Overcoming Career Obstacles

I was lucky enough to have my team grow from 6 to 800 people in 9 years. I was promoted from Senior Manager to Director to Vice President, and I had imposter syndrome the whole time. Here are 4 ways I fought it, and how you can too: It is no surprise that when my team grew 130x from 6 to 800, I ended up not fully knowing what I was doing. At the same time, it is hard to say no to opportunities when you have experienced downsizing and setbacks. So, as the chance to take on new tasks and challenges was available, I said yes. There was definitely an element of "fake it until I make it" in the whole process. It is also true that most of the leaders above and below me were in the same situation. Because of the unprecedented growth of Amazon through these years, most of my managers and direct reports were also in the largest and most complex jobs of their lives. While I cannot know the inner workings of their minds for sure, I feel confident that many of them had similar feelings of imposter syndrome. Action 1: If you worry that you are in over your head, or that people might find out you don't completely know what you are doing, realize that this is normal. Action 2: Understand that it is normal to be in the largest and most complex job of your life for much of your career. If you are not, it often means you have either stepped back intentionally or that you have suffered a setback (like a layoff). Growth inevitably means doing harder things than ever before. Action 3: Get help. Be open with your mentors on what you need. You do not have to share all your worries to lay out your challenges and ask for advice. If you are in an environment where admitting “development areas” is unacceptable, turn your language around and ask for "help optimizing performance and delivery." No one will be against optimization, and it amounts to the same thing - getting insight on any gaps and places to improve. Action 4: Hire a coach, therapist, or counselor if you need one. To be top performers, we need a strong mental game. As leaders, particularly of knowledge work, our whole performance comes from our minds. None of us would hesitate to go to a doctor if we were sick, or a trainer to develop our bodies, so getting help with our mental performance should be a no-brainer. However, there is hesitation and sometimes shame in getting help with our mental game. Readers: I really want to create a short course on fighting imposter syndrome and developing a strong mental game to help with these common challenges. What mental challenges are you fighting? If you have overcome typical worries either in a specific job or long term, share what you did please.

Being reliable seems like a good idea.   Until you realise this… 👉 It has stalled your career   Because you’ve become the backbone of their team… but not the face of leadership.   You may be solving problems, taking on extra work, and keeping everything running – but promotions go to the ones who stand out, not the ones who keep things steady.   High performers often miss this.   They have my sympathy, though; it’s an easy trap to fall into – I’ve been there myself.   Don’t stay in the same role too long.   Here’s how being too reliable can secretly hold you back (and what to do instead):   1/ You Become Invisible ↳ Working in the shadows keeps your contributions hidden. ↳ Advancement requires visibility – showcase your achievements.   2/ You Get Overloaded ↳ Saying "yes" too often can lead to burnout. ↳ Prioritise your own work that aligns with your own goals.   3/ You Get Pigeonholed ↳ Being the default person can pigeonhole you into a static role. ↳ Seek projects that allow for innovation and risk-taking.   4/ You Avoid Risk ↳ Reliability often means sticking to the known. ↳ Embrace uncertainty to grow and drive change.   5/ You Enable Dependency ↳ Others rely on you too much, limiting your opportunities. ↳ Empower others so you can to break free.   Balancing reliability with career growth requires strategic action.   Start by doing the following:   ✅ Set boundaries – prioritise your own goals. ✅ Get visible – communicate your achievements. ✅ Focus on impact – move from task-doer to problem-solver. ✅ Embrace risk – volunteer for projects that push boundaries. ✅ Cultivate leadership skills – mentor others and lead initiatives.   Have you managed to break free from this trap? Let me know in the comments! 👇 __   P.S. Enjoying these insights? Subscribe to my newsletter for fortnightly deep dives. Click on ‘View my newsletter’ above to get it for free.

