Dave Kline

Become the Leader You’d Follow | Founder @ MGMT | Coach | Advisor | Speaker | Trusted by 250K+ leaders.

Hey, I’m Dave Kline.

I teach leaders how to build All-Star teams and level up their careers.

After decades of leading in pretty intense environments, from Bridgewater Associates to Moody’s Analytics, I know what it takes to be the manager your team remembers (for the right reasons).

Why I can help you is simple:

I’ve been through it.

And to prove it, here’s my background (by the numbers) ⤵️

2: Decades leading high-impact teams in asset management (Bridgewater), consulting (PwC), & financial services (Moody’s Analytics).

4: Years as an entrepreneur. My portfolio includes Skillscouter (an online course & career site), and MGMT Accelerator (a cohort-based management training course).

14: Cohorts of early-career leaders that I’ve taught at multiple companies.

100: Managers I recruited, onboarded & mentored at Bridgewater Associates.

1,000: Performance evaluations with grace and respect for stars and terminations alike.

205,000+: My community across LinkedIn & Twitter interested in management tactics & leadership lessons

385,000,000: My team’s top revenue year at Moody’s.

Now that we’ve covered the why, here’s the how:

- The MGMT Accelerator – an intensive management training course for both new and senior leaders
- MGMT Fundamentals – a course that covers all the need-to-know management basics for rookie leaders
- The MGMT Playbook – a weekly newsletter that gives practical management insights

Through our MGMT courses, my wife Marsden and I have played the assist with over 1,100 leaders so far, who’ve now learned how to:

- Practically tackle the most common leadership challenges
- Build their Management OS’s CODE (Coach, Operate, Delegate, Engage)
- Refine their individual leadership Decision-Making System

With our 30+ years of combined experience, you won’t just get our knowledge.

You’ll get to ask us questions directly and get access to coaching that’s more tailored to your own experience.

We always say – if we could do it like a dinner party, we would.

If you’re interested in leadership advice (that doesn’t just sound nice but actually works), drop me a follow – I post daily.

And if you like what you see, our MGMT courses could be just what you need to level up.

DM me if you’re interested.

Co-Founder

We created the MGMT Accelerator to help managers rapidly develop into trusted leaders by combining the art & science of management. 

This 4-week program consistents of eight 90-minute modules where I share the tactics I learned leading high-performing teams for 25 years. During each session, we tailor those insights together to build your personalized management system together. 

You'll learn alongside ~50 peers and become part of an expert community of more than 300 alums.

9 Signs Your Team Might Be Toxic

(And it's costing you more than you think)

No team is perfect.

But there's a critical difference between:
Temporary Discomfort and Permanent Dysfunction.

The ❌'s reveal the hidden damage.
The ✅'s show you what excellence looks like.

The more signs you recognize,
The faster you need to move.

Good People Leave
❌ Your best talent quits, replaced by whoever applies
✅ A-players recruit and develop other A-players

Mediocre People Stay
❌ Average becomes the accepted norm
✅ Excellence is supplied, recognized, and multiplied

Conflict Never Gets Fully Resolved
❌ Tension builds privately until it erupts publicly
✅ Problems are surfaced, discussed, and solved

The War Inside Our Walls
❌ Departments compete instead of collaborating
✅ Everyone focuses on beating external competition

Decisions Get Made and Unmade
❌ Choices get revisited endlessly, killing momentum
✅ Decisions are made, with clear owners and follow-through

Questions Are Met With Silence
❌ Information is hoarded for leverage and protection
✅ Knowledge is shared openly to strengthen everyone

Feedback is Nonexistent
❌ People guess at their performance without clarity
✅ Consistent, direct feedback accelerates growth

Tomorrow Never Comes
❌ Promises are made but never kept
✅ Commitments today become results tomorrow

Success Is Accidental
❌ Wins are downplayed, high standards feel threatening
✅ Success is analyzed, replicated, and built into systems

The opposite of a toxic environment is a high-performing one. 

Building one requires:  
✅ the right people, 
✅ the right systems, 
✅ and the right leader. 

