Why Some Careers Take Off… While Others Stay Stuck … Here’s the Secret Sauce!

MARLEQ: What practical steps can someone take to get promoted within their current organization?

Sarah Dodeen: One of the biggest misconceptions is that promotions are simply a reward for working hard. In reality, promotions are given to people who consistently demonstrate they're already operating at the next level.

I always tell my clients: don't wait for the title before acting like a leader. Take ownership, solve problems before you're asked, volunteer for strategic projects, and make your manager's life easier. Learn the skills required for the role you want, not just the role you have.

It's also important to have regular career conversations with your manager. Many employees assume their hard work speaks for itself, but your manager isn't a mind reader. Be clear about your aspirations, ask what competencies you need to develop, and request continuous feedback.

Finally, keep track of your achievements. Document measurable results, business impact, cost savings, revenue growth, efficiency improvements, or successful initiatives. When promotion discussions happen, evidence always speaks louder than effort.

MARLEQ: How can employees increase their visibility and perceived value in their current role?

Sarah Dodeen: Visibility isn't about being the loudest person in the room, it's about making your contributions visible.

I've seen incredibly talented employees get overlooked simply because nobody knew the impact they were making. At the same time, others who consistently communicated their achievements were viewed as high performers.

Start by sharing progress updates, presenting solutions during meetings, volunteering to represent your team, and collaborating across departments. Build relationships beyond your immediate manager because opportunities often come through your internal network.

Another key point is to become known for something. Maybe you're the person who solves complex problems, improves processes, mentors colleagues, or brings innovative ideas. When people hear your name, they should immediately associate it with value.

And remember, reliability builds your reputation. Consistently delivering high-quality work, meeting deadlines, and maintaining a positive attitude creates trust, and trust is one of the strongest currencies for career growth.

MARLEQ: Why does personal branding matter in career growth, and where should someone start?

Sarah Dodeen: Whether you intentionally build a personal brand or not, you already have one. Your personal brand is simply what people say about you when you're not in the room.

In today's market, technical skills alone are no longer enough. People are promoted, trusted, and offered opportunities based on a combination of competence, credibility, and visibility.

The first step is understanding your unique value proposition. Ask yourself: What am I known for? What problems do I solve? What do I want people to remember me for?

Then make sure your online and offline presence are aligned. Your LinkedIn profile, how you communicate in meetings, the quality of your work, your professional relationships, and even how you respond under pressure all contribute to your personal brand.

I always remind my clients that personal branding isn't about self-promotion, it's about building trust. When people consistently see your expertise, professionalism, and authenticity, opportunities start finding you instead of you constantly chasing them.

A strong personal brand doesn't just help you land your next job; it helps you grow within your current organization, build influence, and position yourself as someone leaders naturally think of when new opportunities arise.

Here are answers in your voice, insightful, practical, and grounded in your experience as both a recruiter and career coach.

MARLEQ: What differentiates a manager from a true leader in an organization?

Sarah Dodeen: A title doesn't make someone a leader. It simply makes them responsible for managing people or processes. True leadership is about influence, not authority.

A manager ensures work gets done, deadlines are met, and performance is monitored. A leader, on the other hand, inspires people to perform at their best because they genuinely want to follow them, not because they have to.

The best leaders create psychological safety. They empower their teams, coach rather than control, listen before they speak, and help others grow. They don't just ask, "What are the results?" They ask, "How are my people doing?"

One quality I believe is becoming even more important in today's workplace is adaptability. The world of work is changing rapidly with AI, shifting business models, and evolving employee expectations. Great leaders embrace change, communicate with transparency, and help their teams navigate uncertainty with confidence.

At the end of the day, people may leave a company, but they often leave because of leadership. And great leadership has the power to transform not only performance but also culture, engagement, and retention.

MARLEQ: I feel stuck in my career. How can I identify what's holding me back and move forward?

Sarah Dodeen: Feeling stuck is one of the most common challenges I hear from clients, and the first thing I tell them is this: before changing your job, diagnose the real problem.

Ask yourself: Is it a lack of growth? A lack of purpose? A toxic environment? Limited opportunities? Or have you simply outgrown your current role?

Once you've identified the root cause, assess your skills honestly. Are there technical, leadership, or communication skills you need to strengthen? Are you building relationships internally? Are you making your achievements visible? Sometimes the obstacle isn't external—it's that we've become too comfortable or stopped investing in our own development.

I also encourage people to seek feedback from managers, mentors, or trusted colleagues. We all have blind spots, and honest feedback can reveal opportunities we haven't considered.

Finally, remember that career growth doesn't always mean changing companies. Sometimes the next opportunity is within your current organization through a new project, a cross-functional assignment, or developing a skill that prepares you for the next level.

Growth begins the moment you move from asking, "Why am I stuck?" to asking, "What can I do differently starting today?"

MARLEQ: I'm getting interviews but no offers. What am I likely missing?

Sarah Dodeen: If you're consistently getting interviews, that's actually good news. It tells me your résumé is working. The challenge is likely happening during the interview itself.

After coaching hundreds of professionals and interviewing thousands of candidates throughout my recruitment career, I've found that most candidates don't lose opportunities because they lack experience, they lose them because they fail to communicate their value effectively.

Many people answer questions by describing their responsibilities instead of demonstrating their impact. Employers don't just want to know what you did, they want to know the results you achieved, the problems you solved, and the value you created.

Preparation is another critical factor. Too many candidates prepare answers without preparing stories. I always recommend using the STAR method to structure behavioral responses because it helps you communicate clearly, confidently, and with evidence.

