How can you transfer your skills to new roles?

As a Career Transition Coach, transferrable keys are key during a transition. I always tell my clients to think of all responsibilities they have executed in a position, not just the tasks you do daily. The tasks that you only complete once a month may be the ones that you would be required to do daily in your next position. Therefore, think of your skills with an open mindset - how else can this skill be used in the area of transition you are exploring?

In addition, any extra-curricular activities, memberships in organizations, volunteering , etc where the skills can be used in a new position.

When we speak about skills, we tend to think about ??technical?? ones, but soft skills are also key and can make the difference between you you and another candidate. Thus, when you start identifying your skills, you must also find out what your skills are: Are you a good communicator? A team player? Are you famous for your sense of humor? This is also part of the skills you can use and transfer into a new role.

Its important for you to be able to show a future employer how the skills you have at present transfer and lend themselves to a new employment opportunity. Skills such as communication, team management and influencing skills are examples of skills that you are likely to need apply to almost any managerial role. It might however be important to specific examples of how you might use these skills in a different setting

For each skill listed in the job description, find an example showcasing your experience, even if it's not in the same field. Example: the job you're applying for requires managing clients' pressure. Experience as a waiter/waitress or in client relations (sales, after-sales service, etc.) with a difficult customer and how to managed to solve the issue will be significant for the recruiter.

When transferring into a new role, the best approach is to match your full set of skills against the new role and identify any gaps. By doing this gap analysis, you will be able to understand areas you are already a great fit for, and areas where you might need to invest some time in developing some extra skills. You can develop extra skills by building on what you already have - you can use existing skills or even opportunities readily available to you. For instance, let's say you need to handle conflict in your new role: you can use your stakeholder management techniques to learn how to navigate difficult situations, and from there, you explore the best approach to conflicts. Or you can take advantage of a new project to do so.

I find this article unclear. The points raised here makes sense if you have not landed a role. But if you have, it is common sense to expect your new organisation to transfer your skills to the new role. No one will explicitly ask you to transfer the skills, because whether or not you can do that was already determined during the selection process. Rather, it is an implicit expectation that you bring past knowledge to your new position. In this context, only Point 5 matters because it is challenging to navigate an implied situation i.e. no obvious rules...you'll need to figure things out by trial and error. So yes, confidence and patience are required.

When changing a career path, I find that my clients initially miss an important step. They focus primarily on the new target destination's tasks, duties, responsibilities, and salary. If they don't pause to consider the underlying motivations for making the change, the foundation of their reasoning is faulty. Changing a career should be viewed from a personal fit of core values and professional development. If the change is drastic, some consideration should be given to logically explaining the transition to family, colleagues, and interviewers.