Professional
Goals
&
Skills
Plan
CO RE
&
T RANSFERAB LE
T ECHNICAL
&
DATA
LEADERSHIP
&
CO LLAB O RAT IO N
PERSO NAL
EFFECT IVENESS
Written
communication
.
Decisions
get
written
down
so
someone
outside
the
team
can
act
on
them
without
a
meeting
.
Structured
problem
solving
.
An
ambiguous
request
turns
into
a
plan
with
checkpoints
and
a
definition
of
done
.
Prioritisation
.
Saying
no
to
work
that
doesn
'
t
move
a
quarterly
goal
—
and
explaining
the
trade
-
off
.
Stakeholder
influence
.
Agreement
from
people
who
don
'
t
report
to
you
,
without
escalating
.
Feedback
literacy
.
Separating
signal
from
tone
,
then
acting
on
the
useful
part
within
a
week
.
Commercial
awareness
.
Pointing
to
where
your
work
shows
up
in
revenue
,
cost
or
risk
.
SQL
&
data
modelling
.
Answering
your
own
questions
instead
of
filing
an
analytics
request
.
Spreadsheet
modelling
.
A
three
-
variable
model
a
colleague
can
audit
without
asking
what
a
cell
does
.
Statistical
literacy
.
Sample
size
,
confidence
,
and
knowing
when
a
difference
is
just
noise
.
Experiment
design
.
Hypothesis
,
control
,
and
a
success
metric
committed
to
before
launch
.
AI
-
assisted
workflow
.
Prompting
,
verification
steps
,
and
a
clear
sense
of
where
not
to
use
it
.
Delegation
with
clear
outcomes
.
Handing
over
the
result
,
not
a
task
list
to
be
ticked
off
.
Coaching
conversations
.
Asking
the
question
that
gets
someone
to
their
own
answer
.
Facilitation
.
A
45-
minute
meeting
that
ends
with
decisions
and
named
owners
.
Planning
&
risk
tracking
.
Dependencies
surfaced
early
,
slippage
flagged
before
it
lands
.
Hiring
&
interviewing
.
Structured
questions
and
evidence
-
based
scoring
,
not
gut
feel
.
Presenting
.
Ten
minutes
,
one
message
,
and
no
reading
from
the
slides
.
Negotiation
.
Asking
for
scope
,
budget
or
pay
with
a
prepared
case
and
a
fallback
.
Public
writing
.
A
regular
post
that
builds
a
reputation
outside
your
employer
.
Energy
management
.
Protecting
deep
-
work
blocks
across
a
full
week
,
not
just
a
good
Tuesday
.
Networking
.
Three
genuine
relationships
a
year
that
outlast
the
project
that
started
them
.
1 / 5
2.
Professional
Goals
17
goals
·
three
horizons
Every
goal
below
carries
a
target
date
and
an
evidence
line
.
If
a
goal
has
neither
,
it
'
s
a
wish
—
rewrite
it
or
drop
it
.
Next
12
months
SHORT
T ERM
· 20 26
01
Earn
one
credential
my
field
actually
recognises
Pick
the
certification
hiring
managers
ask
about
by
name
,
not
the
one
with
the
shortest
study
guide
.
Book
the
exam
date
before
opening
the
textbook
.
TARGET
Booked
by
April
·
Passed
by
September
2026
EVIDENCE
Credential
issued
and
added
to
résumé
and
profile
02
Own
one
project
end
to
end
Scope
it
,
budget
it
,
run
the
stakeholders
,
and
deliver
it
.
Ownership
means
being
the
person
who
answers
when
it
slips
—
not
the
person
who
did
the
most
tickets
.
TARGET
Started
by
March
·
Delivered
by
September
2026
EVIDENCE
Shipped
against
original
scope
plus
a
written
retrospective
03
Move
one
skill
from
working
to
advanced
Choose
a
single
skill
from
the
list
above
and
give
it
deliberate
practice
time
rather
than
hoping
it
improves
through
the
day
job
.
TARGET
One
protected
hour
per
week
,
all
year
EVIDENCE
Three
artefacts
—
an
analysis
,
a
tool
or
a
talk
—
that
lean
on
it
04
Hold
twelve
career
conversations
One
a
month
with
someone
doing
the
job
you
want
next
—
inside
your
company
or
out
.
Ask
about
the
work
,
not
for
a
job
.
TARGET
One
per
month
,
tracked
in
a
single
running
document
EVIDENCE
Twelve
names
,
what
you
learned
,
one
follow
-
up
each
05
Publish
or
present
four
times
Visibility
compounds
faster
than
effort
.
Two
written
pieces
and
two
internal
talks
is
enough
to
change
how
people
describe
your
work
.
