Boost Your Career Growth With Proven Strategies

My son said something the other day that stopped me cold. He asked, "Mom, why do you keep learning new things even when you’re already good at your job?" The truth? I realized it’s because I just don't think I can (or should) stand still...and neither should you.

In a VUCA disrupted world, our ability to navigate change is incredibly important and I continue to think about how I can help others do this well. I’ve spent almost 20 years navigating career twists and turns, from licensed architect to global talent executive. I’ve learned that skills are the only truly portable asset you can count on. No one’s coming to help you or just give you a job because you work hard (though, that helps).

Here’s what they didn’t see when I worked on leveling up or moving to HR: the late nights of agile learning, the doubt when I got criticism, the intentional experiments to test a new theory, the late nights I racked up while designing leadership development programs while my son slept. Here’s the truth: growth is messy, vulnerable, and absolutely doable.

How to Boost Career Growth in a Rapidly Changing World

Career growth isn’t a straight line. It’s more like a zigzag through unknown territory. When I transitioned from architecture to HR, I had to rethink everything I knew about work. The skills I built as a designer (problem-solving, systems thinking, creativity) became my secret weapons in talent transformation.

In a highly competitive job environment, where the world dynamics are pretty extreme, we can’t just wait for opportunities to come knocking. You have to build your own door.

That means:

• Being strategic with intentionality: Just working hard and waiting for a tap on the shoulder is the worst career strategy ever. What is coming where you can have an opportunity? Where do you want to go? When?

• Researching those that do it well: We make a lot of assumptions when looking from the outside, in. Talk to people that do the work today and understand what they like, what they don't, and the skills they think make the best stand out.

• Investing in skills that matter: There will always be some core skills, many of which I cover on The Shift Show. New skills like AI literacy, old school "soft skills" like emotional intelligence, and the one that I think is most critical? Adaptability.

• Building a network that supports you: not just contacts, but real relationships. Who will you call when things hit the fan? Who will mentor you? Who is that trusted person who will give you the feedback you can actually hear? These days, just relying on your manager is top of "what not to do" but never underestimate that working for the best and most influential leader will not be a bad idea.

• Being willing to pivot: sometimes sideways, sometimes backward, to move forward. I've seen too many people get hung up on chasing the promotion or title. The data continue to show that those who chase skills go further and faster than those that chase promotions.

  
  

Mapping out career skills and gaps

I remember spending 3 hours one Sunday afternoon just mapping out my skills and gaps using a checkerboard career map. It can feel overwhelming, but it was the best investment I made that year. If you want to boost your career growth, start by knowing exactly where you stand, where you want to be, and planning the path to get you there.

What are the 5 steps of career development?

Career development can feel like a buzzword, but it’s really a practical process. Here’s how I break it down, based on my own journey and what I teach on The Shift Show:

1. Self-Assessment

   
   

   Understand your strengths, weaknesses, and passions. Some affordable, accessible and validated assessments (that you don't need a coach to debrief) will help you build awareness include Gallup StrengthsFinders, the DISC Assessment or this one with a manager spin. I haven't taken this one but it's supposed to be pretty insightful on the "Big 5" personality traits, and you don't need a certified coach to debrief you. If you want to get into full aptitude assessments, Johnson O'Connor offers one of the most comprehensive. My other favorite way to understand more objectively is to actively ask for feedback from colleagues to get honest insights. Try asking them for just "one piece of feedback" if they are uncomfortable. Another method could be making the feedback less threatening, Ask them why you're friends or "What is the one piece of advice that I need?". The more objective self-awareness you have about how others see you, the easier it will be to build the most accurate strategies.

   
   

2. Goal Setting

   
   

   Define clear, achievable goals. Mine included mastering AI concepts, building an amazing network in the industry, and leaning into things I'd been drawn to for years (like Podcasting!) but I had prioritized other things because I was uncomfortable. This is a more corporate approach but I still love to use it for personal goal setting. Use the SMART framework: Ensure your goals are Specific, Measurable, Attainable, Relevant, and Time-bound. What does that mean?

   • Specific: Clearly define what you want to accomplish. 

   • Measurable: Include quantifiable indicators to track your progress. 

   • Attainable: Set realistic objectives that you can actually achieve. 

