71. Moving lanes: How to make career changes without going backward, featuring Donna Burr.
It's entirely possible to change lanes in your career, and you can and should consider changing sectors, industries and even transferring your skills to a completely different profession.
But how can you do that smartly? And when is the Right Time to do it? How do you position yourself for a significant change?
- It's essential to be on the lookout when opportunities come knocking at your door. They may pass you by, and you won't even notice. Or
- You need to want it and strategically prepare yourself for the move.
We address both of these strategies in this episode (number 71) of The Job Hunting Podcast. I interview Donna Burr, a Partner at Watermark Search International. In addition to being an experienced recruiter in the interim executive management practice helping professionals transition careers day in, day out, Donna herself has successfully changed lanes in her career a few times. Donna has cleverly used opportunities to springboard herself into different roles, sectors, and industries.
Listening to this episode, and reading the blog below, is an opportunity to learn from her experience. How did she transition from one profession to another? What tips can you get from her to help you do the same?
How did "Donna, the accountant" become "Donna, the human resources expert"?
- She realized what she liked and what she didn't like to do. Donna realized that she was not passionate about accounting and auditing, and it was not something she wanted to pursue for the rest of her career. She realized she was more curious about other parts of the business.
- She had a mentor. Donna had a mentor who identified her transferrable skills and pointed out that a world beyond accounting and auditing was within her reach if she was willing to make a move.
- She found a stepping stone into her new area. Her step into human resources was through training and development: she was training accountants in the organization, which allowed her to transition into human resources smoothly. After that initial entry, she transitioned into other areas of human resources management.
How to identify your transferable skills?
In Donna's case, she had a mentor point out what her traits or superpowers were, which helped her transfer her skills and develop new expertise. But you don't need a mentor to do that. Here are her tips for other ways to find out what your superpowers are:
- Ask the following question to friends and colleagues you trust, worked with, and who have known you for several years: What kind of problem or job would they immediately think of you to help them with?
- Self-reflection: During your career, what type of problems are continually thrown your way to solve?
Once you get the answers to these two questions, look for patterns. Your superpowers will be in the answers. Then, you need to develop a narrative and understanding of what they mean in terms of skills you can transfer to a different workplace.
Be ready to accept the answers you will get. Those superpowers might not be what you expected or wanted to hear. Most likely, it will not be "leadership" or anything grandiose! It would be best if you took the feedback on with interest and curiosity. Listen and spend time reflecting on it; it's what people have seen over a long time.
What to do when you don't have industry experience?
What happens when you have been working in an industry all your life, and now you find not many jobs advertised in that industry? You need to start looking for jobs in sectors and companies unfamiliar to you, but the job title and the responsibilities are within your skills and experience. How do you position yourself to compete with other candidates who have industry or sector experience?
- Don't just send job applications anywhere are everywhere! Find out which industry or sector you want to work for, and focus on one or two only.
- Once you have niched down, think about what problems that sector is facing. Do your research, read the news, ask your network, be informed.
- Connect with professionals who work in the sector or industry you are targeting. Are there people in that sector that you can meet? Are there professional bodies that you should be connected to within that sector?
- Now that you know the sector well, what skills can you use to help organizations solve their critical problems? Donna says, "You've got to take the time to understand and marry how your superpowers can come and support them."
- Will you be comfortable helping this sector solve its problems? Is working for this sector aligned with your values? Your head may be in it, but if the heart's not in it, that will come through in your job application or interview.
- Donna reminded us of something we have heard before in previous interviews of The Job Hunting Podcast "Never answer a prospective employer and tell them, 'I can do anything.' This is not helpful. The Tighter you can be about your strengths or superpowers, the more likely it is that people will be able to help you, and an employer will be able to see where you could potentially fit."
Parenthood and career transitions: finding the work-life balance through career changes.
I asked Donna if some of her decisions to change lanes in her career were driven by a need to find a work-life balance, managing motherhood, and career progression. Her answer was yes: "Time is finite. When you're spending time on something, you're trading it off somewhere else. You need to be consciously aware that you're trading that off. Without a doubt, everybody needs to do their inventory with their partner around their energy and capacity for work."
Professional women often feel torn between making decisions about motherhood and career advancement. Many self-doubts and feelings or expectations that mothers need to step back when their kids are young. There's also a cultural belief and workplace assumption that they will not be able to manage motherhood and career progression.
"It's two separate conversations: a) whether you're capable for the senior role, and b) how much time, the working arrangement, and the flexibility you need to deliver to that role is a very different question. Work out the boundaries that work for you, be clear on them, and do not be apologetic for them," says Donna.
