Expanding Career Horizons

Are you worried that building your personal brand might ruffle feathers at work? It's a common concern. I was just speaking with someone who felt stuck – she wanted to establish herself as a thought leader, but she knew her employer wasn’t exactly enthusiastic about it. Understandably, companies can feel hesitant about personal branding if you’re not in a top-tier role. Questions may arise: Why is this person in the spotlight? Will they represent us well, or are they simply building their brand to move on? But here’s the thing: you can build your brand strategically without creating friction: ✳ Collaborate, don’t clash Find ways to align your goals with the company’s. For example, if your organization wants visibility in your field, you can propose speaking engagements or articles in industry publications – activities that highlight both you and the company positively. Team up with the communications team to ensure everyone feels supported. ✳ Leverage your company’s brand power Take full advantage of your employer’s credibility. Networking becomes easier when people are excited to meet you because of where you work. This brand association can help expand your connections without stepping on any toes. ✳ Know when to dial back Building a public-facing brand inside a company sometimes means a slower pace. Keep your activities relevant and aligned with the organization’s goals, and consider pacing things until you’re at a level where it feels more natural. Personal branding isn’t just about personal gain; it’s a way to create lasting impact and build confidence in your professional identity, all while contributing value to your current role. 

If I'm honest, half the time, I don't know what Gen Z are saying. But if there's one thing I do understand, it's that waiting until 65 to enjoy my life ain't it. The traditional career path — work relentlessly for decades, then finally retire and enjoy life — is losing its grip on the next generation of workers. Instead, they’re choosing micro-retirements: intentional career breaks to rest, recharge, and experience life throughout their careers, not just at the end. Why is this happening? They’ve seen their parents: • Burnt out from decades of non-stop work. • Saving their best years for retirement, only to hit health or life constraints. • Realising too late that financial success isn’t the same as freedom. Gen Z is opting out of that model. They’re redefining success — not as climbing the ladder for 40 years straight, but as balancing ambition with quality of life. What does this mean for companies? By 2030, Gen Z will make up 25% of the workforce. And if companies don’t rethink their approach, they’ll face a cycle where: Employees leave to take a well-earned break. They return, just not to the same employer. Instead of losing talent, forward-thinking organisations will adapt: Formalising micro-retirements: Offering structured career breaks, similar to sabbaticals, to allow employees to reset without quitting. Normalising flexible career paths: Creating return programs that make it easier to step away and step back in. Building trust over control: Recognising that employees who feel trusted to take time off come back more engaged, not less. The companies that embrace this shift will win. Because Gen Z isn’t choosing between work and life. They’re choosing both. Would you take a micro-retirement if your company offered it?

I earned ₹35 Lakhs in over 12 months freelancing alongside my MBA. Here’s the exact breakdown of how I got clients, delivered work, and built systems. I didn’t have a personal brand. I didn’t post daily on LinkedIn. I didn’t pitch “content strategy” or growth hacks. What I did have - was clarity on the value I could offer. I worked with founders, funds, and early-stage ventures across the US, UAE, and India. Helping them with pitch decks, founder stories, research reports, ghostwriting, and financial models. I didn’t chase 10 skills - I picked 3-4 that solved real problems. Then I built strong, specific offerings around them. Most of my clients were in that messy middle - Post-ideation, pre-scale. Not ready to hire full-time, but needing fast, sharp support. I reached out after startup pitch days, fundraises, or founder podcasts. Tracked warm leads in a simple Excel sheet. Sent personalized cold DMs. No spam. No fluff. I learned fast that delivery matters more than outreach. So I built clear scope of work docs, streamlined SOPs, and onboarding templates. No back-and-forth confusion. Just clarity, timelines, and outcomes. By Month 3, I wasn’t selling. I was just sending links and letting the work speak. And yes - I charged what I knew I was worth. Because I had done the research, benchmarked my pricing, and stuck to my lane. This isn’t some overnight success story. But it’s proof that freelancing isn’t just “extra income” - it can be real work, if you treat it like one. Comment your email ID and I’ll send you: - My actual lead gen Excel tracker - Cold DM templates that worked - My service breakdown sheet (what I offered, how I priced it) If you’re in B-school or just figuring your way around freelancing, this will help you start smarter. No gas. Just real systems that worked. #FreelancingJourney #SPJIMR #SideHustle #MBAAndBeyond #Ghostwriting #StartupSupport #FounderOps #PitchDecks #FinanceFreelancer #WorkSmart #LinkedIn #LinkedInCreator

