Mel Fox Dhar Coaching

Career Coach

Career Growth Coaching

Day One Careers

Behavioural Interview Coach

Amazon

Senior Product Marketing Lead, UK Prime

Senior Product Marketing Lead, Fire Tablets (EU)

Senior Product Marketing Manager,  Fire TV (Global)

Training Lead, Amazon Field Sales

Channel Marketing Manager, Amazon Devices

Microsoft

Channel Marketing Manager, Office

Travel Leaders Corporate, LLC

Team Lead, Training and Member Development

Verizon Wireless

Assistant Manager Retail Sales

University of Colorado at Boulder

Graduate Teaching Assistant

Amazon + Microsoft recognized leader | Proven coaching programs to help you land a job you love

You’ve worked too hard to feel this stuck.

You’ve led high-stakes projects, delivered results that mattered, and climbed further than most ever will.
But somewhere along the way, the work stopped feeling like it fit.

Maybe the role’s too small now.
Maybe the company’s changed.
Maybe you have.

I know what that moment feels like — because I’ve lived it.

The first time I left a “perfect” job, it made no sense to anyone but me.

On paper, I’d made it.
I was at Amazon, leading product marketing for high-profile products like Prime and Fire tablets.

I’d started in academia and retail, then landed at Microsoft in a role that valued my retail background (who knew?). That move brought me from D.C. to Seattle.

Just as I’d settled in, Amazon came knocking — asking me to get offline retailers ready for the Fire Phone launch. That move took my Big Tech career to a whole new level.

But I couldn’t shake the feeling something didn’t fit.
The work moved faster, the bar kept shifting higher — but my sense of purpose was shrinking.

When I looked around, I saw smart, capable colleagues stay in roles they no longer loved because the comp or title looked good. I realised I was on the same path — and I didn’t want to be.

So I walked away and rebuilt my career on different terms.
Ones that gave me impact and energy.
Ones that felt tangible, sustainable, and worth showing up for.

That change in focus led me to coaching.

Now, I help experienced Big Tech professionals navigate bold career moves — especially when they want their next step to look nothing like their last.

How we work together:
🧭 Clarity – Define your values, strengths, and direction
🎯 Job Search – Own your story and land roles you actually want
🚀 First 90 Days – Lead with purpose from day one in your new role

Results my clients see:
✅ Leadership roles at companies they believe in
✅ Bigger comp and better alignment
✅ Confidence in interviews, negotiations, and decisions
✅ A definition of success that fits their life

Because you’re too smart to waste your best years in the wrong role.
Especially when the next chapter can be the best one yet.

Want to know how coaching can accelerate your career? 
📅 Book your 20-minute clarity call:
https://calendly.com/mfdcoaching/clarity

Mel Fox Dhar

People talk about a 6-month “de-Amazonification” period.

I think that’s optimistic.

I know people (myself included) who took years to unwind their brains from what it was like to work there.

I still catch myself talking in LPs at home. And it’s been 3.5 years.

Amazon isn't just an experience. It's a time capsule in your head — a set of moments that created a new way of thinking, navigating, and measuring success. And in my experience (and my clients’), you carry that time capsule and those frameworks long after you’ve left.

What makes it even trickier is what happens when you layer burnout onto all of that.

I was talking with someone last week who’s navigating the layoffs, and she said she feels like she should be leaping into the next thing... but she can’t quite find herself in the process.

And honestly? That’s the part people don’t talk about enough.

When you’ve spent years in a system that constantly tells you what “good” looks like, it takes time - and intentional effort - to reconnect with what you actually care about.

Sometimes that starts small: baking something, clearing a corner of the garden, volunteering for a few hours, doing anything that gives you a real, grounded sense of achievement.

Not productivity. Not output. Not LP-worthy impact.

Just... something that reminds you of who you are.

Because when you try to sprint ahead without that reconnection, it’s really hard to build a future that feels like yours.

And that’s why moving on from Amazon isn’t just about finding a new job or standing out in a crowded market - it’s processing your experience and getting clear on who you are now that your context has changed. 

