There are only two ways to manage your executive or senior management career.

1. The Reactive Way
2. The Bold Way

Most 6-figure figure senior managers and executives fall into the first category.

➡ You're hoping the quality of your work will speak for itself
➡ Quality opportunities are scarce because you're avoiding personal marketing
➡ You're successful but maybe not fulfilled
➡ You feel ready for the next level and are stuck on how to make it happen
➡ Or something happens to your job, and you don't have a net

Which is why you're feeling stuck and undervalued.

On top of that, you're probably struggling with a lack of career vision; "Is it too late to create something that fills me up and utilizes my potential?" "What do I want for my next chapter?"

Now, imagine that you're truly thriving in your career.

➡ You are in the right role for you now
➡ You get to do work that lights you up
➡ Your career is a fuel source for your life [lifestyle, energy, confidence]
➡ You're in the driver's seat of your career advancement

"How am I going to get to that stage?", I hear you ask.

Here's how.

The first step is getting you into the right job. If you're ready to make a career move, by following my proven 3-step program, we will take you from "stuck" to "starting your next-level role" in 3-4 months.

Phase 1 ➡ we'll remove Doubt and get you "Market Ready" by creating a winning strategy and materials
Phase 2 ➡ we'll remove Self-Promotion Fear to get you "Sales Ready" by helping you uncover and generate the right opportunities
Phase 3 ➡ we'll remove Interview Jitters and get you "Interview Ready" so that you'll interview and close confidently, ready to make the right decision

And we'll work with you until you land your next-level role.

The second step is managing the business of YOU. We have a unique, proven approach to advancing your career.

Our results speak for themselves:

"Two promotions since our first call - not bad." [Preston - VP & GM]

"Their transformative approach equipped me with high-impact assets, insights, and strategies, empowering me to take full command of my career journey and unlock my professional potential." [Lisa - CEO]

"Paid out 10X what I invested in services" [Matt - SVP]

"If you're looking to elevate your career, look no further!" [Brandon, Asst GM]

Back to you.

Are you tired of stagnating and not having the career journey you deserve? Are you ready to land your next-level role and advance your career?

Then let's talk.

I'm a 22-year executive career coach, ex. executive recruiter and MBA career centre director.

DM me here.

Most of us try to earn trust at work by being perfect.

Spoiler alert: That's exactly what kills it.

I've spent years watching leaders struggle with this.

The ones who build the most trust? They do the opposite of what you'd expect.

Here are 11 "risky" moves that actually build massive trust:

1️⃣ Disagree with your boss (thoughtfully)
↳ "I see it differently - here's why..."
↳ Shows you care more about results than politics
→ Impact: Earns respect from both peers and leadership

2️⃣ Let others see you change your mind
↳ "I was wrong" are the 3 most powerful words in leadership
↳ Shows you value truth over ego
→ Impact: Creates a culture where innovation thrives

3️⃣ Take credit for mistakes BEFORE anyone notices
↳ "I made a call that didn't work out - here's how I'm fixing it"
↳ Speed of ownership = Speed of trust
→ Impact: Builds psychological safety team-wide

4️⃣ Bring conflicts into the open
↳ "We actually disagree on this approach..."
↳ Surfaces debates that others are afraid to have
→ Impact: Prevents costly misalignments later

5️⃣ Ask the "obvious" questions in meetings
↳ "Sorry, but can we define what success looks like?"
↳ Creates safety for real learning
→ Impact: Saves teams from assumption-based failures

6️⃣ Share your career uncertainties
↳ "I'm working on improving my strategic thinking"
↳ Vulnerability attracts mentors & sponsors
→ Impact: Opens doors to unexpected opportunities

7️⃣ Set clear boundaries
↳ "I don't work on weekends unless it's truly urgent"
↳ Clear limits prevent future trust breaks
→ Impact: Earns long-term respect and reliability

8️⃣ Celebrate when others prove you wrong
↳ "You know what? That's a much better approach"
↳ Encourages innovation & psychological safety
→ Impact: Creates an environment where best ideas win

9️⃣ Leave meetings you don't need to be in
↳ "You've got this covered - I'll step out"
↳ Shows genuine confidence & respects time
→ Impact: Demonstrates true leadership maturity

🔟 Share credit for ideas you improved
↳ "Building on Maria's brilliant insight..."
↳ Shows you amplify others' strengths
→ Impact: Builds a reputation as a multiplier

1️⃣1️⃣ Talk openly about what you're learning
↳ "Here's what I'm still figuring out..."
↳ Makes it safe for everyone to grow
→ Impact: Creates a continuous learning culture

The truth?
While others are playing it safe and chasing perfection...
...these "risky" behaviours create greater impact and make you stand out.

