Kelly Mooney is a CEO, entrepreneur, author, speaker, and women’s empowerment coach. Over her decades-long career, she co-owned and led the nation’s largest women-owned digital agency, scaling it 15x, before exiting the business to IBM, where she served as chief experience officer for North America.
In 2021, she founded Equipt Women, a modern career platform to offer aspiring women honest advice, smart strategies, and real support. She’s the author of three books, and her latest book, UP!, is a playbook for entry- to mid-level women who want careers with more meaning, power, and possibility.
Mooney sat down with TWA to share her advice for young professionals (YPs) navigating the workplace.
TWA: You’ve seen the workplace from intern to CEO. What do you wish you had understood about careers much earlier than you did?
Kelly Mooney (KM): I wish I had known that working hard, staying late, and giving up weekends doesn’t necessarily lead to more pay and a promotion. I was waiting and hoping to be recognized and promoted. That’s not a winning strategy.
When I wasn’t ascending at the rate of my male peers, it occurred to me that I was on the sidelines, moaning about office politics and unfairness. I needed to get in the game. I needed to up my game. That meant understanding the “business of the business.” In other words, I needed to learn how the company makes money and how my work contributed to the company’s success. Once I realized that, I could connect the dots so my manager could see how the awards I was winning attracted high-profile clients, and how high client satisfaction with my projects resulted in more revenue for the firm. By demonstrating how my work directly impacted the business, I was now in the consideration set for bigger raises, a promotion, and leadership training.
TWA: Many YPs feel pressure to “have it all figured out” early on. What’s your advice for navigating uncertainty without feeling behind?
KM: Nobody has it all figured out—even if they act as if they do! Everyone figures out different things at different times and in different ways. Some people jump early and confidently into a big job with a fat salary, only to plateau after a few years. Some people try a bunch of things that don’t pay well until they figure out what they want to focus on, and then they accelerate. Some might start a business and then discover they prefer working for someone else or vice versa.
Careers are long, often spanning 50 years. Also, careers are no longer rigid ladders; they take many shapes. YPs need to give themselves the space and grace to experiment and figure out their unique path. There’s plenty of time.
My other piece of advice is to dramatically reduce the time you spend scrolling on social media. It creates lifestyle comparison anxiety. Give yourself a limit. Mine is 15 minutes per day. Use that time to touch grass, watch squirrels, or take in live music.
TWA: What are early signs that a role or workplace might not be the right fit? How should YPs respond before burnout hits?
KM: Any new role can create anxiety because there is so much to learn—the culture, norms, vocabulary (all the acronyms!), people, titles, strategies, processes, tools, and more. It’s stressful ramping up, so give yourself time to acclimate. Three to 6 months or more is common.
Pay attention to your energy. Are you dreading Monday? Are you overwhelmed by the amount of work and intense deadlines? Do you have the skills or support to do the work that is being asked of you? Assess the dynamics and listen to your inner voice to zero in on the issue. Let your manager know you need their help prioritizing. It’s better to raise your concerns before burning out.
Your conversation could go something like this: 'I want to flag something before it becomes a bigger issue. The workload has been consistently high, and I'm at the point where I want to make sure that I'm focused on the right things rather than just everything. Can we spend some time aligning on priorities so I can keep delivering at a high level?' And if you get traction with that question, you could follow with, 'I also want to explore whether any of this could be reassigned or handled differently—I have a few ideas if that's helpful to discuss at the same time.'
TWA: What’s one mindset shift that helps women stop waiting to be picked and start claiming opportunities sooner?
KM: The shift from self-doubt to self-belief. So instead of asking 'Am I ready for this?', start asking 'Is this worth pursuing?' This shift assumes personal capability and refocuses whether the opportunity is worth your time, aligns with your values, enables you to develop new skills, or work with talented people.
You will find that the people who advance most quickly aren't always the most qualified—they're often just the ones who raised their hand before they felt ready. Decide to be one of those people. Growth happens outside your comfort zone.
TWA: What mistakes do you see high-potential women making early in their careers—not because they lack skill, but because of how workplaces are structured?
