Identifying Career Strengths

I’ve coached thousands of job seekers who felt lost and overwhelmed. Here are the 10 steps we start with to find the right path: 1. Your #1 Priority Clarity should be the first thing you invest in. It makes career success SO much easier (at every stage). When you have clarity, you can invest 100% of your energy into that goal. So before you start applying to jobs or grad school? Find your path. 2. The Myth Of “Passion” People think passion is a lightning bolt that suddenly hits you. One day you wake up knowing what you're supposed to do. That's BS. Passion stems from action. It's the result of trying new things. If you want to find your path? You need to act. 3. Map Out Your Ideal Lifestyle Career happiness doesn't come from a job title. It stems from the ability to meet your lifestyle needs: – Target salary – Ideal living situation – Surrounded by people you love – Work that fills your cup Start by defining all of these things. 4. Label Your Energy Next, grab a piece of paper. Make two columns: 1. Energy Creators 2. Energy Drainers Now list out every single activity, task, and project you've worked on. Label each as a creator or drainer. Your career path should be filled with energy creators. 5. Clarify Your Strengths Success is easier when your path plays to natural strengths. I recommend the High 5 Test. It's a 15 minute quiz that will define your top strengths. It'll tell you what each means and how to harness it. Talent: A natural way of thinking, feeling, behaving × Investment: Time spent practicing, developing your skills, or building a knowledge base = Strength: The ability to consistently provide near-perfect performance 6. Find People Doing "Cool" Stuff Now you've created clarity around your strengths, energy, and ideal lifestyle. Next, I want you to find people already living that life. Who has a job you admire? What jobs have seemed “cool” to you in the past? Make a list of 30+ contacts. 7. Reach Out & Learn Make a daily habit of reaching out to one person. Be honest about your situation and desire for clarity. Then make sure to build up their achievements and mention why you admire them. Here's the email template I used when I was on this journey: The Winning Template: Subject: Quick Question  Hi [Name], My name is [Your Name] and I came across your information on LinkedIn while I was looking for people who transitioned into [Industry/Field] from a non-traditional background. Your background is really impressive! I saw you do different fields and [Industry/Field] really piqued my interest. If you have a few minutes, I’d love to hear more about your journey and how you landed in your role today. I know that’s a big ask so no worries if it’s too much. I totally understand. Either way, hope you have a great rest of the week!  

My best salesperson was struggling because she was selling so much and could not keep up with the paperwork. She sucks at the latter, but paperwork made sure there was follow-through for customers and payments are collected. Conventional wisdom suggests weaknesses offer growth opportunities. But instead of coaching her to eliminate the weakness, I hired an administrator to do the admin stuff. Why? Don’t ask a monkey to swim when they are at their best, swinging in the trees. For her, admin work is demotivating. She dislikes it, and it distracts her from perfecting what she likes best- sell! When we leverage our strengths, it feels natural. Marcus Buckingham advises employees to identify and cultivate their natural skills and advantages. “If you want to win, if you want to excel, if you want to stand out, you’re going to have to take the few unique things about you that are beautiful and powerful, and take them seriously, and turn them into contributions.” Here are some ways to operationalise Buckingham's advice. 1. Use self-reflection and feedback to identify your strengths. Then name them, and find ways to leverage these optimally for others and for yourself. 2. Learn from people who are great at leveraging their strengths. 3. Find ways of applying and adapting your strengths to new situations and in different circumstances. 4. Manage your weaknesses by eliminating them, and if not possible, minimising their impact so they are not derailers. # 4 resonates with me. A LinkedIn friend, Andy, messaged me about an error on my LinkedIn profile. It was a highly visible mistake, but I missed it! I told Andy my carelessness was what got me into trouble early in my career. In my first job, many were vying to join the Planning Division. I got it. But I did not realise my weakness would show up big time as the work involved writing policy papers that are discussed at the Board level. Every letter, word and punctuation mark must be in order. Not getting every fact on point is a career breaker. I can’t ignore my weakness. I must manage it. I tried many ways to overcome it, but nothing worked. My manager coached, but I was beyond help. I am surprised I did not have a breakdown! Finally, I realise I could not change myself. So I changed jobs. Instantly, because of different job requirements, my weakness was not a derailer, just an irritant. I leverage my strengths, gain confidence, and eventually, recognition. Back to the salesperson who dislikes admin work. She still dislikes it. She also got promoted and is leading a team, helping them sell, sell, sell. And she is still getting bonuses for doing something she loves - selling. And how is the admin staff doing? Very well! Every salesperson appreciates that he helps them shine. And he gets a share of the team's bonus. When people leverage their strengths, they look forward to work instead of worrying about mistakes they will make. Agree?

