Career Development Insights

𝐓𝐡𝐢𝐬 𝐚𝐝𝐯𝐢𝐜𝐞 𝐜𝐚𝐧 𝐝𝐞𝐬𝐭𝐫𝐨𝐲 𝐲𝐨𝐮𝐫 𝐜𝐨𝐫𝐩𝐨𝐫𝐚𝐭𝐞 𝐜𝐚𝐫𝐞𝐞𝐫! “Fake it till you make it." I know because I used to believe in it. I smiled through doubts, nodded in meetings even when I wasn’t sure, and tried to act like I had it all figured out. But let me tell you—it didn’t work. Instead of building confidence, it left me feeling like an impostor in spaces I had already earned. The problem with “Fake it till you make it” is that it encourages you to mask your doubts and avoid asking questions. But in the corporate world, this mindset can backfire. Pretending to know everything won’t earn you respect. It’ll leave you stuck, missing out on growth opportunities, and potentially making costly mistakes. Over my 5+ years in Big 4s, startups, and a regulatory body, I’ve learned that confidence doesn’t come from faking. It comes from showing up authentically. It comes from owning what you know, being honest about what you don’t, and actively seeking to learn and grow. If you’re still figuring out your career, here’s my advice: 📌Ask questions. It shows initiative, not weakness. 📌Admit when you need help—it builds trust. 📌Focus on learning and improving every day—that’s what truly sets you apart. 📌Don’t fake it. Build it. That’s how you create a lasting, successful corporate career. Have you ever felt the pressure to “fake it”? Have you faced this in your career, and how did you handle it? LinkedIn LinkedIn News India LinkedIn Life LinkedIn Guide to Networking #linkedin #growth #mindset #corporate #politics

As AI rapidly transforms our industry, I've been thinking about which tech roles will survive – and which won't. Testing code used to require specialized skills. Today, AI can write test scripts that rival those created by mid-level engineers. Tomorrow? 𝗕𝗮𝘀𝗶𝗰 𝘁𝗲𝘀𝘁 𝗮𝘂𝘁𝗼𝗺𝗮𝘁𝗶𝗼𝗻 𝘄𝗶𝗹𝗹 𝗯𝗲 𝗮 𝗰𝗼𝗺𝗺𝗼𝗱𝗶𝘁𝘆 𝘀𝗸𝗶𝗹𝗹. This isn't fear-mongering. It's our new reality. The engineers who thrive won't be those who simply write test code, but those who architect entire testing environments, design integration strategies, and optimize the full delivery pipeline. I recently watched this transformation happen in real-time with Rody, a test automation specialist with 13 years of experience. He recognized the shifting landscape and made a critical decision: to rise above the commodity skills and master DevOps. His journey began with a challenge: implementing test automation for a company without a test environment. Instead of treating this as "not my job," he collaborated with a DevOps engineer to build a Kubernetes-based testing environment from scratch. This experience sparked something profound: the realization that the most valuable engineers aren't just coders – they're architects and problem solvers 💡 Over 18 months (while balancing a new baby, a move, and job changes), Rody transformed his skill set. He now creates Flask applications deployed in Kubernetes clusters, builds Terraform projects integrated with Jenkins, and automates server configuration with Ansible. The AI revolution creates two distinct career paths for engineers: 1. 𝗧𝗵𝗼𝘀𝗲 𝘄𝗵𝗼 𝗰𝗼𝗺𝗽𝗲𝘁𝗲 with AI at tasks it will inevitably master 2. 𝗧𝗵𝗼𝘀𝗲 𝘄𝗵𝗼 𝗹𝗲𝘃𝗲𝗿𝗮𝗴𝗲 AI while focusing on skills AI struggles with: system design, integration strategy, and holistic problem-solving Rody chose the second path. He's no longer at risk of becoming another replaceable test engineer in a sea of mediocrity. This pattern will repeat across our industry. The engineers who survive won't be those writing the most code – they'll be those who 🟢 understand how systems connect 🟢 can architect solutions across multiple domains 🟢 continually adapt to change Read his full story here: https://lnkd.in/dXEUBFmP 💬 What skills are you developing that AI can't easily replicate? 💬 How are you ensuring you stay on the right side of this divide?