That helps you translate it to the next thing. 
It's not that you have to unlearn everything Amazon taught you.
You just have to decide which parts still serve you… and which belong to that time capsule.

That’s the work of reinvention: deciding what your story means now, and where it’s taking you next.

From my experience - when that lightbulb goes on for a client, it changes everything. The energy, the confidence, the clarity - it’s powerful.

So if you're struggling to stitch your narrative together, try asking yourself:
- What part of this serves where I’m going?
- And what part is simply a reminder of where I’ve been?

And if the answers don’t come right away… start smaller.

Sometimes the path back to yourself begins with something as simple as doing one thing that makes you feel like you again.

Land & Thrive in a Role You Love | Career Coach for Big Tech | 10 Years at Amazon + Microsoft

I have zero chill. Four clients accepted offers this week. 
It's not about me, but I can't even explain how excited I am about this. 
Literally. Over. The. Moon. 

It's like 1% of how they're feeling. 🤩

Mel  Fox Dhar

(8) Feed | LinkedIn

li_at

JSESSIONID

Talks about #career, #bigtech, #purpose, #coaching, and #professionalgrowth

In my eight years at Amazon, I 𝙗𝙖𝙧𝙚𝙡𝙮 touched my LinkedIn.

I know. Shocking.
But honestly? I figured if someone wanted to find me, they would.
I had “Sr. Product Marketing Manager at Amazon” and a couple bullets about launches.
Street cred = handled. 
Or so I thought.

But that’s not how it works anymore.
Recruiters aren’t sending “I’m hiring for this role...” messages out of the goodness of their hearts. They’re sending them to people who look like the solve the problem they're hiring for - and chances are, your dusty job-title-only profile doesn’t do that.

So if you’ve been “off the market” for a while and your LinkedIn is basically a museum of past job titles, now’s the time to fix it.

Join my masterclass on crafting a recruiter-magnet LinkedIn profile.
December 3 at 10:30am PT / 18:30 GMT.

https://lnkd.in/eesUgS2F

I did something this week that felt both extremely responsible
...and extremely “wow, this is my life now.”
I started scheduling my 2026 calendar.

Not just the workshops.
Not just the deep dives.
Not just the shiny business plans.

No - the vacations went in first.

A week in May.
Two weeks in August.
Three glorious weeks at Christmas.
Plus a few strategically placed “please don’t contact me, I’m living my life” long weekends.

And honestly?
This all started because I had a networking conversation back in July with another entrepreneur who casually mentioned she’d be offline for 𝘁𝗵𝗿𝗲𝗲 𝘄𝗲𝗲𝗸𝘀 in August.
My jaw basically hit the floor.
I was SO jealous.
And I remember thinking: 𝘖𝘩. 𝘛𝘩𝘢𝘵’𝘴 𝘢𝘭𝘭𝘰𝘸𝘦𝘥? 𝘞𝘦 𝘤𝘢𝘯 𝘥𝘰 𝘵𝘩𝘢𝘵?

So this is my attempt to emulate her - and take my own advice.
Because here’s the thing about being a solopreneur:
if we don’t plan rest 𝘪𝘯𝘵𝘦𝘯𝘵𝘪𝘰𝘯𝘢𝘭𝘭𝘺, the year fills itself - and not in ways we actually want.

I ask clients all the time:
𝗪𝗵𝗮𝘁 𝗱𝗼 𝘆𝗼𝘂 𝘄𝗮𝗻𝘁 𝘆𝗼𝘂𝗿 𝗹𝗶𝗳𝗲 𝘁𝗼 𝗹𝗼𝗼𝗸 𝗹𝗶𝗸𝗲? 
And then:
𝗛𝗼𝘄 𝗮𝗿𝗲 𝘆𝗼𝘂 𝗺𝗮𝗸𝗶𝗻𝗴 𝗮𝗰𝘁𝘂𝗮𝗹 𝘀𝗽𝗮𝗰𝗲 𝗳𝗼𝗿 𝘁𝗵𝗮𝘁?