Prepare for every job interview by recognizing that your personal brand is as crucial as your resume. Your personal brand is essentially the distinctive narrative you wish to convey about yourself in a professional setting, defining who you are, your strengths, and what sets you apart. Here's a guide to cultivating a robust personal brand during interviews: 1. Self-Exploration: Before branding yourself, delve into self-reflection. Identify your strengths, values, and passions that distinguish you. 2. Spotlight Your Strengths: Showcase your unique strengths, be it problem-solving, leadership, or creativity. Align these strengths with the job requirements. 3. Consistent Online Presence: Ensure your online presence on platforms like LinkedIn aligns with your personal brand. Update profiles with professional content and a suitable photo. 4. Emphasize Achievements: Highlight your accomplishments in your resume and interviews. Provide specific examples that demonstrate positive outcomes and quantify achievements when possible. 5. Dress for Success: Your appearance contributes to your brand. Dress appropriately, erring on the side of slightly overdressed. 6. Be Authentic: Let your personal brand reflect your true self. Authenticity is key; don't attempt to be someone you're not. 7. Communicate Effectively: During interviews, communicate with clarity and confidence. Non-verbal cues like eye contact and a firm handshake are just as vital as verbal communication. 8. Gratitude Post-Interview: After the interview, send a thank-you note reinforcing your personal brand. Express ongoing interest in the role and your eagerness to contribute to the company's success. Remember, building a personal brand is an ongoing endeavor, not limited to interviews but integral to your entire career. Consistency in your brand presentation makes you memorable, relatable, and appealing to potential employers.

‘Fix your weaknesses.' Bosses advise it. Books preach it. We believe it. As a CEO that has coached 100+ leaders, I can definitively say: This is the worst career advice people follow. I remember being a fresh engineering grad on VMware's product marketing team. I watched our GM give an inspiring all-hands—he was funny, charismatic, everything I wasn’t. My conclusion: I'm a bad public speaker. I must become great at it to lead. The more leaders I met, the longer my list of ‘weaknesses to fix.’ My first big project was analyzing growth potential across geographies, for that same executive. Being a natural at analysis, I quickly unified all levers into one metric to track our penetration in different markets. I then spent all of my time improving my presentation skills. In the end, my delivery was mediocre but that metric changed how executives saw our business. Every subsequent win came from my strengths. The more I leaned in, the faster I grew. Two years later, I was placed in the top 2% of the company—despite being below average in many areas. I see the same pattern in every leader I coach: they shine using their strengths, and underperform when copying others. Here’s why: The best careers are built on solving hard problems. This requires Top 1% skills. Focusing on your strengths is the only path to developing Top 1% skills. Here’s the math I’ve observed across hundreds of people: • Work on your weakness: Takes over a decade to get to Top 10% • Work on your strengths: Takes only a couple of years to get to Top 1% See if this rings true in your own career. My advice for developing your strengths: 1. Find Your Superpowers Don't overcomplicate this. Ask people who know you best: 'What am I uniquely great at?' Better yet, ask yourself: 'What seems effortless to me but difficult for my peers?' Hint: this tends to line up with what you love doing. 2. Double Down on them Got a gift for storytelling? Become obsessed. Read every book. Find mentors who share your strength. Don't just be great—become exceptional. 3. Here's the Real Game-Changer: Don't adapt to the role. Adapt the role to you. I’ll give you an example. Early on I watched other leaders do huge team rallies because that's 'what leaders do.' But I was better in small groups. So instead of copying them, I did quarterly 1:1s and intimate team dinners. Took the same time, built deeper connections, played to my strengths. Let me be clear: Don’t completely ignore your weaknesses. But spend most of your time on developing and using your strengths. That’s the key unlock for a 10x career. Take a minute to look at your biggest project. Are you playing to your strengths, or following someone else's formula?