TARGET
Roughly
one
per
quarter
through
2026
EVIDENCE
Published
articles
and
recorded
or
circulated
talks
2 / 5
06
Set
up
a
quarterly
feedback
loop
Stop
waiting
for
the
annual
review
to
find
out
how
it
'
s
going
.
Ask
four
people
the
same
three
questions
every
quarter
and
keep
the
answers
in
one
place
.
TARGET
First
round
of
feedback
by
end
of
Q
1 2026
EVIDENCE
Manager
plus
three
peers
,
documented
each
quarter
One
to
three
years
MEDIUM
T ERM
· 20 27 –20 28
07
Step
into
a
senior
or
lead
role
Work
the
promotion
before
you
ask
for
it
:
take
the
scope
,
then
get
the
title
confirmed
in
writing
rather
than
through
a
passing
comment
.
TARGET
Agreed
scope
by
Q
4 2026 ·
Confirmed
by
Q
2 2027
EVIDENCE
Title
change
or
formal
scope
change
with
a
written
role
description
08
Take
on
responsibility
for
other
people
'
s
work
Either
mentor
two
colleagues
through
a
full
project
cycle
,
or
manage
a
team
of
three
or
more
—
whichever
track
you
'
re
testing
.
TARGET
In
place
by
mid
-2027
EVIDENCE
Named
mentees
with
documented
outcomes
,
or
a
team
with
goals
you
set
09
Become
the
reference
point
on
one
topic
Pick
a
subject
narrow
enough
to
own
.
The
test
isn
'
t
that
you
know
it
—
it
'
s
that
other
teams
ask
you
before
they
decide
.
TARGET
Recognisable
by
end
of
2028
EVIDENCE
Your
documents
cited
by
adjacent
teams
;
inbound
questions
10
Get
meaningful
exposure
to
an
adjacent
function
Product
,
finance
,
operations
,
sales
—
whichever
sits
closest
to
the
decisions
you
want
to
be
part
of
later
.
TARGET
Sustained
engagement
during
2027
EVIDENCE
A
quarter
-
long
rotation
or
a
project
with
a
shared
deliverable
3 / 5
11
Reach
your
target
compensation
band
Benchmark
twice
a
year
against
published
ranges
and
recruiters
,
then
bring
the
numbers
to
a
scheduled
conversation
rather
than
a
resignation
counter
-
offer
.
TARGET
Reviewed
at
the
2028
compensation
cycle
EVIDENCE
Market
data
on
file
and
an
adjustment
agreed
with
your
manager
12
Build
a
portfolio
of
quantified
outcomes
Five
wins
with
numbers
attached
,
maintained
continuously
.
This
is
the
document
every
future
interview
,
review
and
negotiation
is
built
from
.
TARGET
Five
documented
wins
by
end
of
2028
EVIDENCE
A
brag
doc
with
a
metric
and
a
date
against
each
entry
Three
to
five
years
LONG
T ERM
· 20 29 –20 31
13
Choose
your
track
deliberately
People
leadership
,
principal
individual
contributor
,
or
a
defined
hybrid
.
Write
down
the
trade
-
offs
you
'
re
accepting
,
not
just
the
title
you
want
.
TARGET
Decision
documented
during
2029
EVIDENCE
A
one
-
page
comparison
signed
off
with
your
manager
or
mentor
14
Establish
recognition
outside
your
employer
One
conference
talk
,
one
substantial
published
piece
,
or
a
sustained
role
in
a
professional
community
—
enough
that
your
name
travels
without
you
.
TARGET
Delivered
between
2029
and
2030
EVIDENCE
Talk
listing
,
byline
,
or
community
leadership
position
15
Assemble
a
personal
board
of
advisors
Four
or
five
people
outside
your
employer
—
a
peer
,
a
former
manager
,
someone
two
levels
ahead
,
someone
in
a
different
industry
—
who
you
speak
to
regularly
.
TARGET
Four
confirmed
relationships
by
2029
EVIDENCE
Two
or
more
conversations
a
year
with
each
,
on
the
calendar
4 / 5
16
Build
financial
room
to
make
career
choices
freely
Six
months
of
expenses
set
aside
,
plus
a
clear
view
of
equity
,
pension
and
retirement
position
—
so
the
next
move
is
chosen
,
not
taken
out
of
necessity
.
TARGET
Runway
in
place
by
2030
EVIDENCE
Emergency
fund
funded
and
a
reviewed
financial
position
17
Open
a
second
source
of
professional
income
Advisory
work
,
a
paid
course
,
a
small
consulting
practice
—
something
that
proves
your
expertise
travels
beyond
one
employer
'
s
systems
.
TARGET
First
paid
engagement
by
2031
EVIDENCE
Two
completed
engagements
with
references
you
can
name
5 / 5