So consider this your friendly nudge:
Before the year ends, open that 2026 calendar.
Put the time off in first.
Treat it like a contract you’re signing with future-you.

And if you’re wondering whether I actually follow my own advice:
𝗬𝗲𝘀. 𝗜’𝗺 𝗱𝗶𝘀𝗮𝗽𝗽𝗲𝗮𝗿𝗶𝗻𝗴 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲 𝗶𝗻𝘁𝗲𝗿𝗻𝗲𝘁 𝗼𝗻 𝗗𝗲𝗰𝗲𝗺𝗯𝗲𝗿 𝟭𝟱𝘁𝗵.
If you need me after that, I’ll be wrapping presents, drinking something warm, and minding my business.

One pattern I see over and over again in coaching senior candidates:
They’re great conversationalists.
They build rapport instantly.
They connect, they put people at ease, they’re fun to talk to.
And all of that can help...
until they hit the interviewer who doesn’t care.

Every interview loop has at least one person who doesn't care about vibe. 
Who doesn't just “get it.”
Who needs you to lay out the exact impact you've delivered. 

And that’s where strong conversationalists often get blindsided.

Because when you lean too heavily on rapport, you tend to:
- describe situations instead of your impact
- stay high-level instead of giving data
- agree instead of probing
- talk about what happened around you instead of what you delivered
- match the interviewer’s energy instead of showing depth

The “friendly” interviews go great.
Then the more analytical interviewer shows up and walks away thinking:
“I like them. But I didn’t hear enough to be confident they can do this job.”

And suddenly the candidate is out - not because they lacked experience,
but because they relied on likability instead of evidence.

𝗥𝗮𝗽𝗽𝗼𝗿𝘁 𝗶𝘀 𝗮 𝗯𝗼𝗻𝘂𝘀. 𝗖𝗮𝗽𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗶𝘀 𝘁𝗵𝗲 𝗿𝗲𝗾𝘂𝗶𝗿𝗲𝗺𝗲𝗻𝘁.

Don’t let comfort pull you into conversation mode.
Don’t assume friendliness means you’re nailing it.

Land the fundamentals:
✅ Clear ownership
✅ Measurable outcomes
✅ Demonstrated influence and decision-making

You can be warm and show the data behind your success.

If I were job searching right now?
I’d be networking.

Not relying on job boards.
Not waiting for January.

Just reconnecting with people I already know.

The holidays make it easy:
“Hey, hope the year’s wrapping up well for you. How’s everything going on your side? Would love to catch up if you have time.”

Light, human, zero pressure.

And based on 𝗺𝘆 𝟮𝟬𝟮𝟱 𝗰𝗹𝗶𝗲𝗻𝘁 𝗱𝗮𝘁𝗮, most people landed their next role because someone thought of them at the right moment - a warm intro, a quick recommendation, a “you two should talk.”

𝗛𝗲𝗿𝗲’𝘀 𝘁𝗵𝗲 𝗽𝗿𝗮𝗰𝘁𝗶𝗰𝗮𝗹 𝘁𝗮𝗸𝗲𝗮𝘄𝗮𝘆:
Pick 5 people you haven’t spoken to in a while and send them a simple holiday check-in.
Not to ask for anything - just to stay on their radar.

Because behind the scenes, hiring managers are already thinking about Q1 needs.
They’re building their bench now.

And if you want to show up in those conversations, this is the easiest way to do it.

In my 3.5 years of sobriety, here’s the biggest thing I’ve learned about the holidays: They’re a stress test for your coping mechanisms.

You walk in the door and suddenly the routines that keep you sane get tossed aside - and before you know it, you’re slightly off your center.

I get it. I just spent two weeks with my family for my sister-in-law’s wedding. Beautiful time, lots of joy... and also a reminder that being in childhood spaces can press buttons you forgot you had.

