Ginny Clarke's

CAREER
MAPPING WORKBOOK

Create your personalized roadmap

for your next career move!
 Your Journey Starts Now
As an experienced executive recruiter, I understand the challenges that

come with navigating a rapidly changing and mobile job market. That's why

I wrote Career Mapping. It' s a guide designed to help you find your dream
job, whether you're a recent college graduate or a seasoned professional

contemplating your next move. Through my varied professional experiences,

I've developed a specific process to create your own unique career map,

acting as your personal GPS on the path to success. In this workbook, I

emphasize the importance of self-discovery, understanding your

competencies and creating new opportunities for yourself. You don't have to

do what you've always done. By following the guidance I provide, you can
create a meaningful and purpose-driven career that is tailored to your
individual goals and aspirations.

-Ginny
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table of
contents
04 THE FRAMEWORK
The framework for you to understand
your career map.

06 SELF DISCOVERY
Self-awareness is critical to
understanding who you are and honoring
that in what you do.

10 EXPERIENCE
Examining your personal and professional
history to understand your past and
identify the lessons you've learned.

13 COMPETENCIES
More than skills or responsibilities,
competencies are the deconstructed
elements of how you do something..

15 COMPETENCY GUIDE
This guide offers examples of professional
competency language for your map and
resume. This is what can allow you to
move across sectors, functions and roles.

18 CAREER MAP
Mine your past for rich experiences and
competencies. Map!

3
 The Framework
I'll guide you through three key aspects for creating a clear career
map. Focusing on these three areas will enable you to effectively
navigate your career path using this framework.

SELF DISCOVERY
Firstly, self-awareness, which involves examining
your beliefs and understanding your desires.
01
02 EXPERIENCE
Secondly, experience, by comprehending your job
history and its impact on your identity.

COMPETENCIES

03
Lastly, competencies, which are your skills,
knowledge, and abilities, provide context and allow
you to showcase how you can deploy them in
different settings. You should have 50% alignment
of historical competencies with new roles you're
looking to take on.

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“IT IS NOT THE
MOUNTAIN WE
CONQUER BUT
OURSELVES.”
EDMUND HILLARY
01
Self
Discovery
I believe that self-discovery is critical to career
management. Without an understanding of our
own strengths, weaknesses, values, and beliefs, we
cannot effectively work with and influence others.
Reflecting on my inner world has been an
important step in my journey to becoming a great
leader. It has allowed me to identify and work on
my own blind spots and biases and helped me
become more empathetic and compassionate
toward others. It has also helped me to better
manage my expectations and communications
with my team.

As leaders, we must understand that our behaviors

set the tone for our team. If we are not self-aware,
we risk projecting our own biases and fears onto
our team, which can lead to a toxic work
environment. On the other hand, when we are self-
aware, we can create a positive and productive
work environment that allows our team to thrive.
By reflecting on our inner world, we can become
more effective leaders who inspire and motivate
our team to achieve.

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 JOURNAL PROMPTS FOR

Self Discovery
Journaling is a powerful tool for self-reflection and personal growth. Taking the time
to answer the journal prompt questions below can help you gain clarity about your
values, limiting beliefs, and fears. It is important to answer them truthfully, without
judgment or fear of what you might uncover. Allow yourself to be vulnerable and
explore your inner world with curiosity and openness. Through this process, you can
identify gifts and capabilities you haven't acknowledged. So, take a moment to grab
your journal and pen, and let's dive into self-reflection. Try to complete at least 4, if
not all, prompts.

WHAT WOULD I PURSUE IF MONEY WERE NOT AN ISSUE?

HOW DOES MY CURRENT CAREER ALIGN WITH MY

DEEPEST VALUES AND BELIEFS?

I HAVE ALWAYS WANTED TO EXPLORE ______________

(JOB/VOCATION/CAREER) BUT________________.

EVERYONE SAYS I AM REALLY GOOD AT ___________

(WORK-RELATED SKILL/ACTIVITY) BUT I AM MORE
INTERESTED IN/PASSIONATE ABOUT ____________.

SUCCESS TO ME MEANS _____________. SUCCESS TO MY

FAMILY IS _____________.

I AM NOT SURE OF MY TRUE CALLING, BUT I'VE ALWAYS

BEEN DRAWN TO/CURIOUS ABOUT THESE TWO AREAS
(SECTORS, PROFESSIONS, ETC.)

MY WORK GOES WELL UNTIL I TELL MYSELF ____________.

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 SUMMARIZE

Self Discovery
Upon finishing these journal entries, kindly provide a summary of your self-
discoveries and overarching themes that surfaced.

WHAT DID YOU LEARN NEW ABOUT YOURSELF?

WHAT INSIGHTS DID YOU GAIN?

WHAT THOUGHT PATTERNS, BELIEFS OR BEHAVIORS NO

LONGER SERVE YOU?

WHAT NEW ASPECT OF YOUR CAREER ARE YOU WILLING TO

EXPLORE?

