Evolving Career Pathways

The Class of 2025 faces unprecedented challenges—but your greatest asset isn't just your degree, it's your capacity for transformation. Research consistently shows that sustainable career success emerges from internal motivation: ↳ 68% higher employment satisfaction when work aligns with personal values, according to Workforce Analytics ↳ 2.9x greater career resilience when skills development is self-directed, according to Harvard Business Review ↳ 81% improved interview performance when candidates articulate authentic purpose, according to PSYCHOMETRIC RECRUITMENT LIMITED To activate your career transformation engine, master these five essential components: 🔹 Design your "Skills Acceleration System": Map your learning against emerging industry needs. Graduates who dedicate 5 hours weekly to strategic upskilling secure roles 40% faster (LinkedIn Workforce Report). 🔹 Craft your "Rejection Resilience Protocol": Convert interview feedback into growth opportunities. Candidates who implement structured feedback review processes receive 3x more follow-up interviews. 🔹 Develop your "Network Cultivation Rhythm": Create systematic touchpoints with industry connections. Professionals with consistent relationship-building practices receive 57% more unsolicited opportunities. 🔹 Create your "Opportunity Visibility Framework": Establish daily practices that position you where serendipity happens. Graduates in 3+ industry communities encounter 4x more "hidden market" roles. 🔹 Formulate your "Professional Identity Narrative": Craft and practice your unique value proposition until it becomes second nature. Candidates with coherent personal narratives advance 2.5x faster in early career stages. That's how you become career-resilient in a competitive landscape—by systematically building the professional identity that creates opportunities where others see only obstacles. What's one step from this framework that sparks your curiosity? Share below. Coaching can help; let’s chat. Joshua Miller #Classof2025 #CareerAdvice #Executivecoaching

After 15 years working in careers and 8 years as a Career Coach, here’s my advice to anyone wanting to change career: ➡️ If you’re not happy in your current job, don’t pretend you are ➡️ If you don’t know why you’re unhappy, spend some time working this out ➡️ If you ever get glimmers of motivation and inspiration at work, take note, because they’re the things that light you up and you need to do more of them ➡️ Not everyone needs a complete career change. Sometimes you just need to fall back in love with what you’re doing and refocus ➡️ If you’re completely stuck and clueless about what you want to do, experience new things - eg voluntary work, courses, work shadowing, volunteer for projects at work ➡️ If you’re not sure what your strengths are, ask your friends, family and work colleagues. They often see things you just can’t ➡️ If you are ready for a full change, look before you leap! Take time to research and consider your options before making a move ➡️ Most of us know, deep down what we want to do but are too afraid to say it out loud. Don’t do that! Let it out and explore it! ➡️ And finally, if you think you’re too old to make a change, think again! It’s not over ‘til it’s over! What else would you add for someone wanting to make a change in their career?

One of the key takeaways from last month's IIA conference was the future evolution of internal auditors into strategic advisors. With evolving stakeholder expectations and new risks on the horizon, the agility and adaptability of internal audit are more important than ever. But how do we get there? According to a report by The Institute of Internal Auditors Inc., one critical step is embracing a growth mindset. This brings to mind several key areas: 1️⃣ Embracing challenges and persevering in the face of setbacks:  By closely observing and understanding rapidly changing trends, we can anticipate and address challenges that may disrupt our business. This insight allows us to develop effective strategies to protect our businesses from such uncertainties. We can enhance the operational resilience of our organisation by providing independent advice on robust crisis management and business continuity planning. 2️⃣ Learning from criticism:  Asking for regular feedback from all our stakeholders is invaluable for continuous improvement. It should be seen as a tool for growth rather than a personal attack. Embracing this dynamic approach fundamentally transforms our role as advisors, moving beyond the outdated perception of auditors merely as watchdogs. 3️⃣ Drawing inspiration from successful audit practices:  As internal auditors, we can learn from the successes of our peers and benchmark ourselves against industry best practice. Studying successful audit functions, following successful audit leaders on LinkedIn and their innovative approaches can inspire us to adopt new methodologies and improve our own practices. This perspective encourages continuous improvement and helps us stay at the forefront of our field. 4️⃣ Effort as a path to audit excellence:  Operational excellence in internal audit is achieved through diligent effort and continuous upskilling. By consistently investing in our professional growth, whether through certifications, training, research, reading, or learning new technologies, we strengthen our ability to deliver high quality, value-added audits. This commitment to excellence is essential to maintaining the trust of our stakeholders. By providing strategic, independent and objective assurance, we're not just adding value - we're innovating decision making and safeguarding stakeholder interests. I'm really excited about the future and how, together, we can help our internal audit community thrive in this ever-changing world. If you haven't already, I encourage you to read the Vision 2030 report: https://ia-vision2035.org/   #InternalAuditing #FutureOfWork #IIAIC