Even if sobriety isn’t your “thing,” everyone has something that gets tested during the holidays:
- the relative whose politics make you clench your jaw
- questions about your habits or job search
- slipping back into teenage-you
- losing your routines
- the casual flow of alcohol

None of this means your family is terrible - it means you’re human.
Old environments can pull you into patterns you don’t live in anymore.

Here’s what helps me stay grounded. Not rules, just my toolkit. 
Take what fits, skip the rest.

1️⃣ 𝗦𝘁𝗶𝗰𝗸 𝘁𝗼 𝘆𝗼𝘂𝗿 𝗿𝗼𝘂𝘁𝗶𝗻𝗲 (𝗲𝘃𝗲𝗻 𝗮 𝘁𝗶𝗻𝘆 𝗽𝗶𝗲𝗰𝗲 𝗼𝗳 𝗶𝘁).
Routines are anchors that tell your nervous system, 
“You’re safe. You’re you.”

I keep the basics: morning coffee alone, a walk or a quick workout, reading a chapter, skincare. The routine itself doesn’t matter - the consistency does.

2️⃣ 𝗕𝗿𝗶𝗻𝗴 𝘁𝗵𝗲 𝗱𝗿𝗶𝗻𝗸 𝘆𝗼𝘂 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗮𝗻𝘁.
For me, that’s Nosecco or something that feels special. If everyone else is toasting, I want something celebratory too. Much better than a pity glass of water. 

My go-to is to bring extra and position it as something for everyone - plenty of people switch to NA options later (breastfeeding, driving, or just done drinking), this takes the focus from 'sobriety'. 

Easy win-win.

3️⃣ 𝗛𝗮𝘃𝗲 𝗮𝗻 𝗲𝘅𝗶𝘁 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆.
Not dramatic - just clarity.
The hubs and I plan the high sign to leave and the threshold for how long we’re staying.

If mimosas start at 10am? Maybe I arrive at 11. Maybe I run to the store. Maybe I take three walks. 

Knowing I can step away helps me stay present when I’m there.

4️⃣ 𝗕𝘂𝗶𝗹𝗱 𝗶𝗻 𝘄𝗮𝘆𝘀 𝘁𝗼 𝗿𝗲𝘀𝗽𝗼𝗻𝗱, 𝗻𝗼𝘁 𝗿𝗲𝗮𝗰𝘁.
Anything that keeps me in adult-me, not old-patterns-me:
a lap around the block
five deep breaths
playing with kids
helping in the kitchen
taking a beat before speaking

Tiny resets. Big impact.

5️⃣ 𝗪𝗮𝗹𝗸 𝗶𝗻 𝘄𝗶𝘁𝗵 𝗮 𝗽𝗹𝗮𝗻 - 𝗶𝘁 𝗰𝗵𝗮𝗻𝗴𝗲𝘀 𝗲𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴.
It’s not about controlling the environment; it’s about supporting yourself inside it.

When I know what grounds me, how I’ll handle the moments that press my buttons, and where I’ll take space, I don’t brace.

I know that I’m ready and that I have my own back.

If you’ve got a holiday survival trick - drop it below. 👇

Someone else will absolutely use it this season.

Here’s an lesson from my time at Amazon that I don’t usually talk about.
The one where I realized great results don’t matter if you’re in the wrong room.

Two years into my Amazon career, I landed a role I was genuinely excited about.
Big scope. Huge potential. Exactly what I wanted...
...until it wasn’t.

Six months in, my manager changed.
The dynamics changed.
And without realizing it, my reputation with a few key stakeholders changed too.

My work was strong.
My customers were happy.

But the people who had to sign off on my promotion?
They didn’t see me the way I saw myself.
I spent another full year trying to “prove” I was ready.
Trying to win over people who had already made up their minds.

A lot of mid-career folks get stuck in the same loop.
You think loyalty will be rewarded.
You think one more good project will turn things around.
You think next cycle will be different.

Most of the time? It won’t.
I’ll share the full story - and the shift that finally got me unstuck - in the video below.

If you’re feeling boxed out, misread, or stalled, this might help you see your situation more clearly.

Sometimes the question isn’t,
“How do I get promoted here?”
It’s
“Should I be here at all?”

