How I Went to the ‘Dark Side’ (from Ops Leader to Sales Leader).

Feeling unfulfilled or burnt out in your current job is a common problem for many working professionals. The idea of pivoting careers may seem daunting, but it doesn't have to be. In fact, nearly 50% of working people are considering a career change (according to this Northwestern article), and I believe that the best place to start is with your current employer. This is shocking to most, as common sense may tell you that building strong experience and then promoting it externally would be the best way to move out of your swimlane.

However, assuming you have built trust with your current employer, and have brought value to the company, they will be the most supportive of your career pivot. That said, making a career change 'correctly' can seem like an elusive concept, with little advice available on how to do it. Fear not, there are steps you can take to position yourself for a successful internal pivot and it will do wonders for your long-term trajectory.

Feeling burnt out or unfulfilled? You're not alone.

Nearly 50% of working people are considering a career pivot. That's insane.

But for a situation this common, there is shockingly little advice on how to do a do it 'correctly.'

So here's my experience doing so...

— Matt Greene ⛰️ (@frontrangeops) May 14, 2023

Step 1: Identify the role you want TWO promotions later

The first step in positioning yourself for an career pivot is identifying the position you want to be in after you have progressed two levels from your current position. This identification step is crucial because it helps you to determine the skills and experience you need to acquire to be qualified for the role you eventually desire. A common misstep in career advancement is only thinking about your next role, which can limit your longer term ability to grow and stifle your advancements. Where do you want to be in 3-5 years? For many, this is a really tough question, but worthwhile to think about and then answer.

Step 2: Begin seeking these sought after skills in your CURRENT position

Once you have identified the role you want, the next step is to begin seeking the necessary skills in your current position. This means focusing on the skills and experience you need to acquire to be qualified for the role you eventually desire. This step is important because it will help you to build the experience and skills you need to be considered for the position you want. Get creative with this step and don’t be afraid to think outside of the box. Certainly there are ways to broaden your skillset, you just need to look for them. Here’s a simple example: You’re an Accountant who wants to transition into Revenue Operations. Forecasting is a crucial skillset for your desired role. Get involved in this in your current role, offer to take on various components of the forecasting routine, lead meetings, build inter-company relationships surrounding the forecast, and improve the process as a whole (because let’s be honest, this is a really hard task and companies always need smart people to help with setting and delivering on a plan).

Step 3: Create unique value in your current role tied to the necessary skills of your future role

The third step is to create unique value in your current role tied to the necessary skills of your future role. This means finding ways to apply the skills and experience you are acquiring in your current role to create value for your employer. This step is crucial because it will help you to demonstrate your value to your employer and position yourself as a valuable asset to the company. To continue with the revenue forecasting example above, your involvement should tie to a notable process improvement (e.g. % achieved vs. plan, # of days to achieve a forecast within 5% variance of actual at quarter close, etc.). Define a metric, involve yourself in achieving it, deliver against it, then bank that success for future use!

Step 4: Communicate your ambitions to your manager(s)

The fourth step is to communicate your ambitions to your manager(s). This means letting them know about your long-term goals and aspirations. This step is important because it will help you to keep your employer informed about your career goals and aspirations. This can be uncomfortable for some and needs to be founded on a core tenant of trust, candor and loyalty. As example, if your manager things you want out of the role you are in (and you do not have that trust with them or they are simply not a good manager, which happens a lot), they may work against you achieving your career goal. Identify this issue if it happens and assess if the company is right for you.

Step 5: Be patient

The fifth step is to be patient. This means understanding that making a career change takes time and that it may not happen overnight. This step is important because it will help you to stay focused on your long-term goals and not get discouraged by any setbacks or challenges you may encounter. A career pivot takes time and maturity to grow into a reality. This does not happen overnight and requires careful planning and execution to do right. Don’t get discouraged.

Step 6: Strike when the iron is hot

The final step is to strike when the iron is hot. This means being prepared to take advantage of any opportunities that arise to move into the position you desire. This step is crucial because it will help you to position yourself as the best candidate for the position and increase your chances of success. If you have executed step 1-5 appropriately, you must act on an opportunity when it presents itself internally, even if this can be a bit umcomfortable or inconvenient.

In conclusion, if you are feeling unfulfilled or burnt out in your current job, you are not alone. Nearly 50% of working people are considering a career pivot, and the best place to start is with your current employer. By following the steps outlined above, you can position yourself for a successful internal pivot and achieve your long-term career goals. Remember to play the long game, build trust, perform well, and keep communication open with your employer to maximize your chances of success. It is exponentially harder (and more expensive) for your employer to recruit a new person, qualify them through interviews, train them and hope they execute in a role than to take a perceived ‘gamble’ on internal talent who has shown pockets of success in a new domain and is aligned to the company values, standards and nuances.

This exact approach led to me transitioning from my role overseeing our Operations into a role overseeing our Sales and Account Management. If it worked for me, it can work for you.