   • Relevant: Make sure the goal aligns with your values and long-term aspirations. 

   • Time-bound: Set a firm deadline for accountability. 

   
   

   Write your goals down too! Getting your goal out of your head and onto paper can make it feel more tangible and real. And don’t be afraid to Break them down: Divide large, long-term goals into smaller, more manageable tasks to make them less intimidating

   
   

3. Skill Building

   
   

   Invest in learning. I took courses, read voraciously, and even joined the Human-Centric AI Council to stay ahead (bonus points if your skills come with amazing communities like this one!). You don’t always need a budget to build skills either but if you want something paid, be sure to check what your personal development budget is at work.

   
   

   You really only need curiosity and consistency. I made it a habit to invest in my own learning through free or low-cost channels: enrolling in open online courses, reading voraciously across disciplines, following thought leaders on LinkedIn and YouTube, and joining professional communities like the Human-Centric AI Council. There is more free education available to you today than there ever has been (including from Universities and the Ivy Leagues). Every article, podcast, and peer conversation became part of my personal curriculum. The key is to stay relentlessly curious and make learning a daily practice, not a line item.

   
   

4. Networking

   
   

   Build relationships that open doors. Strong networks don’t just happen — they’re built intentionally through curiosity, mutual support, and generosity. Proactively help others when they need it, referrals, a comment for reach on a job search, an email introduction! I made it a priority to reach out to mentors, peers, and even people outside my industry who challenged my assumptions and expanded my perspective. Many of those relationships started with a simple message or a shared article, but they grew through consistent follow-up and a genuine interest in learning from others. The best opportunities often come not from who you know, but from the people who know what you care about and trust your voice.

   
   

5. Reflection and Adjustment

   
   

   Just like companies run annual planning cycles, you need a personal version for your own growth. Too often we set goals once and never revisit them. I’ve learned to treat my career like a living strategy... something to measure, refine, and realign as I evolve. Every quarter, I schedule a check-in with myself to review what’s working, what’s not, and where I need to pivot. It’s not about perfection; it’s about staying intentional and making sure your daily work still matches your bigger vision.

   
   

This framework isn’t just theory. It’s what helped me move from architecture to HR leadership without losing my mind (too much). And it can work for you too.

Digital career development plan on laptop

Overcoming the Fear of Change and AI Anxiety

Let’s be real: AI is shaking up the workplace. I get questions all the time on The Shift Show about whether AI will replace jobs or make us obsolete. Here’s my real answer: AI is a tool, not a threat, if you know how to use it. It's been said time and again, "AI won't take your job, but someone who uses it, will."

I won’t sugarcoat it. The fear of being left behind is real.

I’ve felt it myself.

When I first started the podcast, I spent hours wrestling with imposter syndrome and I was incredibly uncomfortable being "vulnerable on the internet", putting my face out there AND being on camera. Only six months in, I can see growth over each episode and I'm so much more comfortable now.

But here’s the secret: embracing success means embracing lifelong learning, and that's going to be especially true in the AI era.

To boost your career growth in this AI era:

• Learn the basics of AI relevant to your field. You don’t need to be a coder, but understanding AI’s impact is crucial.

• Focus on uniquely human skills like empathy, creativity, and complex problem-solving.

• Experiment with AI tools to enhance your productivity, not replace your judgment.

  
  

Remember, AI can amplify your skills, not erase them. The key is to stay curious and adaptable.

Building Authentic Leadership Through Vulnerability

Leadership isn’t about having all the answers. It’s about showing up as your real self, even when that means admitting you don’t know everything. I’ve learned this the hard way.

Once I got promoted to Director, I tried to project confidence at all costs. Spoiler: it backfired. I have always received feedback that I was intimidating but this made it worse! and worse yet, as someone who genuinely wanted to be accessible, people were afraid to give me feedback and tell me what they thought.

When I started sharing my struggles, like balancing work and family, my fertility journey, or asking directly for advise, people connected with me more deeply. Sometimes they'd call me for help to talk through a mutual struggle. Sometimes, they'd refer their friends to me. And they always wanted to help me and my team.

Here’s what I recommend if you want to boost your career growth through leadership:

• Be transparent about your challenges. It builds trust but know there is an art to this which I'll expand on more in a future blog post.

