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How Beauty can make your Career

As mentioned in previous posts, I’ve had a volunteer gig as an actor, dramaturge, and associate artistic director of 9^th Hour Theatre Company since its inception in 2010.

From the beginning of March this year, I’ve spent every Wednesday 9-5 at Raven Studios helping to edit a musical audio drama called Beauty Will Save the World (BWSTW). I played a major role in the development and production of this original work, including what often felt like endless hours in a studio with playwright/producer Charley Bouchard and sound designer/technician, Jakub Racek.

We spent 44 hours recording the show over 1 week then another 160 hours of editing. And that doesn’t include the thousands of hours (involving dozens of people) spent thinking, writing, revising, workshopping, and developing this original work since September 2020.

But it’s all been worth it. The show reeks of professionalism—a sheer delight to listen to–a rich, entertaining, and enlightening audio experience…that required thousands of micro decisions over 3.5 years of thinking, writing, discussing, revising, workshopping!

The frequent rule

It reinforced for me the iterative nature of the creative process, something that I emphasize with my career clients. If you want to change careers or find a new job, you will need to apply this rule frequently: take an action towards your goal—if it moves you closer, take another action; if it doesn’t, then take a different action.

It sounds so simple but it is often very difficult to apply in real life. For example, BWSTW comprises 11 episodes, each one is about 30 minutes in duration. The 3 of us sat in front of computers to edit, mix, and master each episode. There was no time to waste because we were paying by the hour for studio time.

In order to complete this project, we had to make a thousand creative and technical decisions each Wednesday: is that actor’s voice loud enough? Where should we start or end that soundscape? Should we cross fade between that sound effect and the following dialogue? Did that singer hit the right note, come in too early, pronounce the ‘t’ at the end of that verse?

Each question required an action. Each decision was made in the interests of telling the best story to realize our vision.

Your beautiful story

BWSTW is a beautiful story. I think of a client’s life in the same way. How can I help them edit their career story to achieve their goal. There is no time to waste. Being stuck without a job or being stuck in a job that sucks your soul costs more than a lost opportunity, it costs you precious life energy!

A career is an iterative process too. It can be devised and revised according to a particular goal or vision. A client’s story is then told through a resume, bio, elevator pitch, interview preparation, career management and advancement…and on and on.

A thousand decisions have to be made to get a beautiful result. Each action will move them closer to their goal; if it doesn’t, we take a different one.

No need to overthink it. No reward in procrastinating. There is power in action…step by step to reach a goal!

P.S. Click on this link and you can listen FREE to the first episode of BWSTW. If you like what you hear, hover over each episode to read a synopsis. If you like what you read, then please select ‘Listen Now’ and subscribe on Patreon to listen to the remaining 10 episodes at your leisure. I bet you’ll binge listen! If you like listening to podcasts while you’re working or relaxing, you’ll enjoy this 5.5-hour cautionary tale involving 17 actors and singers.

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Walk a Mile in their Shoes

I work with many professionals who are classified as “trailing spouses,” which means their partner is transferred to Canada by a global company. These spouses give up their jobs to relocate and start over in a new country.

Some of them use this opportunity to change careers.

Often well-educated men or women with a lot of work experience, changing careers is no easier for them than it is for individuals born and educated in Canada.

They face many obstacles to overcome, some of which most Canadians would not even consider.

At a national conference in January this year, I facilitated a session involving 60 career professionals from across Canada to identify and define these many obstacles and develop strategies for overcoming common barriers to employment.

At the end of the session, I collected their notes and collated them into an article that was just published in CareerWise, a weekly newsletter with more than 2000 professional subscribers.

If you are considering a career change, you may find this article helpful. If I can boil down the collective wisdom of the 60 career professionals at my session, I would say that it comes down to one effective strategy that stands out—finding specific resources that help individuals build support for their career choices and plans.

My article lists many of these resources. Knowing about them is one thing, using them efficiently and effectively is something that is best done with a career professional.

JobJoy Smile

Before you criticize people, you should walk a mile in their shoes.
That way, when you criticize them…
you are a mile away from them…
and you have their shoes.

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Patience Pays off in Career Change

Patience is a virtue.  This might be especially true for career change.  And even more true the older you get.

A client contacted me almost 2 years ago at age 50+.  She’d been in the same office job for 25 years and needed to make a change due to burnout and depression from staying in a stagnant position for so long. Her self-confidence was shot!

