Real-world examples of SWOT analysis in career gap analysis

Why real examples of SWOT analysis in career gap analysis matter

Most people know they should do a career gap analysis. Fewer people actually sit down and do it. And when they try, they get stuck on questions like:

• “What counts as a Strength versus an Opportunity?”
• “How honest should I be about Weaknesses?”
• “What does a good SWOT look like for someone like me?”

That’s why looking at examples of SWOT analysis in career gap analysis is so useful. It gives you:

• Language you can adapt for your own situation
• Ideas for what to include (and what to skip)
• A reality check on what a practical, not-perfect, SWOT actually looks like

Below, we’ll walk through several real-feeling scenarios across industries and career stages. As you read, pause and ask yourself: “Where do I see myself in this example?” That’s usually the best sign you’ve found a template worth borrowing.

Example of SWOT analysis for a mid-level manager aiming for director

Let’s start with one of the most common examples of SWOT analysis in career gap analysis: a mid-level manager trying to move into a director role.

Scenario:
Jordan is a marketing manager at a mid-sized tech company. They lead a team of five and want to become a Director of Marketing within the next 2–3 years.

Jordan’s SWOT for career gap analysis

Strengths
Jordan’s strengths focus on what they already bring to the table:

• Consistent track record of hitting campaign targets and improving conversion rates
• Strong people skills: high scores on 360 feedback for coaching and communication
• Solid understanding of digital marketing tools and analytics platforms
• Reputation as a reliable “go-to” person for cross-functional projects

Weaknesses
Here’s where the gap starts to show:

• Limited experience owning full departmental budget and long-range financial planning
• Minimal exposure to executive-level strategy discussions
• Weak public speaking confidence in high-stakes presentations
• Tendency to avoid conflict, which sometimes delays tough decisions

Opportunities
Jordan looks outward at what’s changing in 2024–2025:

• Company is expanding into new markets, creating potential director-level openings
• Leadership has started a formal mentoring program for high-potential managers
• Growing demand for data-driven, AI-assisted marketing strategies
• Availability of affordable online leadership and finance courses from universities like Harvard Online

Threats
This is where realism kicks in:

• Competition from external candidates with prior director experience
• Possible budget cuts if the economy slows, limiting promotions
• Rapid pace of change in marketing tech, risking skill obsolescence
• Risk of burnout from juggling current workload with development activities

How this SWOT turns into a gap analysis plan

Jordan’s career gap analysis comes from comparing the current state (Strengths/Weaknesses) with the desired director role (Opportunities/Threats). From this, they identify gaps:

• Gap in financial acumen → enroll in an online course in financial management for non-finance managers.
• Gap in executive exposure → ask to shadow the VP in quarterly planning meetings.
• Gap in presentation skills → join a local public speaking group and volunteer to present at internal town halls.
• Gap in strategic thinking → request to lead a cross-functional initiative tied to a key company objective.

This is one of the best examples of how a SWOT analysis in career gap analysis moves from theory to an actionable plan.

Tech pivot: Example of SWOT analysis for a software engineer moving into AI

Another powerful example of SWOT analysis in career gap analysis comes from tech workers trying to stay ahead of rapid change.

Scenario:
Sam is a mid-level backend software engineer who wants to pivot into applied AI and machine learning engineering.

Sam’s SWOT for the AI transition

Strengths

• Strong programming skills in Python, Java, and cloud platforms
• Experience building scalable microservices and APIs
• Solid problem-solving mindset and debugging skills
• Comfortable working with data pipelines and databases

Weaknesses

• Limited formal knowledge of machine learning algorithms and model evaluation
• No hands-on experience deploying ML models into production
• Portfolio and resume do not yet reflect AI-related work
• Uneven math foundation in statistics and linear algebra

Opportunities

• Explosive growth in AI-related roles across industries in 2024–2025
• Abundance of high-quality online ML courses from universities and platforms like MIT OpenCourseWare
• Open-source projects and Kaggle competitions to build a public portfolio
• Internal AI initiatives at Sam’s company that need engineers with strong software fundamentals

Threats

• Intense competition from candidates with advanced degrees in AI/ML
• Fast-changing tools and frameworks, increasing pressure to keep skills current
• Risk of being labeled as “just a backend engineer” if Sam doesn’t move quickly
• Potential for hiring freezes in some tech sectors

Turning SWOT into a practical gap analysis

Sam’s career gap analysis identifies specific gaps:

• Gap in core ML knowledge → complete a structured ML specialization and build at least three portfolio projects.
• Gap in real-world ML experience → volunteer for internal AI pilot projects, even in a supporting role.
• Gap in math fundamentals → review statistics and linear algebra using free university resources.
• Gap in positioning → update LinkedIn, GitHub, and resume to highlight AI projects and learning.

This is one of the clearest examples of SWOT analysis in career gap analysis for tech professionals facing rapid industry shifts.