Almost every time I speak with juniors or college students, I get asked the same question: “I’m not sure what field I want to work in. How do I decide what to do?” It’s a completely normal feeling — and honestly, I’ve been there too. When I first entered college, I had no clue what specialization to take or what career path to pursue. But here’s the truth: You don’t need to have it all figured out right away. What you need is a plan to explore and narrow it down. Here’s what I tell anyone who asks: 📍 𝗗𝗼𝗻’𝘁 𝗢𝘃𝗲𝗿𝘁𝗵𝗶𝗻𝗸 𝘁𝗵𝗲 𝗕𝗶𝗴 𝗣𝗶𝗰𝘁𝘂𝗿𝗲 — 𝗦𝘁𝗮𝗿𝘁 𝘄𝗶𝘁𝗵 𝗬𝗼𝘂𝗿 𝗜𝗻𝘁𝗲𝗿𝗲𝘀𝘁𝘀 List a few things you genuinely enjoy or find intriguing — like writing, data analysis, designing, or public speaking. Don’t worry about how they translate into a career just yet Action Step: Write down your interests without worrying about how they translate into a career. The point is to recognize your natural inclinations. 📍 𝗘𝘅𝗽𝗲𝗿𝗶𝗺𝗲𝗻𝘁 𝘄𝗶𝘁𝗵 𝗦𝗵𝗼𝗿𝘁-𝗧𝗲𝗿𝗺 𝗖𝗼𝗺𝗺𝗶𝘁𝗺𝗲𝗻𝘁𝘀 Try out your interests through short-term activities like joining a club, taking a beginner’s course, or volunteering for a project. Give it 2–4 weeks and see if you enjoy the process Action Step: Try something for 2–4 weeks and assess: Did you enjoy the process? Did it feel meaningful? 📍 𝗧𝗮𝗹𝗸 𝘁𝗼 𝗣𝗲𝗼𝗽𝗹𝗲 𝗪𝗵𝗼 𝗔𝗿𝗲 𝗔𝗹𝗿𝗲𝗮𝗱𝘆 𝗗𝗼𝗶𝗻𝗴 𝗜𝘁 Reach out to people working in fields you’re curious about. Ask about their day-to-day work, the skills they use, and what they enjoy or dislike about their roles Action Step: Message 3 professionals on LinkedIn and politely ask for a 15-minute chat. Most people are willing to help if you’re genuinely curious and respectful of their time. 📍 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝗦𝗸𝗶𝗹𝗹𝘀, 𝗡𝗼𝘁 𝗧𝗶𝘁𝗹𝗲𝘀 Identify the skills you want to develop rather than getting stuck on job titles. Whether it’s data analysis, storytelling, or management, skills are transferable and will shape your career regardless of the role Action Step: Pick one skill you’re curious about and spend an hour a week learning or practicing it. 📍 𝗔𝗹𝗹𝗼𝘄 𝗬𝗼𝘂𝗿𝘀𝗲𝗹𝗳 𝘁𝗼 𝗣𝗶𝘃𝗼𝘁 Your first choice doesn’t have to be your final choice. Reflect every few months to see if you’re still enjoying your current path. It’s okay to change directions as you learn more Action Step: Set a reminder to reflect every 3 months: Are you still enjoying your current path? If not, what’s next? The Bottom Line: You don’t have to know your exact career path at 20. Just focus on exploring, learning, and building foundational skills — the clarity will follow. To everyone feeling overwhelmed — take it one step at a time. And remember, not having it all figured out is okay — it’s part of the journey. What’s one career option you’re currently exploring? Share below — I’d love to hear your thoughts!👇 #CareerAdvice #CollegeTips #FindingYourPath #SkillBuilding #CareerExploration #EarlyCareerInsights