IT’S NOT YOUR STRENGTHS, IT’S THE CONTEXT In which context do you have at least three significant strengths?   A seasoned Finnish coach Antero Ojanaho wrote a couple of days ago:   Individual strengths are not nearly as important in (management) work and life in general as combinations of strengths. As a rule of thumb, for example, a manager should have at least three (3) significant strengths in the context in which he works. The best leaders usually have 5-7 significant strengths. I found this an excellent example of how to think upside down. Those of you who have followed me know that my favorite example is changing “How I can find a job?” into “How does the job find me?” From Antero’s insight, it’s easy to change “What are your strengths?” into “In which context do your strengths leverage best?” Of course, this is not that simple. First, you have to build up the combination of strengths. But I love the challenge: figure out a combination of three significant, compatible strengths that will give a competitive advantage. In software development, an example of such a combination could be technical expertise, collaboration, and resilience. Technical skills, coupled with the ability to collaborate with diverse teams and resilience to overcome setbacks, are essential in rapidly evolving technological landscapes. But if the client plans for a career pivot, what could be alternative contexts where this combination would give them an edge? Possible jobs could be 1️⃣ Project Manager Technical expertise allows for a deep understanding of project requirements, collaboration skills ensure effective teamwork and communication, and resilience helps in managing setbacks and changes in project scope.   2️⃣ Cybersecurity Analyst Technical expertise is essential in understanding vulnerabilities and implementing security measures, collaboration is crucial for coordinating responses to potential threats, and resilience is vital in dealing with the dynamic nature of cybersecurity challenges.   What if we go further and think about the best leaders having 5-7 significant strengths?   Let’s assume our client is a Healthcare Administrator. Her strengths combination could be e.g. ☑ Empathy ☑ Strategic Planning    ☑ Interpersonal Skills ☑ Decision-Making ☑ Ethical Leadership ☑ Financial Acumen ☑ Crisis Management   With this combination, she would be a perfect applicant in e.g. ✅ Nonprofit Organization Director (because of her ability to strategize, manage finances, and lead with empathy); ✅ Human Resources Manager (while having strong interpersonal skills, ethical leadership approach, and crisis management experience); or ✅ Corporate Social Responsibility (CSR) Manager (due to ethical leadership, strategic planning, and interpersonal skills). Take stock of your combination and review in which contexts you’d make a perfect fit! #CoachRisto #CareerPerceptions #strengths #careerpivot  