Been in a similar situation? Drop your story in the comments below.

We’re six weeks out from 2026.

If you’re planning a job search or pivot in Q1, here’s the reality: the market has been draining. A lot of people are tired, discouraged, and not operating at their best.

So the next six weeks aren’t about pushing harder.

They’re about removing friction so you don’t start January feeling like you're already behind.

Here’s what I’m recommending to job seekers in my community:
𝟭. 𝗣𝗶𝗰𝗸 𝗼𝗻𝗲 𝗵𝗮𝗯𝗶𝘁 𝘁𝗵𝗮𝘁 𝗵𝗲𝗹𝗽𝘀 𝘆𝗼𝘂 𝘀𝘁𝗮𝘆 𝘀𝘁𝗲𝗮𝗱𝘆 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝘁𝗵𝗲 𝗿𝗲𝘀𝘁 𝗼𝗳 𝘁𝗵𝗲 𝘆𝗲𝗮𝗿
The one thing that helps you feel like a functional human while you’re navigating the noise.

That could be: a consistent shutdown time, one non-negotiable break each week, or putting limits on scrolling job boards at 11pm.

The point is to avoid starting Q1 already burnt out.

𝟮. 𝗖𝗹𝗼𝘀𝗲 𝗮 𝗳𝗲𝘄 𝗼𝗽𝗲𝗻 𝗹𝗼𝗼𝗽𝘀
These are usually small, but they take up disproportionate space in your head:

- The conversation you’ve been meaning to follow up on
- One application loose end
- A half-started update to your resume

You don’t need to take on everything — just tidy what’s distracting.

𝟯. 𝗖𝗮𝗽𝘁𝘂𝗿𝗲 𝘆𝗼𝘂𝗿 𝘄𝗶𝗻𝘀 𝗳𝗿𝗼𝗺 𝟮𝟬𝟮𝟱
Future-you will thank you.

Interview prep is 10x easier when your examples aren’t buried somewhere in your memory from April.


𝘖𝘯𝘤𝘦 𝘺𝘰𝘶’𝘷𝘦 𝘩𝘢𝘯𝘥𝘭𝘦𝘥 𝘵𝘩𝘦 𝘵𝘩𝘪𝘯𝘨𝘴 𝘵𝘩𝘢𝘵 𝘬𝘦𝘦𝘱 𝘺𝘰𝘶 𝘨𝘳𝘰𝘶𝘯𝘥𝘦𝘥, 𝘵𝘩𝘦𝘯 𝘺𝘰𝘶 𝘤𝘢𝘯 𝘮𝘰𝘷𝘦 𝘪𝘯𝘵𝘰 𝘵𝘩𝘦 𝘱𝘳𝘢𝘤𝘵𝘪𝘤𝘢𝘭 𝘴𝘦𝘵𝘶𝘱:
𝟰. 𝗥𝗲𝗳𝗿𝗲𝘀𝗵 𝘆𝗼𝘂𝗿 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻
A clean, current profile does a lot of quiet work for you once the search starts.

If you want some help here, join my workshop on crafting a Recruiter-Magnet profile, 3 December at 10:30a PT/1830 GMT https://lnkd.in/eesUgS2F 

𝟱. 𝗗𝗲𝗰𝗶𝗱𝗲 𝘁𝗵𝗲 𝗸𝗶𝗻𝗱 𝗼𝗳 𝗷𝗼𝗯 𝘀𝗲𝗮𝗿𝗰𝗵 𝘆𝗼𝘂 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗿𝘂𝗻 𝗶𝗻 𝗤𝟭
If you feel like your job search has been a bit all over the place and you're not seeing the traction you'd like. It's worth stepping back and considering how you could make it more targeted and intentional. 
 
If you want support with this, I've got 2 spots left in my next cohort. We kick off January 15 with a 6-week coach-led sprint to define a clear personal brand, sharpen your positioning, and build a targeted search plan you can execute with confidence. Details here: https://lnkd.in/eycPacB8

So, over to you: what would make January feel workable, not overwhelming?