---
♻️ If this resonates, repost to help others grow.
✅ Follow Ian Christie to make next-level career moves, become highly marketable, and create the career journey you deserve.

💬 Which one feels scariest to you? Share below 👇

Ian Christie

Career Coach ✦ Land your next-level role, Get promoted, Pivot to your Career 2.0 ✦ 2000+ management to C-suite clients ✦ Ex. Executive Recruiter & MBA Careers Director ✦ Follow for the career journey you'll celebrate

A page: The title reads "11 Counterintuitive Behaviours to Build Massive Trust at Work". What follows is a list of 11 ways to do that. 

You're not unlucky in your career.

You're unprepared.

Most people work frantically IN their job, then panic when they need to work ON their career.

They wait until the layoff notice. 
Until the toxic boss becomes unbearable. 
Until they're passed over for promotion again. 

Then they scramble. 

Update a dusty resume. 
Frantically message old contacts. 
Hope someone throws them a lifeline.

That's not bad luck. That's bad planning. I've seen it (and helped repair the damage) more times than I can count. 

Here's what "lucky" people do differently:

- They build while they're comfortable. 
- They invest in relationships before they need them. 
- They track their wins and amplify their visibility. 
- They make strategic moves during key career moments. 
- They consistently expand their opportunity surface area.

Small preparation habits compound: → Weekly industry reading → Monthly coffee chats → Quarterly skill investments → Annual strategic reviews

Bigger preparation moves create trajectory shifts: → Taking on high-visibility projects → Building cross-functional relationships → Developing your personal brand → Making smart, timely career decisions

Your track record becomes fuel. Your network becomes your safety net. Your reputation opens doors. 

Stop hoping for career luck.

Start creating it.

Ready to get "lucky" with your career? Get weekly career strategy in my free newsletter (see link in my profile) or DM me if you're ready for personalized help.

♻️ Repost to help others avoid this common trap. 
✅ Follow Ian Christie to ensure you feel "lucky" in your career.

💬 What's an example of when "luck" struck for you?

Image of a basketball player mid-leap for a slam dunk. The caption reads: "Luck is what happens when preparation meets opportunity. - Seneca"

Most of the senior managers I coach are rated “high performing.”

A lot of them are also quietly stuck.

They hit a ceiling between Sr. Manager and Director or VP.
- Not because they are weak performers.
- Not because they miss targets.

But because the rules of the game change, and no one tells them.

I have always loved Good to Great by Jim Collins for how it explains what separates strong companies from truly great ones.

This post is my take on that idea at the individual level. I pulled together a short roadmap called “How to Advance from Good Manager to Great Executive” to make those new rules visible. It is based on research plus what I see with clients every week.

Here are the six barriers that stall strong managers:

1. Who actually knows your work
Only 1/4 of high performers get promoted without active sponsors.
If senior leaders only know you as “reliable in your lane,” they will not picture you in a bigger role.

2. Addiction to tactical control
Many new directors underperform because they stay in hands-on mode.
At the next level, success is measured by the capabilities you build in others, not the problems you personally fix.

3. Lack of feedback
The higher you go, the less real feedback you get, especially when you don't have sponsors. 
That silence can hide blind spots that block your promotion.

4. Invisible mindset gaps
True executive mindset means owning cross-functional trade-offs, living with ambiguity, and reading the power dynamics in the room.
If you avoid uncharted situations, people notice.

5. Branding vacuum
If you cannot describe your leadership value in one or two clear sentences, neither can the people in the promotion meeting.

6. Network myopia
Managers with diverse, cross-functional networks advance much faster than those who stay in their functional silo.
Your relationships are part of your qualification.

Here is the shift I coach people to make:
From “star performer who delivers” to “value multiplier who grows people, systems, and results at scale.”

If you are a Manager or Senior Manager on the cusp of Director, this roadmap is for you.

👉 Save the PDF for your next review cycle or promotion conversation.
🔄 Repost to help a manager who is ready for their next leap.
✅ Follow Ian Christie for daily posts on senior-level careers, leadership, and building a career that can always earn.

💬 Which of the six barriers do you feel the most right now?

Talks about #careers, #jobsearch, #careerchange, #careercoaching, and #personalbranding

Fix these 6 roadblocks

Want the job offer? 

Make it easy for them to see you are their best investment for this role.

I've been in either the hiring manager position, or executive recruiter position with thousands of candidates. The best candidates connect the dots. They made it easier for me to see their fit and value. 

