Job paths are not as linear as they used to be. People are more proactive in managing their own career, instead of having a company do it for them. Often, as people progress in employment, they become more self-reflective. They assess if their values match the work they are doing, and the time their job takes away from other priorities—family, hobbies, mental and physical health, etc.
It is common that the need (or want) to control one’s own schedule becomes a major focus, and switching careers allows for this. Not all people make career transitions from a well-prepared place. When someone feels their current job is insecure, or experience an involuntary career change, the same types of reflection may happen out of necessity. Regardless of the impetus, people’s career transitions often reflect a desire to have a job that fits their needs.
Career transitions can occur at any age. Many midlife professionals discover that they don’t have to stay in the career their younger selves chose for them.
Professionals are working longer than ever before. Research highlights that as the boomer generation ages as many as 74% will choose or be required to work beyond the traditional retirement age of 65 (Rice, 2015).
As a result, many later-life professionals are confronted with workplaces that are not prepared to take advantage of their unique needs and abilities. Senior managemers could be younger than the mid-life professionals attempting to enter the new industry. Therefore, the transitioner may need to consider expanding their career network beyond their contracts to those with their children’s or even grandchildren’s professional circles.
The midlife career transitioner should be aware of the concern of ageism in the workplace. Although not always direct actions of prejudice, there may be difficulties finding organizations willing to work with or give midlife professionals an opportunity. Ageist ideas may suggest that there will be more work to train midlife individuals—the old saying you cannot teach an old dog new tricks.
Not all work sectors will be influenced by prejudiced ideas concerning older workers’ competency, but it is a possible burden in midlife career transitions. There is no age limit on making a career transition if you can adapt to the industry as required and work to demonstrate that your age is not a hindrance but proof of your seasoned professional experience.
Pursuing a career transition can make a significant difference in your life. But this difference may not always be what you are looking for. Career changes often lead to changes in other aspects of your life including your financial and social experiences. Making a change comes with certain risks and challenges, so it is essential you make the change that is right for you.
Stereotypically, midlife is seen as a time of crisis, which can only be cured with a dramatic change. But this is not the right move for everyone. Recently we are seeing a trend termed the “Great Resignation,” where many workers with skills in high demand are switching their jobs for those with more financial benefits. The Great Resignation has not proven to be the solution to all midlife crises; those in a secure financial position have the most positive outcomes.
A dramatic career change is thought of as quick fix to the midlife crisis. But this devalues the work it takes to make a successful career transition. Perhaps try out small changes first and see where they take you. It can help to be curious about the changes you might want and not be discouraged if you are unsure of what you want. Embrace the art of being clueless. The difference you need for your life may start small and evolve into something entirely new. Social narratives often push us into thinking there is only one option, but there are often many options that could provide meaningful results for you.
Identity questions
Career transitions often go together with identity changes. Sometimes, a significant change in your identity, like becoming a parent, triggers a career transition. In other instances, careers spark an identity change. This is because many of us see careers as essential parts of ourselves. Accepting the identity change is vital to a positive career transition regardless of the cause. One way to do so is to reframe it as an expansion of your identity rather than a replacement.
Grief from involuntary factors
External factors trigger involuntary career transitions. Some common factors include life-changing injuries, financial limitations, and family obligations. Leaving a career because of outside factors often adds a layer of difficulty to a career transition. In this circumstance, dealing with any grief or bitterness can make a career transition more manageable. Conversely, strong, unprocessed emotions can cloud your judgment and exacerbate any difficulties.
Loneliness
Sometimes when going through career change, people experience times of loneliness. Know this isn’t unique. Try to keep up work and social contacts, so that you have people you can turn to. If you are prone to loneliness, prepare ahead. Look for communities that can support you before you get lonely. And remember, asking for help isn’t a weakness.