I had to break some hearts on the call yesterday.

In my Recruiter-Magnet workshop, I reviewed a bunch of profiles — smart people, experienced people, people who should be getting tapped on the shoulder...
...and most of them were falling into one of two buckets:

→ Overwritten and generic
(paragraphs of text that could describe basically anyone)

→ Underwritten and empty
(no real information, no story, no direction)

And here’s the part that stings a bit:
Both problems make you invisible.

A long profile full of generic language?
Recruiters can’t see what makes you the right hire.

A sparse profile with no detail?
Recruiters can’t see your value.

It’s the same outcome.

The fix isn’t “write more” or “write less.”
It’s write with clarity.

A strong LinkedIn profile does three things quickly:
1️⃣ Shows who you are
2️⃣ Shows the value you create
3️⃣ Shows where you’re going next

If your profile doesn’t do those three things, recruiters don’t know how to place you.
And when they can’t place you, they don’t reach out.

The good news?
Once you do get those three pieces right… people finally see what you bring to the table.

That’s the whole point of being a recruiter magnet.

P.S. Knowing what you need to do is different than knowing how to do it. If you'd like to take your job search to the next level, there's still room in my January coaching cohort. 
Details here: https://lnkd.in/eycPacB8

How you talk about your experience matters.

And I’m not saying this as a "sharpen your STAR responses" nice-to-have.
I’m saying it as someone who helps Amazonians leave Amazon and has coached hundreds of people through interviews.

Here’s one of the biggest traps I see:
Amazonians prove their worth with detail.

Inside the company, that level of depth is how you show you understand the problem, earned trust, and actually did the work.

But in an interview?
Getting too detailed doesn’t read as “thorough.”
It reads as tactical, and decidedly not strategic.

So now you’ve got two forces working against you:
1️⃣ You’re telling stories packed with detail because that’s how you’ve been trained to demonstrate impact.
2️⃣ You’re telling those same stories - in the same way - no matter whether you’re interviewing with a startup, a growth-stage company, or another enterprise.

But each environment needs a completely different narrative (broadly generalising):
- Startups want scrappy, soup-to-nuts ownership.
- Growth-stage wants unblockers and repeatability.
- Enterprises want influence, alignment, risk management.

Amazon wants depth and mechanisms.

If you keep using Amazon-style storytelling everywhere else, hiring managers can’t picture where you fit - even when the experience translates perfectly.

And here’s the kicker:
Since you don't (often) get post-interview feedback - no one tells you this. You’ll just stop moving forward.

It's something my clients and I have learned through changing the strategies and seeing the impact. 

This is why I always say:
You can create any story in your head about why you're not moving forward. 
But if you’re not tailoring your narrative, I’d put money on that being the problem. 

The video below touches on one example (big tech → startup), but this dynamic shows up across every transition I coach.

You can’t run a job search from the belief that you have no options.

I was working with a client who kept saying they felt backed into a corner.
Burnt out.
Stuck.
Convinced they didn’t have any agency in their career.

And the more we talked, the more obvious it became that this wasn’t a one-time feeling - it was a story they’d repeated to themselves so many times it felt like fact.

But underneath it, there was something else:
A quiet recognition that they wanted more, and didn’t think they could have it.

Here’s what most people miss:
If you believe you have no power, your job search will reflect that.
- You won’t set boundaries.
- You won’t speak up for what you want.
- You’ll take the first thing offered because it feels “safe.”
...And you’ll carry the same patterns into the next job.

That’s why we didn’t start with “What role do you want next?”
We started with burnout and mindset
because you bring your brain with you wherever you go.

And once that foundation shifted, so did everything else.
- They had more clarity.
- They trusted their intuition.
- And they could finally see options they couldn’t see before.

Now, their default is:
“I get to decide what happens next.”

If you’re in this place, here’s a simple check-in I use with clients:
> Does this option feel like something I actually want, or something I can just tolerate?
> Am I shrinking my choices because I’m exhausted… or because the option isn’t a fit?
> What would I choose if I believed I wasn’t boxed in?