Not every career path is linear. Some of the best journeys have detours. Career gaps aren't flaws either. They are often chapters of resilience. Here’s how some of my clients have addressed career gaps with employers: [Save these] 1. Layoff "My position was eliminated during a company restructuring. Since then, I've worked as a sales consultant, helping a tech startup exceed their quarterly targets by 30%. I'm excited to bring these fresh insights and results-driven approach to your sales team." 2. Termination “I knew soon after I started that the job wasn’t as described, but since I committed to the company, I wanted to give it my best effort. In the end, my skills of X, Y, and Z weren’t being utilized effectively to bring value to the business. We amicably separated which gave me time to find the right job where I can bring the most value based on business need.” 3. Parental Leave "I took an 18-month parental leave to care for my newborn. During this time, I contributed to open-source projects and learned new programming languages. I'm now eager to apply these enhanced skills to help develop innovative software solutions." 4. Caregiving "I took time off to manage my father's complex medical care. This experience honed my skills in stakeholder communication and resource allocation under tight constraints. I also earned my Agile certification. I'm now ready to apply these enhanced skills to lead high-stakes projects in your organization." 5. Medical Leave: "I took a year off to address a health condition. I'm now fully recovered and used this time to earn my CFA certification. I'm excited to apply both my previous experience and these new skills to optimize financial strategies." 6. Travelling the World "I took a planned one-year sabbatical to gain international experience. I worked with NGOs in Southeast Asia on employee development programs. This enhanced my cross-cultural communication skills and understanding of global workforce dynamics, which I believe will be valuable in this multinational HR role." Key Strategies: - Be concise. Don’t linger on the explanation - Be specific about skills gained during the gap - Quantify achievements where possible - Connect experiences to the potential job role In my experience, a resume gap can be a sign of strength. Don’t let it hold you back. If this resonates, reshare to your network ♻ And follow me for more posts like this.

To immigrants who got laid off & are job hunting: an in-depth compilation of resources. Context: Over 22,500+ tech workers have been laid off in the past 2.5 months according to layoffs.fyi. Some estimates say it’s surpassed 30,000. Immigrants on visa face the additional stress of needing to leave the country in 60 days. Below is a compilation of resources to help you. 📌 Visa options to continue staying in America → Request "garden leave" from your employer (they keep you on payroll for an extra month or two) → Shift to a B-2 visitor visa temporarily via Change of Status. Check FileMyB2 website. → Shift to H-4 visa & get an EAD (if married to an H-1B holder with I-140 approved) → Return to school on an F-1 visa for a year (Change of Status) → Switch to a cap-exempt H-1B by working for a uni/hospital/non-profit research org → Apply for the O-1 visa through an agent (which has no cap or min. salary) (Link to a free guide on the O-1 I wrote with a lawyer: https://lnkd.in/d8fNeYUi 📌 Job boards for visa holders → ChicagoH1BConnect – Connects H1B visa holders with jobs in Chicago → AiTou Technology – Job listings & resources for tech professionals → MyVisaJobs.com – Visa sponsorship job listings → H1BVisaJobs.com – H1B visa job listings across industries → USponsor Me – Focuses on visa sponsorship jobs in the U.S. 📌 Platforms for mentors & mock interviews → adplist.org – Free mentorship opportunities → topmate.io – Connect with paid expert mentors → JobInterview.coach – AI-powered interview coaching 📌 Tools for resume optimization → Teal – Resume optimization & job search tools → Careerflow.ai – AI-powered resume improvement → Jobscan – ATS-friendly resume optimization 📌 Job search trackers → Simplify – Automates job applications → Huntr – Organizes job search efforts → Jackfruit – Tracks job applications 🌿 Please re-share this post so it helps more people. 🎁 Here’s a free guide on cracking your job interview: https://lnkd.in/g4U2QYWB :)

Great decision-making is where efficiency meets inclusion. When I work with clients, I emphasize that true leadership goes beyond simply making decisions—it’s about making the right decisions in the right way. This requires a delicate balance between inclusion and efficiency, two forces that, when harmonized, create a powerful synergy. I’ve captured this in the matrix, which I use as a tool to help leaders reflect on their approach: 1️⃣ The Soloist This is a leader who operates in isolation, relying heavily on their own judgment. While this can sometimes lead to quick decisions, it often misses the mark because it lacks the richness of input that diverse perspectives provide. The Soloist may find themselves struggling with blind spots or overlooking critical factors that others might have caught. 2️⃣ The Commander Such leaders focus on efficiency, sometimes to the detriment of inclusion. This leader makes swift, decisive moves, which can be effective in certain situations but often leads to disengagement within the team. Without a sense of ownership or shared vision, the decisions of a Commander might falter in execution or lead to resistance. 3️⃣ The Consensus-Seeker It represents a leadership style that values inclusion, perhaps to the point of over-collaboration. While this approach ensures that all voices are heard, it can lead to decision paralysis, where the quest for consensus slows down the process and results in diluted outcomes. The challenge for the Consensus-Seeker is to find a way to be inclusive without sacrificing decisiveness. 4️⃣ The Collaborative Leader It is the gold standard—someone who excels at both including diverse perspectives and driving efficient, effective decisions. This leader knows that inclusion is not a box to be ticked, but a dynamic process that fuels creativity and innovation. By creating psychological safety and encouraging diverse viewpoints, the Collaborative Leader harnesses the full potential of their team, leading to decisions that are not only sound but also have strong buy-in and are well-executed. 🔎 Why does this matter? Because the success of a leader is not just measured by the decisions they make, but by HOW those decisions are made and implemented. A leader who can navigate the complex terrain of inclusion and efficiency will not only achieve better outcomes but will also cultivate a more engaged, innovative, and resilient team. 👉 👩💻 If you’re ready to explore how you can enhance your decision-making approach in your company and move towards a more inclusive and efficient leadership, let’s connect. Together, we can unlock the full potential of your leadership journey.

