Identifying Career Strengths

Next time you're feeling stuck in your job search with zero interviews, try THIS resume strategy. Ask yourself these deep-dive questions: 1. What do you do better than anyone else? 2. What are you known for no matter where you work? 3. What do others come to you for? Finding these themes across your career reveals your signature strengths—the exact qualities hiring managers are searching for. This strategy transformed my client Kathryn's job search. As a global communications executive who worked 18-hour days and built departments from scratch, she thought her experience would speak for itself. But after four weeks using a template resume, she had zero interviews. When we dug deeper using these questions, we discovered her unique strengths and competitive advantages that weren't coming through on her resume. We restructured her resume to highlight these differentiators and showcase her accomplishments using the C.A.R. format (Challenge, Action, Result). The result? Five interviews with top Silicon Valley companies, including Amazon and Facebook. She accepted a VP role at Amazon within 30 days and was promoted again just eight months later. Your experience alone isn't enough—you need to communicate what makes you uniquely valuable. What patterns do you see across your career? What are your signature strengths? Those are your differentiators! If you're nodding along because you know you bring more to the table than your resume shows, I'd love to help you 1:1. Message me to discuss your executive resume. #LinkedInTopVoices #Resumes #Careers #PersonalBranding

I've read countless resumes over the past 1 year and I've noticed a trend where applicants stretch the truth. Because they hope to make a stronger impression. While it might be tempting to embellish achievements or responsibilities to stand out, remember that authenticity speaks volumes. Here are my TWO most important tips for keeping your resume honest yet impactful: 1. Showcase Your True Achievements: Focus on what you've genuinely accomplished. Use specific examples and quantify your results wherever possible. This approach is far more powerful than vague embellishments. 2. Remember the Big Picture: Before adding anything to your resume, think about how you'd feel if your prospective employer discussed your resume in a staff meeting. If there’s anything you wouldn’t want to explain or defend, it’s probably best left off. At Lawyantra, we value the truth and believe that integrity is non-negotiable. We seek candidates who are not only skilled but also genuinely represent their experiences and values. It’s not just about avoiding falsehoods but about proudly showcasing your true self and what you can bring to a team. #resumebuilding #ethicalresume #interview 

💼 Rejection is tough—but here’s why your resume might not be working. Even when you’re highly qualified, it’s frustrating to get passed over for a role you know you’re perfect for. One of the most common mistakes I see? ❌ Overstuffing your resume with every skill and job you’ve ever had. You might think showcasing your versatility makes you stand out, but it often leaves employers confused about how your experience aligns with the role. The solution? A targeted, streamlined approach that highlights your value and matches the job expectations. Here’s how to do it: 1️⃣ Understand What Employers Need Start by analyzing the job description. Look for keywords and skills mentioned repeatedly—they’re the clues to what the employer values most. 👉 Tip: Ask yourself, “What problem are they trying to solve, and how can I position myself as the solution?” 2️⃣ Match Your Experience to Their Needs Highlight the skills and accomplishments that directly align with the role. Provide examples that demonstrate how you’ve applied these skills to solve problems or deliver results. 👉 Example: Instead of saying, “Managed multiple projects,” say, “Led cross-functional teams to deliver 15+ projects on time and under budget, driving a 20% increase in efficiency.” 3️⃣ Speak Their Language Use industry-specific terminology from the job description to describe your experience. This not only helps with ATS systems but also shows you understand their world. 👉 Example: Replace vague phrases like “collaborated on team goals” with specifics like “optimized workflows using Agile methodologies to improve delivery speed by 25%.” 💡 Key Takeaway: The goal of your resume isn’t just to get noticed—it’s to position yourself as the perfect solution to the employer’s problem. Focus on alignment and clarity, and you’ll turn more views into interviews. What’s one tweak you’ve made to your resume that worked wonders? Let’s share insights below! 💬👇 #ResumeTips #CareerGrowth #JobSearch #RecruiterAdvice #ProfessionalBranding

𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗶𝘀 𝗻𝗼𝘁 𝗯𝗼𝗿𝗻 𝗳𝗿𝗼𝗺 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 𝗮𝗹𝗼𝗻𝗲 — 𝗶𝘁’𝘀 𝘀𝗵𝗮𝗽𝗲𝗱 𝗯𝘆 𝗔𝗱𝗮𝗽𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆, 𝗔𝗴𝗶𝗹𝗶𝘁𝘆, 𝗮𝗻𝗱 𝘁𝗵𝗲 𝗰𝗼𝘂𝗿𝗮𝗴𝗲 𝘁𝗼 𝗺𝗮𝗻𝗮𝗴𝗲 𝗥𝗶𝘀𝗸 ! 🔑 Students who scored higher on Presence and Agility (linked to Extraversion and Openness to Experience) were more likely to step into leadership roles. 🤝 Sociability and intellectual curiosity — long studied as drivers of emerging leadership — remain powerful predictors of who rises to lead. ⚡ Personality‑based agility measures show that comfort with switching gears under pressure, even at the risk of mistakes, reflects the adaptability leaders need most. 🎯 Interestingly, those who spread their effort across multiple smaller tasks (rather than focusing only on high‑reward ones) showed a stronger propensity for leadership. 🧭 And at its core, leadership is about making decisions with limited information, balancing potential rewards with unknown consequences. Understanding how someone approaches risk—strategically, emotionally, and cognitively—can offer valuable clues about their leadership approach, according to a fascinating research published by a team of researchers from Korn Ferry Wharton Neuroscience Initiative Student Society, and Lazul.ai using data from students at the University of Pennsylvania. ✅ 𝙈𝙮 𝙥𝙚𝙧𝙨𝙤𝙣𝙖𝙡 𝙫𝙞𝙚𝙬:  I believe these latest amazing findings could mark a real turning point for organizations striving to build stronger leadership pipelines. If we can identify leadership potential, early before years of experience accumulate, it opens up entirely new ways to nurture and support future leaders from the very beginning of their journey. It also means we may discover high‑potential talent in places we’ve overlooked. Someone who doesn’t fit the “traditional mold” might still carry the adaptability, curiosity, and resilience that great leaders need to thrive. What excites me most is the shift from relying solely on résumés (CVs) or past achievements to looking at real‑time behaviors and mindsets: 🔍 How people adapt under pressure 🔍 How they balance risk and reward 🔍 How they stay engaged across multiple priorities 🔍 How they bring presence, agility, and curiosity into the moment By combining personality insights with behavioral data, we gain a fuller, richer picture of how leadership takes shape often long before it’s made official with a title. Thank you 🙏 Korn Ferry Wharton Neuroscience Initiative Student Society, and Lazul.ai researchers team for these insightful findings: Amelia Haynes Sarah Hezlett Elizabeth Johnson, PhD Jean-Marc Laouchez James Luria Lewis, PhD Michael Platt, PhD, PMP Winston Sieck 🔑Are we overvaluing experience and undervaluing adaptability when identifying future leaders? #Leadership #Agility #Adaptability #PeopleDevelopment

The Key to Standing Out in a Competitive Job Market ✨💼 One of the most frequent reminders I give my clients as a UN Career Coach is this: be authentic - in your CV, cover letter, and especially in job interviews. Authenticity isn’t just a nice-to-have; it’s a necessity to stand out in today’s competitive job market. With increasing competition in the UN and many other international organizations due to automation taking over jobs, budget cuts, and shrinking resources, having a unique voice has never been more important. 🤖🛠️ AI, while powerful, it is also generic. Recruiters and hiring managers are tired of reading and hearing the same generic stuff. AI lacks the authenticity that only you can bring. That’s why showcasing your distinct contributions, giving details and specifics is sooo critical! I often see CVs filled with generic descriptions under work experience: lists of standard duties that don’t reflect the person’s unique achievements and lack the details. Specifics do matter. 📝 Don’t just say, “Managed media relations.” Tell us which media outlets you engaged with, how you built relationships, and what results you achieved. Instead of writing, “Facilitated partnerships,” share the details - what kind of partnerships? With whom? What was the impact? These details help your application stand out from the crowd. The same applies in interviews, especially when discussing your motivation for the role. I often hear generic responses like, “I have relevant experience in X, Y, and Z organizations.” But why not dig deeper? Tell the interview panel what truly excites you about this role such as 💡 Is it the chance for career progression? 📈 Is it the organization’s mandate? 🌍 Or a deep, personal passion for the industry? Share your why. It’s not just about what you’ve done; it’s about why this role matters to you and how it aligns with your goals. Creating your story takes preparation. Refine your elevator pitch, rehearse it, and seek feedback. The more authentic and specific you are, the more likely you are going to leave a good impression. 🌟 In an era of automation and generic AI-generated applications, your authenticity and unique voice will set you apart. Don’t shy away from being you - that’s what will make employers remember you. 💼🎯 #CareerCoaching #UNCareers #AuthenticityMatters #StandOut #JobApplications #InterviewTips #AIandCareers #MotivationMatters #CVWriting #CareerDevelopment #JobSearch

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?

Early Leadership Traits in Budding Managers: As a business leader, I've observed some key traits that often indicate future management potential in young sales people: 1. Empathy - They genuinely care about customers' needs and build strong relationships. 2. Coachability - They're eager to learn, seek feedback, and continuously improve their skills. 3. Accountability - They take ownership of their results, good or bad, without making excuses. 4. Vision - They see the big picture beyond just hitting their quota and think strategically. 5. Collaboration - They lift up their teammates and contribute to a positive team culture. 6. Resilience - They bounce back quickly from setbacks and maintain a growth mindset. 7. Data-driven - They leverage analytics to inform their decisions and strategies. 8. Adaptability - They embrace change and thrive in dynamic environments. If you spot these qualities in your teambers, it's crucial to nurture and develop them into future leaders. Here are some ways to do that: • Provide mentoring opportunities with senior leaders • Offer stretch assignments to challenge and grow their skills • Enroll them in leadership development programs • Give them opportunities to lead small projects or initiatives • Encourage them to coach and mentor newer team members • Involve them in strategic planning discussions • Provide regular feedback and career pathing conversations By identifying and cultivating these leadership traits early on, you can build a strong pipeline of sales managers who will drive your organization's future success. What early leadership traits have you observed in your sales teams? How do you develop that potential? #SalesLeadership #TalentDevelopment #SalesManagement #CareerGrowth #SalesSuccess #LeadershipTraits #SalesCulture