Even one honest answer can start shifting you out of “I don’t have a choice” and into “I actually do have room here.”

Thoughts?

Question time: 
What is one piece of career advice you wish more people were given? 

As always, bonus points for brevity. 😎

Recent client questions: “Do any roles go live in December?”

Yep. Three kinds:
🧟 Zombie roles: the jobs resurrected from the dead because someone declined, quit, or the headcount magically reappeared.

🪑 Butts-in-seats roles: teams racing the clock to have someone starting Jan 1.

💸 Fresh-funding roles: new round secured, headcount unlocked.

Just because it's not peak hiring season doesn't mean there's no hiring happening. 

Roles that open now tend to move fast.
So if you're job searching: don’t hibernate.
Stay visible. Stay ready. 
(You knew this one was coming ;)) Stay networking. 

It may be well worth reaching out to recruiters you were working with earlier in the year......

Every major career jump I made at Amazon had one thing in common:
Someone in the room said, “Yeah, Mel would be great here.”

Advocates opened those doors - across internal moves, stretch opportunities, and my promotion.

Here’s what most people overlook:
𝗪𝗲’𝗿𝗲 𝗼𝘃𝗲𝗿-𝗺𝗲𝗻𝘁𝗼𝗿𝗲𝗱 𝗮𝗻𝗱 𝘂𝗻𝗱𝗲𝗿-𝗮𝗱𝘃𝗼𝗰𝗮𝘁𝗲𝗱 𝗳𝗼𝗿.
Plenty of people will give you advice. 
Far fewer will speak positively about you in the rooms that decide promotions, opportunities, and scope.

And in a place like Amazon, that gap is costly.
360 reviews. Broad stakeholder feedback. Promo docs reviewed by senior leaders you may never have worked with.
Your reputation is often interpreted by people who don’t actually know you.

The rub is that you likely can’t convert 36 stakeholders (and their manager's manager) into advocates.

But you 𝙘𝙖𝙣 curate how people experience you:
* Be clear and consistent about your personal brand.
* Deliver in a way that makes your strengths visible.
* Partner well with adjacent teams.
* Solve problems in ways that make it easy for someone to say, “She sorted that for us.”

And convert mentors to advocates by giving them visibility into what you're great at and where you want to go. 

That's the game-changer. 

So here’s the question to ask yourself today:
- Who are your advocates? 
- Could you 'convert' a mentor to an advocate? 

If you’re not sure, it’s time for a check-in. 

(Watch 👇)

Recent client questions (that come up every December):
“Should I do a quick certification to boost my chances in January?”

Here’s what I’ve seen across hundred+ job searches:
𝗔 𝗰𝗲𝗿𝘁𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗼𝗻𝗹𝘆 𝗺𝗼𝘃𝗲𝘀 𝘁𝗵𝗲 𝗻𝗲𝗲𝗱𝗹𝗲 𝘄𝗵𝗲𝗻 𝗶𝘁 𝗿𝗲𝗶𝗻𝗳𝗼𝗿𝗰𝗲𝘀 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝘆𝗼𝘂 𝗮𝗹𝗿𝗲𝗮𝗱𝘆 𝗱𝗼 𝘄𝗲𝗹𝗹.

Examples:
✅ A project manager getting their PMP or CAPM → signals formality + rigor in what they already excel at.

✅ A marketer who's already using AI tools to streamline copy, analyse customer trends or test messaging getting an AI for Marketingcertificate → reinforces existing traction.

✅ A product manager who already leads discovery work getting a credential in product discovery or design thinking→ strengthens a through-line.

But here’s what doesn’t help:
→ Random certifications that don’t connect to your experience
→ Courses that don’t ladder into the story you want to tell
→ “Hoping” a badge will compensate for unclear positioning

A certification can’t create a new identity for you.
But it can strengthen the one you’re already building.

If you’re considering one right now, ask yourself:
1. Does this reinforce a strength I already have?
2. Does this support the narrative I want for 2026?
3. How could I apply it immediately - through a small project, demo, or proof point - so it becomes real experience, not just a badge?