As a personal branding strategist who's worked with executives, I've discovered a game-changing truth: Your most potent competitive advantage isn't your skillset—it's your value system. 𝐁𝐞𝐲𝐨𝐧𝐝 𝐏𝐞𝐫𝐬𝐨𝐧𝐚𝐥 𝐁𝐫𝐚𝐧𝐝𝐢𝐧𝐠: 𝐓𝐡𝐞 𝐕𝐚𝐥𝐮𝐞 𝐏𝐫𝐨𝐩𝐨𝐬𝐢𝐭𝐢𝐨𝐧 𝐨𝐟 𝐀𝐮𝐭𝐡𝐞𝐧𝐭𝐢𝐜 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 Let's cut through the noise. Personal branding isn't about crafting a polished image—it's about architecting a genuine narrative that resonates at the intersection of who you are and the impact you create. 𝐓𝐡𝐞 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐕𝐚𝐥𝐮𝐞 𝐀𝐥𝐢𝐠𝐧𝐦𝐞𝐧𝐭 𝟑𝐃 𝐅𝐫𝐚𝐦𝐞𝐰𝐨𝐫𝐤 Decode: Excavate your non-negotiable values Define: Translate values into a distinctive leadership narrative Deliver: Consistently demonstrate these values across every professional touchpoint 𝐓𝐡𝐞 𝐑𝐎𝐈 𝐨𝐟 𝐀𝐮𝐭𝐡𝐞𝐧𝐭𝐢𝐜 𝐕𝐚𝐥𝐮𝐞 𝐀𝐥𝐢𝐠𝐧𝐦𝐞𝐧𝐭 Most leaders mistake personal branding for self-promotion. The real power lies in: ✔️Creating a magnetic professional identity ✔️Building trust capital that transcends roles and organizations ✔️Developing a reputation that precedes you 𝐓𝐚𝐜𝐭𝐢𝐜𝐚𝐥 𝐞𝐱𝐞𝐜𝐮𝐭𝐢𝐨𝐧 𝐟𝐨𝐫 𝐲𝐨𝐮𝐫 𝐯𝐚𝐥𝐮𝐞 𝐚𝐦𝐩𝐥𝐢𝐟𝐢𝐜𝐚𝐭𝐢𝐨𝐧 Narrative Architecture -Craft a compelling personal mission statement -Develop a consistent storytelling approach that threads your values Visibility Strategy -Leverage speaking opportunities, publications, and thought leadership content -Create content that demonstrates your values in action Ecosystem Engagement -Build a network that reflects and reinforces your core principles -Mentor and collaborate with individuals who challenge and elevate your perspective 𝐓𝐡𝐞 𝐈𝐧𝐟𝐥𝐞𝐜𝐭𝐢𝐨𝐧 𝐏𝐨𝐢𝐧𝐭 Your values are not a static checklist but a dynamic leadership compass. The most influential leaders don't just communicate their values; they create entire ecosystems that breathe those values. Reflection Challenge: Can your team, colleagues, and network articulate your core values without you saying a word? If not, your personal brand is a work in progress. #personalbranding #thoughtleadership #leadership #values

High performers deliver results. High-potential employees shape the future. One of the biggest responsibilities of leaders and HR is to identify employees who have the potential to take on larger roles in the future—not just those who are performing well today. A robust High-Potential (HiPo) identification process is the foundation of effective succession planning. It ensures that organizations have future leaders ready when critical roles become vacant. It is equally important for retention. High-potential employees seek growth, challenging assignments, mentoring, and clear career opportunities. When organizations invest in them, they are more likely to stay and contribute at a higher level. There is no single method to identify HiPo talent. Organizations use approaches such as the 9-Box Talent Matrix, Assessment Centres, psychometric assessments, competency-based evaluations, and talent review discussions. The method may differ, but the objective remains the same—identify future leaders early and develop them deliberately. The future belongs to organizations that don’t just hire great talent—they identify, nurture, and retain it. How does your organization identify High-Potential talent? #Leadership #HR #TalentManagement #HighPotential #SuccessionPlanning #TalentRetention #LeadershipDevelopment #PeopleDevelopment #DrParagBhatt

What if your best talent isn’t who you think? The loudest voice? The most prestigious degree? The longest tenure? These are just shortcuts — not true indicators of competence, talent, or potential. 👇 How do I know? Over the past 10+ years, I’ve analyzed thousands of hiring and promotion decisions across industries, helping corporate clients uncover bias in their processes. What may seem like a solid, objective decision is often riddled with hidden biases that skew how leaders evaluate talent. 👇 Who gets overlooked? ▫ The quiet but insightful contributors who deliver without seeking the spotlight. ▫ The collaborators who prioritize teamwork over individual glory. ▫ The creative thinkers who approach problems differently but offer innovative solutions. ▫ The unconventional hires who lack the traditional background but bring unique perspectives and skills. ▫ The introverted leaders who inspire through action and empathy rather than charisma. 👇 What should leaders do instead? ✔ Look deeper and measure true impact and growth, not just what’s on the surface. ✔ Recognize the value of diverse skills and perspectives, even if they’re not the most obvious. ✔ Encourage inclusive decision-making that uncovers real talent throughout your organization. It’s time to stop relying on easy proxies and start digging deeper. 👉 The leaders your organization truly needs are already there — they just might not look like what you expected. P.S.: What illusions or biases have you seen that need to be uncovered?