My candidate landed her 12 LPA dream job after a 2-year career gap… Most recruiters and job seekers treat career gaps like a red flag. Every week, I see talented professionals sabotaging their comeback because they hide, apologize, or downplay what those years actually taught them. A gap on your resume is not a gap in your value. If you’re still letting your “break” break you, you’re missing out big time. Here’s how my candidate turned her break into a breakthrough: 1. She Flaunted the Gap, Not Hid It Instead of shrinking away, she owned her story: “During my sabbatical, I upskilled in data analytics, freelanced for two startups, and volunteered to build digital processes for an NGO.” Recruiters at top companies love candidates who show initiative even off the clock! 2. Quantified Every Achievement She replaced generic lines with hard numbers: “Automated reports, saving 15 weekly hours for a non-profit.” “Managed 6 campaigns as a freelancer, boosting client traffic by 40%.” Resumes with quantified impact get 2x the recruiter callbacks! 3. Nailed Her Story in the Interview We practiced a clear, honest narrative for the “career gap” question. Example: “I took time to care for my family and during that time, I built digital workflows and launched a side project that solved a real problem. Those skills are relevant for your team at Deloitte.” She shifted focus from absence to VALUE. 4. Used Smart Networking (not just applications) She reached out to former colleagues working at her dream companies, attended webinars, and asked for informational interviews. Result? Insider referrals and warm intros, no “cold” interviews. 5. Upgraded Her LinkedIn for 2025 Profile before: “Looking for opportunities.” Profile after: “Data Analyst | Delivered digital strategy for non-profits. Passionate about driving impact with numbers.” She also shared a short post about her upskilling journey (which got recruiters DMing her!). 💡 My top pro tips for candidates returning after a gap: ➡ Add a short “Career Break” entry in your resume. ➡ Highlight any freelance project you worked on, or courses you completed during your gap. ➡ Prepare a 60-second, positive story about your break. ➡ Focus on what you bring NOW, not what you “missed.” Your career gap is only a problem if you let it be. It can be your power move — the proof that you’re adaptable, proactive, and resilient. It’s not about the time you took off. It’s about how ready you are to grow next. #career #careergap #careerbreak #interviewtips #jobsearch #interviewpreparation #linkedinforcreators

If organisations only hire people who have prior experience or a proven track record in a certain role, they inadvertently exclude talented individuals who haven't had the opportunity to showcase their skills to be promoted in the past due to biases and stereotypes. We see this vicious cycle being perpetuated, even today, among refugees and migrants who need local experience to secure a job but can't secure a job relevant to their skills and expertise because of this ingrained bias. This phenomenon is commonly referred to as the 'experience trap' or 'experience bias', when hiring decisions rely heavily on past experience as a primary factor for selection, rather than considering potential, transferable skills and a candidate's ability to learn and adapt. Unfortunately, this is also one of the reasons that leads to a homogeneous workforce, packing diverse perspectives and backgrounds. To combat this, it's important for organisations to adopt more inclusive and equitable hiring practices. Hiring managers should focus on a candidate's potential, willingness to learn, and looking beyond irrelevant terms like 'culture fit'. By adopting a more inclusive approach to hiring, companies can promote an inclusive culture for folks to thrive and contribute meaningfully to their teams and organisations as a whole. Do you have an example or a story of this bias at play? #InclusiveRecruitment #InclusiveHiring #InclusionInHR #DiversityAndInclusion #InclusiveCulture #WorkplaceCulture #Talent #Skills #Expertise Allied Collective

The worst thing you can do after receiving a rejection is to abandon the relationship you’ve built with the recruiter or hiring manager. If you’re tempted to walk away because of a “no,” try looking at it from a different angle. You never know what other opportunities could come your way. When I was rejected from Apple in the semi-final round, I reached back out to the recruiter, highlighted two other roles I was qualified for, and asked if she could introduce me to the respective hiring teams. Because of how I performed throughout the process and the genuine connection I developed with her, she sent two introductory emails on my behalf. Although I ultimately didn’t land those positions, I gained new contacts and received positive feedback on my file. Here’s my three-step process after a rejection: 1. Follow Up 2. Research other roles you qualify for 3. Send your findings to the recruiter/hiring manager and keep the conversation going You never know what might happen: recruiters and hiring managers could move to other companies where you might be a perfect fit. Or you might discover another role that leads to a “yes.” Don’t underestimate the power of maintaining relationships and following up. #StephSynergy