“IIT / IIM / BITS asks alumni for help with placements, in tough job market” It’s funny but not surprising that our media would sensationalize outreach from leading academic institutions in India, to their alumni community, for help with their campus placements for jobs for their students. As Prof. V Ramgopal Rao said in a tweet: “It should be a very normal thing for institutions such as BITS and IITs to reach out to alumni for placements. If an institution isn't tapping their eminent #alumni network for #placements, they are doing something wrong. Please treat such emails from BITS Pilani to its alumni as a very normal thing henceforth.” As the saying goes though, you should never waste a good crisis, and having seen placements at the IIMs (India’s elite business schools) for 21 years, I think there are three important shifts / changes that we need to see with institutions, alumni and students: 1. Academic institutions need to professionalize their placement process and invest in relationship management with their alumni and recruiters Campus placements at the IITs and IIMs is often student managed, which means that as students change every year, there is no relationship built with recruiters and alumni and it becomes transactional. Placements needs to be led by full time staff - with the same profile as relationship managers at banks - who manage the relationships with recruiters and alumni who are recruiters, and who also broaden the relationship beyond placements to MDPs, research, etc. Students can still be involved in a supporting role, to the full time staff. Indian School of Business has done this well and so do all international institutes in the US. 2. Students need to learn how to find their own jobs and build their networks and personal brands Students at the IITs and IIMs are spoon fed jobs. This unwittingly handicaps them for the real world because they are not taught how to find jobs themselves. They are not taught how to build relationships and a network. They are not taught how to build a personal brand on LinkedIn and cut through the clutter of the thousands of students in their cohort. A careers and placement office staffed with professionals can help train students in these important skills. The top institutes abroad train their students how to network and train them on their elevator pitch and much more. 3. Alumni need to give back and Alumni Associations can help be a bridge with their alma maters Alumni can play a critical role in connecting their companies with their alma maters and coaching current students. Often they want to help, but don’t know how. Alumni Associations can help here in collaborating with the alumni office / alumni committee on campus as well as with the careers office / placement committee, to create channels between alumni at recruiters and the campuses. IIM Kozhikode Alumni Association and IIM Kozhikode have done well on this front. What do you think needs to change?

I am often asked how I transitioned from IT services into manufacturing. Some are also aware that this sectoral shift was preceded by my evolution across various roles and are curious how I handled it. My answer has invariably been that it was a mix of mindful choices and opportunities utilised, where every step felt organic and complementary. Each step added a new layer to the professional I am today. In IT services, I learnt speed, agility, and technical breadth; was trained to think fast, deliver faster, and solve complex problems by working together with other SMEs. It’s a world that taught me to be future ready, think on my toes, be customer-oriented, and deeply aware of delivery excellence. Moving into the industry changed the lens, since providing solutions and bringing change are very different asks. Where IT services promoted rapid innovation, manufacturing taught me to focus on adoption. Where services emphasized deadlines and delivery, industry stressed business alignment, ROI, and business value. In services, the deadline was always yesterday; in industry, the goal is to make every decision count — not for IT, but for the business as a whole. Leading digital transformation initiatives helped me shift from the breadth of technology to the depth of implementation — from “what can we do?” to “what truly moves the needle?” I realised the responsibility was from "strategy to change"; it was about enabling outcomes, shaping mindsets, and transforming operations at scale. As for my role transitions, everything added something unique to my toolkit: ☑️As a developer, I understood code and best practices. ☑️As a business analyst, I learnt the art of requirements elicitation . ☑️As a product manager, I understood strategy and how to balance priorities. ☑️As a consultant, I learned how to shape and sell solutions. ☑️As a digital transformation specialist, I became better at systems thinking and change enablement. ☑️And now, apart from all the above, I know the importance of asking the hard questions — Why aren’t the solutions accepted? Are we solving for the right problems? Every new role led to a mindset shift. Every transition was an opportunity to unlearn and learn. And I am still learning everyday! What lessons have shaped your career transitions? #lifelessons #newyearthoughts

Throughout my career conversations, one question echoes consistently: "Should I pursue an individual contributor (IC) or management track in AI?" Contrary to traditional career narratives, AI demands a more sophisticated approach. Due to the technical depth of AI, the IC path isn't a dead end but an enriching journey of innovation and expertise. What's fascinating is how AI is reshaping career dynamics: even people managers must stay hands-on and technically sharp. Big tech (or even almost all tech companies) now recognize technical leadership as equally prestigious as management roles, with principal engineers and research scientists commanding the same respect and compensation as their people-managing counterparts, sometimes even more. The real magic happens when you're strategic about your growth. For IC professionals, this means continuously expanding your technical breadth and depth. Focus on becoming a technical thought leader, publish research/articles, contribute to open-source projects, speak at conferences, and develop cutting-edge solutions that push the boundaries of AI. For those drawn to management, the key is to develop not just people skills but a deep understanding of AI's strategic implementation. A successful AI manager is one who bridges technical complexity with business vision, creating an environment where innovation thrives and complex AI solutions are created. Your publications will shift from technical deep dives to thought leadership that demonstrates strategic prioritization and transformative potential. Ultimately, the most fulfilling path is the one that aligns with your intrinsic motivations. If you're energized by solving complex technical challenges, diving deep into machine learning models, and pushing the boundaries of what's possible, the IC track might be your calling. If you're passionate about amplifying human potential, mentoring talent, and driving large-scale AI initiatives, people management could be your sweet spot. There are no right or wrong decisions. The beauty of AI is its flexibility. Many professionals successfully navigate between these paths throughout their careers, bringing unique perspectives and a holistic understanding to each role they touch. #ExperienceFromTheField #WrittenByHuman #EditedByAI