Another area people often overlook is executive presence. Your confidence, energy, body language, curiosity, and the quality of the questions you ask all influence the hiring decision. Interviewers aren't only evaluating whether you can do the job, they're asking themselves, "Can I see this person working with my team every day?"

And finally, always ask for feedback whenever possible. Even if only a few employers respond, that feedback can uncover patterns that help you improve and ultimately turn interviews into job offers.

MARLEQ: How can I develop strong storytelling skills in interviews and professional settings?

Sarah Dodeen: Storytelling is one of the most underrated career skills, yet it's often what separates a good candidate from an exceptional one.

Many professionals have impressive experience, but they struggle to communicate it in a way that's memorable. They list responsibilities instead of telling the story behind their achievements. And people don't remember job descriptions, they remember stories.

I always encourage my clients to build a "career story bank." Think about five to ten key experiences where you solved a difficult problem, led a project, managed conflict, influenced stakeholders, overcame a challenge, or achieved measurable results. These stories become the foundation for answering a wide range of interview and leadership questions.

A simple framework I recommend is the STAR method: Situation, Task, Action, and Result. But don't stop at explaining what happened. Bring the story to life by explaining your thought process, the decisions you made, the challenges you faced, and, most importantly, the impact you created.

Storytelling is equally valuable beyond interviews. Whether you're speaking in a meeting, presenting to executives, networking, or leading a team, stories help people connect with your message on a human level. Research consistently shows that people are far more likely to remember information when it's delivered through a story rather than through facts alone.

The good news is that storytelling isn't a talent you're born with, it's a skill you develop through practice. The more you reflect on your experiences and practice telling them with clarity, structure, and confidence, the more persuasive and memorable you'll become in every professional conversation.

MARLEQ: I feel like I've lost my sense of purpose in my career. How can I rediscover it?

Sarah Dodeen: First, know that you're not alone. I work with many professionals who reach a stage in their careers where they feel successful on paper but disconnected from the work they do every day.

Purpose isn't something you suddenly find, it's something you intentionally reconnect with. I encourage people to step back and ask themselves three questions: What energizes me? What am I naturally good at? And what kind of impact do I want to have on others? The intersection of those three areas often provides valuable clues about where your purpose lies.

It's also important to recognize that our purpose evolves. What fulfilled you ten years ago may not be what fulfills you today. As we grow personally and professionally, our priorities change, and that's completely normal.

Sometimes, rediscovering purpose doesn't require changing careers. It may mean taking on a mentoring role, leading a meaningful project, learning a new skill, volunteering, or finding opportunities that align more closely with your values.

One thing I've learned through coaching hundreds of professionals is that purpose isn't found by waiting for clarity, it's found by taking action. Every new experience teaches you something about yourself and brings you one step closer to work that feels meaningful and fulfilling.

MARLEQ: I'm returning from a career break. What should I prioritize in my first 90 days?

Sarah Dodeen: Returning after a career break can feel overwhelming, but it can also be one of the most exciting opportunities to reinvent your career. The biggest mistake people make is trying to pick up exactly where they left off. Instead, approach it with a growth mindset.

In the first 90 days, I recommend focusing on three priorities.

First, rebuild your confidence. Remember that your career break doesn't erase your experience. Many people underestimate the transferable skills they've developed during that time, whether through caregiving, volunteering, studying, freelancing, or personal projects. Confidence comes from recognizing the value you still bring.

Second, update your knowledge and skills. The workplace evolves quickly, especially with the rapid adoption of AI and digital technologies. Invest time in understanding current industry trends, refreshing technical skills, and strengthening your LinkedIn profile and professional network.

Third, create a structured action plan. Don't just apply for jobs randomly. Define your target roles, tailor your CV, develop your personal brand, expand your network, and practice interviewing. A focused strategy is always more effective than sending hundreds of generic applications.

And finally, be patient with yourself. Career relaunches are rarely instant. Every conversation, every application, every interview, and every new connection is building momentum. With consistency and the right strategy, you'll not only return to work, you can come back stronger, more focused, and more intentional than before.

MARLEQ: What's common career advice everyone believes, but you've seen fail in reality?

Sarah Dodeen: One of the biggest myths I hear is "Work hard, keep your head down, and you'll get noticed." I wish that were always true, but after almost 20 years in recruitment and career coaching, I can confidently say that it's often not.

Hard work is essential, but hard work alone isn't enough. I've seen incredibly talented professionals stay in the same role for years because they assumed their results would speak for themselves. Meanwhile, others with similar capabilities advanced because they knew how to communicate their impact, build relationships, and position themselves strategically.

Another piece of advice that often backfires is "Apply to as many jobs as possible." Quantity doesn't beat quality anymore. Today's hiring process is driven by ATS systems, tailored applications, networking, and personal branding. Sending 500 generic applications rarely produces better results than sending 30 highly targeted ones.

I also challenge the idea that loyalty alone guarantees career growth. Loyalty is valuable, but organizations promote people based on business needs, demonstrated impact, and readiness for the next role, not simply because they've been there the longest. That's why employees need to actively manage their careers rather than assuming opportunities will naturally come.

The advice I give my clients is this: Be intentional, not passive. Build your skills, make your achievements visible, invest in your network, strengthen your personal brand, and keep learning. The people who grow the fastest aren't always the smartest or the hardest working, they're the ones who combine performance with strategy and consistently create value that's visible to others.