Authenticity through alignment with goals and values
Career transitions motivated by authenticity are becoming common. Many people want “authentic” careers that fit their lifestyle, goals, and values rather than careers they must conform to. Our definitions of our “authentic” careers can change as we develop. As such, cultivating self-awareness can help us make a successful career transition. After all, knowing what you want makes it easier to find a career you’re satisfied with.
Pursuing a career transition can make a significant difference in your life. But this difference may not always be what you are looking for. Career changes often lead to changes in other aspects of your life including your financial and social experiences. Making a change comes with certain risks and challenges, so it is essential you make the change that is right for you.
Stereotypically, midlife is seen as a time of crisis, which can only be cured with a dramatic change. But this is not the right move for everyone. Recently we are seeing a trend termed the “Great Resignation,” where many workers with skills in high demand are switching their jobs for those with more financial benefits. The Great Resignation has not proven to be the solution to all midlife crises; those in a secure financial position have the most positive outcomes.
A dramatic career change is thought of as quick fix to the midlife crisis. But this devalues the work it takes to make a successful career transition. Perhaps try out small changes first and see where they take you. It can help to be curious about the changes you might want and not be discouraged if you are unsure of what you want. Embrace the art of being clueless. The difference you need for your life may start small and evolve into something entirely new. Social narratives often push us into thinking there is only one option, but there are often many options that could provide meaningful results for you.
Relationships
Your personal and work life is related. Good relationships are considered a resource for successful career transitions and should be maintained throughout your career change. Examine the relationships you have in the various areas of your life, see where you can gain the most support. (See Relationship Inventory)
Work arrangements
Set yourself up for productivity by considering things like a dedicated office space that works best for you and your family, a routine that maintains regular hours, make (and take) scheduled breaks, and keep up with your social life.
Self-employment
Exploring free resources about self-employment (like these ones provided by the Alberta Government) allows you to undertake a personal inventory to see where your entrepreneurial strengths and weakness may lay. This in turn will show you areas you need to develop or where you might need to ask for help. (See Self Employment Reflection Exercise)
Self-awareness
Finding a career that fits you is easier when you have a stable identity and clear goals. Part of that is learning your skills, habits, values, and priorities. Another aspect is learning to fulfill your emotional needs to ease turbulent career transitions. (See Career Transition Task List)
Self-management
Take the time to learn about the skills, education and experience you may need for your new career. Understand the personal, financial and professional commitments that are required during your transition. Plan as much as you are able but remember you can always change the plan along the way. (See Career Transition Task List)
Many persons have opted to transition into more flexible career paths. Careers do not have to reflect the traditional 9-5 office job. The new era of careers seems to break the traditional boundaries, offering more personal autonomy over your work. You have more control to customize a career that works for your life and gives you fulfilment.
It takes more than a home office set-up to be a freelancer. You are the driver of your own business. This means you will have to do things like make your own schedule, create your brand (and be your own brand ambassador), acquire clients, and set funds aside for vacation and sick days. Times of stress are sure to come. Don’t lose sight of your goals.
For further help:
Assess your entrepreneurial traits
Review your self-employment motivation and habits
Make sure that you have your official small business ducks in a row (checklist from the Canadian government)
DISCLAIMER
This content speaks to general trends found in research literature. It should not replace careful consideration of individual career situations, nor can they take the place of consultation with mental health professionals.
ABOUT
This document is an extract from the report Resources for Mid-Life Career Changers: Final Report and Web Content, for a research collaboration between the Indexing Society of Canada/Société canadienne d’indexation (ISC/SCI) and the King’s University (TKU) in Edmonton. Supervised, honors-equivalent psychology students conducted the research in partnership with the ISC/SCI as a capstone senior research project in their senior seminar. The ISC/SCI Executive committee collaborated with the King’s Community Engaged Research (CER) Program to initiate and design the project.
The CER Program at the King’s University facilitates university-community partnerships in which student-supervisor teams engage community partners in the design and implementation of research that addresses community-defined needs. For more information, please contact the Program Manager, Dr. Elim Ng (Elim.Ng@Kingsu.ca).
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