Success Advice
Don’t Stress About Your Career Path, Do This Instead
Unlike your parents’ or grandparents’ careers, people no longer enter a job believing they’ll stay with that employer for the long haul

Today’s career paths no longer follow a linear trajectory. Unlike your parents’ or grandparents’ careers, people no longer enter a job believing they’ll stay with that employer for the long haul.
Employers have come to understand that career paths are seldom a straight line, and if candidates display a seemingly unrelated job history, it no longer carries a stigma but shows that they — like anyone with a bit of mettle — are multi-dimensional.
This new world of expanded versions of job experience lends itself more to a career portfolio than a career path. Some may have run across portfolios in schools or colleges where they’ve been utilized to grade students based on “artifacts” and accomplishments — whether related or tangential to their area of study — rather than tests and papers.
Today’s hiring managers have taken a similar approach to reviewing job candidates’ resumes. They search out those who show initiative, courage, and creativity as much, if not more than, experience in their field.
Passionate pursuits are considered a plus — especially when candidates can make a solid case for the cumulative skills they’ve gained and contributions they will therefore be able to make.
For example, if you earned an MBA, but instead of immediately taking a job in finance, you spent the next two years as an outdoor adventure guide in South America, you may have a leg-up in a company doing business in Latin countries over someone who spent the equivalent time behind a desk.
You can parlay your people and language skills, cultural competency, and leadership abilities into your next stage of discovery along your passion-driven career.
Thinking of your career as a portfolio rather than a straight, ascending path allows you to explore different facets of yourself as you make your way in the world.
You could have, for instance, received formal training as a mental health counselor, but then followed a twisting path of positions from doing art therapy with children, to leading women’s retreats, to writing an advice blog, to working on a research team deciphering the cognition of marine animals.
A career portfolio catalogs your range of experiences that combine to describe your own unique professional journey.
Here’s how to take a portfolio-building approach to your career:
1. Follow your gut
If it appears that some of your peers have their lives entirely figured out while you have no clear sense of what next steps to take, don’t despair.
Stay open and flexible to opportunities that feel right, even if they may not slot in nicely with what others expect when paving your professional future. Trust your instincts to lead you on a purposeful path where you can make your mark.
2. Forget about paying your dues
Avoid any mind-numbing, soul-crushing grunt jobs just to get your foot in the door. Instead, choose to engage in work that allows you to shine because you care about what you’re doing and are able to capitalize on the learning it offers.
If your enthusiasm and initiative stand out to those with opportunities to offer, all the better! One caveat, however — make sure to stay technologically savvy as the vast majority of today’s jobs require an adequate level of understanding.
3. Tout your experiences and capabilities
Your portfolio need not be limited to paid positions, but can include anything that reflects your talents, experiences, individuality, and potential adaptability. If your favorite free-time pursuit is birding, include that, too!
Think outside of the resume box and plug those qualities that combine to give a prismatic sense of you. Effectively share your common denominator with employers so they’re aware of how all the disparate parts of your career portfolio add up to a winning combination.
4. Try out different jobs to learn what’s the best fit
Whether sampling separate industries that call to you or exploring different facets of one profession, take a learn-as-you-go attitude until the stars align.
Finding your optimum professional fit can involve any number of factors — from being able to pursue interesting projects, to landing with a creative and respectful team, to work that enables you to achieve a flow state.
Keep in mind, also, that the best fit for you is likely to change over time.
5. Keep a focus on personal as well as professional development
A career portfolio is a way to leverage your strengths, and this includes your strength of character. Strive to develop qualities of discipline, honesty, and integrity.
This involves surrounding yourself with people you admire — ideally as mentors who can help you develop emotional strength — and building your capacity to navigate your career with purpose, clarity, adaptability, and authenticity.
The forces driving today’s professions call for independent and creative problem-solvers. Candidates who have a diverse range of experiences and life lessons will be sought after, providing they craft their career portfolios boldly and decisively.
Success Advice
What Every New CEO Must Do in Their First 100 Days (or Risk Failure)
Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (more…)
Entrepreneurs
The Leadership Shift Every Company Needs in 2025
Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.
12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
-
Build diverse talent pipelines
-
Embrace flexible work models
-
Design compelling career paths
-
Simplify HR processes
-
Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
Entrepreneurs
What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators
Inside the mindset of entrepreneurial leaders who transform risk, passion, and vision into world-changing results.

When you think of Richard Branson (Virgin Group), Bill Gates (Microsoft), Steve Jobs (Apple), Rupert Murdoch (News Corporation), and Ted Turner (CNN), one thing becomes clear: they are not just entrepreneurs, they are entrepreneurial leaders. (more…)
Entrepreneurs
Building a Business Empire: Lessons from the World’s Boldest Entrepreneurs
Learn essential lessons, success strategies, and mindset shifts every aspiring entrepreneur needs to overcome challenges and build a thriving business.

Back in July 2017, I attended a business seminar on entrepreneurship in India. With my appetite for learning and meeting new people, I wanted to explore the latest developments in the entrepreneurial world. (more…)
-
Personal Development4 weeks ago
Discipline Creates Freedom: Why Systems Make Success Sustainable
-
Change Your Mindset3 weeks ago
Why Ideas Are More Valuable Than Resources for Entrepreneurial Success
-
Entrepreneurs3 weeks ago
Building a Business Empire: Lessons from the World’s Boldest Entrepreneurs
-
Health & Fitness2 weeks ago
The Surprising Link Between Exercise and Higher Income
-
Entrepreneurs2 weeks ago
What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators
-
Entrepreneurs1 week ago
The Leadership Shift Every Company Needs in 2025
-
Change Your Mindset6 days ago
7 Goal-Setting Mistakes That Are Secretly Sabotaging Your Success
-
Success Advice3 days ago
What Every New CEO Must Do in Their First 100 Days (or Risk Failure)