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 ““MANY OF LIFE’S
FAILURES ARE PEOPLE
WHO DID NOT REALIZE
HOW CLOSE THEY
WERE TO SUCCESS WHEN
THEY GAVE UP.”
THOMAS EDISON
02
Experience
As a conscious leadership expert, I've
learned it's important to appreciate
the significance of your work history
to understand motivations, patterns
and mindsets. There's no need to
complicate this process, simply
gather the facts. Begin by reviewing
your résumé and utilizing the map
template provided to plot your
industry sector. Once you've done
that, move on to mapping out your
previous functions and roles. By
taking the time to plot out your work
history, you'll better understand how
your experiences can support where
you want to go.

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 HISTORICAL CAREER MAP

Experience
Use this chart to map out your job history, including company name, role, functions,
and personal reflections. Categorizing your experiences in this way can help you
gain insight into your journey. Print multiple copies for a comprehensive overview.

INDUSTRIES/SEGMENTS Job #1 Job #2 Job #3 Job #4

COMPANY

FORMER ROLES
(titles)

FUNCTIONS

(e.g. finance, marketing,

fundraising, human
resources, etc.)

MINDSET

(How did you feel about

this job when you left,
what was your biggest
lesson, attitude or belief
that you gained)

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“THE FUTURE BELONGS
TO THOSE WHO
BELIEVE IN THE BEAUTY
OF THEIR DREAMS.”
ELEANOR ROOSEVELT
03
Competencies
Competencies are more than just
skills and knowledge; they are the
deconstructed elements of how you
do something. For instance, instead
of simply saying you're a strong
leader, articulate how you achieve
great results. Consider saying
something like "I've led successful
sales teams by setting clear
benchmarks, conducting field visits
with my team twice a year, and
managing large accounts to stay
current on customer trends."
Describing how can illustrate that
your competencies can be applied to
other types of companies and
functions.

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 DISCOVER YOUR

Competencies
Refer to the Competency Guide on page 15 if you need help and use this chart to
document the competencies acquired in each previously listed role.

INDUSTRIES/SEGMENTS Job #1 Job #2 Job #3 Job #4

COMPANY

FORMER ROLES
(titles)

Competency #1

Competency #2

Competency #3

Competency #4

Competency #5

THE GREATEST DANGER FOR

MOST OF US IS NOT THAT WE
AIM TOO HIGH AND WE MISS
IT, BUT WE AIM TOO LOW AND
REACH IT.
~ MICHELANGELO
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 (1/3) SAMPLE GUIDE

Competencies
Behavior Competency Definition

Communicates Communicates clearly, confidently and

Inspires
Effectively authentically in oral and written forms

Inspires Creates a clear and compelling vision for the future.

Creates Motivates others make the vision a reality. Clearly
Purpose
Shared Vision communicates specific steps necessary to translate
and the vision into action.

Inspires others to overachieve. Acknowledges

achievements and contributions, and uses a variety
Inspires Motivates Others of approaches to energize and inspire team
members. Empowers team members to achieve
their goals without micromanaging.

Drives change, even when it’s disruptive, within and

Flexes Leads Change outside the organization to capitalize on
opportunities and achieve outcomes

Envisions and prepares for multiple future

Manages scenarios, without relying on assumptions about
Flexes
Complexity the past. Sees beyond the apparent limits of
complexity to the opportunities it presents.

Productively engages with vaguely defined or

unquantifiable problems; demonstrates comfort
with paradox; and deals constructively with vexing
Navigates
Flexes or contradictory issues and data. Works effectively
Ambiguity
under stressful conditions and show resilience
under ambiguous, changing or otherwise
demanding circumstances.

Ability to communicate and work across

Works Effectively
departments to align projects with the company's
Across
Collaborates goals. Establishes and fosters collaborative efforts,
Organizational
particularly across functions. Gains buy-in from key
Boundaries
stakeholders at the appropriate time.

Builds Establishes, maintains, and fosters relationships

Collaborates
Relationships with key individuals/groups.

Achieves mutually beneficial agreements in

Negotiates
Collaborates negotiations with other orgs by seeking common
Effectively
ground and collaborative solutions.

Builds organization-wide capabilities by identifying

Builds
key talents and developing new skills that support
Optimizes Organizational
the company's most important objectives and
Capability
deliverables.

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 (2/3) GLOSSARY OF

Competencies
Behavior Competency Definition

Exhibits self-discipline and aims for achievement; is

Conscientiousness prepared, organized and dependable. Takes personal
Optimizes and responsibility and accountability to identify and lead
Ownership Mindset ways to improve one's organization's, customers,
products or services.

Acts thoughtfully and decisively. Tenacious and

Possesses Bias for
Optimizes perseveres in the face of obstacles. Acts quickly to
Action
produce impactful, high-quality, on-time results.

