Motivated-Transferable Skills

Don't overthink this. Pull from your Career Capital Audit and just dump what comes to mind. The point is to get raw material on the page — we'll sharpen it in the steps that follow. Notice when a skill lands in both columns; those are your early candidates.

A blank page is the enemy. Skim this list and tap any skill you both can do and like doing. Ignore the ones you're merely competent at but don't enjoy — we're hunting for energy here, not just ability.

A skill becomes rare and valuable when it takes real time and cognitive effort to develop — that's what limits the supply and raises your leverage. Your sweet spot is the intersection of three things:

Turn your brainstorm and checked verbs into clear Verb + Noun skills (e.g., "coach new hires," "diagnose technical problems"). For each, attach a real piece of evidence, rate how motivated you are, how competent you are, and whether it's relevant to your targets. Aim for 12–20 rows; we'll narrow them later.

Strong skills need strong evidence. Pull from your life and career timeline or Career Capital Audit and write out moments where a motivated skill carried the day. Use STAR — these become your resume bullets, outreach hooks, and interview answers.

From everything above, rank your strongest motivated-transferable skills — the ones with the best mix of energy, evidence, and demand. Note the story that proves each one. This shortlist becomes your message for the rest of the program.

Burnout skills are things you're skilled at but that drain you. Employers (and your own resume) are naturally pulled toward the skills you've accumulated the most — so you may need to deliberately downplay, translate, or retire some of them. Name them honestly here so they don't quietly steer your search.