Put yourself in the hiring manager's shoes. The more confident they feel about a candidate, the easier it is to say yes to that person.

Make it easy to: 
1️⃣ See - who you are and your fit for the role
2️⃣ Believe - you’re the best investment they can make in filling this role
3️⃣ Advocate - for you with the decision makers or refer you. 

✅ Provide evidence - Data. Specifics. Tangible.
✅ Make it flow - Design your resume so that it is scannable and easy to read.
✅ Paint the picture - Don’t make them work for it.
✅ Prepare - Get ahead of the interview so that you can showcase what you have. 
✅ Be the solution - Figure out what’s mission critical for the organization and speak to those things. It will demonstrate that you get it and are focused on results.
✅ Present - Outline how you’d tackle the role. Do it well, and you’ve given them an extra reason to say “yes”!
✅ Show - If you want this, make it obvious with your preparation, enthusiasm, quality of questions and follow up.

Demonstrate that “you’ve got this” and are the best, low-risk investment for this role. 

📣 Share this post to help others excel.
✅ Follow Ian Christie for daily posts on systems for career moves, marketability and optimizing your career journey.

Most people treat their careers like a neglected car:
Only looking under the hood when the engine starts smoking.

Not working ON your career proactively is THE biggest source of stalled, broken, and sub-optimal career journeys. 

Read that again. 

I have personally supported 2000+ senior professionals to C-suite executives with career planning, transitions and growth. And in an earlier life, I conducted hundreds of executive search assignments. 

Ignoring the journey while you're focused on your current job. I've seen this countless times. 

Here's what top performers do instead:

1. They Schedule Regular Check-ups
↳ Quarterly skill and risk assessments
↳ Weekly networking habits
↳ Weekly learning blocks

2. They Listen for Warning Signs
↳ Decreased project visibility
↳ Stagnant growth conversations
↳ Shifting industry trends

3. They Maintain Peak Performance
↳ Build relationships before needing them
↳ Document wins in real-time
↳ Invest in skills before they're required

4. And they create the conditions that generate new opportunities before it is needed. 

Don't let this be you. 

Prevention beats crisis management.
Your career deserves more than emergency response.

---
♻️ Resonated? Please repost. It will help others keep their career on track.
✅ Follow Ian Christie for more strategic career insights that help you stay ahead.

💭 What's your best proactive career move? Share below 👇

Image of a man standing in front of his car. The hood is open and there is smoke pouring out. The caption reads: "If you want a great career, don't only work on it when it's on fire."

You mastered this position years ago.
Yet here you are.
Still.

You've absorbed extra duties.
But your title remains frozen.
Expectations have multiplied.
But your salary and authority haven't budged.

Here's what "indispensable" really means:
Either "too critical to move up."
→ (Read: we need you exactly where you are)

Or they've stopped seeing you as leadership material.
→ (Read: You're the dependable engine now)

You've stayed committed.
You've produced outcomes.
You've managed, solved, balanced, guided, coached.
But you haven't advanced.
Not where it counts.

And you feel it.

Pay attention: You're shrinking to fit their limitations.
Taking fewer risks.
Hoping for acknowledgment that's not coming.

It reshapes your self-image.
→ Doubt creeps in
→ You stop pushing for better

Your inner voice says:
"After this launch..."
"Once this crisis passes..."
"When the dust settles..."

It never does.

Reality check:

👉 Choosing to stay is empowerment.
👉 Staying out of fear is captivity.

Every month you remain trapped quietly erodes:
→ Your vision
→ Your self-assurance
→ Your sense of what's achievable
→ Plus countless opportunities for advancement

Your breakthrough won't happen while you're shrinking to match your current constraints.

Your mission isn't comfort.
It's authenticity.

---
Ready to make a proactive career move but need guidance on how? Send me a DM.

Follow Ian Christie for daily posts on your marketability, next-level career moves, and designing your career journey.

Stay true to yourself. Not just safe.

You've been doing everything right. Hitting targets. Leading well. Contributing value.

Then someone else gets the promotion you deserved.

Career disappointments hit differently when you're a senior professional. The stakes feel higher. The path forward less clear.

I've been there. Unfulfilling roles. Unexpected layoffs. Toxic leadership situations. These setbacks taught me something crucial: how you respond determines your future success.

