Retraining is a challenge at any age, but for senior managers the stakes are often higher. With one, two or three decades of experience, a well-established reputation and a network of high-level contacts, the idea of starting afresh seems like a monumental change. Whether due to a change of interest, personal circumstances or professional dissatisfaction, retraining at this stage in one's career can be daunting. Venturing into totally uncharted territory? Many managers feel that a change of career can be a daunting prospect. professional retraining would enable them to use their knowledge and skills in a new way...
In this article, I explore what differentiates the transition of managers and executives from that of less experienced people, and suggest strategies for finding your way through this transformative journey.
Contents
Universal causes of professional reconversion
Whatever your level of seniority, we can all be affected by a lump in the stomach when we leave for work in the morning, motivation at half-mast, looking forward to the weekend from Tuesday lunchtime...
Whether you are a manager, an executive or an ordinary employee, the reasons that drive us to take the plunge and change our working lives are similar:
- Find a better balance with your family commitments: moving house, separation, children leaving home...
- (Re)finding meaning and novelty in what we do every day
- Bouncing back from redundancy, redundancy, burn-out, etc.
- Easing the pressure of everyday life
- Seizing an opportunity
And the transformation paths are the same for everyone:
- Are you considering a career change to reconnect with a passion and finally implement the professional project that's been on your mind for a while? You'll probably be heading towards entrepreneurship and setting up your own business, either on your own or with partners.
- Do you want to change careers so that you can feel free and work at a pace that suits you? The key will probably be independence, based on your initial expertise.
- Are you considering a career change to give yourself the opportunity to learn new skills, new tools and new know-how? Whatever the case, you're ready to make a career change.
Everyone will need to understand the technical aspects of acquiring new skills, as well as the psychological and professional obstacles that accompany a departure, particularly when it's been a long time since you've been on the job. several years working for the same company.
Difficulties specific to executives undergoing career transition
The process of maturing a career change project depends on your profile and your personal and professional situation. It is rarely linear, and can last from a few months to two or three years, between forks in the road, trial and error, or backtracking to overcome certain obstacles and overcome unforeseen circumstances. Whatever the process of questioning at the origin of your desire to change careers, you don't go from your current job to your future job in a matter of weeks.
Executives and senior managers face particular challenges when considering a career change. Their professional identity is often closely linked to their title and their company. What's more, they are used to a certain level of influence and responsibility. But moving into a new field may mean retraining and starting again at a much more junior level, or accepting a position where their authority is not as clearly established. This can be a difficult adjustment.
1. Abandoning an established status
As senior managers, a large part of your identity is linked to your professional role. After years of being known as "the financial director", "the managing director" or "the vice-president of marketing", entering a new professional field can feel like losing a part of yourself. This change of identity associated with retraining involves not only giving up a title, but also relinquishing your power of influence and the recognition that comes with being high up on an organisational chart.
I'm thinking, for example, of the former CEO of a retail company. After buying out her company on the best possible terms, she decided to make develop your career plan and move into the technology sector, which she was very curious about. Her new role as project manager in a start-up caused her a lot of upheaval in the early days, because she suffered from a loss of status and a lack of recognition, and often felt overshadowed by younger colleagues who were more familiar with the competitive environment. She was no longer 'in charge' and hadn't yet found her place.
2. Proving yourself again to rebuild your credibility
Retraining means having to prove yourself again in a new field. Despite your past successes, you may be faced with scepticism and even prejudice from your new peers and their subordinates, who doubt your ability to succeed in such different areas.
This was the case with a former HR director I came across after he had moved into the education sector to focus on developing innovative learning programmes. Despite his professional rise and past achievements in successful training programmes, he had initially encountered resistance from his new colleagues, who saw him as an outsider with little understanding of educational practice. He had to redouble his efforts to prove his commitment and demonstrate his worth.
