Executive Career Mapping

If you’re feeling stuck mapping out your career, try this approach. It’s simple, but incredibly effective. Here’s a practical way to map your growth, build a career growth tree (I made this up). Start at the very top. What is the most senior position in your field you aspire to hold one day? The role you’d want to retire from, if all goes well. Then work backwards. What position comes right before that? And before that? Keep going until you arrive at your current role. Next to each of those positions, search for real-life job listings on Google or LinkedIn, across multiple companies. Look closely at what each role requires, how many years of experience, which certifications, which skills or areas of expertise. The more sources you use, the more accurate your picture becomes. Suddenly, what you have is not just a vision, but a strategy. A long-term plan rooted in reality. You’ve taken the guesswork out of career planning, and created a detailed, progressive map of where you’re going and what it will take to get there. And because each role typically lists required years of experience, you can start setting timelines for your goals, not arbitrarily, but based on what the industry actually expects. It’s a simple exercise, but it makes a powerful difference. You’re no longer just hoping to grow, you’re building a clear and intentional path to get there.

As an EY Partner, I watched capable execs stall while others seized hidden wins. Here is how to claim your advantage: - Knowing where to look - Acting fast This is your 9-action blueprint: 1. Audit your orbit. ↳ Map who holds power and who’s overlooked. Influence lives where power meets neglect. ↳ Identify: a mentor, a gatekeeper, a sleeper talent. 2. Solve the silent pain. ↳ Every org has unspoken problems—fix one quietly. ↳ Listen for what’s not said in meetings. 3. Pitch a pilot. ↳ Small wins build trust—and a case for promotion. ↳ Frame it as ‘testing,’ not ‘changing.’ 4. Amplify the underdog. ↳ Champion a stalled but promising project. ↳ Their success = your leverage. 5. Bridge the silos. ↳ Influence grows at cross-functional intersections. ↳ Start with a shared pain point. 6. Hack the calendar. ↳ Get in the right rooms—find how you can add value. ↳ Visibility starts with proximity. 7. Reframe your wins. ↳ Tie past successes to the org’s next big move. ↳ Drop it in a 1:1—don’t wait for reviews. 8. Align with strategic projects. ↳ C-suite priorities = your platform. ↳ Volunteer for a cross-departmental initiative. 9. Ask the bold question. ↳ In a room full of silence, ask what no one else will. ↳ Pair curiosity with a solution—execs notice. The real power play? Stop waiting. Start playing the game. — I've led 100s of execs to fast-track or reinvent their careers. 🏵️ Like this? You’ll love my free newsletter, The Modern Executive. Click the link under my name. ♻️ Repost this to help shift career culture. ➕ Follow me, Misha Rubin, for actionable career, leadership, and life insights.

I used to spend hours on massive, complex career plans. They always ended up gathering dust. Now? I stick to a single page. It forces clarity and guarantees action. This isn't about rigid goals; it's about a simple roadmap. Here are the 3 non-negotiable sections you need on your page: ↖️The "A-Z" Gap: Where do you want to be (Actionable next step)? Where are you now (Zero)? Write down the one skill, project, or connection that bridges the distance. (Example: A-Z = Get my PMP. Gap = Finish Chapter 3 of the study guide.) ↖️The "Hit List": What are you doing today that doesn't serve your next goal? This is the hardest part. List 3 things you need to stop, delegate, or severely limit this month. (Example: Hit List = Attending non-essential update meetings; endless scrolling; saying "yes" to low-impact tasks.) ↖️The "Power Trio": List the three people you need to meet, learn from, or actively collaborate with over the next 90 days. Growth is a team sport, don't try to go it alone. Your career plan doesn't need to be fancy. It just needs to be clear, visible, and actionable. If you can't summarize your plan on one page, it's too complicated. Overwhelmed? I built a simple reference doc to help you cut the noise: The One-Page Career Plan #CareerAdvice #CareerDevelopment #PersonalGrowth #Leadership #Productivity #GoalSetting