Here's the six-step framework I use with clients to recover from career setbacks:

1. Handle Your Emotions - Stay professional in the office. Process disappointment privately.

2. Get Support - Vent outside work to trusted friends, family, colleagues, or a career coach.

3. Analyze the Cause - Understand why. Fit issues? Skill gaps? Political dynamics?

4. Evaluate Your Options - Stay and work toward next opportunity? Change goals? Look elsewhere?

5. Close the Gap - Identify what's missing and create a concrete plan to develop it.

6. Recalibrate Your Goals - Set specific, measurable objectives based on what you learned.

Career disappointments are inevitable, even when you're excelling. You have the power to choose what happens next.

The infographic breaks down each step in detail.

Want to understand what's really driving your career progress? Take The Career Power Audit. In less than 5 minutes, reveal the strengths, blind spots, and hidden gaps affecting your next big move. Uncover what's fuelling your career momentum, and what's quietly holding you back.
https://lnkd.in/gbACf9TX 

✅ Follow Ian Christie for more strategies to build the senior career you deserve.

Every career has "wrong turns" ...

... even the ones that lead to the executive-level.

Here's what to do about them.

After 20 years coaching managers & executives through transitions, I've learned this truth: That "perfect" career trajectory you imagined? It's a myth that's holding you back.

Real career paths include:
↳ The entry-level job outside your field
↳ The internship that made you question everything
↳ The startup that failed but taught invaluable lessons
↳ The "sure thing" promotion that vanished
↳ The lateral move that felt like regression
↳ The industry switch that scared you
↳ The "perfect" job that wasn't
↳ The setback that became your breakthrough

Your messy path is your competitive advantage.

Why?
• Each detour builds unique perspective
• Every setback develops resilience
• Early "mistakes" become your leadership edge
• Unconventional choices shape your authentic story
• Stumbles make you a better mentor

Don't waste time trying to "find" the right path.
Own the one you're creating.

Navigate your career with these principles:
1. Follow your energy
2. Focus on skills, not timeline
3. Build relationships across industries
4. Reframe failure as learning
5. Let each decision be informed by past lessons
6. Use side projects to explore safely

Remember:
What if your career journey isn't broken - what if it's uniquely, perfectly yours?

♻️ Please Repost to give others context on their career journey
✚ Follow Ian Christie for daily posts on senior careers & leadership

💬 What "wrong turn" did you make that turned out to be a positive?

You're crushing it at your level. Delivering results. Leading teams. Getting things done. So why aren't you on the shortlist when executive roles open up?

Here's the uncomfortable truth: the gap between senior manager and executive isn't about working harder or being slightly better at what you already do.

It's about shifting how you create value.

I've watched countless talented leaders stall at this exact point. Not because they lack capability, but because they're playing the wrong game.

The patterns that got you here: being the go-to problem solver, diving deep into your function, delivering flawlessly in your lane, are often the exact patterns keeping you stuck.

Executive leadership requires a different operating system:
- Scaling impact through others instead of personal heroics
- Speaking in business outcomes instead of activities
- Building influence across the enterprise instead of within your silo
- Owning messy trade-offs instead of optimizing your function

I've broken down the six most common (research-backed) patterns that keep senior managers stuck, plus specific, tactical fixes for each one. (See the visual guide attached.)

What's been your biggest challenge in making this jump? Drop a comment—I read every one.

PS: Want a personalized diagnosis? Take my free Career Power Audit. In less than 5 minutes, reveal the strengths, blind spots, and hidden gaps affecting your next big move. https://lnkd.in/gbACf9TX 

If this landed, repost it. Your network will thank you.

Your career does not run on merit alone.

That idea was the spark behind Bold Career.

I kept seeing the same pattern:

Brilliant people stalling out while less capable people move past them.

Not because they are lazy.

But because they are working hard at the wrong level.

They optimize for being efficient in the role they have.

Instead of building the scope, visibility, and trust that unlock the role they want.

Read that again.

Advancement usually is sold like this:
Do great work → Get noticed → Get promoted.

Great work matters.

But here is how it really works:
Scope × Visibility × Trust = Career Lift

- Scope: The size and complexity of problems you are trusted to own.
- Visibility: Who sees your work and how they read it.
- Trust: Do leaders believe you make good calls under pressure and lift the people around you?

If any one of these is close to zero, your lift is close to zero.

The people who move up fast build all three on purpose.

The 4 levers that actually move you up
1. Stop waiting for scope. Start owning decisions.
Do not just execute the plan. Get closer to where choices are made.

Your move: Find one messy, cross-functional problem that slows your leader down and take ownership of it.

2. Stop reporting tasks. Start creating assets.
“Worked on the launch” does not communicate impact. “Cut onboarding time by 32%” does. 

Your move: Turn your work into outcomes, playbooks, templates, and dashboards.

3. Stop hoping to be discovered. Start earning sponsors.
Mentors give advice. Sponsors champion your development and advancement. You earn sponsors by making important people successful.