Our MGMT Accelerator will help you become one faster. 

Learn more: https://lnkd.in/eFwuqzh3

See why 1,400+ leaders said it was worth 25x what they paid.

Remember:
If you're quietly tolerating a toxic team,
You're slowly becoming part of the problem.

You either shape your environment or it shapes you.
Choose to be the catalyst, not the casualty.

♻️ Please repost to help others.
✅ And follow Dave Kline for more.

9 Signs You Might Have a Toxic Team

One choice hurts more managers than any other:

The 'More People' Paradox.

Here's what it is and how to avoid it...

Most teams fall into this pattern:

❌ Problem →
❌ Add People →
❌ More Complexity →
❌ Bigger Problems →
❌ Add Even More People

In an effort to add capacity,
They drown themselves in complexity.

Here's the trap: 

Capacity grows linearly. 
Complexity grows exponentially. 

High-performing teams know this. 
They choose a different path: 

❌ Problem →
✅ Diagnose →
✅ Delete, Simplify, or Automate →
✅ Refocus & Execute →
✅ Scale

Why does this order change things? 
Pruning is required for healthy growth.

They fix the model to scale. 
They don't hope scale fixes the model. 

Ask these 3 questions before you hire:

1️⃣ What could we stop doing?
• Nice-to-have projects
• Low-impact meetings
• Redundant reports

2️⃣ What are we overcomplicating?
• Communication channels
• Project workflows
• Decision making

3️⃣ What are we avoiding?
• Technology improvements
• Difficult conversations
• Priority decisions

BONUS: What could AI handle?
• Document processing
• Standard responses
• Data aggregation
• Routine analysis

✅ Remember:
Our optimal path to greater success...
Doing half as much, twice as well.

If this post resonated with you...
🔔 Follow Dave Kline for more
♻️ Share to help others go big by thinking small

PS - We have another free AI-Enhanced Leader workshop coming up. 
"Build Your AI-Powered Leadership Coach in 30 Minutes"
Join 352 leaders already signed up: https://lnkd.in/guyyAMdN

Managing up doesn't require sucking up.

If you know how to do it right.

Managing up isn't about:
• Power
• Politics
• Persuasion

It's about building a relationship with your boss.
And making them successful while you do it.

And that starts by knowing who your manager is.

Here are 3 common manager archetypes
(and how to speak their language):

The Relentless Micromanager
• Needs to control every detail
• Constantly checks in for updates
• Language: High-velocity details before they ask

The Volatile Visionary
• Focuses on big ideas and long-term goals
• Everything is extreme: failure or excellence
• Language: Contrarian insights tied to their vision

The Disconnected Diva
• Out of touch with day-to-day operations
• Doesn't understand frontline challenges
• Language: Repeatable stories that connect dots

Once you know who you're talking to,
You can apply a range of practical tactics. 

The carousel below has one proven tactic
To overcome 10 common objections to managing up.

Swipe through and give one a try.

Make your boss's goals your goals, and three things happen:
• You get more support for your team
• You get more opportunities for growth
• You get more autonomy in your decisions

This isn't politics. 
This is partnership.

Want help applying this skill?

Join MGMT Fundamentals starting next Tuesday.

"Managing Up" is one of the 6 core skills we teach.

• One hour a day over two weeks.
• Critical Skills + Proven Systems. 
• Group coaching to unlock your challenge.

Enrollment closes in 3 days: https://lnkd.in/ewTRApB5

Join 33 leaders looking to level up.

♻️ Share this to help a new manager.

🔔 Follow Dave Kline for more leadership insights.

How to Manage Up (and get what you deserve)

Most new managers fail (nearly 60%). 

Not because they aren't capable. 

It's because they focus on the wrong things. 

Here's what I wish someone had told me:

1. Define a Clear Mission

Average teams execute tasks.
High-performing teams drive outcomes.

Your team needs to know:
• Why their work matters
• How it impacts the company
• What winning looks like

Test: Can each person explain the mission in one sentence?

2. Hire Slowly, Fire Fast

High performers want to work with high performers.