Dealing with ageism when job-hunting?
There are two ways to address ageism when job-hunting:
- Stay current - Donna often hears a candidate that says, "I've been a CFO for 40 years. I've got 40 years of experience.' Although that shows extensive experience, it is important to showcase what you have been working on for the past three to five years. What are problems have you solved? How are you getting across digitization in your area of expertise? What are the fundamental changes you're seeing? In the example, Donna used above, "What are the global issues that are impacting CFOs these days?"
Donna agrees that age gives you the war wounds: the experience and perspective to come into an organization and stay calm under pressure. But staying current and up to date will enable you to hit the ground running and blend it with the team.
So how are you skilling, re-skilling, or cross-skilling? Are you involved in networking groups or professional organizations? How are you improving your digital literacy?
- Network - According to Donna, your network's strength will be a lead indicator of your success in finding your next role. If you're in the market for a job, you need to let your network know. Therefore, it's important to keep your network current and connected, regularly engaging, not expecting it to be transactional, or only connecting with people when you need something from them. It's a two-way street. Make sure you're helping others as much as asking for their support.
What are the 2021 job market trends?
Donna believes the market has been slowly bouncing back since November of 2020. The disruption caused by the pandemic in 2020 showed organizations that they can rely on their technology, people, and systems to continue operating under extreme conditions. It wasn't perfect, but the changes we experienced at concise notice, such as a large proportion of the workforce working off-site, showed amazing strength and trust in the systems in place. Donna believes that in 2021, as we bring workers back to the office, we may be able to launch a different proposition in the way we work, operate, and service customers. There is cautious optimism in Melbourne at least, and this is good news for job-hunters.
The optimized job search schedule is gold dust.
Donna and I discussed the importance of a tremendous job-hunting routine to speed up results. If you're an executive or a job hunter in transition, be disciplined about your week. You need a reason to get up in the morning, a rhythm to the week. It would be best to read the news, map out those sectors you're interested in and who you need to connect with. You should be looking at your digital profile, your resume and seeking the help that you need. If possible, you should be getting out and speaking to people, be it virtually or in person. Be disciplined about it. There's no short, quick, fast way to do this.
For some, the job market is still very competitive. It can be frustrating and demoralizing when you're getting knock-backs or just feeling like you're not making progress. Still, be patient, keep the discipline, believe in yourself, surround yourself with people who will help and support you. Donna and I firmly believe that if you focus on all those things, you'll start seeing conversions, leads, and opportunities coming your way! You have to put in the hard work. No one's more interested in you finding a job than you. It's not the recruiter's job; it's not your friend's job; it's not your network's job to find you a role.
- 08.24 - Donna's career journey
- 12.05 - Donna's career transitions
- 16.31 - How to identify your strengths and superpowers?
- 19.07 - Accepting your strengths.
- 21.29 - What is 'executive search'? Is it the same as recruitment?
- 25.22 - How Donna helps executives change sectors
- 30.25 - How to niche down into another sector
- 32.45 - Parenthood and career transitions
- 37.51 - Ageism and job-hunting: How to address it
- 43.46 - 2021 trends in the job market
- 50.26 - Optimized job search template is gold dust
About our guest, Donna Burr:
Donna's experience and passion for seeing businesses thrive have led her role at Watermark Search International, placing senior executives into interim assignments within companies which can benefit from their vast experience, professional guardianship, and excellent specialist skills.
Her background combines 25 years in chartered accounting, assurance & advisory, and human resources partnering with businesses. Early in her journey, she acquired local and global experience across financial services, manufacturing, utilities, and the not-for-profit sectors. She has curiosity, authenticity, and a passion for making things better, which has seen her involved in major transformational and performance work for many corporates. She advocates for purpose-led business management, well-being, and economic empowerment for women.
Donna has been a partner in Watermark's Interim Management Practice since 2018, deploying senior-level interim executives in both private and public sectors. She focuses on CEOs, CFOs, COOs, CIOs, change & turnaround professionals, senior Finance, HR, Operations, Legal & IT executives. She has completed interim management search assignments across various industries, including Financial Services, Government agencies, Peak Member and Regulatory bodies, Not-for-Profit, Healthcare, Energy, and Utilities.
Links mentioned in this episode:
- Donna Burr's LinkedIn Profile
- Listen to this episode with Donna's colleague Jacinta Whelan: 31. Me Inc: Opting for short term contract work post-quarantine (COVID SERIES) – with Jacinta Whelan
- Download for free: The Optimized Job Search Weekly Schedule.
- Watch for free: The Optimized Job Search Free 2-part workshop.
- Download a transcript of this episode.