𝐈 𝐥𝐞𝐟𝐭 𝐚 𝐁𝐢𝐠 4 𝐟𝐢𝐫𝐦 𝐭𝐨 𝐛𝐮𝐢𝐥𝐝 𝐚 𝐜𝐚𝐫𝐞𝐞𝐫 𝐢𝐧 𝐝𝐚𝐭𝐚 𝐩𝐫𝐢𝐯𝐚𝐜𝐲. No tech degree. No prior compliance experience. No contacts in the privacy industry. 𝑻𝒉𝒊𝒔 𝒊𝒔 𝒕𝒉𝒆 𝒆𝒙𝒂𝒄𝒕 6-𝒔𝒕𝒆𝒑 𝒑𝒂𝒕𝒉 𝑰 𝒘𝒐𝒖𝒍𝒅 𝒓𝒆𝒑𝒆𝒂𝒕 & 1 𝒔𝒕𝒆𝒑 𝑰 𝒘𝒐𝒖𝒍𝒅 𝒔𝒌𝒊𝒑. 𝐒𝐭𝐞𝐩 1: 𝐒𝐭𝐨𝐩𝐩𝐞𝐝 𝐰𝐚𝐢𝐭𝐢𝐧𝐠 𝐭𝐨 𝐟𝐞𝐞𝐥 "𝐫𝐞𝐚𝐝𝐲."  I kept telling myself I needed to understand more technology before I could work in data privacy. I was wrong. I started engaging with the GDPR framework as a legal instrument — reading it the way I would read any statute. The technical fluency came through the work, not before it. 𝐒𝐭𝐞𝐩 2: 𝐅𝐨𝐮𝐧𝐝 𝐭𝐡𝐞 𝐩𝐫𝐚𝐜𝐭𝐢𝐭𝐢𝐨𝐧𝐞𝐫𝐬, 𝐧𝐨𝐭 𝐣𝐮𝐬𝐭 𝐭𝐡𝐞 𝐜𝐨𝐮𝐫𝐬𝐞𝐬.  I sought out people who were actually doing the work — not just teaching it. Following practitioners on LinkedIn, reading their analysis of real cases, and asking questions in professional forums taught me more about how privacy work actually runs than any single certification. 𝐒𝐭𝐞𝐩 3: 𝐃𝐢𝐝 𝐭𝐡𝐞 𝐝𝐫𝐚𝐟𝐭𝐢𝐧𝐠 𝐛𝐞𝐟𝐨𝐫𝐞 𝐚𝐧𝐲𝐨𝐧𝐞 𝐚𝐬𝐤𝐞𝐝 𝐦𝐞 𝐭𝐨.  I started writing privacy notices, DSAR response templates, and DPA clauses for hypothetical scenarios — without a client, without a job, without anyone grading me. When interviews came, I had actual work to show. Not a certificate. 𝐒𝐭𝐞𝐩 4: 𝐏𝐨𝐬𝐢𝐭𝐢𝐨𝐧𝐞𝐝 𝐦𝐲𝐬𝐞𝐥𝐟 𝐚𝐬 𝐚 𝐛𝐫𝐢𝐝𝐠𝐞, 𝐧𝐨𝐭 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥𝐢𝐬𝐭 𝐟𝐫𝐨𝐦 𝐝𝐚𝐲 𝐨𝐧𝐞.  Privacy professionals who grow fastest are the ones who can communicate risk to non-lawyers. I spent time learning how to translate legal obligations into language that a CFO or CTO would act on. This skill got me in more rooms faster than any credential. 𝐒𝐭𝐞𝐩 5: 𝐓𝐨𝐨𝐤 𝐭𝐡𝐞 𝐟𝐨𝐫𝐦𝐚𝐥 𝐜𝐫𝐞𝐝𝐞𝐧𝐭𝐢𝐚𝐥 𝐚𝐭 𝐭𝐡𝐞 𝐫𝐢𝐠𝐡𝐭 𝐦𝐨𝐦𝐞𝐧𝐭.  Certification mattered — but not at the beginning. I pursued formal training after I had enough context to ask the right questions in the room. It deepened what I already knew, rather than trying to build knowledge from scratch. 𝐒𝐭𝐞𝐩 6: 𝐁𝐮𝐢𝐥𝐭 𝐢𝐧 𝐩𝐮𝐛𝐥𝐢𝐜.  I started writing about what I was learning. Sharing analysis, asking questions, taking positions on regulatory developments. This created visibility that no application could have created. Opportunities came inbound before I was even actively looking. 𝑻𝒉𝒆 𝒔𝒕𝒆𝒑 𝑰 𝒘𝒐𝒖𝒍𝒅 𝒔𝒌𝒊𝒑: ❌ Watching instead of doing. ❌ Spending 6 months "preparing to prepare." ❌ Reading about privacy law instead of reading privacy law. The career is available to you right now — exactly as you are. The only entry requirement is the decision to start. Where are you in your transition journey? Tell me in the comments — I read every single one or DM me! _______________________________________ → World Cyber Security Forum (WCSF)® programmes offer internships with proper practical training — the bridges I had to find manually. Link in comments.