• Ask for help when you need it. No one expects you to do it alone.

• Celebrate small wins. Growth is a series of tiny steps, not giant leaps.

  
  

Leadership is a skill you develop over time. It’s messy, imperfect, and deeply human.

Rachel recording The Shift Show in the recording studio.

Your Next Steps: Take Control of Your Career Growth Today

If you’ve read this far, you’re ready for action. Here’s my challenge to you:

• Spend 30 minutes this week doing a skills inventory. What can you do well? What do you want to learn?

• Reach out to one person in your network for a real conversation about growth.

• Pick one AI tool or concept to explore—no pressure, just curiosity.

  
  

And if you want to dive deeper into practical strategies for career growth, check out new episodes of The Shift Show. It’s where I share stories, struggles, and solutions with a community of professionals just like you.

Remember, your career is your most important project. Treat it with care, courage, and a little bit of humor. You’ve got this 💪👇✨

What’s one skill you’re committing to learn this month? Drop a comment or share your story, I’d love to hear from you!

Building on Shifting Ground: Why Change Agility and Ambiguity Tolerance Are Your Career Foundation

Last week's coaching conversation with that Fortune 100 Executive Director is still echoing in my mind. Their vulnerability in admitting that "not knowing what's going to happen" keeps them up at night struck a chord - not just with me, but apparently with many of you who've reached out since.

Here's the thing: We've been looking at change resistance all wrong.

After 20 years of helping organizations and individuals navigate transformation, I'm not convinced that people are afraid of change.

They're afraid of uncertainty. And there's a massive difference between the two.

The Critical Distinction: Change Agility vs. Ambiguity Tolerance

Change Agility: Renovating the Visible Structure

Change agility is like renovating an existing building. You can see what needs updating, you have blueprints to follow, and while it's work, it's manageable.

Take the recent ChatGPT evolution from GPT-4 to GPT-5. I knew it was coming - we all did. I didn't know all the requirements or how it would impact my carefully crafted workflows. Some of my automations broke. My prompting strategies needed updating. But within a week? I'd rebuilt. New features explored, workflows reconstructed, productivity restored.

This is change agility in action:

• New technology? Like updating electrical systems - follow the specs, rewire as needed

• New leadership directive? Similar to new building codes - understand the requirements, adjust your plans 

• Market shift? Like neighborhood rezoning - survey the new landscape, adapt your approach

• Team restructure? Reconfiguring floor plans - map new workflows, clarify spaces

The same principle applies to those surprise business requirements that cascade down from leadership. You anticipate what you can, retrofit what you must, and reinforce as you go. It's a skill, and like any skill, it improves with practice.

We're actually remarkably good at this external adaptation. Think about it - how many software updates, process changes, and organizational restructures have you successfully navigated in your career? Dozens? Hundreds?

Ambiguity Tolerance: Building on Uncertain Ground

But ambiguity tolerance? That's like being asked to design a building when you don't know if the ground beneath will be solid rock or shifting sand.

It's that knot in your stomach when the company announces another round of layoffs (and let's face it, that's happening more and more). It's the 3 AM worry about whether your role will exist in five years. It's watching AI demos and wondering if that's your professional earthquake coming.

In architecture school, they taught us to design for uncertainty - buildings need to flex with earthquakes, adapt to changing uses over decades, weather storms we can't predict. But it's one thing to build flexibility into concrete and steel. It's another to build it into your career when you can't see the foundation.

Ambiguity tolerance is internal:

• Will I still have a job next year? The ground could shift tomorrow.

• Is this career pivot the right move? Can't inspect this foundation until you build on it.

• Will AI make my expertise irrelevant? The seismic activity is increasing.

• Can I provide for my family if things change? The question that shakes our core.

This is the fear that paralyzes. Not the "how" of renovation, but the "what if" of building on uncertain ground.

Building Your Resilience: The Three-Pillar Foundation

Here's what I've learned about thriving in uncertainty - it's not about finding solid ground (that doesn't exist anymore). It's about building a foundation so flexible and strong that it can handle whatever shifts come next.

Think of it as a three-pillar foundation. Even if one pillar takes a hit, the others keep you stable.