Never compromise on:
• Proven ability to deliver
• Self-direction and ownership
• Character over credentials

One A-player is worth three B-players.
One C-player destroys team standards.

3. Give Earned Autonomy

Top talent doesn't need micromanagement.

Define the outcome, not the process.

Let them:
• Set their schedule
• Choose their methods
• Make meaningful decisions

Your job: Remove obstacles, not create them.

4. Protect Their Time

Meetings are overhead, not output.

Only meet to:
• Align on priorities
• Solve blocking problems
• Make decisions

Default to async communication.
Protect their time to create value.

5. Kill Bureaucracy

High performers hate administrative waste.

Cut ruthlessly:
• Unnecessary approvals
• Redundant reporting
• Meeting theater

Ask: "Does this help us win or just look busy?"

6. Guard Their Focus

Concentration beats distraction.

Say no to:
• Random committees
• Shiny object syndrome
• Everything that's not the main thing

The best teams do half as much twice as well.

7. Track Outcomes, Not Activities

Set clear expectations.
Measure results, not hours.

Focus on:
• Results delivered
• Quality standards met
• Timeline commitments kept

Outputs matter more than inputs.

8. Remove Friction Daily

High performers solve problems relentlessly.

Will it be customer problems?
Or the ones you create?

Daily question: "What's slowing my team down?"

Then fix it immediately.

New managers succeed when talented people have:
• Clear direction
• High autonomy
• Zero friction

Want to start strong as a manager?

Get the training 85% of managers never receive.

MGMT Fundamentals starts January 27th.
10 hours over two weeks. The 80/20 skills and systems to lead effectively.

Learn more: https://lnkd.in/ewTRApB5

85% of managers get reimbursed by their company. Just ask.
Bonus: Bring a colleague and you both save 20%.

Come learn how to become a leader you'd follow.

♻️ Share this to help a new manager.

🔔 Follow Dave Kline for more practical management insights.

 Quick Tips for New Managers

Success isn't determined by what you know.

It's determined by how fast you move.

And how quickly you adjust based on what you learn.

But before every action, there's a decision.
And before every decision, there's indecision. 

Those who win work from data: 
• Data from experience. 
• Data from customers. 
• Data from doing.

And they know: 

The faster you decide, the faster you learn.

Here are 7 simple tips to make better decisions:

Empty Your Mind
• Write down every swirling thought
• Focus only on your top 3 factors

Flip a Coin
• Not for the result, but for your reaction
• Your gut reveals the right answer

Find a Partner
• Direct partner shares the journey with you
• Trusted advisor shows the path ahead of you

Sell Then Build
• Get one real customer to pay first
• Let revenue validate your next step

Price Your Indecision
• Calculate what waiting costs you
• Compare it to the cost of choosing wrong

Only Commit to Today
• Skip the 10-year questions
• Answer one question today

Burn the Ships
• Make a call you can't reverse
• This meeting ends with a decision

Remember:

The faster you decide, the sooner you learn.

Indecision only creates one thing: anxiety.

Stop waiting for clarity.
Start creating it.

You can almost always go back.
But not without moving forward first.

Helpful?

✅ Follow Dave Kline for more.

♻️ Share to help others get unstuck.

7 Simple Ways to Make Better Decisions 

Everyone wants accountability.

No one wants to be held accountable.

This guide makes accountability the default mode.

Accountability is not something you do.
It's the outcome of doing things the right way.

Most leaders think accountability is about confrontation:
• Creating consequences for failure
• Calling people out in meetings
• Tracking every detail

That's not accountability.
That's micromanagement.

Real accountability happens when your people want to win. 
And your systems make it hard to fail.

Here are the 5 systems that make accountability automatic:

1. Crystal Clear Outcomes
Define success before you start. Vague goals create average results. Specific targets create clear accountability.

2. Visible Progress Tracking
Make progress public. When everyone can see the scoreboard, people naturally step up their game.

3. Regular Check-In Rhythms
Weekly reviews, not quarterly surprises. Frequent small course corrections beat big dramatic overhauls.