Effectively guides teams, processes, organizations to

Demonstrates
achieve business goals. Allocates limited resources
Optimizes Organizational
and makes effective tradeoff decisions to guide
Leadership
organizations into the future.

Demonstrates ability and willingness to respect and

Fosters Respect,
value the differences, experiences and perceptions of
Inclusion and
Optimizes different groups/individuals. Creates an environment
Diverse
where team members can voice their views and share
Perspectives
new ideas.

Fully leverages the talents of a diverse workforce.

Inclusive Systems
policies, procedures, and values that encourage
Optimizes and
awareness and acceptance of diversity. Removes
Organizations
unconscious bias.

Creativity and Creates the new and different. Challenges the status
Optimizes
Innovation quo. Drives self and others to innovate and adapt.

Detects patterns, assesses known/defined parameters,

and provides logical framing to problems. Frames
Problem
Structured Thinking problems logically, clearly and simply. Uses
Solving
frameworks and heuristics to effectively structure and
understand problems.

Uses quantitative and qualitative data to design

solutions and make decisions. Includes the ability to
Problem
Decision Making evaluate alternative solutions before making
Solving
decisions.Seeks varied input but won't succumb to
consensus thinking.

Encourages and takes calculated risks in order to drive

Problem
Risk Taking change and innovation. Able to explain rationale and
Solving
scenarios.

Able to see the underlying inter-relationships and

connections that drive activities throughout the
Strategic
Systems Thinking organization and industry. Directs learning and
Mindset
development toward opportunities that align with
strategic goals.

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 (3/3) GLOSSARY OF

Competencies
Behavior Competency Definition

Able to translate vision into a plan of action while

Strategic
Critical Thinking taking practical, unexpected macro and micro issues
Mindset
into consideration.

Strategic Able to quickly respond to changing circumstances

Strategic Agility
Mindset and adjust solutions in a strategic way to remain fluid.

Acts and makes decisions ethically; does what they

say they will do; demonstrates how to build and
Ethics and
Trustworthiness maintain trusted relationships. Tells the truth and
Integrity
delivers the same message, regardless of the
audience.

Has sense of modesty and shares credit with others;

Self- emphasizes "we" rather than "I". Embraces and
Humility
awareness promotes a spirit of
service.

Self- Continually seeks to learn new skills, improve personal

Growth Mindset
awareness effectiveness and expand expertise.

Proactively provides regular, well thought-out,

Self- actionable feedback and career development
Critical Feedback
awareness opportunities to others. Actively seeks constructive
feedback and opportunities to grow professionally.

Relevant
Domain
Domain/Technical [Customize]
Expertise
Expertise

Measurable Success
Credibility in [Customize]
Related Role

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 Map
DESIGN YOUR

You have now gained invaluable insight

into your beliefs, values, experiences, and
competencies. By going through the
exercises, you have a clearer
understanding of who you are, where
you've been, and where you want to go.
Now it's time to draw your map. Start by
filling in the criteria for each industry
you're interested in pursuing. Be honest
about your competency gaps and fears,
and make sure to list your personal
attributes and affirmations. Remember
that you should have at least 50%
alignment between your historical
competencies and the new roles you're
looking to take on. Use this map as a
guide to navigate your career journey,
and remember to update it regularly as
you gain new experiences and
competencies. With this newfound self-
awareness, you're well on your way to
achieving your career goals and
becoming the best version of yourself.
Best of luck on your journey!

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 LET'S BEGIN

Career Mapping
When considering your next move, it's important to have a plan. One way to create that plan is by filling in the
following criteria to make a map for your career: potential new roles, competencies required, competency gaps,
experience gaps, fears, personal attributes, and affirmations. By identifying potential new roles, required
competencies, and gaps in experience, you can better prepare yourself for your next career move. Additionally,
exploring your fears, personal attributes, and affirmations can help you gain a deeper understanding of yourself
and what motivates you. Use this map as a tool to guide your career decisions and take the necessary steps to
achieve your goals.

New Job Job #1 Job #2 Job #3 Job #4

FUNCTIONS
(E.G. FINANCE, MARKETING,
FUNDRAISING, HUMAN
RESOURCES, ETC.)

NEW ROLES
(up to 3 per Industry)

COMPETENCIES
REQUIRED

COMPETENCY
GAPS

EXPERIENCE GAPS

PERSONAL
ATTRIBUTES

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 thank you!
I want to thank you for downloading my Career Mapping
Workbook. I hope that it has helped you to gain a deeper
understanding of your beliefs, experiences, and competencies
and has provided you with a roadmap for creating the future
you desire. I encourage you to continue to reflect on your
journey and to stay connected with me through my social
media channels or my website. Please don't hesitate to reach
out if you have any questions or want to share your progress. I
look forward to hearing about your successes and helping you
to achieve your goals.

LET'S CONNECT

WEBSITE INSTAGRAM

YOUTUBE FACEBOOK

Buy the book

For a full guide
you can buy my
book on Amazon.
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