That’s where certifications actually pay off.

If you want the full breakdown (including how to pick the right cert for your goals), I covered it in this week’s newsletter.

Read+subscribe: https://lnkd.in/ebFmEuQZ

Wednesday I'm rocking out with 100 people 
teaching them how to make their LinkedIn a Recruiter-Magnet

If you haven't gotten in on this
this is your sign - 
now's the time to make your profile work for you. 

Direct link to register: https://lnkd.in/eesUgS2F

Happy Turkey-ness.

Thanksgiving has always been my favourite holiday. 

I'm from a mix-n-match family and Thanksgiving has always been a 'strays and friends' event. We'd gather family and anyone who wasn't going home for the holiday and have a giant meal with endless laughter and chatting.

It was and always will be a reminder of the connections and community that I have. And an opportunity to be grateful for the wonderful people in our lives. 

I hope that you are enjoying yours. 

Thank you for being a part of my community. There's no other place like it and you all make it incredibly special. 


P.S. Since Thanksgiving (and turkeys in November) isn't a thing here in England, I'll be making cochinita pibil tacos and pumpkin+pecan cheesecake this weekend. 😋 
But the family calls and texts will most certainly be happening on time. 

Any fav holiday traditions you want to share?

Pfizer

Communications (internal/ external/ executive)
Knowledge sharing and retention
Strategic alignment
Portfolio and project management
Data analysis and visualization
Strategic prioritization
Digital transformation (incl. AI tools adoption)
UX design and delivery

Senior Portfolio and Operations Manager - Digital Enabling Functions & Colleague Services

Seagen

Executive Communication
Project Management
Program Management
Organizational Effectiveness
Branding and Communications (Internal and External)

Portfolio Manager / Communications Lead - Enterprise Knowledge Management

Branding and Communications (Internal and External)
Sales Enablement
UX Research and Implementation
Project Management

Branding and Communications Consultant

Lead Web Experience (External)
Data Analysis and Visualization
Strategy and Transformation
Communication (Internal)
UX Design

Senior Web Marketing Manager - SMB

Facebook

Lead Web Experience (Internal and External)
Internal communication 
Sales Enablement
Training Development and Implementation
UX Research and Design
Content and Knowledge Management

Senior Content Operations Manager

T-Mobile

Lead Web Operations
Lean & Agile
Strategy & Transformation
Organizational Effectiveness

Digital Operations Manager

Amazon Web Services

Web Product Owner
Web Experience Lifecycle
Branding and Communications
Data Analysis and Visualization
Product Marketing
UX Research and Design
Sales Enablement
Roadmap Development and Implementation

Senior Manager Training & Certification Website

YMCA of Greater Seattle

Lead Web Experience (Internal and External)
Communications
Content Management
Digital Transformation 
UX Research and Design
Sales and Gifting Enablement
Product Marketing
Training & Implementation

Senior Digital Marketing Manager

Three Dollar Bill Cinema

Programmer for TWIST Film Festival
Reel Queer Youth Mentor
Community Outreach and Engagement Manager

Volunteer

Best Buy

Product Management
Lean & Agile
Digital Transformation
Sales Enablement
Lead Web Experience

Product Manager - Mobile App

Power & Hand tools
Project Manager for Spanish translation of the Amazon retail site
Product Marketing Manager, Kindle
Product Marketing Manager, Devices & Accessories

Product Marketing Manager

In the last two decades I have had the opportunity to lead and influence innovation at Amazon, Meta, Seagen, and now Pfizer. Throughout my career, I have consistently demonstrated a strong commitment to enhancing customer experience and driving operational excellence. I believe in fostering a culture of continuous improvement and collaboration, ensuring that my teams feel heard and included.

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Mel Fox Dhar

Jennifer Kilchenmann (she/her)

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The Battle

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Jennifer Kilchenmann (she/her)

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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);}Mel Fox Dhar's LinkedIn Performance

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