The Squiggly Career: Ditch the Ladder, Discover Opportunity, Design Your Career

by Helen Tupper, Sarah Ellis (Contributor)

Want to build a meaningful career that you love?

Careers are changing; they are no longer linear and there's no such thing as a 'job for life'. Squiggly careers, where people jump constantly between roles, industries and locations, are becoming the new normal.

Squiggly careers are filled with opportunity and excitement, but they can also be ambiguous and overwhelming if we don't know how to make the most of them.

In The Squiggly Career, personal development experts Helen Tupper and Sarah Ellis reveal 5 skills you need to master and teach you how to:

· Identify your Values
· Play to your Super Strengths
· Address your Confidence gremlins
· Design your support solar systems (Networks)
· Explore your Future Possibilities

Packed with insights about the changing-face of work, exercises to aid your growth, and tips and inspiration from highly successful people, this book will help you be happier, and ultimately more successful in your career.

Genres: Nonfiction, Business, Self Help, Audiobook, Personal Development, Psychology, Personal Growth

Audible Audio

First published January 2, 2020

Reviews

[Samantha · Rating 5 out of 5]

I thought this book was wonderful!

'The Squiggly Career' came at the perfect time for me. I've been working now for almost ten years and in that time have worked for seven different companies. These roles have been in different industries and I've gone from being an employee to self-employed and then back to being an employee. 'Jumping about' from role to role sometimes gets a bad rep but for me it has always been positive - the roles have generally been a promotion with an increase in salary to boot.

I started my current role about 10 months ago - it was a sideways move and I took a salary cut because I was moving into the charitable sector. This isn't something I would have previously considered but it was for a company I am passionate about and suited my personal values.

I really appreciated the concept of this book as it talks about the new way of working - career plans are no more and it's less likely than people will work for the same organisation for 10+ years. In fact I'm always surprised when I see people who have been at the same company for 20-30 years! There's nothing wrong with that but I think there's such a benefit in trying out different companies, industries and roles.

I worked through this book methodically, learning from the authors' experiences and completing the activities. I really enjoyed it and will be rushing out to get myself a copy and for the person I manage too (it was challenge to do them properly on a Kindle!). Some of the aims of the book are to understand the new ways of working in today's world, identify your values and your "super strengths" to continue your development and use them to your advantage, and build skills such as networking. The authors also talk about the three key "future skills" they believe will become more important in the future which was very useful.

My favourite parts were definitely identifying my "super strengths" and values to make sure I'm in a role that helps me continue to develop, and figuring out what triggers me to have a lack of confidence and how I can improve that. I also enjoyed analysing my support network and writing my personal manifesto.

Overall an absolutely brilliant book - thank you Helen and Sarah. Embrace the squiggly!

Thank you to Netgalley and the publisher for a copy of the book in exchange for an honest review.

[Naomi · Rating 5 out of 5]

This book provides a great relief by breaking down the old fashioned concept of a linear career path. It is useful for interview preparation, management tips and inspiration towards achieving career goals. Furthermore, I found it a particularly interesting read in conjunction with the beginning of a new job. The exercises are thought-provoking and it directs the reader towards various other illuminating podcasts/websites/apps etc. Finally, not only is this a fantastic career book, but many of the ideas can be utilised to benefit your wider well-being as well.

Read for a second time whilst in a different role. Still 5 stars!

[Natalie Lamb · Rating 4 out of 5]

I was recommended this book on a training course. I thought it had some great activities in the area of working out your "super strengths" and "values" that you can then use to work out what step is best for you to next take in your career. But I would have liked to have seen more in the "Future Possibilities" area as this was the section I need most help with, finding out what is out there and expanding my ideas of what my next job role could look like.

[Hannah · Rating 5 out of 5]

I loved this!

Make sure you know going in that this is a workbook rather than a textbook, asking you to think about everything from your perceived strengths and weaknesses to your values, networking capability and where you find confidence. You need to go in with time and energy to commit to each chapter and the exercises on offer - I'm not one for scribbling on books so I really had to force myself! - if you don't, I don't think you'll get much out of it.

I found this really helpful. I'm at the beginning of my career so I'm new to networking, personal branding and generally feeling confident navigating the working world. So for me, it prompted new ways of thinking about work, approaching managers and planning ahead, for whatever my 'squiggly career' might look like. It definitely gets the cogs turning and I know (as the authors recommend) I'll revisit the exercises regularly to see what has and hasn't changed about my goals. I think the best part about this book was how it confirmed to me that I don't need a linear career (my worst nightmare) to succeed, and even if you fail at something you've still progressed as you're further along than if you hadn't tried at all. It's made me really excited and feel more in control of what lies ahead!

I'd recommend this as a starting point to anyone looking to take ownership of their career and find a job they love. As recent graduates it can feel a bit soul-destroying applying to lots of jobs and not getting anywhere -- I genuinely believe this book can help get you somewhere!

[Uzoamaka · Rating 4 out of 5]

A good book to read and re-read, with useful tips on mapping out your ideal work and out of work life in order to enjoy life in and out of work.

I started with the audiobook but had to get a copy so I can complete the workbook questions from identifying key values, prioritising them, to noting down your key strengths and what people say about you. It’s a great book to complete at any stage of your career. With my plans to return to work I’ve found it useful to know what I should go for that’ll give or bring me joy.

