You're advising a client on a career change. How do you pinpoint their key strengths?

Self reflection is always the first step. I get my clients to analyse their past roles (and current one) and specify what they loved, liked, tolerated and disliked/ hated. From there we extract their key career values and non-negotiables. We prioritise them. This is the first step (in a sequence of several) to more clarity and conscious career choices. Reflecting on skills, experiences and achievements is another big piece of work that I do with my clients. Building a solid, clear picture is so important!

I typically have them structure what their top five personal values are. If they struggle with this, there are easy to find lists on google to use as a guide. Then I have them see where in their job history they were able to thrive and live by these values. Combine that with their skills, their major wins and then we look for jobs that marry the two. (Oftentimes revisiting their top values.) It’s a matter of being there for them to validate their needs, clarify their wants, and guide them through logistics on their new path.

One good way to find your strengths is to think about past jobs or activities. Think of times when you felt proud and happy with your work. Ask yourself, "What made me so good at that?" Maybe you explained things clearly to others. Maybe you loved solving tough puzzles or helping a team finish a big project. For example, were classmates or coworkers happier after you gave advice or solved a problem? Did friends ask you to lead because you were fair and thoughtful? Taking time to think deeply shows you skills you might not notice every day.

I start by asking about their past roles, what they enjoyed most, and where they felt most confident, then look for patterns in their skills, achievements, and feedback they've received to identify their core strengths.

I have a specific 360 feedback form I use with my clients, and I encourage them to send it out to as many connections as possible, also non-work connections. It is always amazing to read the results and see how many insights converge though people come from different walks of life and include both personal and professional connections. This is one of the best methods to shed light on blind spots as well as to integrate your strengths and superpowers.

Sometimes it's hard to see our own strengths clearly. That’s why asking others for help is so useful. Colleagues, mentors, and friends can often notice important skills that we might miss. Maybe you’re great at solving problems. Or maybe you help your team stay happy and work well together. Asking people around you can show a clear picture of what you do best. Have you ever tried asking others for advice about your strengths? If not, give it a try! You might be surprised by what they see.

We often do blind spot exercises — asking 5–6 colleagues or mentors: “What’s one thing you always rely on me for?” The language others use often mirrors hidden superpowers. One client discovered through this that people saw her as a “calm anchor in chaos” — a natural leadership trait. 💡 This is also a great way to rewrite your strengths in your resume or pitch — using real language from real people.

Finding out your strengths can be easy and fun. One great way to do this is using skill assessment tools. These are like short quizzes or surveys. They help you see what you're really good at. Some tests might check your personality. They show if you like working alone or in groups. Others tell you about skills you already have, like being a good listener or organizer. These tests can help you know yourself better. Want something even better? These assessments also show what makes you feel happy and proud. Knowing this can help you pick a job that feels great every day.

When advising clients on a career change, I go deeper than just using assessment tools. I guide them through a structured reflection exercise to uncover talents, natural inclinations, and flow moments, which are often hidden in memories, daily work habits or what others always notice about them. We explore not only what they’re good at, but what energizes them, what comes effortlessly, and what skills they’ve developed with intention. The goal is helping them connect the dots between strengths, enjoyment and purpose. That's how you get clarity.

Skill assessment tools can be incredibly helpful when advising clients on a career change. They offer structured insights into both strengths and areas for growth. From personality assessments to professional skill inventories, these tools not only highlight what someone is good at, but also reveal what gives them energy and satisfaction – which is essential for long-term career fulfillment. One tool I particularly recommend is the Hogan Assessment. It goes beyond surface-level traits to uncover deeper motivators and derailers, offering valuable perspective when navigating a major career transition. Don’t guess – assess.

We break down every role into actual tasks, and then categorize those into transferable vs. industry-specific skills. A marketing manager pivoting into edtech might realize her storytelling, campaign planning, and customer empathy are 100% transferable. 🧰 Tools: Skill matrix mapping, CliftonStrengths, or even a simple “Love It / Good At It” quadrant.

I love the idea of using what excites us to uncover our strengths, but let’s be real: not every job needs to be your passion. Sometimes, it’s about the work you do, not the title. Take troubleshooting, for example. It’s not a job title, but it’s a mindset I thrive on digging into problems, finding causes, and solving them. Doctors troubleshoot patient symptoms, logistics managers fix supply chain snags, and psychologists unravel mental challenges. It’s everywhere! The key is identifying roles where your strengths, like problem solving, shine. Whether it’s IT, operations, consulting, or healthcare. You don’t need to be head over heels for the job itself. Find work that lets you flex what you’re great at.

Often, our most powerful strengths emerge not just in jobs, but during major life challenges — like divorce, moving countries, raising children, or navigating grief. These moments reveal qualities like resilience, emotional intelligence, strategic thinking, or adaptability. For example, someone who rebuilt their life after a divorce likely has project management skills, emotional resilience, and an ability to set long-term goals — all highly transferable to new careers.

To pinpoint a client’s key strengths during a career change, start by exploring what energizes them. Ask: When do you feel most alive at work? Passion often reveals natural strengths. Look for patterns in their proudest moments, recurring compliments, and tasks they lose track of time doing. Then, align these with roles where those strengths shine. Use tools like StrengthsFinder or narrative coaching to uncover hidden talents. Strengths aren’t just skills, they’re passions in action. When clients pursue what excites them, they unlock both purpose and performance. A fulfilling career isn’t found by asking What can I do? but What lights me up?

Many clients suppress what they love doing because it doesn't fit their current job. But that passion might be the clue to their next move. I once had a tech sales lead pivot into product strategy after realizing his true joy came from sitting with users and fixing the product, not selling it. 💡 We explore what books they read, what content they consume, or what roles they envy on LinkedIn.

Even if you’re clear on your strengths, you need to know where they’ll be in demand. I encourage clients to look at roles or fields where their natural abilities are future-proof — e.g., empathy and storytelling in AI ethics, or operations excellence in climate tech. 🔍 We compare job postings, talk to people in those industries, and identify where their strengths are rare and valuable.

Define Desired Career and Required Strengths: Research the role, talk to professionals, and list essential strengths needed for success. Assess Current Skill Set: Reflect on your current strengths and document specific skills or accomplishments. Compare and Identify Transferable Strengths: Match current skills to required strengths to find transferable abilities. Spot the Gaps: Identify required strengths you lack or need to improve. Plan for Development: Create a plan to build missing skills through courses, mentorship, or practical experience.

Finally, we imagine the next 3–5 years. I ask: “What kind of problems do you want to solve? What kind of people do you want to be around?” One client who was in finance but felt unfulfilled realized she wanted to move into the non-profit sector — not because of a skill gap, but because of a values match. ✨ The best strength is one that fuels your energy and drives meaning — not just performance.