4. Ownership Assignment
One person owns each outcome. Shared ownership means no one is responsible.

5. Outcome Clarity
Know what happens when you hit the target and what happens when you miss. No surprises, no excuses.

The result?

Teams that hold themselves accountable.
Leaders who coach instead of complain.
Results that speak for themselves.

What's your biggest accountability challenge?

Getting people to own their results?
Having the hard conversations?
Making progress visible?

Steal my step-by-step playbook from the carousel below 👇

And make Mutual Accountability your team's default mode.

And if you found this playbook helpful: 

♻️ Share to help others build success through accountability
🔔 Follow Dave Kline & Marsden Kline for more leadership systems

PS - We've got our first free Lightning Lesson for 2026 on Thursday. 
"AI-Powered Planning: Get Buy-In, Stay Agile, and Win 2026"
Sign up here: https://lnkd.in/gGGcRKMp

 Build a Culture of Accountability

#1 for Career Coaching on LinkedIn. I help senior-level ICs & people leaders grow their salaries and land fulfilling $200K-$500K jobs —> 300+ placed at top companies.

Ranked The Top Career Coach Worldwide On LinkedIn | Helping Senior ICs & People Leaders Land $200K-$500K Dream Jobs

Ready to grow your salary and land a role you actually love?

I've helped over 300 professionals break through salary ceilings and land life-changing positions at Google, OpenAI, Microsoft, LinkedIn, Apple, Nvidia, Amazon, and other top companies.

Here's what makes my approach different:

Most job seekers waste months applying to hundreds of jobs with no results. My clients land multiple offers in 6-12 weeks using "The Simple Success Method" - my distilled 5-step system that focuses only on what gets you hired. After 300+ successful placements, I've learned that executive-level results come from doing the RIGHT 5 things perfectly, not overwhelming yourself with complicated processes.

My track record speaks for itself:
✓ 300+ clients placed at dream companies  
✓ Average salary increase: 40-80%  
✓ 300M+ content views helping job seekers  
✓ Featured in Forbes, Fast Company, Business Insider  
✓ Built my own 7-figure business using these exact strategies
✓ Ranked the top job search coach on LinkedIn (#1 in the U.S. and Worldwide by Favikon)  

What you get in Career Leap:
→ The Simple Success Method™ (my battle-tested 5-step system)  
→ 1:1 coaching sessions with me personally  
→ Exclusive access to proprietary AI job search tool  
→ Group coaching with other high-performers  
→ Private community of ambitious professionals  
→ Complete confidentiality throughout your search  

This isn't for everyone. I only work with senior-level individual contributors and people leaders who are serious about making a major career move and ready to invest in themselves.

My guarantee: If you don't land a $200K-$500K role within 90 days, we'll keep working with you until you do. That's how confident I am in this system.

More about me: Currently living in Chicago. I worked at LinkedIn for 4 years helping Fortune 500 companies hire top talent, then founded my own 7-figure recruiting start-up. Now I use that complete 360° perspective - platform insider knowledge + hiring expertise + entrepreneurial success - to help people land jobs they actually love.

Ready to transform your career?
  
Send me a DM with "CAREER LEAP" or book a free job search strategy call: https://lwspuk8wil4.typeform.com/to/LeHkspKC

P.S. - Spots are limited. I only take on a select group of professionals each month to ensure everyone gets the attention they deserve.

Reno Perry

Before you say yes to the job offer... 

9 real signs a company values their people:

↳ Transparency in Action
• Regular town halls with honest financial updates
• Clear communication about company direction
• Open discussions about challenges and wins

↳ Feedback That Creates Change
• Employee suggestions become actual policies
• Regular pulse surveys with published results
• Visible improvements based on team input

↳ Recognition That Matters
• Spot bonuses for exceptional work
• Public acknowledgment of contributions
• Peer recognition programs that work

↳ Market-Leading Compensation
• Regular market adjustments without asking
• Equity at all levels
• Benefits that actually support life needs

↳ Real Growth Investment
• Dedicated L&D budgets
• Clear promotion paths
• Internal mobility programs that work

↳ Work-Life Integration
• Unlimited PTO with minimum requirements
• Mental health support
• No-meeting days

↳ True Inclusive Culture
• ERGs with executive sponsors
• Pay equity audits
• Diverse leadership at all levels

↳ Accessible Leadership
• Skip-level meetings
• Open office hours
• Transparent decision-making

↳ Trust & Autonomy
• Freedom to experiment
• Budget authority
• Flexible work arrangements

The difference? These aren't just policies.
They're actions I've seen work.