I have two questions for you: ☝️Have you grown in the past year at your current job? ✌️Has that growth moved you closer to your big-picture career goals? Do you like your answers? As a manager, I take a lot of personal responsibility for making sure everyone on my team can answer “yes” to those two questions. Every single year someone chooses to stay at Gorilla, I want it to be because they know they’ll grow in the ways they need to meet their unique career goals. Here’s exactly how I go about it … 1️⃣Discovery Around the 1-year mark, I schedule a deep-dive career mapping discussion. And ask questions like: 👉 [Name strengths and growth trajectory I’ve observed to date]. Anything I missed? 👉 What’s in store for you over the course of your career — at least as you’re able to envision it today? 👉 What does career success look like for YOU? 👉 Do you see yourself managing folks in the future? Why? 👉 Are you gunning for a promotion? Why? 👉 How much money would you like to be making 1 year from now? 5? 10? 👉 What do you enjoy doing the most in your current role? What feels like a drag? 👉 Any obstacles or challenges you see in reaching your goals? What scares you when you think about what it’s going to take to get there? This obviously isn’t an exhaustive list. But basically, I facilitate an open-ended discussion. Not everyone wants to manage. Not everyone wants to grow into a CMO. I don’t assume. I ask. 2️⃣ Map out a stretch project for them I sit on the company leadership team. I know what we’re mapping toward over the next 1, 2, 10 years as a company. And now I know what each team member wants to achieve. Often, there’s a nice overlap on the “what’s good for the company vs. employee” Venn diagram. So I map out a project, where they can — like any leader would — operate within a given scope of authority to achieve a high-level result. With no micro-managing on the details. I try to give just enough shape to point them in the right direction: 👉 A *very clear* description of the result they’re aiming for 👉 A quick write-up of the career journey they’ll be able to tell after the project is completed 👉 A cadence of when they should update me on progress The details are up to them.   3️⃣ I clear the project with the leadership team So when I say "go" — they have the full backing to make judgment calls as needed.   4️⃣ Present my thinking 1:1   I remind them that my goal is to find a project that *actually excites them* — not getting them to say “yes” to this exact project.   And that they won’t be penalized for saying “no” to the opportunity altogether.   (Yes, even after I’ve done all this work).   After all, it’s about THEM. And their growth journey.   -- Throwing a few examples of what the Gorilla Strategy has accomplished over this year in the comments 😎 #peoplemanagement #marketingleadership

One of the talks I’ve given to a few teams internally at Microsoft is “PMing your career”. Mid-career is the perfect time to step back, see yourself as a ‘product,’ and start managing your career with intention and strategy. Here are 5 axioms I use as part of the frame: ➡️1. Treat your career as a Product with a strategic fit: Every high-performing professional has a unique value proposition. Regularly assess your Personal Product-Market Fit (PMF) to ensure that your strengths, skills, and how you’re positioning them align with the needs of your industry and your company. Strong careers, like great products, adapt to stay relevant and strategically fit. This helps you identify places you might need to grow too. ➡️2. Your resume is (kind-of) Product Review Document (PRD): Like a PRD highlights a product’s features, your resume should capture your top achievements and core skills. Keep it current and aligned with your goals, showcasing how your career product has evolved. ➡️3. Use feedback as your career “Customer Review”: Just as products thrive on customer feedback, your career benefits from input from mentors, peers, and leaders. Thoughtfully incorporate this feedback to stay aligned with your goals and make strategic improvements. ➡️4. Set a career Roadmap: Map out your career with a focus on strategy and clear goals. These checkpoints – skills to gain, connections to build, and roles to pursue – keep you moving toward your vision of success and position you for future opportunities. Ask others who have already taken the path what the checkpoints are. ➡️5. Embrace phases as part of your strategy: Like product lifecycles, careers have phases. In early roles, focus on mastering foundational skills; as you advance, lean into influence and decision-making; and eventually, hone discernment for opportunities. Each stage strengthens your overall career strategy. Hope this helps you today