Your move: Pick 2 leaders. Learn what keeps them up at night. Shape your work to remove that stress.

4. Stop being good at everything. Start being known for something.
“Well-rounded” can be a strength, as long as you’re the “go-to” for something important. 

Your move: Finish this sentence: “I specialize in __________.” Make your next 3 projects prove it.

If you see yourself in this, your problem is not effort. It is lift.

I help experienced professionals build scope, visibility, and trust so they can land the roles they should already be in.

Comment LIFT or send me a DM if you want my help applying this in your world.

💚 Save this post as a reminder to take action on the 4 levers. 
♻️ Repost to remind other talented senior professionals not to rely on merit alone.
✅ Follow Ian Christie for daily posts to help you build scope, visibility and trust.

The "safe job" is a myth that just cost a 7-year Director her career.

Great reviews. Strong relationships. Did everything "right." Cut in a restructure anyway.

She failed to manage her earning power.

𝗢𝗟𝗗 𝗠𝗢𝗗𝗘𝗟: "If I do good work, I will always have a job"
𝗡𝗘𝗪 𝗥𝗘𝗔𝗟𝗜𝗧𝗬: "Even if I want a full time job, I must be able to earn without one"

Your safety isn't job security. It's your ability to create value and get paid for it in multiple ways.

Stop seeing yourself as a job title. Start seeing yourself as a business that delivers value.

That business needs 6 elements to thrive:

𝟭. 𝗢𝘄𝗻𝗲𝗿𝘀𝗵𝗶𝗽 𝗠𝗶𝗻𝗱𝘀𝗲𝘁
↳ No one manages your career for you. Not HR. Not your boss. You.

𝟮. 𝗖𝗹𝗮𝗿𝗶𝘁𝘆 
↳ Know who you are professionally and which roles/markets want your value.

𝟯. 𝗠𝗮𝗿𝗸𝗲𝘁 𝗣𝗿𝗲𝘀𝗲𝗻𝗰𝗲
↳ Findable, current, credible. Your LinkedIn tells a clear story.

𝟰. 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽 𝗖𝗮𝗽𝗶𝘁𝗮𝗹
↳ People who would take your call and think of you for opportunities.

𝟱. 𝗠𝗮𝗿𝗸𝗲𝘁 𝗦𝗸𝗶𝗹𝗹𝘀
↳ Run searches, interview well, talk about value like the senior player you are.

𝟲. 𝗣𝗿𝗼𝗱𝘂𝗰𝘁 𝗮𝗻𝗱 𝗠𝗮𝗿𝗸𝗲𝘁 𝗙𝗶𝘁
↳ Skills pointed where demand is growing, not where it was.

This doesn't build itself in a crisis. It compounds slowly, for you or against you.

The test: If your role disappeared in 90 days, how ready would you be to earn?

If that question makes you sweat, you know what to focus on.

---
♻️ Repost to help others escape the "safe job" trap.
✅ Follow Ian Christie for strategies on building real career security.

💬 Be honest - which element is your weakest? 👇

The "Why do you want to leave?" question isn't a trap.
It's your moment to show you're not running FROM something. 

You're running TO something.

Most people blow this question because they focus on what's wrong with their current role.

The frustrations. The limitations. The politics.

Or they provide a vague, uninspiring answer that leaves the interviewer thinking that they are talking to someone who is failing in their current role. 

But here's what hiring managers actually want to hear: Where you're going.

1️⃣ You're ready for MORE.

What bigger problems, scope, or leadership are you ready for?

2️⃣ What's PULLING you?

What about this company, mission, industry, or role attracts you? 
What do you want to do more of?

Try this framework: 

Start with what you've accomplished. 
"I've successfully led three major product launches and built a team from 5 to 15 people."
Then show your readiness for growth. "I'm excited about the opportunity to scale operations at a larger organization and take on P&L responsibility."

Multi-pronged answers win:
"I'm looking for three things: the chance to work in fintech, lead a larger team, and contribute to a company's international expansion."

Remember this:

As a passive candidate, you hold more cards.

You're not desperate.
You're selective.

You're not escaping.
You're elevating and/or pivoting.

The hiring managers see that you have confidence that comes from knowing exactly what you want next.

Want more?
1/ Try my free newsletter for actionable deep dives on creating your bold career journey. View my profile for the link. 
2/ Ready for help? DM me "LEAVE".

What's the best answer you've heard to this question? Share below. 👇

---
♻️ Repost if this was helpful
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An image of a man being interviewed by two interviewers. The caption reads "how to answer the 'why do you want to leave?' question."