3. Overcoming age-related stereotypes
Age can also be a barrier for senior managers looking to retrain. Despite your experience and knowledge, you may be confronted with stereotypes, such as being less adaptable, less at ease with technology or downright resistant to change. These prejudices, which increase with your decades of experience, can affect your self-confidence at the very moment when you are launching out into the unknown to set up your own business or go for job interviews.
Sacrifices to consider
Leaving a well-paid job with high social recognition is not easy. Retraining is seen as an arduous process. Executives who want to change careers find it particularly complex to identify the economic viability of their project at the start of their thinking process. And they know that it will not always be easy to convince the various people they will have to meet during their career change, whether they are looking for a job or setting up a business.
In addition to these difficulties, you will have to make certain sacrifices in relation to your career as a senior manager:
- Giving up managerial functions
- Giving up a position of responsibility
- Giving up executive status
- Giving up generous remuneration
That's why, sometimes, the solution may simply lie in changing jobs or moving internally, while retaining the same expertise. But when well prepared, with the right mindset and the right strategies, retraining can open the door to new opportunities and a more fulfilling professional life.
Everything you need to help executives with their career transition plans
1. Drawing on strategic experience
Retraining after two or three decades of experience often feels like starting from scratch, but it's essential to recognise the value of all the experience you've gained. The years spent building a career are not wasted - they form a solid, invaluable foundation. In particular, one of the most significant advantages that senior managers bring to career transition is their deep strategic experience. Unlike entry-level professionals, senior executives have extensive knowledge of managing complex operations, leading large teams and driving business growth. This experience is highly transferable from one business sector to another.
If you're a marketing manager in your forties, for example, you can use your knowledge of consumer behaviour and digital marketing strategies to pivot into a UX/UI designer role. Your understanding of customer needs and market trends and your problem-solving skills will help you create better user experiences on your interfaces. This shows how your skills can be transferred from one role to another and from one sector to another.
To do this, it is useful to identify the skills that have contributed to your success in your current or previous positions, and then to think about how these skills can be applied to new sectors of activity or new functions. And don't forget that leadership, strategic thinking and experience of crisis management are universal assets in a new career.
2. Build new relationships through higher-level networking
For senior managers, working in network takes on a whole new dimension. It's not just about building up a list of contacts, but also about forging strategic and meaningful relationships that can facilitate a career change. High-level networking involves identifying and making contact with the key players in your new sector of activity, understanding their needs and positioning yourself as a valuable resource.
Networking is often underestimated in the process of changing careers. Yet it is essential to establish and maintain professional relationships, particularly when you are changing careers. Take the example of a 52-year-old human resources manager who has moved into the technology industry as a project manager. By attending sector-specific networking events and networking with professionals on platforms such as LinkedIn, she built a strong network that led to mentoring, advice and, ultimately, job opportunities. Networking isn't just about finding a job, it's also about creating a community of support and guidance.
I remember, for example, an experienced executive working for an energy company who wanted to move into renewable energies. He started attending conferences on the sector and making contacts with opinion leaders and senior executives. As a result of these new contacts and his new career goals, he was invited to join the board of a renewable energy start-up, where he used his expertise in regulatory affairs and corporate governance to help the company evolve in this complex compliance environment.
3. Cultivating a learning mindset
Retraining senior managers also requires a change of mindset. Moving into a new field often means abandoning the need to be an 'expert' and adopting the role of a learner. This can be an important shift for those who are used to being at the top of their game. Cultivating a learning mindset, open to new ideas, feedback and the experiences of your peers and mentors in your new field, is essential to a successful career transition.
In conclusion
Retraining as a senior executive presents unique challenges, but by leveraging your skills, building new networks and maintaining a learning mindset, you can make a successful career transition. Your past experience in a professional environment you are leaving is not a constraint but a powerful tool that gives you room to manoeuvre and can open the door to exciting new opportunities.
And if you wish, the next stage of your career can start now, with the support of a coach to help you make the right choices and embark on this new path with confidence. A professional coach can support you in your reflections and steps to overcome emotional obstacles and stay motivated during the transition.