🧭 The role of the Data Protection Officer (DPO) is undergoing a profound transformation. Once viewed primarily as a compliance steward for the General Data Protection Regulation (#GDPR), the DPO is now emerging as a central #architect of digital governance. This evolution is driven by the convergence of multiple EU regulatory frameworks: namely the #NIS2 Directive, the Digital Operational Resilience Act (#DORA), and the #AIAct, just to name the most relevant, and each introducing new layers of accountability, risk management, data governance and ethical oversight. Together, these instruments form a complex regulatory ecosystem that demands a multidisciplinary approach. The modern DPOs are no longer just legal compliance officers, they now operate at the dynamic crossroads of #law, #cybersecurity, operational #resilience, and AI #ethics. As digital ecosystems grow more complex, the DPO is evolving into a true #DataProtectionEngineer, equipped not only to interpret regulations but to architect privacy-aware systems. 📌This role demands a deep understanding of how emerging technologies such as AI, #IoT, #cloudinfrastructure, which affect the fundamental rights and freedoms of individuals. It’s not just about safeguarding data; it’s about safeguarding dignity, autonomy, and #trust in the digital age. ⚠️ Key Challenges for Organisations As regulatory expectations intensify, organisations face a series of strategic and operational hurdles that underscore the importance of a well-educated and experienced DPO. 1️⃣ Regulatory Fragmentation and Overlap Multiple frameworks introduce overlapping obligations, definitions, and enforcement mechanisms. Without centralised coordination, organisations risk inconsistent compliance and exposure to regulatory sanctions. The DPO serves as the 'central figure' for harmonising these requirements across legal, technical, and operational domains. 2️⃣Accountability and Demonstrable Compliance Supervisory authorities increasingly demand evidence-based compliance. Organisations must maintain detailed records of data flows, AI development processes, and incident responses. The DPO must champion a culture of #accountability, supported by robust governance structures and documentation protocols. 3️⃣ Technical and Organisational Complexity DORA mandates rigorous digital resilience testing and ICT risk assessments. The AI Act imposes strict data quality, explainability, and human oversight requirements. These obligations require cross-functional collaboration and significant investment in infrastructure, training, and tooling. At the end of the day, the DPO must act as a change agent, fostering alignment between compliance, innovation, and business objectives. The challenge is formidable, but so is the opportunity to redefine the role as a cornerstone of ethical, secure, and forward-looking digital governance.