I often talk about my love of tennis. Like most sports, we learn nuggets of wisdom that can be applied to all aspects of life, work and beyond. Here is my latest learning. Recently, I have been spending time playing with a friend in her 70s. In her 20s she was a tennis coach, then went on to law school and on to build a company. An impressive resume. Equally inspiring is the way she navigates around a tennis court. You might assume she wouldn’t be the fastest player on the court—but you’d be wrong. She moves with purpose, anticipates every shot, and consistently outplays younger, stronger opponents. She is an all-around smarter player than most, so anytime we play I make sure to take advantage of her strategic wisdom. Recently, she pointed out to me that many tennis players think the only way to win is by hitting the ball the hardest, which might work at the pro level but not at the amateur level. This is where brains versus brawn comes in.  She says “Hit the ball where your opponent isn’t.” So simple. She’s not expending energy just to show power—she’s being strategic with every move. The same is true in our careers. Success isn’t just about working harder or longer hours—it’s about working smarter. Leveraging smart tactics including: ✅ Recognize your unique strengths and lean into them. Too often, we focus on what we lack instead of sharpening what we already do well. If you’re a strong communicator, double down on it. If you’re an analytical thinker, find ways to make that your superpower. The more you embrace what sets you apart, the more effective you’ll be. ✅ Identify the gaps—not just in your own skill set, but in your company, industry, or market. The best players (in tennis and in business) don’t just react—they anticipate. What skills do you need to sharpen? Where is there an unmet need in your field that you’re uniquely positioned to fill? You don’t have to be good at everything—just be smart about where you can make the biggest impact. ✅ Be intentional with your energy. Not every challenge requires maximum force; sometimes, a well-placed, strategic move makes all the difference. Instead of saying yes to everything or working yourself to exhaustion, think about where your efforts will have the highest return. Are you putting your energy toward things that truly move the needle? Advancing in your career isn’t about exhausting yourself—it’s about being focused, adaptive, and strategic. Where can you redirect your energy today to work smarter?

Peter Drucker (1909–2005) was more than a management scholar—he was probably the architect of modern management thinking. Advisor to CEOs and Governments for over six decades, he coined terms like “knowledge worker” and popularised the idea that management is about human beings first. As we enter a world which seems to be so different to the one of the last six decades, I was wondering about the applicability of some of Drucker’s theories in the world that is unfolding, and feel they seem timeless and still resonate. While there are several popular pieces written by him, his top ideas, according to me, are: ·     Managing Oneself: Before you can lead others effectively, you must first understand and lead yourself ·     Management by Objectives: Setting clear, measurable goals for individuals and aligning them with organisational priorities is key ·     Theory of the Business: Continually question whether the assumptions on which your organisation is built still matches reality ·     Strengths-Based Leadership: Focus on maximising strengths rather than fixing every weakness. I particularly like this one since we do tend to spend a lot of time in appraisals and self-assessments thinking about “development areas” and the idea here is that you will become exceptional only by focusing on strengths, never by trying to improve weaknesses ·     Knowledge Worker Productivity: Recognise that effectiveness, not hours worked, drives results ·     Relationships matter: managers must not only know their own strengths but also understand and respect the strengths of others. Clear communication about “how I work” and “how you work” builds trust, reduces friction, and accelerates performance In Managing Oneself, arguably Drucker’s most popular work, he asks leaders to answer five critical questions:                  1.            What are your strengths? Use feedback analysis to find out more about this for yourself so you really know yourself                  2.            How do you perform best? Understand whether you process information best as a reader or listener, whether you thrive in collaboration or autonomy                  3.            What are your values? Apply the “mirror test”: what kind of person do you want to see each morning?                  4.            Where do you belong? Find environments where your strengths, style, and values align because that’s where you will deliver your best                  5.            What should you contribute? Identify the most important results you can deliver in the next 18 months and focus on that   While there is a lot of food for thought in his work, the thought that has stuck most with me is “Management is doing things right; leadership is doing the right things.”