With each chapters explaining each skill, with practical steps on how to develop these skills of super strengths, values, confidence, networking and future possibilities. There are personal stories from Helen and Sarah and each chapter ends with a 10 point summary. I enjoyed the special chapter including 100 career advices from various people and there’s another chapter on career conundrums with useful tips on who/ what to watch, listen, read or follow on social media.

[Isabelle · Rating 3 out of 5]

Rating: 3/5
This was similar to most other career books I’ve read where it places emphasis on identifying your values, strengths, and taking small actionable steps to explore new teams/spaces/roles. With that being said, of course, the rewards aren’t reaped unless the reader actually follows through with those steps (aka stop procrastinating and just do *something* to keep growing and exploring). I did like the 100 pieces of advice in the final chapter and found it good rapid-fire encouragement and advice.

[Synthia Salomon · Rating 4 out of 5]

Test your ideas.
Explore your options.

Key message: squiggly careers offer more opportunities for creativity. Indirect careers can be exciting.


Reflect on your day:
Step forward: success
Step back: analyze/what you need to learn

[Terry Kinane · Rating 5 out of 5]

I don't read many "business books" but this one was recommended by a friend who knows me well! All I can say is it has had a huge effect on me and my thoughts around my career. The many exercises are practical and revealing and will really make you think. There are lots of actions at the end of each chapter so you finish the book with an action plan depending on which way you want to go. I'm going to read again as I cannot get enough of it!

[Brown Lennox · Rating 3 out of 5]

Didn't quite catch up to my expectations, but it's worth the read.

[Archit · Rating 3 out of 5]

Book recommendations - Adam Grant, Professor at Wharton University and author of Give and Take, Originals and Option B, Emma Gannon, author of The Multi-Hyphen Method and host of the Ctrl Alt Delete podcast, and Carolyn McCall DBE, the CEO of ITV. The Joy of Work, Bruce Daisley. How to Find Fulfilling Work, the philosopher Roman Krznaric. The 100-Year Life by Lynda gratton. The Happiness Advantage by Shawn Anchor. Do/Fly: Find Your Way. Make a Living. Be Your Best Self by Gavin Strange. Forget a Mentor, Find a Sponsor: The New Way to Fast-Track Your Career by Sylvia Ann Hewlett. Thrive: The Third Metric to Redefining Success and Creating a Happier Life by Arianna Huffington. The Start-Up of You: Adapt to the Future, Invest in Yourself, and Transform Your Career by Reid Hoffman and Ben Casnocha. The Story Factor: Inspiration, Influence and Persuasion through the Art of Storytelling by Annette Simmons.
Why Should Anyone Be Led by You? What It Takes to be an Authentic Leader by Rob Goffee and Gareth Jones.
Podcast: Squiggly Careers . WEBSITE – AMAZINGIF.COM
Video - Tina Roth Eisenberg, ‘Don’t Complain, Create’ (Vimeo). Larry smith – why you will fail to have a great career. ‘How to Build Your Personal Brand in 2019’ by Lavendaire (YouTube). Follow HBR on instagram
• There’s a gap between the promise of work today – a shiny world full of opportunity, creativity and freedom – and the reality of many people’s careers. You need to develop the following skills
o Super Strengths: the things you are great at
o Values: what makes you ‘you’. Identifying what motivates and drives you
o Confidence: belief in yourself. We all have ‘confidence gremlins’, the things that hold us back at work.
o Networks: people helping people. It is important to build relationships
o Future Possibilities: exploring options. Career plans are a thing of the past; your focus should be on identifying future possibilities and taking action to explore them in the present.

• the career ladder was gone and in its place was the squiggly career.
• WHO WE WORK WITH? WE ARE WORKING WITH FIVE GENERATIONS:
o People aged 75+ - traditionalists
o 55-74 – baby boomers
o 44-54 - Gen X
o 25-43 – Gen Y
o Less than 25 – gen z
o Satya Nadella, CEO of Microsoft, believes that everyone, including himself, should focus on being a ‘learn-it-all’ rather than a ‘know-it-all’.

• STRENGHTS = NATURAL TALENTS + EXPERIENCE. Four steps to discover:
o FIRST BURSTS: list down 20 things you are good at and 3 weakness. Convert the weakness into strength. Eg. If weakness is Presenting > opposite = good listener. Lack of analytical thinking <> telling stories
o NATURAL TALENTS- ask a friend, family member “what 3 words would you use to describe me”. Eg, determined, disciplined, curious, competitive, calm, focused, independent, creative
o LEARNT STRENGTHS: how to discover this?
 Include all your jobs
 Be specific- eg. Expertise in particular software
 Is this strength a WHAT or a HOW? You might have a project management qualification or expertise in a particular technique such as managing Agile projects (these are whats), and also be good at organization and bringing together diverse teams (these are hows). Keep asking yourself why you are good at a particular what or how, and this will help you come up with a longer list. For example: Why are you good at project management? Answer: Stakeholder management, budget management, spot opportunities and risks, dependency planning. Suddenly you have gone from one strength to five.

o DISCOVER YOUR SUPER STRENGTHS – factors influencing superstrengths – Success, Frequency, Openness, and Happiness