What does career development look like when the job market is slow? I've been saying for years that our careers and our development can't fully depend on things outside our control – like getting promoted (budgets, business needs, financial crises) or switching to a new role (competition, availability, more financial crises). So, does that mean your career development is on pause if you can't get promoted or find a new job? Absolutely not. As the career coach I believe into having control and intention over my career development. That's why I work with my clients on diversifying their career development goals – exploring various avenues for growth and skill-building. It's like having a diversified investment portfolio to manage risk and maximize potential. Here are some "investment options" for your career development: 👉 Skills Building: Always learning new things – whether it's directly related to your job or something totally different. 👉 Networking: Building real relationships with people in your field. You never know what doors that might open! 👉 Taking on Challenges: Volunteering for that project outside your comfort zone can lead to some serious growth. 👉 Helping Others: Mentoring, teaching, or coaching is a great way to give back AND solidify your own knowledge. 👉 Building Your Personal Brand: Sharing your expertise through writing, speaking, or even just being active online can make a big impact. What about you? What are you doing to invest in your career even when there is no perfect role posted? #careercoaching #coaching PS: Sharing insights at the Women in Leadership event! Volunteering and supporting educational initiatives focused on women's development has been a huge part of my own career development strategy.

Attention - Career pivot!? It is rather often that I receive direct messages from candidates asking for advice on how to manage a significant career pivot. Changing careers at a mature stage in life is a little like going on a very tall roller coaster - it can be both exciting and scary. Here are some thoughts to consider: ↝ 𝗦𝗲𝗹𝗳 𝗮𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁: Start by assessing your skills, interests, and values. Understand your strengths and what drives you. This self-awareness will guide you towards a career that aligns with the true you! ↝ 𝗙𝗶𝗻𝗮𝗻𝗰𝗶𝗮𝗹 𝘀𝗲𝘁-𝘂𝗽: Understand the financial implications of a career change. Determine how your income might be affected during the transition period and plan accordingly. In today`s environment it almost always takes longer than planned. ↝ 𝗥𝗲𝘀𝗲𝗮𝗿𝗰𝗵 𝗮𝗻𝗱 𝗲𝘅𝗽𝗹𝗼𝗿𝗲: Take the time to learn about potential career directions. Look into industries that interest you and explore the job market demand, required skills, and educational or training pathways. Talk to real people to gain insights! Make sure that you take into consideration local market specifics. ↝ 𝗦𝗸𝗶𝗹𝗹𝘀: Identify your skills or knowledge that can be transferred as well as gaps between your current experience and your desired career. Courses, certifications, or workshops can be helpful (and costly). ↝ 𝗡𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴: Leverage your existing network and reach out to professionals in the new field. Networking can be critical in your decision making as well your eventual success. ↝ 𝗩𝗼𝗹𝘂𝗻𝘁𝗲𝗲𝗿𝗶𝗻𝗴: If possible, gain practical experience in your new field through volunteering or internships. This can help you confirm you are on the right path; acquire hands-on experience and expand your network. ↝ 𝗣𝗮𝘁𝗶𝗲𝗻𝗰𝗲: Understand that changing careers may take time and effort. Consider adjusting your plans based on new information or opportunities that arise. ↝ 𝗦𝘁𝗮𝘆 𝗣𝗼𝘀𝗶𝘁𝗶𝘃𝗲 𝗮𝗻𝗱 𝗣𝗲𝗿𝘀𝗶𝘀𝘁𝗲𝗻𝘁: Resilience on this journey will be critical. Job hunting and career changes are often challenging, but maintaining a positive mindset will increase your chances of success. ↝ 𝗘𝘃𝗮𝗹𝘂𝗮𝘁𝗲 𝗮𝗻𝗱 𝗔𝗱𝗷𝘂𝘀𝘁: Once you've made the change, periodically evaluate your career satisfaction and progress. Be open to making further adjustments if needed to ensure long-term fulfillment. ❓ Anything you would add? Any questions? ------------------------------------------------- Oh, hey there! I am Dana - Recruiter with a 💡 ☝🏼 Like this and want more interesting content? 🍪 Share if others could benefit from this too! 🔔 Follow me and 'hit' the bell on my profile.

