Navigating a career change is a common experience for people during their mid-career. According to the National Careers Institute (2022), 23% of people in their mid-career are thinking about career change. Another 35% are actively taking steps, or have recently made a career change.
Making the decision to change careers can be a big one. The decision may come following a sudden realisation that something needs to change, or a gradual sense that the career you are in no longer provides a sense of meaning or satisfaction. If you have been in the same role or industry for a long time, the prospect of a career change may lead to feelings of uncertainty, confusion, or even a sense of overwhelm about the way forward.
There is no single, agreed upon framework for supporting people to navigate a career transition. Rather, in Australia there are general principles which career coaches should use to help guide career coaching discussions (McCowan, 2023; National Careers Institute, 2022). This post outlines the coaching framework I use which aligns with these principles. I have developed my coaching framework through years of supporting people to navigate career transitions and extensive knowledge about best-practice interventions. I’ve distilled this framework down into three key areas:
- Understanding yourself: Consider your values, and assess your transferable skills
- Exploration and making a decision: Develop a list of options, weigh up the pros and cons, and undertake a gap analysis
- Planning and execution: Set effective goals
Whilst it may be tempting to jump straight to action, creating plans or setting goals, it is really important to pause and take stock. The following steps may help when navigating a career change.
Understanding yourself
1. Consider your values
It may be helpful to start by considering what is important in your next role. Considering your most important personal and career values may provide some direction. Values are those deeply held principles we live by; they are the things which are often considered to be most important in our lives.
Our values are like a compass helping to guide us in the right direction. When we work in roles which are aligned with our values, we are more likely to find enjoyment, meaning and purpose in life.
2. Assess your transferrable skills
Completing a stocktake of transferable skills may help to provide clarity about the types of roles which are a good fit. Although a change of industries may be required, many of the skills learned throughout our career may be useful in the next role. Skills such as communication, team work, and leadership (among others) can be readily transferred to other sectors.
Exploration and Making a Decision
3. Develop a list of options
After deciding what is important and being clear about your skillset, you can consider which roles align with both your skills and values. Online tools such as Career Compass and MyFuture may help in this process. It is important to keep an open mind at this point. You are not yet assessing the suitability of the options. At this point, simply take note of any options which seem interesting or appear to be a good fit. It may be helpful to do more research about the roles or industries being considered if more information is required. For example, it may be helpful to speak with people already working in the roles or industries you are interested in.
4. Consider the pros and cons
After developing a set of options, narrow the list down to the top 3-5 preferred options. You can then consider the positives and negatives of each option. Considering things such as; education required, average salary, or options to work from home should form part of this analysis. Reflecting on how closely each option is aligned with the values and skills identified earlier can help provide clarity around the top preferred option. Our top preferred option will generally be the one which fits best with our skills and values.
5. Undertake a gap analysis
Once you’ve decided on the top preferred option it may be helpful to investigate the gap between where you are currently and where you need to be to start working in your preferred role. Your analysis should consider what skills or resources are needed in order to move into the new role. It may be helpful to consider things such as education, networks, and relevant experience.
Planning and Execution
6. Develop SMART goals
After completing a gap analysis, developing a plan to overcome any gaps identified may be helpful. The plan should include specific goals to work towards and include outcome goals, performance goals and process goals. When setting goals, it’s important to set SMART goals. SMART goals are those which are specific, measurable, achievable, relevant, and timely.
7. Work consistently towards goals
A common pitfall that people make with goal setting is trying to take on too much all at once. Rather than attempting to make lots of big changes all at once, it may be more helpful to set small and manageable goals that you can work on each day. You are more likely to achieve the goals you’ve set for yourself by setting aside regular time and consistently taking small actions towards your goals.
Getting Support
Navigating a career transition by yourself can be challenging. Many people feel overwhelmed, uncertain and confused about the way forward. Research by the Career Development Association of Australia (2024) has found that aside from individual career achievement, personalised support from a career coach is the single most helpful career development intervention.
I am a Registered Psychologist with experience as a Psychologist, Coach, Human Resources Professional and as a Leader. I have extensive experience in, and a passion for supporting people with career and transition. When working with people to change their career, my aim is to support people to achieve clarity about a pathway forward, greater confidence in their decision making, and to feel empowered to take steps towards their dream job.
To learn more about what working together would be like, you’re welcome to book a free 15 minute consultation.
References
Career Development Association of Australia (2024). Career Development Works: Research, Evidence, and Case Examples. Retrieved from: https://www.cdaa.org.au/common/Uploaded%20files/About%20Career%20Development/CDAA%20Career%20Development%20Works.pdf
National Careers Institute (2022). Mid-Career Decision Making Deep Dive Research. Retrieved from: https://content.yourcareer.gov.au/sites/default/files/2023-03/Mid-career%20research%20summary.pdf
National Careers Institute (2022). Australian Blueprint for Career Development.
Retrieved from: https://content.yourcareer.gov.au/sites/default/files/2023-02/Australian%20Blueprint%20for%20Career%20Development%20FINAL.pdf
McCowan, C., McIlveen, P., McLennan, B., Perera, H. N., & Ciccarone, L. (2023). A Career Education and Development Framework and measure for senior secondary school students. Australian Journal of Career Development, 32(2), 122-134.
Disclaimer – this blog is for education and information purposes only. It does not constitute individual advice. The information contained in this post may not be applicable or appropriate for everyone. If you need support, consider seeking individualised support from a qualified health professional.