• VALUES: Values are the unique attitudes and beliefs that motivate and drive us. They are what make you ‘you’, so it might help to think of them as being a bit like your career DNA. They are a fundamental part of who you are, as they reflect what matters to you most.
o Career destinations have disappeared. Your values are a continual career compass to guide your decisions and actions.
o Five steps for understanding your values – REFLECTING, SPOTTING, SCANNING, PRIORITIZING, DEFINING
o REFLECTING - To start drawing your own career chart, think about your very first job. What were you doing and how did it make you feel? Mark where your feelings were on the scale in your own chart. Write down the different emotions you were feeling in this role and what triggered them. For example, perhaps you were happy because you were in a team with lots of energy and ideas and you had a manager who gave you lots of autonomy. Or perhaps you felt frustrated because you didn’t feel that the work you were doing was meaningful, or the pace was too slow. Now, keep tracking each step of your career up to where you are right now. Think about the different moves, changes and moments that stand out for you. Each time you hit a career high or a career low, take a moment to capture those feelings and insights about what was going on. You’ll end up with a line charting your emotions and lots of descriptions, which we can use to look for clues about your values.
o SPOTTING – 1. The people you work with? 2. The work that you do? 3. The organizations you work for? 4. The environment you work in?
o SCANNING – scan the words in the list and see the words that stand out. Eg. Excellence, focus, excitement etc.
o PRIORITIZING - Review everything you have written down and select the ten “VALUE” words that feel most important to you right now.
• CONFIDENCE - Confidence is having belief in yourself. It’s the ability to recognize your successes, trust in your abilities and be resilient enough to bounce back from bumps in the road. Think of someone whom you would describe as confident; what other words would you use to paint a picture of that person’s characteristics? Words such as brave, resilient, authentic, inspiring and calm often spring to mind. While words like arrogant, egocentric and manipulative may also be on the list (and we’ll come back to this shortly), most people consider confidence to be a positive attribute
• Build your confidence in 3 ways – Develop resilience, take action, and belief in oneself
o Develop resilience- as jobs are disappearing due to technology and restructuring, it’s more vital to talk about how to bounce back from challenges
o Take action – making difficult decisisions like changing role/ profession
o Inspire belief – develop skills to feel confident internally and then project it externally to people
o Discover your gremlins-
 What are you most afraid at work
 What do you not do at work, but wish you did
 I’m not___________enough to be successful at work
 What negative thoughts do you have about yourself at work
 Ask WHY at least 3 times. Eg. If you have a fear of presenting, ask “WHY do you fear presenting”, WHY do you worry you will forget what you plan to say, WHY do you feel that people will think you’re not good at your job
o REFLECTING – success at home and work last month, record 1 success every day
• NETWORKING- write 3 actions which you want people to say about you. Eg. I want people to say that – 1. I can present an event at work, 2. I write a “top tips” article 3. I could offer to share what I’ve done in our team with others
o The 3 D;s of networking – DISCERNING (finding a mentor), DELIBERATE (share ideas, time, knowledge or a combination of the 3), DIVERSE (ensure your network has people who have different expertise and experience so that they can generate fresh perspectives and ideas. Don’t constrict it to a certain industry or profession or age)
o Assessing your network
o Building your network
o Creating career karma
o Understanding your network role
• Build 2 types of mentors – “meaningful mentors (long-term)” & “of the moment” (Short-term)
• Sponsor- some1 who advocates for you - eg. Boss
• How to respond/ follow up with a person who does not reply: I really enjoyed your recent article on flexible working, especially the point on focusing on the ‘how’ rather than the ‘why’. I got in touch a couple of weeks ago as I would be really interested to chat to you more about how I could implement flexible working in my organization. If you don’t have time right now, no problem, and if there is anyone else you could recommend I speak to that would be great.
• Why do future possibilities matter in a squiggly career
o Taking ownership – you cannot rely on your manager/ company to provide a clear career path for you
o Discover opportunity - Exploring future possibilities allows us to get curious about different roles and organizations. A career that might have seemed linear and limited can be opened up when you think about all the different places your strengths could create impac
o Finding a good fit - Career change in any direction inevitably comes with some risk. Whether it’s a horizontal internal move or a pivot into a new industry, digging deeper into whether the opportunity is a good fit for your strengths, values or career must-haves will make it more likely to be a successful transition.
o POSSIBILITIES –
 YOUR OBVIOUS POSSIBILITY – whatever you intuitively feel is the next step in your career
 YOUR AMBITIOUS POSSIBILITY -
 YOUR DREAM POSSIBILITY – if you had no constraints, what work would you be doing
 YOUR PIVOT POSSIBILITY – focus on finding roles where you could apply your existing skills and strengths in a new way
• Question prompts:
o Strengths
 Self-reflection question: How will the career possibility you are exploring give you the opportunity to use your strengths regularly and in particular your super strengths?
 Question to ask: What are the skills and behaviours that are most valuable and useful in this role?
o Values
 Self-reflection question: How will this career possibility mean you can be yourself at work and live your values?
 Question to ask: Some of the things that are important to me about what/where/who I work with are . How well do you think these things fit with working in this industry or company?
o Confidence
 Self-reflection question: How will this possibility build your confidence?
 Question to ask: What are some of the challenges of the job that require the most resilience from you and the team?
o Networks
 Self-reflection question: How will this possibility mean you can use your network ‘gives’ and get access to your network ‘gains’.
 Question to ask: Are there any gaps in knowledge or skills that you’re trying to fill at the moment?
o Future possibility
 Self-reflection question: How will this possibility lead to other interesting career possibilities for you to explore?
 Question to ask: How can you see this team evolving in the future?
• Create a manifesto/ vision board
o 1. It clearly communicates what is important to you: your beliefs, opinions, motives and intentions.
o 2. It is a source of inspiration and focus throughout your career.
o 3. It uses positive language that inspires action.
• FUTUREPROOFING YOUR SKILLS
o Developing the core skills of strengths, values, confidence, networks and future possibilities will transform your ability to take ownership of your own career development. These skills will provide you with a strong foundation of self-reflection and action to build on throughout the rest of your career. Over the past few years we have spotted three ‘up and coming’ skills that we think are going to become more important at work, and these are: curiosity, feedback and grit.
• FEW WAYS TO BUILD CURIOSITY
o Take the free assessment tool by Harvard Business Review “What’s your Curiosity Profile”
o Subscribe to Stack (a magazine subscription service that sends you a different magazine each month)
o One “random” person rule – meet a random person each month
• FEEDBACK – how to deliver feedback- 3Rs
o Relevant
o Real time
o Regularly
o ‘What went well & even better if’
o Situation, Result, Impact (SRI)
• Grit
• SHOULD I START A SIDE PROJECT?
o Passion side project
o Idea-testing side project
o Problem solving side project
o Resources – podcast episode 31