If you had capital to invest, would you build a creative agency today in the GCC (or anywhere else for that matter)? Someone asked me this question yesterday. My answer was “not anything resembling the present agency model”. The ad world is going through a perfect storm of changes. Digital advertising has long ago shifted emphasis to metrics rather than creative awards, but metrics aren’t the inspiration for creative talent to enter or stay in the sector. Simultaneously, the fragmentation of the ad-tech stack and influence of platform algorithms are further distancing creative and client outcomes. The understanding of the consumer needs to be done through analyzing masses of data, but in most groups, the data teams are relegated to second-cousin status. GenAI might not be ready yet for feature films, but it is already usable for short form and is transforming costs, timelines, and skill sets in ad production. Yet the industry is still coming to terms with what it means to be “creative” in the age of AI, and workflows and upskilling are still work in progress. This turbulence is increased by casual statements from big tech about turning advertising into an AI agent, the commoditization of creative services in procurement creating bottom line pressures, and waves of restructuring and consolidation in large conglomerates, and the storm’s shape is very clear. Creative agencies have an identity crisis as they try to redefine themselves across tech, media, strategy, and art. As with everything, this is both a difficult time for the industry but also an opportunity. Those who can emerge from the storm with new business models, reconfigured structures, true multi-disciplinary capabilities, integrated technology as the norm, and new company cultures, may redefine what the creative agency of tomorrow looks like. Easier said than done for incumbents. #strategy #media #technology

AI isn’t killing creativity — it’s transforming it and opening completely new pathways. In Indonesia, small studios are now using GenAI tools like Sora, Runway, and Midjourney to produce blockbuster-level films on a fraction of Hollywood budgets. The result? The center of creative gravity is shifting — from LA to Jakarta, from capital-rich to idea-rich. When cost no longer defines quality, the entire hierarchy of who gets to create collapses. That’s both liberating — and deeply unsettling. Because as AI lowers barriers for some, it erases professions for others. Voice actors are replaced by synthetic speech. Storyboard artists by text prompts. Editors by automation. A few creators now do what used to take hundreds. But maybe that’s the point. AI isn’t here to preserve old models — it’s here to dissolve them. The real transformation isn’t technical, it’s cultural: 👉 from mastery of tools to mastery of ideas. 👉 from labor as input to creativity as leverage. 👉 from defending craft to redefining what creation even is. The question isn’t whether AI will change creative industries. It’s whether we’ll have the imagination to change with it. https://lnkd.in/ekk-UU8N #AI #Transformation #Business #Creativity

Creativity Has a PR Problem. Creative careers have long had an image issue. For many parents, hearing their child wants to study art, design or media still brings to mind doodling on notepads rather than building a serious career. That picture no longer reflects reality. Creativity is not just a passion. It is one of the most valuable skills in the future economy. The UK's creative industries generated around £124 to £125 billion in GVA in 2023, roughly 5% of the economy, and they are growing four times faster than UK GDP. From 2026 onwards, government and industry aim to add £50 billion more to the sector and create up to one million creative jobs by 2030. These jobs span gaming, advertising, design, film, architecture and digital media. Yet the old perception lingers. Creative careers are still framed as risky or impractical. The World Economic Forum ranks creative thinking among the most valuable skills for the coming decade, alongside analytical thinking, curiosity and resilience. Employers are looking for people who can interpret complex problems, connect ideas and shape solutions that do not yet exist. Creativity also sits at the heart of fields usually labelled technical. Engineers use design thinking to turn systems into usable products. Data analysts rely on narrative and visualisation to turn numbers into decisions. AI systems generate outputs quickly, but direction and judgement still come from people. Despite this, creative subjects continue to shrink in many education systems. Tight budgets and a strong focus on STEM often push art and design aside, even though these disciplines link technology, science and business in powerful ways. Campaigns such as Detroit's "Warning 1 in 5 Teenagers Will Experiment With Art" capture the contradiction perfectly. Styled like a mock public health warning, it flips the stereotype and presents creativity as bold rather than indulgent. The wider economy already reflects that shift. Gaming now generates more revenue than film and music combined. Brand design shapes how companies compete. Product design influences everything from electric vehicles to medical devices. Climate innovation increasingly relies on creative thinking. Through mentoring young creatives, I see the potential every day. Talent and curiosity are not the problem. What often holds people back is the idea that creative careers sit outside the serious economy. If education systems continue reducing creative subjects, fewer young people will move into roles that shape products, experiences and communication across the economy. Changing that perception takes effort from everyone. Parents recognising that creative degrees lead to real careers. Schools treating art and design as essential capabilities rather than optional extras. Businesses opening doors so young people can see where those skills can take them. How do we make sure the next generation sees creativity as a career path and not a fallback option?