I started by assessing her needs, priorities, and preferences.  She was not willing at her age to go back to school for further education, so it was a question of identifying and defining her strengths, skills, and interests to match attainable jobs.

A long and winding road

Although she had a passion for working with pets, her lack of credentials in that field would consign her to low skill, low pay jobs.  She seriously considered that option to preserve her health and sanity and even applied at a few places.  In the end, she wasn’t willing to take such a significant pay cut.

So, we identified jobs in both the public and private sector that would recognize and reward her for the administrative skills used in her office job.  I modified her resume accordingly.  I taught her how to complete online government applications.  After several false starts, she got the hang of it.  After 6 months or so, she started getting call-backs for interviews related to HR Assistant, Collections Officer, Client Support, Client Services, Payroll Officer, and similar jobs.

Interview anxiety

Learning to interview was another hurdle to cross.  She had not been to a job interview in 25 years! Just the thought of one filled her with worry and anxiety and, for various reasons, she cancelled the first few interviews.

Over the next year, she kept getting invitations because her skill set had real value in the job market. I pointed this out to her repeatedly while continuing to coach and guide her through the interview process, especially with respect to answering situational questions and telling compelling stories that gave a picture of her in action solving problems relevant to an employer’s job description.

Slowly but surely her confidence increased.  She made it through a few interviews without her nerves getting the best of her.  This past summer, she was invited to a hiring process as a Screening Officer with a government agency, which involved many challenging steps that I successfully guided her through. She also had to provide references from her employer, a prospect that triggered another round of concern, but we navigated through that obstacle.

Happy ending

Six months after the interview, she was offered the job.  When she gave notice, her employer went to great lengths to retain her.  But she stuck to her guns and started her new career in January this year: “I can’t tell you how happy I am to try something new. Your assistance has been invaluable! I couldn’t have done it without your help!!!!”

She started this career change journey with little hope but felt she had nothing to lose because her job was literally “killing” her body, mind, and spirit.  She was overwhelmed by the prospect of such a significant change.

But she did it! What courage to start, what patience to persevere, what resilience to overcome each obstacle!

JobJoy Smile – Patience Puns

My wife said she’s lost her patience with me.

I told her I’d help her find it.

People who buy turf for their yards don’t have the patience to grow their own

They want instant grassification.

After months of patience and persistence I finally have a nice body.

It fits perfectly in my trunk.

Why do you need patience at the gym?

Because there is a lot of weighting.

Going to a seminar on patience

Can’t wait!

I had my patience tested today

It came back negative

Featured

The Trouble with Career Transitions

In the past year, I’ve seen a dramatic increase in the number of mature workers being terminated by major employers, usually senior managers in their mid-40s to 50s.

Most are unable to get re-employed quickly at a similar level with another company in a similar sector. Instead, they are forced to consider some kind of career change. It’s a lot of trouble to go through.

But there is no going back to the way things were for these mature workers. All workers will simply have to get better at making career transitions as the pace of technological change accelerates over the next decade.

Actions to take

What actions, if any, help individuals make a career change? First and foremost is answering the questions: where and what? What other work are you suited for? Which organizations will recognize, reward, and motivate you? And what should you do there in terms of specific jobs or duties or responsibilities?

In other words, what is your job target? It’s pretty hard to hit a target unless you can see it. And this is where most people get bogged down because their career identity is so wrapped up in their most recent job or the path that they’ve followed with a specific company for 15 or more years. If they can’t find similar work elsewhere, they simply don’t know what to do.

However, most people do not answer these basic questions of where and what before starting a career change. Instead, studies show that they jump into networking, acquiring new knowledge and skills, trying things out, researching options, and self-reflection.

The trouble is…

Some of these activities are good, even necessary, but they often lead to a lot of wasted time and energy. Networking is not very productive if you can’t tell others what you are looking for. Acquiring new knowledge and skills is not very useful if they don’t align with your strengths and motivations to leverage them into a rewarding career. Trying things out might be fun but are they part of a strategy or tactic that leads to new employment? Researching options might be interesting but there are over 90,000 job titles operating in North America today, so which 1, 10, or 20 match your strengths and ambitions? And self-reflection can be self-defeating until it is tied to a purpose and a plan.