Pillar 1: Skills Currency - Your Structural Integrity

Your skills are like the steel beams in your career structure. You could lose the building, but quality steel can be reused, repurposed, rebuilt. No one can take your capabilities from you.

But here's the catch - skills are like building materials. Some deteriorate quickly (technical skills now have a 2-5 year half-life), while others get stronger with age (human skills like communication, emotional intelligence, systems thinking).

Building steps:

• Conduct quarterly structural assessments - which skills are load-bearing? Which need reinforcement?

• Invest in both technical capabilities AND human skills - you need both steel and flexibility

• The "soft skills" will become your differentiator as AI democratizes knowledge, meaning most people will have access to the knowledge that only the most experienced professionals have today

• Build learning into your daily routine - 30 minutes daily is like regular maintenance

• Document your projects - create a portfolio that shows your skills in action

Pillar 2: Financial Currency - Your Emergency Reinforcement

I'll be transparent here - taking Dave Ramsey's Financial Peace University was like learning proper foundation design for my family's future. We made radical choices: no vacations for years, every bonus went to student loans, we drove older cars while friends upgraded.

Was it hard? Like building in harsh weather. Worth it? Like having a bomb shelter when the storms hit. Now, I’m not endorsing Dave – he’s got a number of issues that I don’t agree with but, it was the start of my financial journey in a new way. It allowed me to invest and Being debt-free didn't just give us financial security - it gave us options.

Over the years, I’ve watched friends walk away from toxic managers, one who’s role was restructured so she became a digital nomad, and another who got laid off and bought a company. These aren't lucky breaks - they're the result of building financial reinforcement before you need it.

Building steps:

• Pour an emergency foundation (start with $1,000, build up to 6 months expenses but, to be honest, I think 12 months is more appropriate in this current market and I parked mine in a 6 month CD.)

• Eliminate structural debt aggressively - it weakens your whole foundation

• Build below your means - excess capacity is strength

• Invest in tools and training over decoration

• Remember: Financial stability isn't about luxury, it's about having options when the ground shifts

Pillar 3: Social Currency - Your Support Network

Here's a statistic that should change how you build your professional structure: 70% of people get new jobs through acquaintances - not close friends, not family, not cold applications. In architecture, we call this "lateral bracing" - the connections that keep structures stable when individual elements are under stress.

You can't just build connections within your company anymore. That's like only reinforcing one wall - risky and limited.

Building steps:

• Dedicate 20% of your professional development to external relationship building

• When you attend conferences, squeeze out every networking opportunity

• Engage meaningfully on LinkedIn - add value, don't just observe

• Join industry associations and actually participate in the community

• Offer support before you need it - reciprocity is the strongest joint

• I usually hold my lunch breaks open for networking, inside and outside of my company

• Maintain your network even when your current structure feels solid

Designing for an Uncertain Future

When you work globally, there is a principle often followed: “Fit for Market”.  You design buildings or HR processes for the market in which you’re operating. When things are changing and dynamic, you build for flexibility. Today’s employment and job market are some of the dynamic and toughest we’ve had since 2020 for all professionals and the indicators are that they’re going to get more challenging. I believe that as AI matures, we will need even more robust.

The best buildings aren't the ones that never face stress - they're the ones designed to handle whatever comes.

Your career needs the same approach:

• Some days, change comes at you like a planned renovation - clear scope, defined timeline, known outcome. Your change agility kicks in, and you execute the plan.

• Other days? It's like building during an earthquake. Nothing's stable, the requirements keep shifting, and you're problem-solving in real-time. That's when ambiguity tolerance becomes your essential skill.

The executives and professionals who thrive aren't the ones who found permanently solid ground - they're the ones who learned to build structures that flex without breaking. They've reinforced their three pillars. They've designed for adaptation. They've accepted that uncertainty isn't a flaw in the system - it's the ground condition of modern work.

Your Blueprint for a Future Proof Career

1. Assess your foundation: Which challenges you more - the visible renovations or the uncertain ground? Name the weak points to strengthen them.

2. Build systematically: Pick one pillar to reinforce this quarter. Small, consistent improvements create structural integrity.

3. Practice flexibility: Take on projects with unclear requirements. Build your tolerance for uncertain ground through controlled exposure.

4. Connect your structure to others: Share your building challenges. You'll find many successful people are dealing with the same shifting ground.