Healthcare shift: Example of SWOT analysis for a nurse moving into telehealth

The pandemic accelerated telehealth adoption, and that trend continues. Here’s how a nurse might use SWOT in a career gap analysis to move into this space.

Scenario:
Alex is a registered nurse (RN) working in a hospital. They want to transition into a telehealth nursing role to gain more schedule flexibility and reduce physical strain.

Alex’s SWOT for telehealth transition

Strengths

• Strong clinical assessment skills and patient education experience
• Calm under pressure and effective in crisis situations
• Familiarity with electronic health records (EHR) systems
• Empathetic communication style that patients respond well to

Weaknesses

• Limited experience with telehealth-specific platforms and remote monitoring tools
• Uncertainty about legal and regulatory issues in multi-state telehealth practice
• Minimal experience managing patient care without in-person physical exams
• Limited home office setup for confidential video consultations

Opportunities

• Ongoing demand for telehealth services highlighted by organizations like NIH and CDC
• Growth of remote and hybrid care models in 2024–2025
• Availability of telehealth training programs and certifications
• Potential to work for national providers, expanding job options beyond local hospitals

Threats

• Evolving telehealth regulations and reimbursement rules
• Competition from nurses who already have telehealth or case management experience
• Risk of feeling isolated or disconnected from colleagues in remote roles
• Technology failures that can impact patient care and satisfaction

From SWOT to gap analysis actions

Alex’s career gap analysis highlights several action areas:

• Gap in telehealth platforms → complete a short course or employer-led training on virtual care tools.
• Gap in regulatory knowledge → study telehealth guidelines from professional organizations and state boards.
• Gap in remote assessment skills → shadow telehealth nurses and practice video-based assessments.
• Gap in workspace → invest in a secure, private home office setup aligned with HIPAA requirements.

Among the best examples of SWOT analysis in career gap analysis, this one shows how clinical professionals can reframe their existing strengths for emerging care models.

Early-career professional: Example of SWOT analysis for a recent graduate

Not all gap analysis work is for senior professionals. Here’s one of the most relatable examples of SWOT analysis in career gap analysis for early-career talent.

Scenario:
Taylor just graduated with a business degree and wants to land an entry-level role in HR or talent development.

Taylor’s SWOT for entering the workforce

Strengths

• Strong academic performance in HR, organizational behavior, and psychology courses
• Internship experience supporting onboarding and campus recruiting events
• Confident communicator with experience leading group projects
• Comfortable with common office tools and basic HRIS exposure

Weaknesses

• Limited full-time work experience
• Narrow professional network outside of university contacts
• Resume and LinkedIn profile not yet tailored to HR roles
• Shaky confidence in salary negotiation and interviewing

Opportunities

• Growing focus on employee experience, learning, and development in many organizations
• Availability of entry-level HR certifications and micro-credentials
• University alumni network and career services support
• Online communities and professional associations for HR (e.g., SHRM)

Threats

• Competition from candidates with 1–3 years of HR experience
• Automated resume screening tools that may filter out generic applications
• Economic uncertainty affecting entry-level hiring
• Risk of getting stuck in a purely administrative role with limited development

Building a gap analysis from this SWOT

Taylor’s career gap analysis focuses on:

• Gap in experience → seek contract, temp, or part-time HR roles and volunteer HR tasks in nonprofits.
• Gap in positioning → rewrite resume and LinkedIn to highlight HR-related coursework, projects, and internship achievements.
• Gap in network → attend HR meetups, join professional associations, and reach out to alumni in HR.
• Gap in interview skills → practice with mock interviews and online resources from university career centers.

This example of SWOT analysis shows new grads how to move beyond “I need experience” into a clear, targeted development plan.

Career changer: Example of SWOT analysis for a teacher moving into instructional design

Career changers often benefit the most from examples of SWOT analysis in career gap analysis, because they’re translating skills across industries.

Scenario:
Morgan is a high school teacher who wants to move into corporate instructional design and e-learning.

Morgan’s SWOT for a career change

Strengths

• Deep experience designing lesson plans and learning activities
• Strong facilitation and presentation skills
• Proven ability to measure learning outcomes and adjust instruction
• Comfortable with basic learning management systems (LMS)

Weaknesses

• Limited knowledge of corporate learning technologies and authoring tools (e.g., Storyline)
• Resume framed entirely around K–12 education
• Few connections in corporate learning and development
• Uncertainty about salary expectations and job titles in the new field

Opportunities

• Growing investment in online learning and reskilling in many organizations
• Abundance of instructional design courses and portfolios shared online
• Remote and hybrid instructional design roles across industries
• Rising awareness of the value of educators in corporate learning

Threats

• Hiring managers who favor candidates with prior corporate L&D experience
• Rapid changes in learning technologies
• Risk of accepting a role that underuses Morgan’s expertise
• Potential pay adjustment during the transition period

Gap analysis outcomes

Morgan’s career gap analysis focuses on:

• Gap in tools and tech → learn 1–2 leading authoring tools and build a small sample portfolio.
• Gap in storytelling for corporate audiences → reframe teaching accomplishments in business language (e.g., performance improvement, engagement metrics).
• Gap in network and visibility → join instructional design communities and share portfolio work.
• Gap in market understanding → research job titles and salary ranges using reliable sources and professional surveys.