What would you add to this list?

Reshare ♻️ to help someone in your network.
And give me a follow for more posts like this.

#1 for Career Coaching on LinkedIn. I help senior-level ICs & people leaders grow their salaries and land fulfilling $200K-$500K jobs —​> 300+ placed at top companies.

73% of employers expect you to negotiate.
55% of professionals don’t.

That’s a costly silence.

Negotiation isn’t about being difficult.

It’s about showing up prepared and knowing your value.

Here's how to do it right:

1. Research what’s fair
↳ Know the going rate for your role and level.

2. Know your impact
↳ Have proof of what you’ve led, built, or improved.

3. Define your range
↳ Set your target and your bottom line.

4. Look beyond salary
↳ Include PTO, bonuses, equity, flexibility.

5. Practice out loud
↳ Once is better than never. Confidence shows.

Common missteps to avoid:

🚫 Accepting an offer on the spot
🚫 Leading with your lowest number
🚫 Ignoring the full compensation picture

Smarter ways to respond:

🗨 “Based on what I bring, let's revisit the package.”
🗨 “What flexibility is there in total compensation?”
🗨 “Thanks. Can I take some time to review this?”

Coaching 100s of people into roles they actually love 
has taught me: 

You don’t get what you deserve.
You get what you negotiate.

Your new boss is expecting it.
You just have to be ready.

🔖 Save this for when the offer comes in.
📤 Send it to someone who’s due for a raise.

Reshare ♻️ to help someone in your network.
And give me a follow for more posts like this.

(73%, 55% Stat Source: CareerBuilder)

You don’t get what you deserve.
You get what you negotiate.
And most people negotiate poorly.

Staying silent can cost you up to $1.5 million over your career.

After coaching hundreds of professionals into $200k+ roles, here’s what I’ve learned:

Most people don’t get underpaid because they lack experience.
They get underpaid because they use language that weakens their leverage.

One weak phrase can cost you $50k+ instantly…and that compounds over time.

❌ Lower raises
❌ Smaller bonuses
❌ Less equity

Your negotiation language sets the baseline for everything that follows.

If you catch yourself saying things like “I’m flexible on compensation,” stop right there.

Here are 3 powerful phrase swaps that changed the game for my clients:

❌ Never: “I just really need this job.”
✅ Instead: “I’m excited about the opportunity and want to ensure compensation aligns with the value I bring.”

❌ Never: “I’m currently making X at my job.”
✅ Instead: “Based on market data for similar roles, I’m seeing a range of X–Y. How does that align with your budget?”

❌ Never: “I’d be willing to take less to get started.”
✅ Instead: “I’m very interested in this position and would like to work together to finalize the compensation.”

See the difference?

You’re not being difficult.
You’re being clear.

You’re not demanding more.
You’re defining your worth.

Weak phrases cost you for decades.
Strong language changes everything.

($1.5M stat source: Forbes & Business Insider)

📌 Negotiation is just one piece of the bigger picture. Inside my Career Leap Accelerator, I help sr. level ICs and people leaders position themselves for high-level roles and navigate interviews, offers, and comp strategically. 

If you’re targeting a $200K+ role and want support at that level, fill out the short form in my Featured section and, if it’s a fit, we can talk.

I see people spend 20 hours perfecting their resume.

Then blow the interview in 20 seconds.

After coaching hundreds of professionals into $200K+ roles, I've seen the same pattern:

They know WHAT to say.
They don't know HOW to say it.

Here's the truth:
AI is a huge advantage for jobseekers.
It's replacing outdated interview prep.
Making it way better.