Less trouble

I’ve been helping individuals make career changes for over 30 years. My speciality is answering the questions Where and What for my clients. In my experience, it’s a lot less trouble if you start at the beginning with a target—one that expands opportunities and motivates you to take action.

Featured

Build career confidence in 2 easy steps

Just this past week, a client in Vancouver, who was laid off after 16 years with the same company, said to me, “I’ll be honest with you, I’ve lost my confidence, and don’t know if anyone will ever hire me again.”

I work with many individuals who are laid off or leave a job after 10-20 years with the same company. In many cases, they don’t know what to do or whether someone else will hire them—because they’re consumed with self-doubt.

There are many signs of self-doubt and they can differ from person to person but I’ve noticed that there is a hesitancy to take credit in many cases.

They have difficulty to acknowledge on-the-job personal achievements. Instead, they attribute their career achievements to the company, or their boss, or their colleagues, or other external factors.

Focus on details

With this client in Vancouver, I asked her, what is the most recent project or assignment that you worked on? What is the biggest project you’ve completed? What accomplishment are you most proud of? As I listened to her stories, I focused on her personal contribution, effort, or skill.

I then drilled deeper into her accomplishments. Tell me what you did specifically as an individual or as part of a team in that project? How did you do it? What was the outcome for your employer, i.e. how did you help them make money, save money, improve productivity, attain efficiencies, meet difficult deadlines, work with new products or technologies?

Write it down!

She hadn’t thought about these things at all, so I wrote down my questions and emailed them to her. Slowly but surely over the next several weeks, she responded with answers. A direct line of questioning about specific accomplishments reveals a much fuller, richer, detailed story.

She told me it was one of the most helpful exercises that she’d ever done. By separating the emotions affiliated with losing her job and focusing on facts and details related to achievements, she could view her employment history objectively, clearly, accurately. And, by doing so, her confidence was bolstered.

This is a very common realization for many of my clients: before they can communicate their value to a new employer, they must be able to see if for themselves.

Next steps

Then it becomes a matter of me packaging and positioning their experience with a compelling story that gets the attention of potential employers.

There are many vehicles for telling that story, including a resume, LI profile, an interview presentation, and more.

But, whatever the vehicle, my clients learn to drive their message home with confidence.

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Square peg in round hole

You’ve heard the expression “fitting a square peg into a round hole does not work”.

And yet, this is precisely the situation that many individuals feel about their jobs– their natural strengths do not match the skills needed for core job duties. Many of my clients “grind it out” day after day in order to pay their bills and bank pensionable time, even though it hurts and causes much career pain.

For example, I’ve worked with some clients over the past 30 years who get hired into an entry level position then show a special ability to step into an unstructured situation to solve problems with people, planning, or productivity. They have a natural talent for sorting through many complex details to develop a step-by-step solution exactly suited to the people and the situation.

The outcome of their solution is often the establishment of very efficient and effective structures, systems or processes that improve productivity. Their accomplishment makes a big splash in the organization and they often get promoted to maintain the new structure or system that they developed. But this new role bores them to tears because maintaining a structured situation requires a different set of skills and motivations than problem-solving in unstructured situation.

In short, they are often the victims of their own success. The new structure does not produce the same kind of problems as the previous unstructured situation and their natural talents don’t get triggered again.

They might go around looking for new problems to solve–they are simply doing what comes naturally to them–but end up stepping on other people’s toes, crossing boundaries, or unwittingly causing friction with co-workers.

They feel like a square peg in a round hole. They sometimes blame their employer or themselves for not being able to advance in their career…and they continue to feel that way until they understand their natural strengths and their unique motivational pattern.

My job is to identify and define those key success factors and match them up with the kinds of jobs that need their strengths and the organizations that will reward them for it.

For example, some of my clients with the talents and motivations described above have gone on to new roles, such as Workflow Analysts, Strategic Consultants, Business Operations Analysts, Project Managers, Change Managers, or similar in large dysfunctional organizations or medium sized ones experiencing rapid growth and all the problems that go with it.

JobJoy Smile – Work puns

– Employer: We need someone responsible for the job.
Job Applicant: Sir your search ends here! In my previous job whenever something went wrong, everybody said I was responsible.

– A human resource person was quizzing a new employee on the company’s safety manual. “And what steps do you take in case of a fire?” she asked. The new employee replied, “Quick ones.”

– Boss: How is it that you are always sick on weekdays? Employee: It’s my weekend immune system.