[Amy Taylor · Rating 4 out of 5]

This is really good for anyone looking to change careers. Or for those who have just not yet figured out what they want to do. There are some great examples and exercises that really get you thinking about your career and where you want to go.

[Ciara · Rating 4 out of 5]

The last chapter was my personal favourite- I felt the activities throughout the book were unnecessary but definitely a good one to read what ever point you’re at in you career!

[James · Rating 1 out of 5]

Maybe this book would be useful for someone, but it kind of just made me want to self-yeet.

[Rebecca Nelson · Rating 3 out of 5]

It was ok. Not a lot of new information gleaned but might be good for those who feel stuck or uncomfortable pivoting.

[Jung]

Embrace the benefits of a non-linear career.

Throughout our lifetimes, most of us will spend an average of 90,000 hours working. That may sound like a lot of time to reach our professional goals and become experts in our field, but nowadays careers aren't so linear. Instead, they’re becoming increasingly squiggly. 

Times have changed, and it's no longer typical to work for just one organization until retirement, to then be rewarded with a gold watch and a generous pension. So, in a rapidly evolving professional world, how do we make the most of those 90,000 hours?

This book explores the excitement and potential behind a squiggly career, and show how embracing non-linearity and agility is key to success in the new job market. 

---

Compared to previous generations, we have more freedom to decide how our careers play out.

Careers used to progress according to internal corporate structures and promotions, but this approach is becoming increasingly outdated. Now, more than ever, it’s up to us to decide where we want to be, what we want to do, when we want to do it, with whom we want to do it, and, perhaps most importantly, why we want to do it. 

The key message here is: Compared to previous generations, we have more freedom to decide how our careers play out.

Besides glaring spelling mistakes on your resume, job-hopping used to be a surefire way to get a hiring manager to disregard your application. Nowadays, it’s not only more common, but increasingly seen as a positive facet in an applicant. After all, multiple starts in your career indicate an unwillingness to settle for anything less than the best. Trying different routes suggests adaptability and open-mindedness, and it usually means you’ve picked up new skills and perspectives along the way.

Automation is also constantly transforming and replacing professions. According to a study by management consulting firm McKinsey & Company, as many as 375 million people might have to change their career fields in the next ten years. Rather than having proficiency in a specific area, work is now more centered around projects and relevant skills. Learning to adapt to new technologies and industries will ensure that you have opportunities well into the future. Your career will always be a work in progress, so it’s a good idea to give lifelong learning a permanent timeslot in your daily routine.

These changes are leading to more flexibility in how we work, which can positively impact both employees and companies. A YouGov study found that implementing flexible working hours increased employee productivity by 72 percent. For some, this new freedom means they can work from home, a café, or even a tropical island. 

But having more flexibility presents its own challenges. Too much remote working can lead to loneliness, due to the sheer lack of human interaction. Many people also find it difficult to unplug and keep their work life and downtime separate. 

Navigating your big-picture plans without a road map can be a daunting task, so start small. Identify practical changes you can make to begin squiggling your way through a rewarding career.

---

Identify your strengths, and focus your energy on developing what you’re already good at.

Would you prefer to be a jack of all trades, or a specialist in your field? It’s tempting to try to be good at everything, but this approach is increasingly impractical. No matter how skilled we become at some things, we’ll always struggle with others. Rather than spreading ourselves too thin, we should focus on developing – and truly mastering – our strengths.

The key message here is: Identify your strengths, and focus your energy on developing what you’re already good at.

Of course, not all strengths are created equally. We have natural talents – things we do well innately – and then we have learned talents, which we pick up in life or on the job. Ultimately, our strengths are a combination of talent, experience, attitude, and behavior. 

According to a study by analytics company Gallup, employees who lean on their strengths at work are six times more engaged in their jobs than their colleagues whose tasks don’t align with their natural proclivities. They’re also more productive. The authors recommend spending 80 percent of your time enhancing your strengths; this leaves 20 percent to identify and tackle the weaknesses that get in the way of your performance.

It’s typically easier for us to call out our weaknesses than to think up our own strengths on the spot. But in every weakness there’s an opposing strength. Perhaps, for example, you’re not as detail-oriented as you’d like to be – maybe this also means you’re a visionary who thrives in environments that require big-picture thinking. Try jotting down what you consider to be your greatest weaknesses. Now, find their counterpart strengths. Any surprises? 

“Super strengths” are qualities your colleagues and family associate with you when you’re not in the room. You’re not just good at them; you’re really good at them. Super strengths should be used frequently and visibly. Don’t keep them a secret! Your coworkers and even LinkedIn connections should know what you do best. 