KM: Many women expect the workplace to be akin to academia. However, the workplace is not a meritocracy. Unfortunately, many women put their heads down and grind. By that, I mean they come in and think that doing as much work as possible will get them ahead. Instead, they need to focus on the unwritten rules. How does this place operate? How are decisions made? Who are the influential leaders? How are high-profile projects assigned? How can they secure a mentor who will advocate for them behind closed doors?
TWA: What skills or strategies do you think will matter most for women over the next decade of work?
KM: There are several that I think are important. First, dealing with ambiguity. The world is changing, and technology is changing at rates we haven’t seen before. That means getting work done without all the information will be necessary. Speed to decision-making, when uncertainty is everywhere, will be a valued skill.
Second, networking internally and externally is key. Focus on building relationships up, down, and across the organizations. This will enable you to know what’s referred to as the buzz at the bottom, mood in the middle, and tone at the top—all of which fuel insight into opportunities as they emerge. These relationships also position you well to build teams and deliver outcomes across functions and levels, which is highly valued in the workplace.
Even if you have a great job that you plan to remain in for a while, network outside the company, too. Keep relationships alive with college friends, instructors, advisors, former colleagues, and mentors. Stay in touch on LinkedIn by commenting on their posts, sending occasional messages, or asking to meet for coffee. You never want your relationships to stagnate. This prevents desperation when you are looking for a new opportunity.
Last, the ability to self-advocate and negotiate. Doing good work is one thing. Making sure others know about it is another. That doesn’t mean bragging. It means being able to articulate your contribution and impact, share that with your manager, mentors, and sponsors, and document it in your performance review. This, coupled with knowing your value, will equip you to negotiate fair pay, promotions, and primo project assignments.
TWA: When someone feels stuck, how do they know whether the problem is the role, the company, or how they’re approaching their career?
KM: This question comes up so often that I actually created a framework to address it in my new book, UP!, which I wrote with my sister, Katy. It’s called the Work Fit Framework.
For starters, when work isn’t going well, and you can’t quite figure it out, first determine if the feeling is temporary or persistent. Everyone has a bad day here and there. That’s normal. And it doesn't necessarily mean you need to find your next gig. Instead of making a decision based on how you feel on any given day, evaluate your fit systematically (like how employers evaluate whether you’re a fit for them!). Most people don't do this because they’ve never had a simple approach.
The Work Fit Framework helps women assess and strengthen fit before bailing prematurely from an organization or role that might have untapped upside. It comes down to four key dimensions: you, the role, the environment, and the organization.
Below is an excerpt from UP! on the four key dimensions.
You: How You Perform
Fit starts with you. The first dimension of fit is your performance, which is mostly within your control. It’s about taking responsibility to bring your best, connecting with other people, and tapping into the available resources designed to support you.
This dimension is humming when you can
- Bring a positive attitude and a willingness to learn.
- Be your authentic self.
- Employ the skills required in the role.
- Meet deadlines and expectations.
- Show initiative.
- Build relationships.
- Seek feedback and support.
- Communicate effectively with your manager.
- Utilize the organization’s tools and support systems.
- Make your work matter.
When you perform well, you improve yourself, others, and the work. This builds your reputation as respected, dependable, and sought-after (which feels great). Over time, it leads to better assignments, more visibility with leadership, and recognition (this feels even greater). Most importantly, being a high performer gives you leverage, which is beneficial during annual reviews, promotion cycles, project staffing, or organizational restructuring.
If you’re not performing well, why is that? Be honest with yourself. It’s the only way this framework will be helpful. If you’re struggling with some aspects of the “you” dimension, consider asking your manager for support. If that’s a dead end, perhaps the role is not a fit for you.
Your Role: The Current and Future Scope of the Job
The second dimension of fit is your role. Assess whether the role aligns with your values, makes you feel appreciated, and provides a skills match with growth potential.
The role is a good fit when you are
- Energized, challenged, and look forward to your work.
- Doing work that is compatible with your values.
- Developing new skills.
- Applying your strengths most of the time.
- Respected by your teammates.
- Fairly compensated.