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Pivoting successfully in your career journey: here’s an example

I love to get updates from my clients. A person’s career is literally a story. It’s about their progress through their working life.

As a career professional, I am part of that story, usually for a short period of time, but I truly value that experience. Sometimes, the update is good, sometimes not so good, depending on what is happening in their journey.

Although we tend to think of career as a steady line that swings upward through progressive phases of advancement, it is often a squiggly line that dips and turns and twists, like much of life.

Here’s a good update that illustrates what I’m talking about. I worked with a young adult 15 years ago when he was trying to make his first big career decision. You can read that part of his story here.

In short, we identified his natural talents and knack for working in a physical world–one that is organized around physical infrastructure that needs to be designed, built, maintained, repaired, restored, and often replaced.

My assessment was followed by my suggestion that he enter an applied science program and he settled on a 3-year civil construction technology program at a local college.

After graduating, he started his own construction company, as well as a family! He grew confident with his abilities in a very competitive industry.

Construction is also a volatile industry with its own cycle of ups and downs. But Gui learned to pivot. When business would fall off, he would find a job in his field.

He wrote me recently to say: “After 6 years of working for companies–including 3 years as project manager at an Ottawa general contractor; same thing on the Quebec side for 2.5 years; and, 3 months for a steel fab company as an estimator/installer–I have decided to return to my business and it is booming.”

Business changes, life changes, but building a career around our natural strengths, our deepest values, and our highest motivations can give us the confidence and tools to pivot successfully. That is job joy!

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Are you good at what you love?

Much career advice falls along the lines of “follow your passion.” Like much general advice, the reality is always more complex and nuanced.

Many people have a love for animals, or a sport, or music…but not necessarily a talent that is required to make a living at it.

Examples

For example, I’ve worked with dozens of individuals who have a passion for animals but hate the idea of veterinary work because they don’t want to deal with sick animals or euthanize them. And, since being a vet or a veterinary technician are the only jobs that they believe to match with a passion for animals, they do not pursue a career in that field.

Same goes with athletes who aspire to a professional sports career; they might have a passion for the sport but simply don’t have the talent or opportunity to achieve a level where they can earn a living at it. Same goes for people who love music. So, most people give up on finding a job related to their passion.

Of course there are dozens of jobs involving animals that do not require vet skills, or sports jobs that do not require athletic skills, or music jobs that do not require singing or instrument playing skills. In fact, that is the case for most jobs in those fields. The core talent that we usually correlate with any high-profile job is not the only talents needed in a particular field.

For example, any professional sports franchise features players on the field, ice, or court but there are dozens of jobs behind the scenes making it possible for those athletes to perform, including individuals working on the manufacturing, distribution, and operations sides of the business, such as scouts, trainers, therapists, agents, physiologists, psychologists, rehab specialists, fitness consultants, facility managers, marketing and promotions specialists, sales professionals, accountants, lawyers, and many more. Sports is just another business selling a product.

There is more than one way to follow your passion

Many individuals with a love for sports may not have the talent to play professionally but they may have a talent and set of skills very well suited to one of the many other jobs involved in sports. If that talent can be identified then nurtured through education, training, or other experiences, they could find themselves working in the field they love.

Find out what your natural talents are, what you’re good at. Yes, learning other skills is necessary and takes time and work…but a career is a lot easier and enjoyable to develop when it is organized around your natural talents.

Apply your talents to what you love.

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BAM! another cataclysmic change

Have you tried a free demo of Chat GPT?

Go ahead, ask it to do something for you, anything, even something as random as ‘Write a poem for a 25-year-old daughter who is a teacher doing a Master’s and going to PEI for a vacation this week.’ BAM! literally 2 seconds later I got a coherent rhyming poem of six stanzas with four sentences each!

Try typing in one of your core job duties (e.g. if you’re a teacher, ask it to create a lesson plan for a course you teach) …and you’ll see why many people are seeing this technology as a replacement for many jobs or parts of many jobs.

Most of us got up this morning, went to work, get our paycheque every two weeks, and live our lives in a predictable and lockstep manner through school, work, marriage, family, retirement.

Then BAM! something comes along—e.g. the financial sub-prime crisis of 2008, the pandemic of 2020—some event or technology, that percolates below the surface of everyday life only to erupt into cataclysmic change sending millions of people out of work.