Still unsure what makes you stand out in your career? You're not alone. But you're also not stuck. Here's a proven way to uncover your career superpowers—no personality test needed. I've helped 100+ professionals discover their career strengths. And this process? It works every time. Here’s how to find yours: 1. Track your energy levels • Notice when you feel most alive at work • Which tasks make time fly by • What you'd happily do even without pay 2. Collect feedback patterns • Save compliments from peers, managers, or clients • Observe what people frequently ask your help with • Reflect on what mentors highlight in you 3. Analyze your wins • List your top 5 accomplishments • Identify the skills you used in each • Look for patterns in how you approached problems 4. Study your free time • What do you enjoy teaching others? • What topics do you research for fun? • Where do people naturally seek your guidance? 5. Document "flow state" moments • Tasks that feel effortless • Projects where creativity flows • Problems you can spot and solve instantly 🔁 Here's what to do next: ✔ Track patterns for the next 30 days ✔ Maintain a daily “wins” journal ✔ Ask 3–5 trusted colleagues for feedback ✔ Compare your findings to job descriptions ✔ Review your past performance reviews This clarity becomes your career compass. Save this post if you’re planning your next move. And tell me what’s one strength people always see in you? P.S. Want to turn these insights into a real job-winning plan? Join my free webinar “Get Your Dream Job with My Career Spotlight Framework.” 📌 Register Here - https://lnkd.in/gq7ZrvDj #CareerGrowth #StrengthsFinder #JobSearchTips #CareerCoaching #PersonalBranding

Yesterday, a client sent me a message thanking me for his resume—it helped him land a great job offer! He’s a mid-senior professional aiming for a leadership role, and like many, he had been using a generic, cookie-cutter resume that failed to showcase his true value. Here’s the reality: Template-based resumes don’t work for leadership roles. If you're a mid-senior professional, your resume must: ➡️ Highlight your unique value proposition (What sets you apart?) ➡️ Showcase accomplishments, not just responsibilities ➡️ Speak to business impact—how you drive results, lead teams, and solve problems A strong resume isn't just about listing what you've done—it's about showing why it matters. 💡 Sri’s Pro Tip: Your resume should make hiring managers think, "We need this person on our team." Are you still using a one-size-fits-all resume? Let’s fix that. DM me if you’re ready for a resume that opens doors to leadership roles! #resume #linkedin #jobsearch #leadership

One of the most brutal truths in our HR careers is this: Sometimes the biggest obstacle isn't the organization, it's us. I’m coaching a client right now who was expecting a leadership promotion. She’s talented, committed, and has real potential. But she’s not fully ready yet; there are still skills to build and experiences she hasn’t mastered. Before we talk solutions, we need honesty. Most HR pros and emerging leaders block themselves in three ways: 1. Opportunity Blindness When our ego is bruised, we can’t see the doors opening right in front of us. She didn’t see that leading in a crisis is a high-value experience. 2. Comparison and Entitlement Thinking “I’ve been here longer… shouldn’t that be me?” Longevity is not readiness. Titles don’t make leaders; capability does. 3. Outdated Career Narratives We’re conditioned to believe growth = promotion. Most successful leaders grew through stretch, not title. Here’s what she almost overlooked, and what many of us do: 🪴 A new scope of influence 🪴 A chance to build leadership credibility before managing a full team 🪴 A mentor-relationship with the new manager 🪴 Visibility in a crisis can put a spotlight on who can evolve 🪴 Skill-building in change leadership, communication, and collaboration 🪴 Proof points for future roles, inside or outside the organization This role isn’t a setback; it’s a launch pad. So I shared three steps with her to get out of her own way. These are the exact steps I’ll coach her through: 1. Shift From Title to Trajectory Ask: What would I gain from this role even if the title never changed? Career capital matters more than job titles. 2. Expand Your Horizon Beyond This Org Chart Sometimes your next big leap isn’t in your current company, and that’s okay. ASK. What skills can I build here that raise my market value anywhere? 3. Build the Capability Before Demanding the Seat Use this moment to practice leadership actively: 🔹 Leading meetings 🔹 Supporting team transitions 🔹 Giving feedback 🔹 Managing change 🔹 Taking ownership of outcomes Promotions are earned when your capability makes denial impossible. The Question That Changed My Client’s Perspective Last week, I asked her: “If this role were designed to prepare you for your future, not your feelings, what would you do differently?" She paused. And everything shifted because that question forces you to lead forward, not react backwards. If you’re feeling stuck, ask yourself: Are you waiting to be promoted, or are you actively becoming promotable? Those lead to two very different careers. #YourHRCoach #HRforHR #Promotions #HRCareers