Hey there! Let’s talk about career transitions—those moments that really define where we’re headed. Whether you're stepping into a new role, navigating a company merger, or relocating to a new country, transitions can be both challenging and exciting. From mentoring over 100 professionals—leaders, managers, high achievers, and tech experts—one thing I've learned is that how you handle transitions can make or break your long-term success. So, I want to share some insights to help you make the most of these key moments.

Why Focus on Transitions?

Career transitions are tough, and that’s no surprise. In fact, 90% of 1,300 HR leaders say these moments are the hardest part of a leader's career. The first months in a new role often set the tone for your success—it’s about starting strong and building a solid foundation for the future.

On average, we all face a major career transition every 1.4 years. So if you're reading this, there's a good chance you're either in the middle of one or about to start. Let’s dive in and break down the types of transitions, the challenges they bring, and how you can use a simple approach to make the most of them.

Types of Transitions

When I mentor people, I often encourage them to think of transitions in six categories. For each type, ask yourself:

• Does this apply to me?
• If it does apply to me, how hard is this transition for me?
• What strategies will help me navigate it?

Let’s break down the six types and the common questions each type of transition often raises:

Organizational Changes

• Joining a New Company: How do I start building credibility quickly when I’m new to everything? How can I create good relationships in the first 30 days?
• Moving to a New Unit or Division: How do I balance the relationships I already have while trying to start fresh? What steps can I take to understand the new team's culture?
• Entering a Company Undergoing Major Change: How can I manage the uncertainty that comes with restructuring or leadership changes? How can I build personal and team resilience?

Role and Responsibility Changes

• Promoted to Higher Leadership: How do I balance setting a big-picture vision with managing the daily tasks? Who can I turn to for help with this?
• Leading Former Peers: How do I establish my authority without damaging existing relationships? What’s the best way to address the new dynamics?
• Handling Dual Roles: How can I manage two roles at once without burning out? What time management strategies should I put in place to align with my priorities?

Functional and Industry Changes

• Switching Industries: What skills can I transfer to my new industry, and how can I quickly learn what’s unique to this field?
• Taking on a Role Requiring New Technical Expertise: How do I create an effective learning plan to gain the technical knowledge I need? What resources can help me get up to speed faster?

Geographical and Cultural Changes

• Relocating: What steps should I take to understand the local customs and logistics? How do I build a network in a completely new place?
• Leading a Multicultural Team: How can I best embrace cultural differences and connect with my team members? What emotional intelligence skills are most important here?

Leadership Context Changes

• Leading in a Crisis: How do I stay calm and maintain focus on short-term wins during a crisis? What should I prioritize to keep the team steady?
• Managing Remote Teams: How do I ensure effective communication with my remote team? How can I make personal connections when we aren’t in the same physical space?

Personal and Career Development

• Reinventing Your Leadership Style: How can I figure out which parts of my leadership style need to change? What’s the best way to experiment and get feedback?
• Balancing Personal Commitments: How do I protect my time and energy when I’m balancing increased commitments? How do I set boundaries and learn to say no?

Why This Framework Helps

Breaking transitions into categories makes them less overwhelming. Understanding each transition, including the pitfalls and opportunities it presents, will help you turn vague worries into concrete action steps.

Often, these transitions stack up—joining a new company may also mean dealing with company-wide challenges or stepping into a role you've never done before, which adds extra layers of complexity. So understanding what to expect and addressing each transition individually, while also considering the bigger picture, is key.

How to use the framework and make Transitions work for you

One of my recent mentees reached out for help with transitioning into a director role. He was joining a new company, which meant a promotion and the challenge of leading a multicultural team remotely.

We started by mapping out each transition and talking through the pitfalls and opportunities involved.

A common pitfall when being promoted is sticking with what worked before. It's easy to think that what made you successful in the past will work again, but new roles often demand new approaches. Another risk is feeling pressure to act quickly just to prove yourself, which can lead to rushed decisions. To tackle this, we clarified what he wanted to achieve in this role and aligned those goals with the bigger picture. We also compared how he might act if they were stepping into a similar role versus a promoted one, helping to identify the specific changes needed to succeed. This approach gave him a clear, tailored strategy for their new responsibilities.

Make Transitions Work for You

Here are some tips that have consistently helped my mentees:

• Engage Mentors and Peers: Trusted advisors can offer clarity and insight when you need it most.
• Prioritize the First 90 Days: Focus on achieving quick wins to build credibility early on.
• Adapt: Challenges will pop up. Be ready to adjust your strategy and keep a record of what you learn—it will make future transitions easier.

Take Action

What transition are you facing right now? Start by applying this framework. Assess what kind of transition you are facing and map out a plan. I'd love to hear about your experience—feel free to share in the comments!

If you need help, I’m offering a free mentoring session to help you tackle your challenges head-on. Let’s turn your transition into a success story.

Remember: Transitions aren’t obstacles—they're opportunities to grow, learn, and make an even bigger impact. Embrace them, and you’ll not just survive but thrive.

References

Picture from https://unsplash.com/@julensan09 

Multiple points in this blog post were inspired by Michael D. Watkins' The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter, Updated and Expanded Hardcover – May 14, 2013. It is a great book that I recommend