The people landing dream roles aren't smarter.
They're using AI to practice scenarios you'll actually face.

Take this prompt that helped a client land a VP role at Microsoft:

"My potential weakness is [X]. Create an authentic response that shows self-awareness, growth mindset, and proactive improvement. Include specific actions I've taken."

Or this one that generated a $40K higher offer:

"I'm interviewing for [role] at [company]. Market rate is $[X]. Generate 3 counter-offer data points and negotiation phrases that maintain the relationship while maximizing value."

These aren't generic templates.
They're precision tools for high-stakes conversations.

While others memorize canned answers, you're building dynamic responses.

While they hope for easy questions, you're ready for curveballs.

While they accept first offers, you're negotiating with data.

The gap between good and great isn't talent.
It's preparation.

And preparation is now 10x easier with AI.

Your competition is still using 2010 strategies for 2026 opportunities.

That's your advantage.

Every interview has predictable moments:
• The weakness question
• The salary discussion  
• The "why should we hire you"
• The cultural fit probe

Master these moments and you'll dramatically increase your chances of landing the offer.

Doing well in interviews isn’t about memorizing answers.
It’s about preparing for the moments that actually decide offers.

That’s the work we do inside my Career Leap Job Search Accelerator.
I work with a handful of professionals each month who are targeting $200K–$500K roles and want to prepare at a higher level.

If that sounds like you, fill out the short form in the featured section of my profile to book a strategy call to learn more.

I can tell when someone's networking out of desperation.

So can everyone else.

Here's the pattern I see after coaching 300+ people:

Most people only reach out when they need something.

They lead with what they want, not what they offer.

They disappear the second they land a role.

Then 24 months later? They're back. And it's obvious.

Look - if you need a job right now, you still need to network. I get it.

But HOW you do it makes all the difference.

The people landing $200K+ roles (even when they're actively searching)?

They network differently.

They still give value even while asking for help.

They're genuinely curious about the other person.

They build real relationships, not transactional connections.

Things like:
→ Targeting weak ties (research shows 70% of jobs come through loose connections)
→ Asking for advice instead of "are you hiring?" (opens way more doors)
→ Mastering the 30-minute coffee chat framework that feels like a conversation, not an interview

I put together 10 specific strategies in the graphic below 👇

Whether you're happily employed or actively searching, these work.

The difference is: one group builds relationships as insurance. The other builds them as lifelines.

Both work. One's just a lot less stressful.

Start today: Pick 3 people you haven't talked to in 6+ months and send them something useful.

An article. A congrats on a win. A simple "thinking of you.”

No ask. Just value. 

That's how you build a network that's there when you actually need it.

📌 P.S. This is exactly the kind of strategic networking I help clients build inside my Job Search Accelerator. We focus on outreach that compounds over time and leads to senior-level opportunities.

If you’re targeting a $200K–$500K role and want to approach your job search more intentionally, fill out the short form in my Featured section and if it’s a fit, we’ll talk.

Most candidates lose interviews even when their answers are “right.”

Here’s why.

Good candidates just answer questions.

The ones who get hired answer what's really being asked.

Coaching 100s of professionals into roles they love has taught me:

Every interview question has a hidden concern behind it.

Here's how to translate the questions into what they actually want to know:

❌ "Tell me about yourself."
✅ Can you connect your story to this role?

❌ "Why should we hire you?"
✅ What makes you stand out from everyone else?

❌ "Why are you leaving your current role?"
✅ Are you moving toward growth, or running from problems?

❌ "What's your greatest weakness?"
✅ Do you know your gaps and are you actively improving?

❌ "Tell me about a challenge you faced."
✅ Will you fix problems or just complain?

❌ "How do you handle pressure?"
✅ Will you deliver or fall apart when things get crazy?

❌ "Where do you see yourself in 5 years?"
✅ Will you stick around if we invest in you?

❌ "What are your salary expectations?"
✅ Are we aligned on compensation?

❌ "Do you have any questions for us?"
✅ Did you research us, or could we be any company?