Your resume is getting 6 seconds of attention.
In those 6 seconds, hiring managers aren't reading your bullet points. They're scanning for one thing: trajectory.

Does your career story make sense? Or does it look random?

As a former executive recruiter, product Director, hiring manager, and now career coach who's fixed 1000+ senior professional trajectories, I've seen brilliant leaders get passed over because their career path looked messy on paper.

The cost is brutal. Senior professionals with weak trajectory patterns spend 40% longer in job searches, accept lower offers, and miss out on roles they're qualified for. In the past 6 months alone, I've helped clients shorten their search, secure a salary jump, and close trajectory gaps. 

With Q4 planning season here, Q1 hiring around the corner, and a brutally competitive market, trajectory matters more than ever.

🎯 The 5 Things Decision Makers Score First:
1. Direction - Where are you headed?
2. Scope - Are you taking on bigger challenges?
3. Value - Can you quantify your impact?
4. Momentum - Are you accelerating or plateauing?
5. Fit - Does your path align with their needs?

🚨 The 5 Trajectory Patterns That Kill Opportunities:

1. The Random
↳ Software Engineer → Sales Manager → Operations Director
↳ Hiring managers think: "What do you actually want?"

2. The Lateral
↳ 5 years of "Senior Manager" titles at different companies
↳ Translation: "Stalled" or "Can't get promoted"

3. The Generalist
↳ Your LinkedIn says you do "strategy, operations, and people development"
↳ Result: Missing an anchor. You need to bring it together.

4. The Messy Pivot
↳ Finance → Marketing → Tech with no connecting story
↳ Looks desperate, not strategic

5. The Stagnator
↳ Same role, same level for 7+ years
↳ Screams risk-averse and complacent

💭 See yourself in any of these? 

✅ The 5 Characteristics That Make Trajectories Irresistible:

1. Directional - Clear progression toward expertise, impact or leadership
2. Compounding - Each role builds meaningful skills on the last
3. Relevant - Connected to current market demands
4. Credible - Backed by increasing scope and results
5. Intentional - Looks planned, not accidental

🎯 3 Actions You Can Take Today:

1. Map Your Last 5 Roles
↳ Draw the connecting thread between them
↳ If there isn't one, create the narrative that builds it

2. Spot Your Trajectory Gaps
↳ Where does progression stall or look sideways?
↳ How can you reframe those moves as intentional steps?

3. Plan Your Next Strategic Move
↳ What role accelerates your trajectory?
↳ Stop chasing titles. Start building toward something.

Save this if you're planning your next career move.

The market rewards clear trajectories with faster interviews, better offers, and more options.

---
🔁 𝗥𝗲𝗽𝗼𝘀𝘁 𝘁𝗵𝗶𝘀 to help those stuck in a career pattern that's not working
➕ Follow Ian Christie for daily strategies on positioning yourself as a top-tier candidate

Waiting to feel qualified is the career trap no one warns you about.

Because here's the truth: Growth doesn't happen when you're ready.

It happens in the gap between ready and qualified.

Yet this single belief keeps talented senior ICs and managers stuck for years.

Here's the system I give clients to break through:

𝟭. 𝗠𝗮𝗽 𝗬𝗼𝘂𝗿 𝗤𝘂𝗮𝗹𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗚𝗮𝗽
↳ List what you think you're missing
↳ Rate each item: Really needed or self-imposed?
↳ 80% are self-imposed barriers

𝟮. 𝗖𝗿𝗲𝗮𝘁𝗲 𝗬𝗼𝘂𝗿 "𝗔𝗹𝗿𝗲𝗮𝗱𝘆 𝗤𝘂𝗮𝗹𝗶𝗳𝗶𝗲𝗱" 𝗘𝘃𝗶𝗱𝗲𝗻𝗰𝗲 𝗕𝗮𝗻𝗸
↳ Document 3 times you succeeded without "perfect" qualifications
↳ What did you do instead of waiting?
↳ This is your personal playbook

𝟯. 𝗗𝗲𝘀𝗶𝗴𝗻 𝗪𝗲𝗲𝗸𝗹𝘆 𝗦𝘁𝗿𝗲𝘁𝗰𝗵 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗲𝘀
↳ Pick one "unqualified" task every week
↳ Execute before you feel ready
↳ Track what actually happened vs. your fears

Do these, and the pattern becomes clear: 

Growth never waits for qualifications 
Qualifications follow growth.

🎯 𝗬𝗼𝘂𝗿 𝗔𝗰𝘁𝗶𝗼𝗻 𝗦𝘁𝗲𝗽:
Pick one thing you're "not qualified" for.
Do it this week.
Document what happens.