Change is inevitable

What is abundantly clear, I think, is our inability to control and predict the future in an accurate and reliable manner. No change in your job is not an option. Your work circumstances will change! And you must change with them.

This means we, as individuals and as a community, need to learn about the nature of change. JobJoy is in the change business. Let us help you prepare for what is inevitable—career change—maybe not now, not this year…but it will happen. Career change is now a critical component of lifelong learning.

It is important to understand your past and how it has shaped your present in order to better prepare for your unpredictable future. As you know, I am a personal story analyst, one that puts much emphasis on identifying and defining your motivational pattern. When you understand your key success factors and how you work best, it is easier for you to adapt to the inevitability of change in your working circumstances.

You will lose your job, or have to change jobs, or move to another employer, or learn to work with different kinds of people, or replace a full-time income with a portfolio career.

Understanding who and what you are in terms of your right work will help you adapt to new conditions, to new technologies, to new workplace requirements. Being agile and productive is the key to career success!

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3 Tips for making a career change without a pay cut

The biggest fear most people express is their belief that a career change means a big pay cut and, therefore, a poorer lifestyle. This belief is based on an assumption that a career change means starting over from scratch. Not so.

Fear of pay cut is a feeling not a fact.

The fact is that there are so many job opportunities in our current economy, up to 90,000 job titles and more being added each day with new and expanding industries. Plus, there is a shortage of workers in most sectors. Workers with skills and experience are in high demand, which means they are commanding higher salaries. It’s important to investigate a career change target for facts. Then develop a plan to optimize your chances of achieving a career change that results in no pay cut.

Focus on assets not liabilities.

Nobody is starting over. There is no substitute for work or life experience. In my 30 years as a career professional, I’ve found that most individuals underestimate their true market value, especially when it comes to the soft skills that they’ve acquired, such as problem-solving, creativity, adaptability, communication, and teamwork. Many of them have also acquired other transferable skills, such as knowledge or experience in administration, management, marketing, accounting, training, or finance. In most cases, any deficit they have in terms of subject matter expertise or technical skill can usually be overcome in relatively short order with on-the-job experience or a micro-credential because most career changers have learned how to learn, often quickly and easily.

Get support.

A career change requires a plan and support to execute that plan. Career changers need encouragement and emotional support, especially from family and friends. But they also benefit from professional help to guide them through the different stages of change:

how to reposition and repackage their value proposition;
how to navigate the job market;
how to communicate their value proposition in an interview with a hiring manager;
and, how to negotiate a better compensation package.

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Want a career change? See fastest growing jobs!

Here’s a list of the fastest growing jobs from the Bureau of Labor Statistics. It shows their current average salary in USD plus their expected growth percentage by 2030.

If you want to know the core job duties of these jobs, visit http://online.onetcenter.org/Type the job title into the search box in the right-hand corner of the page, and select the Tasks associated with that job.

How do you know if you’re suited for doing those tasks? Whether you’ve got the talents or motivations to succeed in that career? Read my answer below the list.

Fastest growing jobs

Wind turbine service technicians ($56,230): 68.2%
Nurse practitioners ($111,680): 52.2%
Solar photovoltaic installers ($46,470): 52.1%
Statisticians ($92,270): 35.4%
Physical therapist assistants ($59,770): 35.4%
Information security analysts ($103,590): 33.3%
Home health and personal care aides ($27,080): 32.6%
Medical and health services managers ($104,280): 32.5%
Data scientists ($98,230): 31.4%
Physician assistants ($115,390): 31%
Epidemiologists ($74,560): 29.6%
Logisticians ($76,270): 29.5%
Speech-language pathologists ($80,480): 28.7%
Animal trainers ($31,520): 28.5%
Computer numerically controlled tool programmers ($57,740): 27.4%
Genetic counselors ($85,700): 26.2%
Crematory operators ($28,420): 24.8%
Operations research analysts ($86,200): 24.6%
Actuaries ($111,030): 24.5%
Health specialties teachers, postsecondary ($99,090): 24.3%
Forest fire inspectors and specialists ($42,150): 23.9%
Interpreters and translators ($52,330): 23.7%
Athletic trainers ($49,860): 23.4%
Respiratory therapists ($62,810): 23%
Substance abuse, and mental health counselors ($47,660): 22.9%
Food prep workers ($27,080): 22.8%
Nursing instructors and teachers, postsecondary ($75,470): 22.4%
Woodworkers ($33,630): 22.2%
Phlebotomists, i.e. techs who perform blood tests ($36,320): 22.2%
Software developers and QA analysts ($110,140): 22.2%

If you’re going to make a career change, you want to be sure that it will work for you, provide you with some job satisfaction to keep you motivated to succeed, right?

