Taking photos of volcanos in action must be scary. That’s probably part of why they do it. Changing careers for many of us might be the scariest thing we ever do, or, more likely, contemplate doing but never actually do.
I threw myself into the internet to glean a bit of inspiration for this post. Not literally, we can’t actually throw ourselves into the internet… yet. Online research is fine but some sort of Tron-like immersion within the ethereal plains of the worldwide web seems impractical and risk-prone. If you think you have a problem now spending a lot of time ON the internet, just wait until you can spend a lot of time IN the internet.
I found one article about career transition and it used the metaphor of the software upgrade: Career 2.0. I think that’s part of the problem. Going from career 1.0 to 2.0 is blunt and quite a leap. Why not take an incremental leaf from Apple’s upgrade strategy and have career 1.1, 1.2, 1.3, etc rather than one substantive chasm-leaping transition straight to 2.0 when it’s thrust upon you? I know it’s a freakin’ pain every three days when those upgrade messages splash themselves across your screen or interrupt your other activities. Maybe this software upgrade imagery doesn’t stretch too far with career upgrades? For a start software can “live in the cloud,” whereas your job cannot. That said, I do have a guy on fiverr.com who does all my illustrations for me.
The term seems to have a bit of baggage and mixed perceptions too. One Forbes article seemed in favour of transitioning to something more in line with your values after slaving away for a while, having built up your CV, garnered some experience and contacts, and built up some reserves just in case it all goes south. (I don’t know why “in case it all goes south” is an expression for something going horribly wrong? I’m from the south. It’s awesome. If you want horrible, I’d go west). With a positive outlook, Forbes proffered some tips that I’ll share shortly.
The Harvard Business Review (HBR), on the other hand, took a dim view of career transitions. Their first article was about having to explain it when someone called you out on it, as if it would be an embarrassing blip. I know we could all use some tips on explaining gaps in the timelines of our CVs when potential employers ask about our unrevealed years in prison or that time we faked our own death. Any employer who claims to want to employ someone with problem solving skills, initiative and learning flexibility should realise that career transitioning is an absolute finishing school for that sort of thing. So, I wouldn’t worry too much about this, unless you ever get interviewed for a job as a reporter for the Harvard Business Review, in which case, you have been warned.
Let’s get back to those tips from Forbes. If anyone knows about career transition tips for mere employees, it’s the media outlet that relies on their listings of the 500 richest people on the planet in the same voyeuristic way that Sports Illustrated relies on their swimsuit issue. Now, I was primarily drawn to the Forbes article as their first example was that of a Navy Captain who became a circus manager. Possibly not that much of a lateral shift but definitely the adult version of running away to join the circus. Their key tips: know the underlying reason why, get fit, do it in stages, find a mentor, prepare for setbacks, volunteer or moonlight first, have some ‘rainy day’ money set aside, and do something every day to move towards what you’re after.
I MC’d an HR conference a while back where one of the speakers demonstrated a very useful technique I’ll call ‘Timelining’. You scribble an X/Y axis on a sheet of landscape paper – the bigger the better. The horizontal axis (X – c’mon team) is time, so mark out the years of your career. The vertical axis (Y) is satisfaction on a scale you’ll have to imagine yourself. You then mark out the various highs and lows and milestones on three timelines – career, personal and relationships. The second part is self-analysis – when were the sweet spots of mutually-intersecting highs and, vice versa, the lows? Then you ask yourself for both, why, what was happening in each type of scenario? I was coaching a forty year old man once with this activity and he had the epiphany that he hated working indoors. It had never occurred to him, then he transitioned on a dime and now he never met a grapevine he didn’t like. It’s a great technique – google a book called ‘Taking Charge’ by Chris Johnson.
I’m not going to completely dismiss HBR’s advice. How can I ignore phrases like “compelling narrative” or “professional reinventors”? If working for a living doesn’t pan out for me and I end up a crazy old guy in a shed, I’ll be an inventor working on my compelling narrative. And a time machine.
Posted on July 11, 2017, in Employee Engagement, Self Improvement, The Brain-Based Boss and tagged Behaviour Change, career, careers, careertransitioning, Change, change management, changingjobs, managing change. Bookmark the permalink. Leave a comment.