This is how managers become senior managers.
How senior managers become directors.
How directors become executives.

---
♻️ Repost to help ambitious professionals take the leap.
✅ Follow Ian Christie for more systems that accelerate careers.

💭 Drop a 🎯 if you're committing to one "unqualified" action this week.

Stop telling yourself: "I'm not qualified"

The best networking moments aren't in your calendar.

They live in random thoughts you usually ignore.

Last week, I thought of a business acquaintance. We hadn't spoke in two years. The same afternoon, he calls me. 

Recently, a newly landed client reached out to share how well her new role was going two months ina. 
... I was going to check in on her the same day. 

These 'coincidences' are not random.

They're your network intuition working its magic.

Here’s how to turn these moments into meaningful connections and relationship builders:

1. Act immediately
→ Don't just log "i'll reach out later" and forget: send it within 5 mins
→ Quick voice note > Perfect email that never gets sent

2. Share the trigger
→ "I saw an article on AI ethics that immediately reminded me of our chats"
→ "That project you led last year popped into my mind when mentoring on something similar"

3. Make it easy to respond
→ End with a specific question
→ Offer a clear next step (15-min catch-up call?)

4. Create connection rituals
→ "Random reach-out Thursdays" to 2 people/week
→ Use your commute time for voice messages
→ My buddy makes calls to friends when he's walking the dog
→ Block an hour every second Thursday AM for a breakfast or coffee meeting and fill it

5. Add value first
→ Share a resource that's relevant to their current focus
→ Make an introduction they'd appreciate

6. Turn digital into real
→ When travelling, check who's local and grab coffee
→ Convert online conversations into real-world meetups

The strongest networks aren't built systematically (although you should do that too). 

They're built on serendipitous, organic moments of genuine connection.

Your network intuition is trying to help you.

Listen to it.
 
---
♻️ Share to help your connections network better.
➕ Follow me, Ian Christie, for daily posts that help you create your dream career. 

💭 What's your go-to networking / relationship building tip?

Photo by Heather McKean on Unsplash

Image of a woman on a sidewalk talking on her phone. The caption reads "Make a habit of reaching out to people, just because you thought of them." 

A senior job search client told me last week...“I want my LinkedIn to attract leads so I do fewer applications.”
Good instinct. Yes, we can tune the profile. 

But the real win is starting that attraction engine long before you need it.

Here is the pattern I see. 
- You work in a job and act as if it will last forever. 
- The profile sits stale. 
- The external reputation falls behind your growth. 
- The network gets quiet. 
- Then a change hits and the scramble begins. 

If you want inbound opportunities, build three things on a steady rhythm:

Presence. A clear, specific headline and About that signal your lane, your promise, and the problems you solve. Current. Consistent. Aligned with your next step, not your last title.

Proof. Signature wins, numbers that matter, before and after outcomes. Feature two or three flagship projects. Add one short insight post a week that shows how you think and what you would do.

Proximity. Warm relationships with people who hire, decide, and refer. Comment thoughtfully. Send one value forward note a day. Host a short call twice a month to compare notes with peers.

If you are already in a search, optimize now, but accept that it takes time to build a magnet. Best practice is to keep this campaign going while you are employed so you always have options. Work on your career, not just in your job.

A simple cadence you can start this week:

- Update headline and About to match target roles
- Refresh two impact bullets with outcomes and metrics
- Comment meaningfully on three posts from decision makers
- Send five reconnection messages
- Publish one practical post drawn from a recent win, or your expertise

Save this to repeat this for 8 to 12 weeks and your pipeline will look different.

📣 Repost to help others before it becomes an emergency.
✅ Follow Ian Christie for more on building your bold career.

💬 How have you made LinkedIn a magnet for future opportunities?👇

The most common phrase I hear from senior-level clients...

"I wish I had met you 10 years ago."

What they're really saying is they now feel the power of compounding on their careers: 
- How small, consistent career investments would have transformed their trajectory.
- How building their brand early would have opened doors they can't even see now.
- How developing executive presence at 35 would have changed their entire 40s.

They can see how their options narrowed year by year.
- How they optimized for comfort instead of growth.
- How they said yes to everything instead of being strategic.
- Now they're trapped by their own success, watching younger leaders leapfrog past them.

Career momentum works both ways. 
Forward or backward. 
There's no neutral.

I've helped thousands of senior professionals change the trajectory of their careers. Take an action today. 