Think back to how often you’ve used your super strengths over the past week. If your current job doesn’t routinely harness them, you could try to tweak your work approach or ask your boss how to better incorporate them into your assignments. Otherwise, it might be time to start looking for greener pastures. 

---

Recognize and integrate your values into your daily work.

Imagine you’ve just started a new job, and the pay is better than you dared to hope. You get a snazzy company car and free lunches, and everyone is friendly and competent. But something is missing – something essential. The work itself just isn’t meaningful or interesting to you. Can a few nice perks really compensate for 90,000 hours of meaningless toil?

The key message here is: Recognize and integrate your values into your daily work.

According to the authors, by the time we’re in our mid-twenties, we’re equipped with three to five core values that start informing our behavior – as well as how we experience happiness. These values, which shape our motivations and judgment both at work and at home, are cultivated in three main phases in life.

The first period is the imprint phase, which begins at birth and continues until we’re about seven years old. Our parents, as well as others we spend time with, provide our first taste of right and wrong. For the most part, we don’t challenge what we see and hear; we soak it up like a sponge. 

The second period is the copy-cat phase, also known as the modeling period. From ages eight to thirteen, we start acting in various different ways, copying the behavior of people we look up to. We imitate teachers, other kids at school, or older siblings. 

The final period is the rebel phase. It starts in our teenage years when we become more influenced by friends, the media, and friends of the media. We then have to iron out the friction between what we used to believe and what we now think is right. 

Our values are a double-edged sword that can work for or against us. For example, if you value honesty, you could help out a colleague with some constructive feedback. But you might also unwittingly upset someone by telling them the bitter truth at the wrong time. Becoming aware of how this works can help you more clearly articulate your feelings and understand others’ values. This makes it easier to connect with people and work with them productively.

Just as defining your values will provide a deeper understanding of yourself, actively living those values will also benefit those around you. 

---

Confidence can be learned, and improved, through practice.

We’ve all had moments – or even longer periods – of self-doubt. The good news is that common fears like stage fright and self-consciousness don’t have to be life sentences. With the right kind of training, you can minimize your insecurities and the effects they have on your day-to-day performance.

The key message here is: Confidence can be learned, and improved, through practice.

Some individuals are naturally confident, but everyone has fears that stifle potential. We can develop our confidence by understanding our unique confidence gremlins and learning to rein them in. Your colleague’s confidence gremlin might be your super strength. Or maybe you both have the same gremlins – but experience them differently.

How do your gremlins hold you back? Which specific situations prompt your gremlins to rear their ugly heads? One way to curb your gremlins is to challenge them. If you have a fear of public speaking, ask yourself why that’s the case. Identifying the reasons behind your gremlins can help generate practical actions to limit their impact. 

Confidence doesn’t just come from within; it also comes from your support network. You can visualize your sources of support by drawing a support solar system. What kinds of confidence do different people in your life provide, and with what frequency? To whom do you give support in return? 

In every support solar system there should be three types of people. The person who “gets it” appreciates the obstacles you face. The person who “asks the hard questions” challenges and motivates you. And the person who has “been there” has the hindsight and wisdom to advise you. 

Confidence boosters can also help you stay coolheaded in high-stakes situations. You sound more confident when you finish your sentences, refrain from indecisive words like “could” or “should,” and listen to others before speaking. Your body language conveys self-assurance when you assume a more powerful, rather than closed, posture. Presentations improve with time, so practice out loud and often – in front of a steamy mirror, or with friends or colleagues. Ask for feedback, and offer yours in return.

Practicing your confidence and nurturing a healthy support network are key at every stage of a squiggly career.

---

Networking is an exchange of help, and offering to support others can lead to valuable relationships.

It’s 11:23 p.m. on day twelve of your job search. You’ve dusted off your LinkedIn profile, and now you’re scrolling through your connections. You see some colleagues from that job you had ten years ago, a classmate from your group psychology project in sophomore year of college, and a recruiter offering an entry-level position in Montana. 

How did it come to this? Well, it turns out that networks are more like gardens than cobwebs, and you have to maintain them to ensure they survive and thrive. 

The key message here is: Networking is an exchange of help, and offering to support others can lead to valuable relationships.

The quality of your network connections will always be more important than the quantity. The anthropologist and psychologist Robin Dunbar claims that we have a limited number of each friend type. According to his research, we can have a maximum of 150 casual friends. For close friends, that number is 50. For confidantes and supporters, it’s 15. And we can have just 5 best friends.

Your network should be centered around what you want to learn. You don’t need to be an extrovert to create and nurture mutually beneficial relationships. Instead of speed networking, identify people in your network who can help you with particular needs or issues. Rather than vaguely asking someone to mentor you, be specific in your requests. For example, you could contact someone working in your desired field or position, and ask her how she got there. What skills and experience would you need to do her job? 

Make sure your network is diverse. McKinsey & Company surveyed 1,000 companies in twelve different countries. The study determined that organizations in the top quartile of gender diversity have a 21 percent greater chance of reaching “above average profitability” than the bottom quartile. This number jumps to 33 percent when they’re in the top quartile of ethnic diversity.

Think about why you were hired. Did you arrive as a consumer, benefiting from the value already available in the network? Do you have skills or ideas to contribute? Are you there to connect people? Knowing your role in a network will help you work out why you’re there in the first place. 

---

Focus on exploring future possibilities rather than on following linear plans.