The most successful executives never outsource the direction of their professional journey—not even to supportive managers. This might sound counterintuitive in a world of development plans and performance reviews, but the reality is that even the most invested manager has limitations: • Perspective gap: Your manager sees your contributions through the lens of current organizational needs—not necessarily your broader potential or aspirations. • Incentive misalignment: Managers are often rewarded for team stability and consistent output, which can conflict with your need for growth and advancement. • Knowledge constraints: Your manager may lack visibility into emerging opportunities across the organization or industry that would be perfect for your skill set. • Time limitations: Most managers simply don't have the bandwidth to thoughtfully architect individual career paths for every team member. • Risk aversion: When you excel in your current role, there's inherent organizational pressure to keep you exactly where you are. The professionals who advance most rapidly understand this reality and take proactive ownership by: • Creating their own development roadmaps aligned with both current responsibilities and future aspirations • Building relationships across organizational silos to uncover hidden opportunities • Seeking projects that build transferable skills even when they extend beyond formal job descriptions • Staying informed about industry trends that will impact future skill demands • Developing executive presence and leadership capabilities before they're formally required Your career is too valuable an asset to leave its direction in someone else's hands—even someone who genuinely wants the best for you. The most empowering realization? You already have everything you need to take control. Check out my newsletter for more insights here: https://lnkd.in/ei_uQjju #executiverecruiter #eliterecruiter #jobmarket2025 #profoliosai #resume #jobstrategy #careerdevelopment

As executives, we’re no strangers to strategy—whether driving revenue growth, scaling teams, or leading organizational change. But when it comes to pivoting our careers, many of us overlook one critical element: crafting a unique value proposition (UVP). Your UVP is your personal North Star. It articulates not just what you can do, but what you uniquely bring to the table. It’s the difference between being “another qualified candidate” and the candidate decision-makers want on their team or board. So, how do you define yours? ✅ Audit Your Strengths: Reflect on the skills, experiences, and achievements that set you apart. What are you known for? What impact do you consistently deliver? ✅ Align with Your Goals: Whether you're pursuing a board seat, a leadership role in a new industry, or launching your own venture, your UVP should be tailored to your aspirations. ✅ Communicate Clearly: Simplicity is power. Your UVP should be concise and resonate with your audience—executive search firms, board directors, or investors. Pivoting can feel daunting, but your UVP is your foundation. It gives you confidence and ensures your story aligns with where you’re headed next. 💡 Your next move isn’t just about what you’ve done; it’s about the value only you can deliver. What has helped you stand out during a career transition? Share your thoughts or let’s connect to discuss! Unsure where to start? Reach out to D&S Executive Career Management for help. #ExecutiveCareerPivot #CareerGrowth #LeadershipDevelopment #BoardOpportunities #PersonalBrand

Your Promotion is Not Your Manager’s Responsibility! If you have a manager who gives you regular feedback, advocates for you in meetings, and puts you on high-visibility projects—you’re lucky. But here’s the truth: even the best managers prioritize like this: 1. Their career goals 2. Organizational goals 3. Your career goals And you can’t get to the next level if you’re sitting at 3 on someone else’s priority list. Here’s how you take control of your promotion timeline: 1. Create Your Personal Brand • What are you known for? • Are you delivering big, measurable results? Or just seen as “nice” and reliable? • Your personal brand is your reputation—make it about impact and influence. 2. Shift to Your Zone of Genius • Are people coming to you for your expertise or just because you “get stuff done”? • Do you find yourself taking notes, organizing meetings, or being the go-to for party planning? • Saying yes to everything doesn’t make you credible. It keeps you small. 3. Build Your Political Currency • Who outside of your team knows about the value you bring? • Are senior leaders aware of the work you’re doing? • Do you know what’s in it for them to advocate for you? Visibility matters. If people aren’t speaking your name behind closed doors, you’re invisible. 4. Get Clear on What Promotion Takes • Do you know the exact scope and requirements for that next role? • What does “be more strategic” actually mean where you work? • Are you intentionally showcasing your wins to decision-makers? You don’t just work hard to get promoted. You show them why you deserve it. Hard work alone doesn’t get you promoted. Hard work creates workhorses. Strategy creates leaders. If you’re serious about taking control of your career and leveling up to leadership, you need to play a different game. We help ambitious professionals map out their exact plan to hit big, bold career goals—on their own terms and their own timeline. Tired of waiting for someone else to decide your next move? It’s time to take charge. Join the January 2025 Signature Career Accelerator Waitlist and get the tools, strategies, and confidence to: 🔥 Build your leadership brand that decision-makers can’t ignore 🔥 Map out your exact path to promotion—no guesswork, no delays 🔥 Finally play the game on your terms Spots are limited—stop waiting, start leading.