1/ Try my free newsletter and get access to the resource vault to get the actionable insights you need to build your bold career journey. https://lnkd.in/gRWCABbn 

2/ DM me if you want to ensure you're not saying this same thing 10 years from now.

♻️ Repost to help others avoid the too-late wake-up call
✅ Follow Ian Christie to build your dream career journey

A quote that reads: Career momentum works both ways. Forward or backward. There's no neutral." 

Want to stand out in a sea of AI-generated applications?

Stop applying. Start campaigning.

Here are 7 ways to demonstrate you already belong in the role:

1️⃣ Map their ecosystem 
Talk to their customers, competitors, and vendors. Share what you learned. Most candidates never bother.

2️⃣ Show day-in-the-life understanding 
Shadow someone at the target level. Document what surprised you about how they spend their time.

3️⃣ Create original work 
Don't pitch what you'd do. Show what you've already done. Market analysis. Competitive assessment.

4️⃣ Build a specific 90-day plan 
Not generic. Based on their current challenges. Show you understand priorities and constraints.

5️⃣ Engineer strategic referrals 
Multiple senior people who can speak to your fit. Make the right people talk about you before decisions happen.

6️⃣ Present your understanding 
Have a conversation about their business and challenges. Come with a point of view, not just questions.

7️⃣ Time it strategically 
Reach out before the posting exists. The competition is low or nonexistent, and the role has not yet been fully defined. Timing is everything.

The question isn't "Will they pick me?"

It's "Have I shown them I already belong here?"

What would you add to this list?

📗 Save this job search campaign cheatsheet. 
♻️ Repost to help others avoid overrelying on the job posting lottery.
✅ Follow Ian Christie for daily posts on your marketability, career moves and designing your dream career journey.

There's a golden opportunity waiting for you the next time you are a candidate in an 3rd party recruitment firm process. 

💡 Make the recruiter look good! 

First, understand the dynamics of a 3rd party recruitment process. 
From the executive search/recruitment firm's perspective, they need to make their client happy. The risk: 
↳ Their client isn't happy with any candidates. 
↳ Their client feels there's only one viable candidate. 

The best case? 
↳ There are multiple exciting candidates, and it is a tough choice to pick. 

👉 Make sure YOU are one of those exciting, "moreish" candidates. 

If their client thought you were a strong candidate, the search partner and firm look good in front of their clients. 

If you've done this successfully, you win. Why?
↳ Recruiters love to revisit past candidates, provided they have been an asset in past assignments and not an embarrassment. 
↳ If you make the shortlist and impress the client but lose out to another candidate, it is highly likely they will call on you again...next time at the top of the list. 

Here's how you do that: 
↳ Be prepared
↳ Be a discerning buyer
↳ Navigate the process with class
↳ Deliver relevant examples and data
↳ Show them how you'd fit into their organization
↳ Don't drop surprises like a no-show or last-minute exit
↳ Add value to the process with insightful questions and solutions

✅ Do this well, and you will be called again and prioritized for future searches that fit. 

Want help becoming that kind of candidate? DM me "SEARCH" to discuss how I can help prepare you for your job search.

📣 Share this post to help others leverage recruiter relationships.
✅ Follow me (Ian Christie) for daily posts to help senior professionals & execs build the career they dream of.

“Why did you leave X job?”

This question can sink a good interview fast.

Most people stumble, talk too long, get vague, or shift blame. When that happens, trust drops and the interviewer starts digging (or silently downgrades their interest). 

You want the opposite: a clean answer that closes the topic and moves things forward.

What decision-makers listen for:
- Clarity. One to three clean sentences about what happened. No fog words.
- Ownership. You don’t bad-mouth. You own your part and your choice.
- Judgment. You exited well and kept relationships intact.
- Growth. You learned something real from the experience.
- Direction. You know exactly what you’re aiming for next.

⚠️ Here are the common traps that trigger doubt:
- “Mutually agreed…” (sounds like you’re hiding the ball)
- “It’s complicated…” (invites a 10-minute probe)
- “Long story…” (signals you’re not in control)
- Rambling, defensiveness, naming names

Keep this in mind: leaving a job is less of a problem than how you talk about it.

Tight, calm, fact-based and future-focused answers earn trust. Long, foggy, or blame-heavy answers don’t.

The carousel shares: 
1️⃣ A simple frame you can use for any situation
2️⃣ What to say (and not say) for 6 tricky scenarios
3️⃣ Delivery tips so you stop talking at the right moment

If you have an exit to explain, save this for prep night and share with someone interviewing this week.

♻️ Repost now to help someone interviewing this week. 
✅ Follow Ian Christie for career move guidance and how to become highly marketable.

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