If You're Rethinking Your Career for 2026, Start by Assessing These 5 Things
December and January. That strange, reflective space between what was and what's next.
For many senior leaders I work with, this is when the truth catches up. The truth that working harder isn't working anymore. That the momentum that carried you for years has slowed. That waiting to be noticed, rewarded, or tapped on the shoulder for that next big opportunity just... isn't happening.
If you're feeling this – if you're quietly reassessing your career while everyone else is celebrating year-end wins – let me tell you something: you're not behind. You're right on time.
Because the strategies that got you here won't get you where you want to go. And this moment? It's where real career transformation begins.
But here's where most people get stuck: they don't know where to start.
So let me give you the five things worth assessing as you think about your career for 2026. Not a comprehensive audit. Not a 360-degree review. Just the core elements that will either propel you forward or keep you spinning.
1. Your Strategic Visibility (Not Just Your Performance)
Here's what I know about accomplished women: you're already delivering. You're the "get it done" unicorn. The one they count on when everything's on fire.
But here's the uncomfortable truth: being indispensable at execution can actually cap your career growth.
Executive selection isn't based on who works hardest or delivers most consistently. It's based on perception, status, and whether people can see you in that next role.
Ask yourself:
When was the last time I was in a room with decision makers in the business?
Am I known for solving problems, or for the strategic thinking behind those solutions?
If I left tomorrow, would people remember me for what I delivered, or for how I influenced the direction?
If your visibility is limited to your current domain, that's your first gap to close. Strategic visibility isn't about self-promotion. It's about ensuring the people making decisions about your future actually know what you're capable of.
2. Your Energy Allocation (Where You're Really Spending Your Time)
This one requires brutal honesty.
When I ask senior leaders to track where their time actually goes for one week, the results are always sobering. They think they're being strategic, but they're drowning in the weeds. Solving problems their team should own. Protecting people from workload that would actually develop them. Saying yes to things that don't move the needle.
And here's the kicker: all that "doing" feels productive. It feels like progress. But it's keeping you stuck exactly where you are.
Ask yourself:
What percentage of my week is spent on strategic work versus execution?
What am I doing that someone else could (and should) be doing?
If I could only focus on three things that would have the biggest impact on my career in 2026, what would they be?
The work that got you promoted last time isn't the work that will get you promoted next time. And if your calendar doesn't reflect that shift, nothing else will change either.
3. Your Relationships (Who's Actually Championing You)
Mentors are lovely. But sponsors change careers.
The difference? A mentor gives you advice. A sponsor puts your name forward when you're not in the room. They take a risk on you because they trust in your ability to deliver.
I see so many talented women building relationships with people who like them, respect them, even admire them – but who have zero influence over their next career move.
Ask yourself:
Who in my network has actual decision-making power over roles I want?
When was the last time someone with influence advocated for me? How do you know?
Am I building relationships strategically, or just with people I naturally connect with?
If you don't have at least two people who would actively champion you for your next role, that's the relationship work that matters in 2026. Not more coffee chats. Not more networking events. Intentional relationships with people who can open doors.
4. Your Narrative (How You Talk About Your Value)
Most people can tell you what they do. Very few can articulate why it matters strategically.
When I coach executives through career transitions, this is where they get stuck. They list responsibilities. They share achievements. But they can't connect the dots between what they've done and the strategic impact it created.
And if you can't articulate your value clearly, neither can anyone else.
Ask yourself:
Can I explain my value in 60 seconds in a way that makes someone lean in?
Do I talk about tasks I completed, or outcomes I drove?
When someone asks what I do, do they immediately understand why it matters?
Your narrative isn't a brag sheet. It's the through-line that helps people see your trajectory. And if that story isn't clear, compelling, and strategic, you're making it too hard for people to champion you.
5. Your Willingness to Take Charge (Not Wait to Be Chosen)
This is the one that separates the leaders who breakthrough from the ones who stay stuck.
For years, your career probably progressed because you did good work and someone noticed. You got promoted because you earned it through performance. The system worked.
But at this level? Waiting doesn't work anymore.
The roles you want aren't advertised. They're created for specific people, or filled through backchannels before anyone else knows they exist. And if you're waiting to be chosen, you've already lost.
Ask yourself:
Am I actively creating opportunities, or waiting for them to appear?
Have I clearly articulated what I want next, and to whom?
What would change if I took full ownership of my career trajectory right now?
This isn't about being pushy or self-promoting. It's about agency. It's about recognizing that your career growth is your responsibility – and no one else's.
No one cares more about your career than you.
Where to Start
If you read through these five areas and felt that uncomfortable ping of recognition – good. That means you're ready for something different.
You don't need to fix all five at once. In fact, you shouldn't try.
Pick one. The one that, if you addressed it, would create the most momentum. That's your focus for Q1.
Because here's what I've learned from coaching hundreds of senior leaders through career transitions: the ones who breakthrough aren't the ones who do more. They're the ones who get strategically clear on what actually matters - and then take charge of making it happen.
The momentum that swept you along has slowed. And that's not a problem.
It's your invitation to get into the drivers seat.
Ready to go deeper on this work?
If you are a senior leader who recognises this shift point and knows it is time to be more intentional about what comes next, this is exactly the conversation to be having.
In The Great Career Leap Masterclass, brand and career strategist Wendy Pavey and I unpack what really changes at this stage of a career and how to respond strategically. We look at visibility, positioning, networks, and personal brand through a senior leadership lens so you are not just working harder, but moving forward with clarity and confidence.
This is a practical, zero-fluff session designed for accomplished women who are done waiting to be noticed and ready to take charge of their next move.
You will leave with clear insights, practical strategies, and a sharper sense of how to position yourself for what is next.
You can watch The Great Career Leap webinar on demand here.
P.S. If any of this resonated, I'd love to hear which of the five areas you're focusing on for 2026. Drop me a note – I read every single one.