Keep your job description aligned with what makes you happy and productive in the workplace, so that you operate 60 per cent of the time in a mode that comes naturally and effortlessly to you.

There is no such thing as a perfect job where you are 100% happy and satisfied all the time. The world is just not organized that way! The key to career success is to limit the downside of your job to 40% of your job duties. That means that the remaining 60% of your job duties will be organized around your natural talents.

This 60/40 split will energize you. This is jobfit. This is a key element of career success!

How to achieve jobfit

Sign on to my JOBJOY FOR LIFE™ Course. You will identify and define your key success elements to ensure a jobfit. Get the job that will energize and motivate you. You can be recognized and rewarded for your natural strengths and motivations!

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Would you quit astrophysicist job to run a fireworks business?

Just this morning, one of my clients called to tell me that his two nephews—one a dentist, the other an astrophysicist—can’t stand going to work each day…so they are quitting their jobs to take over their father’s very successful fireworks business in Baltimore! I kid you not.

Now, if you were to go to their mother’s FaceBook page, you would get a very different impression, one of a proud mother singing the praises of her boys, and rightly so…it’s no small accomplishment to become a dentist or astrophysicist!

But the misery these boys feel is quite common. Psychology Today, the Menninger Clinic, The American Management Association, and other eminent organizations estimate as much as 90% of the working population is not in their right work. And we all know that depression is now the #1 workplace disability in North America.

If you’re in this situation, it is not your fault!

We tend to do things because that is the expected thing to do. We’ve been told to go to school to get good grades, in order to get into a good university and get a good degree in order to get a good job and live a good life. We follow this formula.

Sometimes it works, much of the time it doesn’t. Why? Studies show that most individuals are motivated by extrinsic drivers early in their lives, i.e. to get a secure job, get married, raise a family—do what is expected of us. Nothing wrong with it.

What is true for university is true for trade school, the family business or the military—we conform to the norms of societal expectations, rather than finding out how our personal priorities and our public contributions can be combined through work to create a meaningful life.

But then life smacks us between the eyes—job loss, aging, divorce, death of a loved one, new values, new aspirations—and we start to question our values and priorities.

It’s just normal adult development after the age of thirty to re-order our priorities around intrinsic drivers, such as our deepest values and highest aspirations.

My client has no idea if his nephews—as a dentist and astrophysicist–have any skills or motivation to run a fireworks business! And neither does his brother, the father of these two men. They could run it into the ground for all he knows! But it hurts him, as a father, to see his sons so unhappy in their chosen professions.

That’s why my client told his nephews to sign on to my JOBJOY FOR LIFE™ Course. He wants them to take the time to find out now what they each have as natural strengths and motivations when it comes to work. This will increase their chances of finding job satisfaction and success in a fireworks business…while sparing their parents the misery of seeing their sons unhappy once again.

Career Change – the practical side

When choosing or changing a career, it is best to align your core job duties with your natural strengths… so that what you do day in and day out energizes rather than drains you.

This is the core principle of my career practice because it leads to many career benefits—a topic I have explored and explained on many occasions in this blog.

Nevertheless, it is important to acknowledge other factors. When advising clients, we often weigh their priorities and preferences.

Sometimes, we even use a chart that gives a number score to each factor, which helps them with their decision.

Money – what you need in the short term, what you want in the long term
Health & Dental benefits – especially important as we get older (or sicker)
Pension – a forced savings plan that is provides some security in an uncertain future
Vacation – what you need in the short term, what you want in the long term
Other benefits – e.g. stock options, tuition reimbursement, car allowance
Work/life balance – when hybrid work and flexibility for childcare is a high priority
Company culture – good relationship with your boss and colleagues
Stability – depends on your responsibilities and obligations, even your personality
Career advancement – opportunity to grow professionally
Timing – some factors we can’t control and we must react to circumstances

Simply listing each of these factors in terms of priority (e.g. 1=high, 2=moderate, 3=low) can help you separate reason from feelings when considering a career choice or change.

If you need help with your career decision-making, contact me to discuss.