3 days in Vietnam taught me more about business leadership than 6 years running my agency. I almost didn’t take the trip. I told myself I was too busy, that stepping away could risk everything I’d built. My business had become my entire identity. But then, Vietnam happened. Watching locals balance productivity with presence, I saw how limited my thinking had become. Their approach—community-driven, mindful, fully engaged in the moment—challenged my hustle-obsessed mindset. Every shared meal, every market negotiation, every conversation with strangers taught me more than any business book ever had. I realized leadership isn’t just about strategy and execution—it’s about adaptability, connection, and presence. The biggest lesson? Stepping away doesn’t mean stepping back. In fact, it’s often the smartest business decision you can make. Since returning, I’ve applied what I learned: ✔ Building real relationships, not just networking ✔ Adapting to change without stress ✔ Being fully present with my team and clients And the impact? Clearer decisions. Stronger creative work. More authentic client relationships. Sometimes, growth happens outside of work. What’s a lesson travel has taught you that shaped your professional life? #entrepreneurship #mindfulness #leadership #vietnam #worklifebalance

Everyone’s saying “the job market is dead.” But that’s only half the story. [Read this if you're actively looking] Here’s the full picture: The job market isn’t dead - it’s just shifting. Context: According to the U.S. Chamber of Commerce, there are over 8.8 million open roles in America right now. But we only have 6.3 million unemployed workers to fill them. That’s a gap of 2.5 million+ roles. Some sectors are slowing. But others are quietly booming - and desperate for talent. Here are 5 sectors starved for workers right now (with links to startups hiring): 1. Healthcare → Arcadia: Healthtech and analytics platform (https://lnkd.in/gubDTqtG) → Benchling: Life sciences R&D cloud (https://lnkd.in/g6XHY9xY) → Color Health: Population-scale healthcare platform (https://lnkd.in/gqy3gjQN) 2. Cybersecurity → Immuta: Data access & security (https://lnkd.in/gD_5iKAf) → Castle.io: Account takeover protection (https://castle.io/about/) → Snyk: Developer-first security tooling (https://snyk.io/careers/) 3. Construction & InfraTech → Fieldwire: Construction management (https://lnkd.in/gjfCFVTc) → HOVER: 3D property data from photos (https://hover.to/careers) → BuildOps: Software for commercial contractors (https://lnkd.in/gE5dcjeQ) 4. Transportation & Logistics → Motive: Fleet management (https://lnkd.in/gU6JsxAB) → Zipline: Drone-based delivery (https://lnkd.in/gBPAxuYh) → Flexport: Global logistics platform (https://lnkd.in/gSkYPY4B) 5. Agriculture & FoodTech → Apeel Sciences: Extends produce shelf life (https://lnkd.in/gxXz6VJh) → FarmWise: Autonomous weeding robots (https://lnkd.in/gpME5Vhu) → Plenty: Vertical farming at scale (https://lnkd.in/g-RzWARj) They’re high-growth, high-demand, and hiring fast. If you’re currently job hunting, consider pivoting to one of these sectors. If you’re building skills, align with where the market is going. 🌿 Know someone struggling with their job search? Share this with them. 🟢 Access a list of 100+ startups actively hiring in these sectors here: https://lnkd.in/gX6G364e :)

One of the most overlooked truths in work–life debates is that 𝗽𝗲𝗼𝗽𝗹𝗲 𝗱𝗼𝗻’𝘁 𝗳𝘂𝗻𝗰𝘁𝗶𝗼𝗻 𝘁𝗵𝗲 𝘀𝗮𝗺𝗲 𝘄𝗮𝘆. Decades of research in cognitive psychology show wide variation in how people think, learn, and sustain energy across the day. Productivity follows individual rhythms—not a universal 9-to-5 curve. Yet most jobs are still designed as if human performance were standardized. The result isn’t poor discipline. It’s structural inefficiency. Studies consistently show that rigid work designs reduce engagement, increase burnout, and accelerate attrition—especially among high-skill and neurodivergent employees. Talent isn’t failing the system; the system is failing to accommodate human variation. Which is why the real objective isn’t just “work–life harmony.” It’s 𝘄𝗼𝗿𝗸 𝘀𝘂𝘀𝘁𝗮𝗶𝗻𝗮𝗯𝗶𝗹𝗶𝘁𝘆. Sustainable work respects biological and cognitive diversity. It adapts roles, rhythms, and expectations to people—rather than forcing people into a single template. Organizations that recognize this don’t just feel more humane. They perform better.

Last month, we hired someone as a senior data analyst.  Her SQL skills, data visualization samples, and architecture and design knowledge were excellent. But her resume had a 3-year gap.  When I asked if she had any questions in the final interview, she said something that hit me:  "I'm surprised you didn't drill me about my employment gap. Every other company has."  One of my mentor once told me: 'Life is messy. What matters is who you are today and where you're going.'  That manager took a chance on me when I lacked the skill, and I became his most successful hire that year. Three months in, she's already leading our customer analytics overhaul.  Here’s what I’ve learned:   → Non-traditional paths build exceptional talent.   → Perfect resumes don’t tell the whole story.  If we fixate on gaps, we miss resilient people who’ve faced challenges and come back stronger.  Our team's diversity - in background, experience, and perspective - has transformed our innovation.  What’s your take? #dataanalyst #team #experience #interview #skills

