Most of us are familiar with the adage “Life imitates art.” While I agree with the sentiment, I would change it up a bit to say, “Work imitates life.” What exactly do I mean by that? It’s simple, really. Life is a series of changes. No matter what stage of life you currently find yourself in, you are involved in a change of some kind. The same can be said of careers. Careers have a life cycle, and that life cycle consists of changes–one stacked upon the other–taking you hopefully to where you want to be. But here is the thing. We often confuse change with transition, whether in life or in our careers. It’s not the change that takes us where we want to go. In reality, it is the transition which drives or inhibits the change.
Executive Transitional Coaching helps career-minded individuals understand and leverage the difference between change and transition. In his book, Managing Change, Making the Most of Change, renowned business consultant William Bridges explains the difference between the two. Change is situational. It is an event or action happening outside of ourselves. Transition, on the other hand, is psychological. It is the process of how we react and adapt to that event, that change. And that process, not the change itself, determines whether change of any kind will be successful.
There are three stages in any transition.
- Ending. This period refers to the ending of the current situation. It requires letting go of the status quo and often includes a type of grieving period, even if we don’t recognize it as such. The status quo is where we are most comfortable and leaving that safe harbor requires some level of sadness which leads us to the next stage.
- Neutral Zone. I see this period as misnamed because this time is anything but neutral. This is a period of confusion, fear of the unknown, and a time that requires a great deal of resilience in order to come out successfully on the other side where we reach the final stage.
- New Beginning. As named, this is the beginning of a new era in the continual cycle of change. The success of this new beginning, or change, depends on how well we managed the first two periods of the transition.
This model can be used in professional or personal situations. In truth, one usually bleeds into the other. Those who say they can compartmentalize their personal and professional lives are not always being honest with themselves. I have never coached a client in an executive setting where the professional issues we addressed did not at some point touch on areas of their personal lives.
There are four main stages in any career. While not everyone will experience all stages, chances are you will have to navigate at least three of the four at some point. The stages consist of career growth/promotion, job loss, career change, and retirement.
- Career Growth/Promotion: Career growth is hopefully a continual stage for you. In order to provide the best service to yourself and your organization, you should strive for continuous improvement. Promotions are a great way to build a career and gain professional recognition. However, those promotions don’t always come with the training and support necessary to delivery an exceptional product. Most companies will promote an individual and give some cursory training, especially if the promotion is an entry into a management position. However, the higher you rise within the company, the less training or support you will receive. It’s not unusual, it’s just a fact of corporate life.
- Job Loss: There may be times when you lose a job through no fault of your own. This is one of the most difficult stages of any career. Most of us find our identity through our work, and to have that ripped away from you can be psychologically devastating. It can also be an incredible opportunity, or a bit of both. Having lost an executive position after almost twenty-six years, I speak from understanding and with a true sense of empathy when discussing this stage.
- Career Change: Job loss often precedes this stage. However, there are many successful individuals who, after working in one field for a significant period no longer feel fulfilled in their work. They feel a need to do something different. Create new experiences for themselves. Sometimes a job loss presents this opportunity. Other times they choose to change roles in an organization to challenge themselves or enter a new industry completely. Although it can be daunting, this stage can also be one of the most exhilarating periods you will ever experience.
- Retirement: This stage can be almost as intimidating as a job loss. Again, we tend to define ourselves by what we do. So who are you if you are suddenly not what you do? The good news is that retirement no longer has a set definition. It can be whatever you want it to be. You can create a new world. You can redefine yourself. It can be a frightening time or a very liberating time.
Executive Transitional Coaching is a very specific area of executive coaching. Some clients use executive coaching to develop leadership skills, create better teams, improve interpersonal skills, or master time management. Those who want to navigate change and create powerful outcomes based on that change utilize the power of transitional coaching.
Combing mindfulness practices, cognitive behavioral coaching, and positive psychology, Executive Transitional Coaching helps you increase levels of self-awareness, self-efficacy, and resilience. Working with a coach gives you the support and guidance needed to successfully navigate whatever stage of change you may currently be experiencing. You may also use the skills developed and lessons learned during coaching sessions to navigate new stages of change in the future.
Chris Griffin is an executive coach with over twenty-five years’ experience in corporate senior management. With an understanding of the corporate mindset, business owners’ trials, and human psychology, Chris helps his clients navigate and leverage change within the different stages of their lives and careers. He holds a master’s degree in organizational psychology and certifications in both wellness coaching and workplace wellness.