Most people think you need a technical degree to lead in tech. Here's how I proved that wrong. One unexpected question from my CEO completely reshaped my career trajectory. During our career discussion meeting, he asked, "Would you be interested in working on our app strategy?" At the time, I was working in his office on various initiatives, including some digital partnerships. Little did I know this would be the beginning of a complete career pivot. I was the "finance person" – numbers were my comfort zone. Tech felt like a foreign language. Or so I thought. 1. The Power of Seeing What Others Don't See We often limit ourselves by our own labels: • "I'm a finance person" • "I'm not technical" • "That's not my expertise" Yet great leaders can spot something I couldn't – how I lit up discussing user experience and consistently gravitated toward tech-focused solutions in our strategy sessions. The most powerful career moves often come when someone sees potential in you that you've missed in yourself. 2. Your Current Role Is Secret Training Looking back, I realize every project was preparation: -Those startup partnerships taught me product development cycles -Strategy presentations trained me to communicate complex ideas simply - Financial analyses gave me the metrics mindset crucial for app performance Your current job isn't just work - it's quietly building capabilities for opportunities you can't yet imagine. 3. Discomfort Is The Only Path Forward The transition was terrifying: • Leading tech teams when I had no formal technical background • Making decisions about features and architecture • Speaking a completely new professional language But here's what I've learned: If you're never uncomfortable, you've stopped growing. Today, I still work with numbers – but they're user engagement metrics and enrollement rates instead of balance sheets. And honestly? The career I never planned has become the work I love most. To the leaders who spot potential in unexpected places: Your belief can completely redirect someone's life trajectory. To anyone feeling stuck in their lane: Your perfect next role might be hiding in plain sight – in the parts of your current job that energize you most. And to Mayank Bathwal: Thank you for seeing my tomorrow when I could only see my today.

Many of my podcast episodes will make you better at your job, but a select few will make you better at life. Today's episode is one of the latter. Carole Robin, Ph.D. spent 20+ years teaching a class called Interpersonal Dynamics, affectionately known as “Touchy Feely” at Stanford University Graduate School of Business. After leaving Stanford, she founded a nonprofit called Leaders In Tech, which applies the Touchy Feely principles to help Silicon Valley executives build their leadership and interpersonal skills. Carole also co-authored the popular book Connect: Building Exceptional Relationships with Family, Friends, and Colleagues, which shares key insights from her decades of teaching these courses. In our conversation, we discuss: 🔸 How vulnerability makes you a stronger leader 🔸 Why mental models you build early in life hold you back later 🔸 The 15% rule of disclosure 🔸 The art of inquiry 🔸 The three realities and “the net” 🔸 Practical tips for avoiding defensiveness when getting (and giving) feedback 🔸 The impact of long Covid on Carole’s life 🔸 Much more Listen now 👇 - YouTube: https://lnkd.in/ejqmeUv2 - Spotify: https://lnkd.in/egW9afwc - Apple: https://lnkd.in/eQw2HxcS Some key takeaways: 1. When giving feedback, remember that in any interaction between two people, there are three realities: - Reality 1 includes their motives and intent - Reality 2 is what they say and do - Reality 3 is the impact of their behavior on you 2. Embrace the 15% rule: By pushing yourself just 15% beyond your current boundaries, you can create opportunities for growth and deepen connections with others. This approach allows you to gauge your comfort level and adjust gradually, avoiding overwhelming discomfort while still fostering meaningful progress. 3. You should address minor irritations (“pinches”) before they escalate into major conflicts (“crunches”). Early identification and resolution of pinches promotes honest relationships and minimizes the expected pain of a crunch. 4. When someone responds in a way you didn’t expect, ask them, “What did you hear me say?” Most of the time, the other person heard something incorrect. Follow up with “I’m glad I asked; let me try that again.” 5. When seeking to understand someone’s motives and intent, inquire genuinely without judgment. Avoid asking “why” questions, as they provoke defensiveness. Instead ask what, when, where, and how to gain insight into their perspective. 6. Don’t use phrases like “I feel that” or “I feel like,” as these often lead to statements rather than emotional expressions. Instead, use “I feel” followed by an actual feeling word. This simple change is more likely to result in a connection with the other person.

