A practical guide to transitioning within your company
From stuck to thriving
Career reinvention doesn’t always require a drastic change. In larger companies, a stretch, side, or extended assignment (as names vary) can be an excellent way to grow, learn, and explore a new path. It’s often a quicker, less costly, and less intimidating approach to transition.
Six steps blueprint for navigating a transition within your company
Step 1: Self-discovery, vision, and goals
1. Set your vision and goals
What would you like to achieve?
Where do you want to go next?
What new skills would serve you well in the future?
How does this fit into your larger career plan?
2. Self-discovery
This may be the most critical step in the entire process. Start by assessing your strengths and identifying areas where you want to grow. Be clear on the value you can bring (which may involve upskilling yourself first) and focus on building skills rather than fixating on a specific role.
Research shows that while 90% of people believe they are self-aware, while only 10-15% are. Self-awareness means understanding your thoughts, emotions, motivations, strengths, and weaknesses. If you don’t know who you are, it will be challenging to communicate that value to others.
Ways to get to know yourself better:
Take assessments and conduct a skills inventory.
Seek feedback from a manager, mentor, peer, coach, or HR partner—anyone who can provide valuable insights and help you gain clarity.
Reflect on past experiences - what you enjoy the most and the least.
3. Upskill if needed
If you’re considering a shift into a new area, demonstrate your commitment by taking a relevant course or certification before pursuing the stretch assignment. Network within the industry, volunteer for a project, work with a mentor or other industry professionals outside your company. There are many ways to gain new skills.
Step 2: Align with stakeholders
Once you’ve developed a vision and path forward, align it with key stakeholders.
What does alignment mean?
Communicate your intentions.
Understand expectations.
Secure support.
Agree on time and workload management.
Align your vision with your manager, peers, and other stakeholders. Their support is essential to achieving your goals. Many overlook the importance of stakeholder alignment, but it can pave the way for a smoother transition.
Step 3: Craft your pitch
Before networking, clarify what you’re trying to achieve. Create a 5-minute overview of:
Who you are.
What you offer.
Why you’re seeking this transition.
How others can support you.
A written summary or brief slide can be helpful here. Don’t worry about perfection; as you speak with more people, your pitch will naturally improve. By the 20th conversation, you’ll have it down to an art. It’s better to start and refine as you go rather than waiting for everything to be perfect.
Step 4: Embrace the right mindset
Landing a new role involves a mix of skills, experience, networking, timing, internal support, and a bit of luck. Some factors are within your control; others aren’t. Staying focused on what is within your control is crucial. Here’s how to maintain a growth-oriented mindset:
Do the work and stay confident even if things don’t happen immediately.
Be intentional about learning from feedback.
Rejection? Reflect on what you can improve.
No referral? Consider how to ask differently.
No connection request accepted? Think of who might introduce you.
Everything is feedback if you embrace a growth mindset.
Step 5: Networking phase
Building your network goes beyond connecting with one or two people. It requires time, effort, and consistency, so aim to incorporate networking into your regular schedule - even when you aren’t actively looking for a new role.
Ask for referrals in every conversation. Here is an example of how you could do that.
“Thank you for your time; this was incredibly helpful. I appreciate you sharing this information with me. Could you think of anyone else I could contact about this subject?”
Add value to conversations
Networking is a two-way street. Listen actively, add value, and build genuine relationships. Your opportunity may arise in four weeks, six months, or somewhere between.
Tip: Don't forget to follow - up with a nice note and add value if you can.
Step 6: Seize opportunities
When an opportunity arises, take it. View the assignment as a chance to experiment and test:
Does this path fulfill you?
Are you more engaged in your work?
If not, complete the assignment, take the learnings, and move on. You’ll come out with better skills and stronger relationships within the company.
A few months ago, I was working with a young professional who did all the steps 1 - 5 and then decided that the offered opportunity was below her expertise level. Such thinking required a mindset shift. Perhaps what's in front of you might not be the ideal today. However, the new network and the skills gained could open doors to the ideal tomorrow.
Pro tip: Sometimes, we have to take one step back or sideways to accelerate forward.
These are the exact steps I followed to secure a stretch assignment within six weeks. The assignment opened new doors and expanded my network, eventually leading to a new role. It all began with a vision, self-initiated upskilling, and a commitment to my career path.
Is it hard work? Yes.
Does it take extra effort? Absolutely.
Is it easier to stay put and do nothing? Certainly.
But the real question is: How badly do you want growth, to gain new experiences, and to achieve your career elevation?
💡 One piece of advice upfront: don’t underestimate the effort it requires. Also - career development and growth is your responsibility, not the one of your manager, HR leader, or anyone else within the company. I see too many clients who get this mixed up.
Also, remember: a stretch or extended assignment typically requires additional time and effort beyond your regular work. It’s essential to be mindful of that commitment.