The future of work isn't about finding solid ground that no longer exists. It's about building structures - careers - that can handle whatever shifts come next.

In architecture school, they taught us that the most beautiful buildings are often those that work with challenging sites, not against them. The same is true for careers. The uncertainty isn't going away - but with the right foundation, you can build something remarkable anyway.

What part of your career foundation needs reinforcement right now? Sometimes identifying the weak point is the first step to strengthening it. I'd love to hear your thoughts and experiences.

For more insights on navigating the future of work, check out The Shift Show podcast where we explore these themes with leaders who are building on shifting ground in real-time.

What Should New Grads Do When Entry-Level Jobs Are Disappearing? Expert Advice for 2025

Okay, I need to talk about something that's keeping me up at night.

From family to friends, I had more parents call me about career coaching, resume reviews, or job hunting support for their recent graduates than I've ever had before (and I've been heavily involved in large volumes of early career hiring for almost a decade).

September has brought us these stats and...yikes:

• 29% of leaders say they wouldn't hire today's entry-level employees (General Assembly/Unleash

• Gen Z's average job stint? 1.1 years. ONE POINT ONE. (Randstad)

• Global entry-level job postings are down 29% since January (Randstad) and the US is down 35% (CNBC)

As someone who went to grad school during the Great Recession (unemployment was finally starting to drop when I graduated), I remember that stomach-dropping feeling of sending out resume after resume into the void. BUT, for every Dario Amodei of Anthropic, who thinks AI could automate 50% of entry-level white-collar jobs, there is a Francine Katsoudas from Cisco who says that early career hiring slow down is a "blip" and short-term.

I know that isn't exactly reassuring but, what do we do now?

Because sitting around panicking isn't exactly a career strategy.

If you're a parent or mentor

(looking at you, fellow parents trying to guide our kids through this mess). 

Your kid needs more than a good GPA. They need:

• Real experience. Even job shadowing counts, especially at the Freshman level. And make sure it's in their field.

• Those "soft skills" everyone keeps talking about? (spoiler: they're not soft, they're essential). Make your kids talk to you at dinner.

• Stories about what makes them special and different. Help them see it and say it. "I'll take any job" doesn't help them stand out in a sea of great young professionals. 

If you're a student or early career professional:

Listen, I've been on both sides of the hiring table. I know it’s TOUGH right now. Here's what actually works (I’ll do a post for active seekers soon):

• Internships > perfect resume. Start small, build to more competitive companies. Get three if you can, one every summer. I’ve seen too many kids who spent their summers working in restaurants but looking for engineering or finance full time. 

• Be the person people want to work with. AI can code, but it can't build trust with your team.

• Go to all hiring fairs that you can and be BFF with the Career Center if you’re still in school. Many companies move fast to secure talent early and there's a real bias that the best talent gets chosen in Fall (also categorically, untrue). 

• Look for rotational and development programs. They're a safe bet and offer incredible skill and experience for the next role but make sure there is a formal process for placing you once the program is over. 

• Start building your reputation now. Not your resume. Know what makes you special. Ask your friends why they want to be friends with you (and we don't count those wild nights out).

After tons of Future of Work research for The Shift Show, here's what's actually going to matter:

• ✨ Adaptability (Pivoting quickly when work needs it and embracing change with a can-do attitude) and Resilience, can you bounce back from the unsuccessful interview?

• ✨ Communication (can you explain complex stuff simply? Gold. But don't forget active listening).

• ✨ Collaboration (Do people want to work with you? Remember all those "group projects"? They never end).

• ✨ Growth Mindset (People want to invest in that young graduate who is eager to learn and grow).

• ✨ Emotional Intelligence (Do you understand yours and others’ emotions to build stronger relationships?).

Look, almost every generation has a serious challenge where the world is ending when they graduate. 

Mine had the financial crisis and "the great recession". 

Yours has AI.

But you know what? You're not a statistic.

The young professionals who'll thrive? They're the ones building real skills, finding mentors who believe in them, and staying curious even when it's scary.

The world of work IS shifting fast. But that's exactly why we need fresh perspectives.

Early Career roles aren't going anywhere – they're our future.

Besides, someone has to manage the Bots one day, right?