You're not 100% qualified. Here's how to still get the job. Most executives don’t meet every requirement in a job description. But the best jobs aren’t filled through online applications. They’re filled through relationships and strategy. Here’s how to stand out and land the role: 1. Know what you want - Don't settle for whatever is available - Don't apply to everything and hope someone picks you - Instead, reflect on your strengths, skills, and values - Focus on where you can show up as your best self. 2. Tap into the hidden job market - Reconnect with former colleagues and mentors. - Reach out to people at companies where you want to work - Attend industry events and speak on panels. - Get warm introductions to decision-makers. - The best jobs aren't even posted online. 3. Position yourself as a thought leader - Post insights and leadership lessons on LinkedIn. - Comment on industry leaders’ posts to get noticed. - Publish articles or speak at conferences. 4. Sell your value, not just qualifications - Reframe your experience to highlight leadership and impact. - Share stories of solving real business problems. - Focus on results, influence, and strategic vision. - Paint the picture of what you will do for them. 5. Build a personal brand beyond your resume - Use LinkedIn to showcase your thoughts, reflections, wins, and lessons learned. - Let people see who you are beyond the job title. - Become known outside of your company - Be known for your expertise before you apply. The best opportunities go to those who show up differently. Which of these will you focus on first? 👇 If you need help with your executive job search, DM me to set up a free strategy call.

To effectively develop your career : - Define Your Personal Brand • Unique Tip: Treat yourself like a product. Identify your unique value proposition (what sets you apart) and communicate it consistently across your resume, LinkedIn profile, and conversations. - Learn the Art of Storytelling • Employers remember stories, not just skills. Develop a narrative for your career that highlights challenges you’ve faced, how you overcame them, and the results you achieved. - Apply the 80/20 Rule • Focus 80% of your efforts on skills and tasks that deliver 20% of the most impactful results for your career growth. This increases efficiency and showcases your ability to prioritize. - Shadow and Reverse Mentor • Unique Tip: Shadow someone in a higher position to learn firsthand, but also engage in reverse mentoring. Offer your unique perspective (e.g., tech-savviness, cultural insight) to someone senior. - Seek Feedback Proactively • Instead of waiting for performance reviews, ask peers and managers for “one thing” you could do better regularly. This shows initiative and builds trust. - Invest in Micro-Learning • Dedicate 10–15 minutes daily to learn new tools or trends in your industry. - Create a Career Map, Not Just a Plan • Visualize your career like a map with multiple routes, so you can adapt when unexpected opportunities or obstacles arise. - Focus on Emotional Intelligence • Jobs of the future value EQ over IQ. Practice empathy, active listening, and conflict resolution skills in your daily interactions. - Quantify Your Achievements • Replace vague statements like “responsible for managing a team” with measurable results, e.g., “led a team of 10, increasing productivity by 25%.” - Be a Connector, Not Just a Networker • Unique Tip: Instead of just expanding your network, actively connect people in your circle who can help each other. This builds goodwill and positions you as a resourceful leader. If you apply these strategies consistently, you’ll stand out and accelerate your career.