Your competence at work is judged in seconds. Even when you over-deliver, you can be underestimated. Every day, false assumptions about you are made: — Polite = Weak — Older = Not agile — A foreign accent = Less capable — Introverted =  Not a strong leader — Woman =  Softer voice, less authority It's not just unfair. It's exhausting. So the question is: How do you beat biases without changing who you are? Here’s what I recommend: 𝟭. 𝗖𝗼𝗻𝘁𝗿𝗼𝗹 𝘁𝗵𝗲 𝗻𝗮𝗿𝗿𝗮𝘁𝗶𝘃𝗲 → Speak about impact, not effort. → Articulate your value proposition. →“Here’s the problems I solve. Here's how. Here’s the result."  If no one knows what you bring to the table, they won’t invite you to it. 𝟮. 𝗩𝗶𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗶𝘀 𝗽𝗼𝘄𝗲𝗿 Silent excellence is wasted potential. → Speak up when it feels risky. → Build real not just strategic relationships. → Share insights where people are paying attention. You don’t need to be loud. You need to be seen. 𝟯. 𝗧𝘂𝗿𝗻 𝘆𝗼𝘂𝗿 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝗰𝗲𝘀 𝗶𝗻𝘁𝗼 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗶𝗮𝘁𝗼𝗿𝘀 The traits that trigger assumptions? Those are your edge. → Introverted? That’s deep listening. → Accent? That’s global perspective. Don’t flatten yourself to fit. Distinguish yourself to lead. 𝟰. 𝗢𝘄𝗻 𝘆𝗼𝘂𝗿 𝗽𝗿𝗲𝘀𝗲𝗻𝗰𝗲 → Say “I recommend” not "I think.” → Hold eye contact. Take up space. → Act like your presence belongs (even when others haven’t caught up.) Confidence isn’t volume. It’s grounding. Bias is everywhere. But perception can be changed. Don't let other people's false assumptions define you. Do you agree? ➕ Follow Deena Priest for strategic career insights. 📌Join my newsletter to build a career grounded in progress, peace and pay.

It’s no secret that men outnumber women in #STEM careers. Even though entry-level hiring numbers have been improving, women still hold only 34% of STEM (science, technology, engineering, and math) roles, with larger gaps for the highest-paid and fastest-growing jobs. Progress toward #parity is plateauing. And even when women are hired into STEM roles, many often leave the field early. Why can’t employers hold onto these sought-after hires? We know the first years of a woman’s STEM career are crucial to her long-term success – and the success of her employer. I’m thrilled to share that the Healthcare Businesswomen’s Association recently teamed up with the brilliant minds at AdaMarie and dove deep into this issue to identify the challenges and discuss solutions. The product of this collaboration is available for you to download today: “Bridge Skills: The Missing Piece in the STEM Pipeline.” https://lnkd.in/eMnxBxTb A testament to our commitment to change, this white paper was architected by AdaMarie’s Head of DEI, Sara Sanford, PMP, MPA and includes key insights from myself and the HBA’s Chief People and DEI Officer, Nikki Jones, SHRM-CP and AdaMarie CEO, Rebecca Tierney. The paper sheds light on the pivotal early years of women's STEM careers and reveals actionable insights and best practices that are crucial for closing the "Bridge Skills" gap—a gap that, if addressed, can significantly enhance the retention and success of women in STEM fields. This paper is more than just research; it's a roadmap for employers, educators, and professionals to foster a more inclusive and equitable STEM landscape. It's an invitation to explore the untapped potential of women in STEM and the benefits that gender equity brings to innovation and growth. Please download, read, and share the paper… Let it be a catalyst for discussion within your organizations, academic circles, and beyond. Your engagement and feedback are invaluable to us as we strive to make a meaningful impact for women in the business of healthcare. Together, we can bridge the gap and pave the way for a more equitable future…let’s turn these insights into action! #HBAImpact #HowWomenLead #Inclusion #GenderEquity #DiversityInSTEM #WomenInSTEM #BridgeSkills