- Clear about a path for upward mobility.
- Working for a great boss.
When you’re in a role that fits, you experience “flow,” where time seems to disappear because you’re so engaged. The work feels invigorating, and you’re eager to continue learning new skills and expanding your knowledge. You’re more likely to feel fulfilled by your work and take pride in your professional identity. You become more driven to excel without needing external motivation or pressure.
Conversely, nothing is more frustrating than doing your best to perform, but something is still lacking or problematic with the job. You might be in over your head or simply in a role that isn’t well-suited for you.
There may be a lack of fit with the role if you are
- Assigned many tasks that distract you from your core responsibilities.
- Stretched well beyond your capabilities, causing costly errors.
- Experiencing unmanageable stress.
- Bored.
- Not applying your strengths most of the time.
- On an unsupportive team.
- Working with an unsupportive or lousy manager.
- Underpaid relative to your responsibilities.
Finding a role that fits you is essential to your health and happiness. It leads to less burnout, higher job satisfaction, and greater overall life satisfaction.
The Environment: Other Factors That Impact You
Another important dimension of fit is the environment you work in. This encompasses the conditions that impact your overall work experience, including how, when, and where you work. When assessing this dimension of fit, consider whether you feel comfortable—physically, emotionally, and psychologically—to perform at your best.
The environment is a good fit when you have
- A workspace that meets your needs (space, lighting, acoustics).
- An arrangement that works best for you (in-office, remote, hybrid).
- Some autonomy in how you work.
- Flexibility with your schedule.
- One or more friends as colleagues.
- A sense of inclusion and belonging.
- The tools and resources to perform your job effectively.
- A positive response to/or energy from the workplace vibe.
- The ability to successfully integrate your work and life.
The right environment feels good and creates a virtuous cycle where your well-being enables better performance. This, in turn, leads to more opportunities, more happiness, and more job satisfaction.
The Organization: Values, Culture, and Stability
The final dimension of fit is the organization. You have the least control over this dimension, so making a good choice is crucial. Think about what the organization represents, the culture it cultivates, how it communicates, and how it develops and rewards its employees.
The organization is a good fit when
- Its values are exhibited in employees' day-to-day behavior.
- One or more of its core values are compatible with yours.
- You receive frequent and open communication.
- Its mission is inspiring to you.
- You trust the leadership.
- It’s financially stable.
- You’re proud to work there.
- It has competitive benefits.
- It offers professional development.
- It provides opportunities for upward mobility.
- It has fair and transparent pay policies, and you feel valued.
Since this is where you’ll spend most of your waking hours, make sure it works for you. The organization reflects on your reputation through association, so be mindful of what they represent. It will also influence your network, earnings, and the trajectory of your career in the years and decades ahead. Make sure you’re choosing them as much as they’re choosing you.
Once you’ve evaluated all four dimensions, look at where the friction is concentrated. If it’s around 'You' or 'Your Role,' those issues might follow you to a new company, so consider prioritizing a heart-to-heart with a trusted boss or mentor about a lateral move or coaching guidance. If it's 'Environment' or 'Organization,' a change of scenery could be worth exploring.
You now have a framework to systematically and holistically assess your work circumstances. It will help you identify what's working and what's not, and begin exploring ways to proactively strengthen your fit. Remember, work fit isn't fixed—it changes as you grow and your circumstances change. The clearer you are about what a good fit means for you, the better decisions you'll make regarding where to dedicate your time and energy. Trust your instincts and remember that you deserve to thrive at work, not just survive it.
Want the full playbook? Kelly is giving away 20 free copies of her new book, UP!: The Playbook for Every Woman on the Rise, on Goodreads. It goes deeper into everything she covered here, with practical frameworks and strategies for advancing your career while loving your life. Entries close soon. Enter the Goodreads Giveaway.
TWA: If you could leave YPs with one message about building a meaningful career, what would it be?
Be a self-leader. No one cares more about you, your career and your life than you. Take the reins. Be unafraid to declare your aspirations and go after them.
And pace yourself. You don’t have to do everything right now. Focus on what matters most to you.