What If You Had to Reinvent Yourself Tomorrow?   You wake up tomorrow, and your job is gone. No warning. No backup plan.   Just silence – your email access is revoked and LinkedIn is suddenly feeling like a lifeline. What do you do next?   This isn’t hypothetical—it’s happening to many right now.   Some have spent decades in the same industry, only to find themselves sending out hundreds of applications, competing against people half their age, for roles that offer half their salary.   Career stability is an illusion. We assume our expertise, tenure, and network will protect us. But layoffs happen and prolonged unemployment erodes even the most confident professionals.   I have worked with highly skilled professionals who have applied to countless jobs with no response. Not because they aren’t qualified, but because their career identity was tied too closely to a single role, company, or industry.   Change is not only possible – it’s inevitable. The only question is: Will you drive the change, or will it drive you?   Most professionals don’t start thinking about reinvention until they’re forced into it – by a layoff, burnout, or obsolescence. By then, they are reacting instead of leading.   The most adaptable professionals don’t reinvent because they have to. They reinvent because they know they will have to.   Start with three hard questions: 1️⃣ If my career disappeared tomorrow, where else could my skills apply? 2️⃣ Am I networking beyond my immediate role and industry? (Weak ties create new opportunities.) 3️⃣ What is one skill, habit, or project I can start now to expand my career identity?   Reinvention doesn’t mean starting over—it means repositioning what you already have. ☑️ Take stock of your overlooked strengths. ☑️ Leverage skills across different industries. ☑️ Expand beyond your job title before it disappears. I attached a PDF to help you start. The people who struggle the most in career transitions? Those who wait until the ground collapses beneath them.   What’s one small step you could take today to future-proof your career?   #CoachRisto #CareerPerceptions #Reinvention #FutureOfWork

Feeling stuck in your career? Your skills can be the keys to moving forward! Too often, job seekers feel trapped by their current title or background when making a career change. The truth is that your skills —not your job title — are what matter most. In my latest #GetHired newsletter, career coach Jean Kang shares how she navigated multiple career pivots by focusing on her strengths rather than a traditional career path. Her advice includes: 🔹 Identify what energizes (and drains) you: List the #skills that excite you and those that exhaust you. The goal isn’t to find a “perfect” job but to do more of what you love. 🔹 You don’t need the title to get the experience: Take on projects at work or outside of it that align with your target role. Show up, do the work and build credibility. 🔹 Forget job titles and focus on core skills: Job descriptions can be misleading. Instead, break them down into skills and match them to what you’re already good at. 🔹 Talk to people in roles that interest you: Informational interviews are a low-pressure way to explore career options and build connections. 🔹 Give yourself grace: Your first pivot may not be your last and that’s okay. Each step helps you refine your direction. Your career isn’t a straight line; it’s a series of opportunities waiting for you to seize them. Check out all of Jean's advice about making a #careerchange in the newsletter edition below!

We are all fluent in the corporate lingo: synergy, deep dive, action items, paradigm shift. But like every other technology, our professional vocabulary has an expiry date. I constantly stress that the most critical skill for any founder or leader is AQ, adaptability quotient. That doesn't just mean adopting AI, it means adapting to the fundamental, psychological shift in what people want from work. For instance, my Gen Z teammates are not just changing how they work; they are changing the language we use to define the journey. Pay attention to these terms—they tell you everything you need to know about where ambition and wellness are heading: 1️⃣ Job Hugging: This is the new anti-Job Hopping. It describes employees clinging to their current role, even if they are unsatisfied, due to fear of economic instability. The takeaway is that surface-level retention doesn't equal engagement. 2️⃣Career Catfishing: When a candidate accepts a job offer but deliberately fails to show up on the first day. It's often a silent protest against tedious, slow, or frustrating hiring processes. The takeaway here is that we must prioritize a human-first, transparent candidate experience. 3️⃣Micro Retirement: Taking self-funded, intentional breaks (from a few weeks to months) throughout your working life, rather than deferring all personal goals until age 65. That's because people are now prioritizing sustained energy over continuous grind. 4️⃣Conscious Unbossing: The intentional avoidance of traditional management/middle-management roles. Younger professionals are now seeing leadership as too high-stress and low-reward, preferring roles that offer autonomy and specialized expertise. We need to redefine what a "successful" career ladder looks like. 5️⃣Career Minimalism: Choosing stability, intentionality, and clear boundaries over rapid advancement or hustle culture. The job is a means to support a life, not the identity of that life. The takeaway from this is that ambition is not dead; it's just being redirected into personal fulfillment outside the traditional 9-to-5. These words are clear signals that the covenant between employer and employee has been rewritten. The next generation isn't looking for a job; they're designing a life, and your company is a part of that design. We must learn their language to truly understand and engage them. #GenZinWorkplace #Corporate #WorkCulture