Even top performers get slowed down by mental blocks. The difference? They know how to break through. These mental blocks can feel really tough to deal with. I used to struggle with perfectionism - and spend hours tweaking things instead of actually finishing them. The day I embraced ‘good enough’ was the day I started making real progress. Here are 8 common mental blocks - and how to break through them: ❌ 1. Analysis Paralysis: Overthinking keeps you stuck in decision-making mode, freezing you into inaction. ✅ Take one small step: Movement creates clarity. Focus on one actionable task to build momentum. ❌ 2. The Self-Doubt Tax: Believing tasks are too big or beyond your abilities leads to procrastination. ✅ Look back at your wins: Remind yourself of challenges you’ve overcome. Every past success proves you can rise again. ❌ 3. Fear’s Grip: Fear of failure or mistakes stops you from trying at all. ✅ Shift your mindset: Every expert started messy. Embrace the process, and keep moving forward. ❌ 4. Comparison Trap: Looking at others’ progress makes your own success feel far away. ✅ Focus on your own growth: Track your personal metrics. Celebrate your progress, not someone else’s. ❌ 5. Purpose Blindness: When work feels meaningless, it’s hard to stay motivated. ✅ Reconnect to your "why": Link daily tasks to your bigger mission or goals. This brings meaning back to your actions. ❌ 6. The "Too Late" Trap: Feeling like you’ve missed your window for success keeps you from trying. ✅ Start where you are: Growth begins the moment you take action. It’s never too late to start moving. ❌ 7. Identity Chains: Labelling yourself as “unmotivated” or “not good enough” locks you into limiting beliefs. ✅ Let actions shape your identity: Take small, consistent steps. You’ll begin to see yourself as the capable person you truly are. ❌ 8. Perfection Prison: The pursuit of perfection keeps you from finishing - or even starting - important tasks. ✅ Embrace "good enough": Allow yourself to start with imperfect work. You can always refine and polish later. The first step is recognising these mental blocks. The next step? Taking action to overcome them. -> I'd love to hear in the comments, which of these mental blocks you've overcome? ♻ Share this post with someone who needs a reminder that progress starts with action. ➕ Follow me, Jen Blandos, for actionable daily insights on business, entrepreneurship, and workplace well-being.

“So… what did you do during that gap in your career?” There it is. The question that makes stomachs tighten, palms sweat. The question that makes too many talented people shrink in their seats instead of standing tall. But what if that gap was actually your superpower? I see this all the time - career breaks become something to explain away, a quiet apology in the resume. But here’s what I’ve learned—those gaps? They’re full of stories, growth, and resilience. And how you tell that story changes everything. Here’s how to take control of the narrative: 👉 Family Care "I stepped away to care for my family, which deepened my skills in time management, problem-solving, and navigating high-stakes situations—essential for leadership and collaboration. In this role, I learned to balance priorities under pressure, a skill that directly applies to [specific job role/company].” 👉 Health & Well-being “I took time to prioritize my health, which taught me the importance of resilience and sustainable work habits. Now, I bring a renewed energy and focus to [company], ready to contribute with clarity and purpose.” 👉 Education & Upskilling "During my break, I pursued [specific skill/qualification], strengthening my ability to [relevant job function]. This investment in growth ensures I stay ahead of industry trends, bringing fresh expertise to [company]." 👉 Burnout Recovery “I recognized the signs of burnout and made a choice to step back, recalibrate, and return stronger. This experience has given me a deeper understanding of workplace well-being, making me a more effective leader and contributor to [company’s] culture.” 👉 Passion Projects & Exploration “I used this time to immerse myself in [personal project/travel/volunteering], which expanded my perspective and sharpened skills in [creativity, cultural awareness, adaptability]. This ability to think differently and problem-solve is an asset for [company].” 👉 Career Redirection “This pause led me to a powerful realization: my true passion lies in [new industry/role]. I invested in developing [new skills] and am now equipped to bring fresh insights and energy to [company].” A career break isn’t a gap—it’s a chapter. And when you own that chapter, others will listen. How have you reframed your career break story? Let’s normalize these conversations. TYFU Leah-Brooke Mano