In this day and age, we’re likely to change careers five times over the course of our working lives. The classic life track of “education-work-retirement” is rapidly going extinct. So how do we plan our careers for a future that might not exist?

The key message here is: Focus on exploring future possibilities rather than on following linear plans.

Imagining possible futures for your career requires a certain creativity, as does taking responsibility for your own future. What other jobs or professions could you see yourself taking on? Consider a few different types of possibilities to get the ball rolling.  

With all of these possibilities, why you go to work remains just as – if not more – important as what you do at work. Your whys have a more intimate connection to your values, and they express the impact you wish to have on the world. For example, Google might say their what is “to create an amazing search engine that everyone uses.” But their why would be “to make data more accessible and better organized.”

With all of the uncertainty that accompanies a squiggly career, deciding what is most important to you – and why – will help serve as your career compass along the way. 

---

Curiosity, feedback, and grit are increasingly sought-after workplace skills.

Sometimes it feels like the world is changing faster than we can keep up. This is especially true when we switch jobs every few years. With each new position, we encounter requests for new skills and different styles of working. How can we make sure we’re ready for our next opportunity when it’s ready for us?

The key message here is: Curiosity, feedback, and grit are increasingly sought-after workplace skills.

Stay curious to avoid tunnel vision – if you only pay attention to your own work, you’ll remain ignorant of new trends and opportunities. According to research by Francesca Gino, a Harvard Business School professor, companies that encourage their employees to be more curious have lower rates of conflict and more inventive approaches to difficult problem-solving tasks. 

So how can you stay curious? Subscribe to a magazine on a topic you know nothing about. Discover new podcasts. Talk to strangers or new acquaintances.

Another thing you can do to maintain your marketability is improve your feedback techniques, both on the giving and receiving end. Many people are cautious about seeking out feedback because of past traumatic criticism. Feedback has the power to uplift and lead the way to positive constructive changes, but it can also hurt your confidence. 

Finally, natural talent isn’t everything. In fact, grit – that is, the amount of effort you put into something – turns out to be a better gauge of success. There are four main ways to cultivate your grit. 

First, recognize what fascinates you, and explore it. Second, use deliberate practice every day to continue advancing your skills. This is the act of deciding what skill to improve, how to improve it, and then training it extensively. Third, identify a greater purpose for your goals to communicate what you wish to contribute to your organization, industry, or the world in general. Fourth, adopt a growth mindset. Simply having an attitude geared toward constantly growing and developing your mind and skills relies on your grit as fuel. 

By exploring your curiosities, practicing feedback, and training your grit, you can ensure a smooth career transition when the time comes. 

---

Objectively examining your job options will help steer you toward the best path.

Is the grass really always greener on the other side? With every job there comes a moment of uncertainty, in which you’ll wonder, “Should I stay here or go somewhere else?” In a squiggly career, this question will come up repeatedly – and there may not always be a simple yes or no.

The key message here is: Objectively examining your job options will help steer you toward the best path.

If you’re happy at your position and you’re still learning a lot and often, think twice about leaving your current role. To find out if a new position would be right for you, ask yourself which new possibilities it has to offer. Will the role use your super strengths and help you live your values, or are you more attracted by the salary? A study by psychologist Daniel Kahneman and economist Angus Deaton demonstrated that salaries after a certain point – about $75,000 – stop influencing levels of well-being.

Perhaps your organization doesn’t invest in further training for its employees. A study by IBM showed that people are twelve times more likely to quit their jobs if they are not growing their skills and experience. While some companies just don’t have the budget for it, others don’t see the point in spending the extra money on something with indirect benefits. 

The good news is you have a few options. You can find grants or awards to financially support your learning, or even design your own course of independent study based on what – and how – you want to learn. By becoming a learning advocate, you can also make change from within your organization. This is a great way to involve other people and hear their input on articles, issues, and events.

So next time you feel stuck at a job, try to pinpoint why that is, explore your options, and then come up with a plan to keep your squiggly career squiggling along.

---

As squiggly careers become more and more common, they also offer us new opportunities to control the direction of our working lives. We can train ourselves to identify and employ our strengths, build mutually beneficial networks, boost our confidence, integrate our values, and practice giving and receiving constructive feedback. Through these actions, an indirect career path will become less frightening – and open the door to a more exciting, fulfilling future. 

Actionable advice:

Document your successes each week.

Keep track of your successes for a week or two by jotting one down every day. Alternatively, try reflecting on each day in terms of “steps forward” and “steps back.” A success is a step forward, and something that doesn’t go exactly as planned is a step back. After a couple weeks, take a look at your list. If there are more steps forward than back, great! If not, see what you can learn by analyzing the steps back. 

[Emma · Rating 5 out of 5]

We read this as part of a leadership development book club - supported by the authors. It was a brilliant read- thought provoking and insightful. The chapter on Values was a particular eye opener as made me realise why some job roles suited me and others clearly didn’t. It’s not a “workbook” as such, but has spaces for reflection and assignments to do.
Would absolutely recommend.

[Kathy · Rating 5 out of 5]

Highly recommend. Great advice and approach to your career.

