These are the signs I wish I'd known to watch for earlier in my career.

Swipe through. 
Save it. 
Share it with someone interviewing right now.

Because you're not just being interviewed.

You're interviewing them.

Swipe to see all 8 red flags

The average job search takes 68 days now.

For managers and directors? Even longer.

Rob's took 42 days.

And he got 2 offers.

Rob got laid off in September.

Director-level. 22 years in manufacturing.

4 months after applying to dozens of jobs.

Zero responses. He was terrified.

We started working together.

We built his strategy

New narrative
Not "I need a job." "I'm a proven operations leader with impact."

15 target companies
Not 100. Fifteen.
Growing companies. Not cutting.

Strategic outreach
Direct to hiring managers. Not applications. Conversations.

Interview prep
His story. Their objections. His worth.

Rob got his first offer in week 5, the second in week 6

Everyone says job searches take 68 days minimum.

They do. If you do it like everyone else.

When you have a strategy, you don't wait.

Rob was not lucky. He was strategic.

-------------------------

Want to land 2 offers in 6 weeks like Rob?

Join my free webinar. I'll walk you through the exact strategy. https://zcal.co/i/boxYZ_Qu

Your resume is getting rejected. Not because you're not qualified.

Because it looks like everyone else's.

Average Resume:
"Managed daily operations for manufacturing plant"
"Responsible for team of 30 employees"
"Oversaw production schedules and quality control"

Amazing Resume:
"Reduced production downtime from 18% to 7% in 12 months, saving $2.1M annually"
"Built and developed team of 30 that achieved 94% employee retention in high-turnover industry"
"Redesigned production scheduling system, increasing on-time delivery from 76% to 93%"

See the difference?

Average = what you did
Amazing = what changed because of you

Most managers write average resumes.

Because that's what they've always done.

But hiring managers see hundreds of "managed" and "responsible for."

They're looking for "reduced," "increased," "saved," "built."

Average resumes list responsibilities.

Amazing resumes prove impact.

I created a free guide: 

"Average vs. Amazing: The Resume Transformation Checklist"

It includes:

✅ 25 before/after resume bullet examples

✅ The formula to turn any responsibility into measurable impact

✅ Industry-specific examples for manufacturing, operations, and leadership roles

✅ The 5-minute test to know if your resume is average or amazing

✅ Keywords that get past ATS without sounding robotic


Comment "RESUME" below and I'll send you the complete guide.

Free. 

Because your resume should show them what you're capable of, 

not just where you've been.



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