❌ "We'll be in touch."
✅ I haven't decided. Your follow-up could tip the scale.

And remember:
Great interviews aren't about giving perfect answers.

They're about showing you understand what really matters to them.

If you can hear the concern behind the question and speak to that....

You'll stop sounding like every other candidate.

And start sounding like the only candidate.

📌 P.S. Interview prep isn’t about memorizing answers. It’s about knowing how to think in the room. If you want support building that skill and targeting higher-level roles, check the Featured section of my profile for details on how I work with clients.

 What_Hiring_Managers_(Actually)_Mean

You checked all the boxes.

Salary. Title. The LinkedIn headline.

But something still felt off.

We’ve outgrown the old definition of success.
(And it’s about time.)

After coaching hundreds of professionals into
roles they actually love, one thing is clear:

The most fulfilled people?

They’re still ambitious.

But they’re aiming differently.

Here’s what they prioritize now:

1. Flexibility
→ Control over your time = real freedom
→ Autonomy fuels performance
→ It’s not a perk. It’s a priority.

2. Purpose
→ Your work should mean something
→ Impact > image
→ Purpose keeps you going when it gets hard

3. Work you enjoy
→ Energy is a signal (follow it)
→ Dreading Mondays isn’t normal
→ The everyday matters more than the highlight reel

4. Time for life
→ What’s success worth if you can’t enjoy it?
→ Space creates clarity (and longevity)
→ Your home life deserves your best.
Not your leftovers.

You can still aim high.
But you have to aim smart.

Make sure the target fits your life.
Not someone else’s.

What does success mean to you?

Wise words for those considering a change.

I took a pay cut to move into a new industry.

The result?

12 months later I 3x'd my previous salary.

4 years later, another 2x increase.

Worked for world-changing companies.

Met smart, incredible friends, mentors, colleagues.

Gained skills to start my own business and help others with their careers.

It was scary at first but it was an intelligent risk that paid off.

That was my choice but there are no "right" career paths.

What’s important is you do what’s best for you. 

Some questions to think about if you’re considering a change:

↳ What drives you? Are you chasing it in your current job?

↳ Long-term goals vs. current path - do they match up?

↳ Are you ready to leave your comfort zone for something new?

↳ How would you feel looking back in 5 years if you stayed in your current role versus making a change? What regrets might you have either way?

↳ What skills and experiences from your current role could transfer to your target industry in unexpected ways?

Whatever you decide...

Just make sure you're running your own race.

Not someone else's.

🏃

I’ve had jobs that look great on paper but still felt like I was in the wrong role. 

The smartest career move you can make this year?

Aligning your ambition with your energy.

If you're crushing goals but feeling completely off-track, you're not broken.

You're just misaligned.

I see this all the time with people “doing well”

Great title. Good money. Totally drained.

They think they need to blow up their career and start over.

But that's not it.

You don't need a career overhaul. You need realignment.

There's a Japanese concept called Ikigai - it means "reason for being."

It's basically the intersection of what you're great at, what energizes you, what pays well, and what fits your life.

I've adapted it into a career framework I use with clients to find that sweet spot.

It's four overlapping questions:

→ What are you trusted to deliver? (Your zone of mastery)
→ What would you do even if it didn't pay? (What drives you)
→ What's actually in demand? (Market reality)
→ What fits your life right now? (Not just your ambition)

The magic happens at the intersection.

That's where you get focus, clarity, and motivation without burning out.

I broke down the full framework in the graphic below 👇

Look at it. See where you're strong. Notice where you're missing.

That gap? That's what's making you feel off.

—

P.S. This kind of clarity work is what we do with clients inside my Job Search Accelerator. I help professionals align their skills, ambition, and energy so their next role actually compounds their career. 

If you want to explore working together, you can apply and book a strategy call here: https://lnkd.in/gCKpEsYg

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The Battle

Dave Kline

Reno Perry

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taplio

The Battle

Dave Kline

Reno Perry

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Dave Kline's LinkedIn Performance

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Performance ScoreDave Kline's LinkedIn Performance