[Haider Shakiry · Rating 1 out of 5]

It reads like a long list of general and vague to-do's and 'activities' - similar to What Color is my Parachute - for people at the start of their professional or management careers, specially those already employed in corporations. All the 'activities' entail asking your colleagues, managers, friends, family members and professional networks questions about your character, personality, value to them etc. (unfairly assuming that you have plenty of those!) thus contradicting this book's deceptive appeal to people with 'squiggly careers' which I took as not in full time employment and working in the gig economy i.e. contractors on short to medium term projects, where they have to apply whatever 'strengths' required to provide the services they've been contracted to do in order to get paid and do not have the luxury of only accepting work that aligns with their values. Therefore most of the advice in this book is irrelevant and unsuitable for people in mid or at the end of their careers who find themselves squeezed out by the structural changes in the labor market and shrinking demand for their skills and qualifications. In fairness the authors introduce themselves at the beginning of the book as alumni of top UK and US Business Management universities who have gone on to find jobs in major corporations and so built a strong network. For all the other people 'freelancing' I recommend reading the relatively pithy HBR article "The 4 things You Need to Thrive in the Gif Economy" which helped me to relieve some of my frustration after reading this book by these two privileged authors.

[Chloe · Rating 4 out of 5]

A really valuable and thought-provoking career guide. Though I've technically finished reading the book, I know I'll be returning to a lot of the passages and exercises over time. There were some instances of corporate cliches in the book, but the majority of the content and exercises are genuinely helpful and not fluffy. There was clearly a lot of thought put into them.

[Connor Graham · Rating 4 out of 5]

Initially, I didn't really like this book. I thought that it didn't really offer anything new that I had not already learned, as I have read quite a few of the books that the authors referred too. However, I'm glad that I persevered, as the further on I read I started to encounter some pretty useful advice.

I'm currently studying at university and I am at a point where I'm trying to decide what I want to do for at least the next couple of years. I've wondered aimlessly trying to apply to a variety of different graduate programs in areas which have high 'perceived-worth', but after a few months I found that I didn't really have any interest their industry. This book prompted me to think more about the type of things I enjoy doing and to stop worrying about how much I would earn and focus on choosing something that would give me that sense of fulfilment, that so many long for or sacrifice. As a result, I've shifted focus to different areas and have committed to learn more about what I enjoy now, and I'm basing my next set of applications around this.

Furthermore, the sections on networking and developing your person brand were also very insightful, along with the areas on developing a passion project. Very useful, very relevant to the types of questions I am asking myself currently. In addition, the collection of quotes at the end was surprisingly encouraging and very wholesome.

To summarise, I would strongly recommend this book for people trying to work out the next step in their career, whether you're just starting or making a career pivot, this book has a lot of useful tips and exercises that you can try to help you see a clearer path through all the uncertainty. Four stars, very good.

[S. · Rating 4 out of 5]

Engaging and actionable, with plenty of exercises. Workers are no longer expected to scale a "career ladder"—many of us today have a "squiggly career".

Capping at 4 stars because none of the content felt super new—I felt major echoes of "Designing Your Life" and other career/leadership learnings, and the 100 tips at the end felt fragmented to me.

However, I found this a worthwhile compilation and would recommend to anyone reflecting on their work life, career journey, personal brand, etc.

[Dave Poole · Rating 5 out of 5]

My company put all employees through the course on which this book is built, though the book contains quite a bit more than could be covered in the time available for the course.
It contains the stuff I wish I had known in the first years of my career. Even though I am in the last decade of my career I can honestly say that the lessons in this book have just as much impact. I've just got less time to take advantage of what I've learned.
The book is all about YOU and YOUR values YOUR strengths, YOUR confidence and how YOU connect with other people. It isn't a "This worked for ME, it'll work for you"!

Understanding your values will help you understand why you do or don't gel with colleagues, feel part of the culture etc.
The exercises to identify your super strengths were real eye openers for me and very affective.
The section on "Networking" and understanding where you are across the 4 categories (Consumer, Contributed, Connecter, Creator) was particularly interesting. I recommend checking your assessment of where you place yourself on this scale with someone who knows you well. This is especially true if you lack self confidence.

As I've already said I wish I'd known this stuff at the beginning of my career. For that reason I've bought 4 copies of this book to give to my nieces so they can be in the best position at the start of theirs.

[Neil · Rating 4 out of 5]

“Notice that the stiffest tree is most easily cracked, while the bamboo or willow survives by bending with the wind.” - Bruce Lee

We invented industry and a society based on this industrial economy, rocketed our affluence, became addicted to our new lifestyle and then like jenga - had the foundations of our abstract world kicked out.


“We cannot solve our problems with the same thinking we used when we created them.” - Albert Einstein

So, as individuals we’re in a tumult.

You perhaps misunderstood the social contract - you do your best for the company and they in their turn look out for you.

Gone are they days, when companies assessed their employees career potential and like gardeners, cultivated and tended. That’s an overhead, an overhead to be offloaded.

You’ve been left with that role (and anyway shouldn’t you have been taking a more active role in your career anyway?)

This little book is a nice primer for the ideas of self reflection, purpose and constructing a personal narrative that communicates.

There is nothing particularly new in this, the premise is similar to that of the Pacific Institute.

The difference is the price of entry. It is worth reading.

[Lucy Karen · Rating 5 out of 5]

So helpful and really changed my perspective on how I would assess my skills and experience as a professional. Definitely one to come back to and refer to in the future!

[Towhuey · Rating 2 out of 5]

This book will be a useful to those looking for toolkits to guide one through the process of self-reflection and visioning. So I can see what other reviews has said it was used as a corporate training resource. I was looking for something that will go deeper into self reflection that will challenge mindsets. So whilst the book provides a good step by step frame, it would be better if the book provided additional references or resources to dive deeper each area of interest.