This is one of the best examples of SWOT analysis in career gap analysis for anyone translating skills from one sector to another.

Internal promotion: Example of SWOT analysis for an individual contributor moving into people management

Finally, let’s look at an example of SWOT analysis in career gap analysis for someone who wants to move from individual contributor to people manager.

Scenario:
Priya is a senior data analyst who wants to become an analytics team lead.

Priya’s SWOT for moving into leadership

Strengths

• Deep technical expertise and respected subject-matter knowledge
• Consistently delivers high-quality work on time
• Informally mentors junior analysts and helps them debug issues
• Good relationships with stakeholders across product and operations

Weaknesses

• Limited experience in formal performance management and feedback
• Tendency to over-focus on technical details instead of delegating
• No formal leadership training or management certification
• Unclear personal leadership philosophy or style

Opportunities

• Company is forming new cross-functional data squads
• Leadership is encouraging internal promotions to retain talent
• Internal training programs on coaching, feedback, and inclusive leadership
• Access to management resources from universities and organizations like Harvard Business School

Threats

• Colleagues with more visible leadership experience vying for the same role
• Risk of burnout if Priya tries to “do it all” during the transition
• Pressure to keep up with technical work while taking on leadership tasks
• Potential mismatch between Priya’s expectations and the realities of people management

Gap analysis to prepare for leadership

Priya’s career gap analysis leads to targeted steps:

• Gap in formal management skills → attend internal leadership courses and complete a coaching skills program.
• Gap in delegation → start delegating small, low-risk tasks and reflect on what works.
• Gap in visibility as a leader → volunteer to lead a cross-functional analytics initiative.
• Gap in self-awareness → seek 360 feedback and mentorship from a current manager.

This example of SWOT analysis shows how to move from being the “go-to expert” to being a trusted leader.

How to create your own SWOT for career gap analysis (using these examples)

You’ve seen several examples of SWOT analysis in career gap analysis across industries. Here’s how to adapt them for yourself:

Start by writing your target role at the top of the page. Then:

• Under Strengths, list what you already do well that the target role clearly needs. Use language similar to the real examples above: results, behaviors, and feedback you’ve received.
• Under Weaknesses, be honest but specific. Focus on skills, experiences, or behaviors you can develop, not personal attacks on yourself.
• Under Opportunities, look at trends in your field, internal company changes, and learning resources. Think about 2024–2025 trends: AI, remote work, digital skills, and industry-specific shifts.
• Under Threats, consider competition, economic factors, automation, and personal constraints (time, health, family responsibilities).

Then, compare your current state with your target role and identify 3–5 concrete gaps. Turn each gap into one or two actions with timelines. That’s your career gap analysis in motion.

If you’d like more structured guidance, many university career centers (for example, those at large public universities) publish worksheets and templates on their .edu sites that you can adapt for your own planning.

FAQ: Examples of SWOT analysis in career gap analysis

Q: Can you give a quick example of a simple SWOT analysis for someone who wants a promotion?
A: Imagine an accountant aiming to become a senior accountant. Strengths might include strong technical skills and positive performance reviews. Weaknesses could be limited experience leading audits or training others. Opportunities might include new projects that need a lead and online courses in advanced accounting. Threats could be competition from colleagues with certifications like the CPA. That quick snapshot is a basic example of using SWOT to start a career gap analysis.

Q: How detailed should my SWOT be for career planning?
A: Aim for enough detail that someone else could read it and understand your situation without needing a long explanation. The real examples of SWOT analysis in career gap analysis above are a good benchmark: a few clear points in each quadrant, grounded in real behaviors, results, and external trends.

Q: How often should I update my SWOT and career gap analysis?
A: Many professionals review theirs every 6–12 months, or whenever there’s a major change: a new manager, a reorganization, a layoff wave in your industry, or a big shift in your own goals. With how fast fields like tech and healthcare are changing, updating your SWOT regularly keeps your plan aligned with reality.

Q: Are there standard templates or tools I can use for my own SWOT?
A: Yes. Many career centers, universities, and professional associations share free templates and worksheets. You can search .edu or .org sites for “career SWOT analysis worksheet” and adapt those to your needs. Use the examples of SWOT analysis in career gap analysis from this article as content inspiration while the template gives you structure.

Q: What if my Weaknesses and Threats list feels longer than my Strengths and Opportunities?
A: That’s more common than you’d think. Early drafts often skew negative. Use that first draft as a brain dump, then rebalance: ask colleagues or mentors for feedback on your strengths, and look for opportunities you might be missing (training, internal projects, industry trends). The goal isn’t a perfect picture; it’s an honest starting point for your gap analysis and development plan.