If you are thinking about applying for an internal promotion, changing jobs or making a career change, then some basic planning can help make this transition and change a much smoother and successful process.
In this blog I have shared the insights I discuss with clients during Career Consultations. I have broken these tips into 3 key areas to ensure this information gives you what you need for your own personal career journey.
I’ve also shared some interesting visual statistics via Amelie Antoinette, to help you realise you are not alone in wanting a change and needing a better action plan.
Think Bespoke helps clients clear the path of indecision and create a roadmap for change. Our Career and Job Search Coaches encourage clients to break their plans down into actionable and manageable steps so that the process of making the necessary change is less daunting.
Career Action Plan
Whether you are changing jobs or making a career change there are 3 key questions you must answer to help map out your action plan.
1. What are your financial goals?
The reality of mortgages and financial commitments must be a priority! This is a key factor to consider before making any major changes.
2. What is your timeline?
Some people take 2-3 years to make a change, and others are ready to start a new chapter right now! it depends on whether you are currenlty employed, the main breadwinner or have some breathing space to think things through as a result of a redundancy payout.
3. Do you have an updated LinkedIn Profile and Resume?
Your LinkedIn Profile provides a great opportunity to present your unique skills, background and experience to recruiters and potential employers. A resume needs to be tailored to each new opportunity and be a maximum of 3 pages. Download my Professional Profile Checklist.
How to Secure an Internal Promotion
If you are seeking a promotion within your organisation, the best place to start is your manager or the decision maker within the business who is responsible for recruiting new staff and promoting existing staff. Here are some suggestions on how to go about getting your goals into the conversation.
- If regular performance reviews are conducted where you work, this is a great time to have these conversations.
- If regular reviews are not done, arrange a time to meet with your manager or this decision maker and let them know the purpose of the conversation.
- Discuss your skills and background, how you feel you’ve added value in your current role and how you’d be well suited to future opportunities.
- Ask for suggestions for how you might be considered for future roles and what projects you can get involved with in the short term to better position you for opportunities that may become available.
- In some cases, you will hopefully also be given feedback about the areas you need to improve in or those skills which may require further development.
Showing your initiative and being proactive will mean you are more likely to be considered for future roles, or if there are organisational changes, your needs and interests are more likely to be factored into this.
How to Change Jobs or Plan a Career Change
I’ve watched many of my clients go through the mentally tough process of re-thinking their career plan.
While having children can often be a catalyst for change, for others it may be a planned or unplanned redundancy or the after effects of a major life event (such as a health scare or the loss of a loved one).
The key areas I suggest you focus on include organising a time to meet with a close friend or colleague who you respect or a family member who has given you good advice in the past, and ask them for their ideas for your career. Understanding what others believe you are good at, where you could improve and what suggestions they have for your next career move can be a very valuable step in helping you create your career action plan.
You may also choose to seek the advice of people who are working in roles or for organisations where you might like to work in the future. This has two advantages. Firstly, it allows you to assess what their role and the organisation is really like. And Secondly, they may offer you a job or know someone who is looking to hire someone with your skills, experience and interests.
Either way, you will learn a lot about yourself and future possibilities, making your career action plan much clearer.