[Rachel H · Rating 2 out of 5]

Some interesting ideas here but I felt that many of them would have worked better in a live session or course (like the authors run and refer to frequently) rather than in book form. Despite this being about a "squiggly career" the book still seems aimed at career paths that are quite conventional for nowadays. Also, while identifying your super strengths and values is obviously a good idea, without examples to draw upon in interviews, I'm uncertain how this helps you to get a job.

[Lily · Rating 2 out of 5]

I was expecting more about squigglyness

[Linus Rütschi · Rating 4 out of 5]

The Squiggly Career positions itself as a modern guide for navigating careers that no longer follow a predictable, linear path. As someone who first studied Business Administration, later transitioned into Psychology, and still feels uncertain about where exactly I want my career to go (even though I’m finishing my bachelor’s degree in the Summer), I approached this book with the hope that it would offer clarity, direction, and that it will help me find the right career path.
The book’s central idea is that careers today are fluid rather than fixed. Instead of climbing a traditional ladder, many people now move sideways, diagonally, or even backwards as they develop new skills, pursue different interests, and adapt to changing opportunities. The authors encourage readers to embrace this flexibility, arguing that a “squiggly” path is not only normal but often more fulfilling. This was really nice to read and made me feel less insecure and stressed about my career uncertainty.
The book succeeds in its tone, which is reassuring. The authors clearly want readers to feel empowered. They break down concepts such as strengths, values, confidence, and networks into digestible chapters, each accompanied by reflective and interactive exercises. As a psychology student, I appreciated how these exercises invite self-exploration, helping readers articulate what matters to them on a deeper level. Identifying core values, for instance, felt meaningful and relevant. Not just for career planning, but for personal identity as a whole.
However, the book also has limitations that should be mentioned. Much of the practical advice revolves around activities that require asking colleagues or managers for feedback on your strengths, character, or impact. This works well for people already embedded in professional networks, but it feels less doable for readers like me still building their identity or those working in less traditional contexts. As a student that only works part-time, these activities were difficult to fulfill. I also found some of the advice overly simplistic and overdone. My environment has also told me phrases like “be yourself” or “find what makes you happy”, which just aren’t helpful to anyone in this position. They are way to general and in my opinion you only know the real meaning behind it, after you achieved it.
The exercises, where nice and interactive at the beginning, however towards the end sometimes felt repetitive. After writing about my values and ambitions multiple times, I realized I wasn’t gaining new insight but rather rephrasing the same ideas. To me the activities started to feel more like homework than meaningful progress.s
Despite these shortcomings, the book does offer a helpful shift in perspective. It normalizes uncertainty and reframes career development as iterative rather than definitive. Instead of pressuring readers to commit to a single path, it encourages openness, experimentation, and self-awareness, which I find to be a very comforting thought.
In the end, The Squiggly Career is most valuable not as a manual for making career decisions, but as a mindset guide for approaching them. It reassures readers that uncertainty is not failure, that change is acceptable, and that a meaningful career is something you continuously shape. For anyone feeling lost or overwhelmed by choices, it offers a gentle push toward embracing the ambiguity and finding opportunities within it. Expecting to know exactly what to do career-wise after reading this book is however unrealistic.

[Tsinoy Foodies · Rating 4 out of 5]

What I picked up from the book
Distinguished Learning and Job/Career Progression:
1.) Linear ladder, seniority and promotion (education/work) is outdated.
2.) Squiggly, change uncertainty and possibility careers/mindset is in.
Make learning/curiosity based on your super strength, values (spongy > copycat>rebel) and confidence (skill and goes hand in hand w/ success) boosting network (Discern, Deliberate, Diverse) as a routine. No 2 squiggles are the same. Embrace uniqueness and appreciate exchange of ideas.

How to contribute to the community?
1. consumer/sharer of information
2. contributor
3. connector
4. creator- fill a need

Directions we can go:
1. Obvious
2. Ambitious - something we find interesting but feels out of reach
3. Pivot - switching
4. Dream

Open to side projects, mentors, training, worklife balance, personal branding, leadership, switching

Overall good book to read before going into a job interview.
And what I wish every job interviewers could know...
Had this job interview:
Him: Where do you see yourself in 5 yrs?
Me:I don't know sir. 5 yrs is a long time.
Him: I'm asking you to know if you'll stay here long but all your answers are vague.
Me: Well sir, I'm open to all possibilities.
Him: See you keep answering in riddles. (thinks I'm dumb) Hmm...Let me see your Watsons Glaser score...Oh 95... superior. I think you can handle a lot of technical cases here.

[Linda Harris · Rating 5 out of 5]

The Squiggly Career was released in January 2020 and it is a no 1 Sunday Times Business bestseller. Helen and Sarah say that gone are the days where careers were linear and people moved up the proverbial ladder, instead these days moving frequently and fluidly between roles, industries, locations and even careers is becoming the new normal.

The main focus of The Squiggly Career is on the five skills they say you need to succeed in work today, which are super strengths, values, confidence, networks and future possibilities.

I found this book extremely useful in helping me figure out what I want to do next and it is great for getting to know yourself better. This book was really well formatted. It was easy to read, as it was broken up by lots of exercises and also case studies from their own lives. As the book was so practical, it felt like being in one of their training sessions.

I have gotten a lot of important takeaways from this book, especially discovering my super strengths and values which are going to be invaluable in my career going forward.

I think it should be an essential read for anyone at any point in their career and I wish I could have read it years ago.

If you want to know more, check out my full video review with my 3 key takeaways and favourite quote - https://youtu.be/LK8ncB29iBg