How can you coach people to change careers later in life?

There are several things that need to be taken into consideration when exploring a career change. Yes, identifying values, skills, strengths, interests and purpose are all part of helping someone create a career vision. But the practical element also has to be considered. There has to be a need or desire for what you want to offer. I've seen several people open a cafe or restaurant serving speciality food because they love it. But within 2 years they've had to close it down because there simply wasn't the demand for it. You also need to look at your life situation and assess whether or not your dreams can fund your responsibilities. If not they might be something to plan for the long-term, looking at other options in the short-term.

First I'm not a coach, second let me drop my 2 cents. Somehow, someway, we are talking about the out-of-comfort-route after let's say 20 years or more of the usual country-road-take-me-home. Wether is as an employee or as an entrepeneur those 20 years injected maturity, practical sense and the right mix of cynicism and passion. If by chance passion overcomes cynicism hands down, then there might be a risk of not succeeding in the new scenario. That being said, every choice is a bet.

SUCCESSFUL CAREER MINDSET & TOOLSET ...for a Career Change Initially, it was about helping others with their career tool set, i.e. self-assessments, writing better resume, performing better at interviews, etc. However, the new job landscape demands a very different approach. CAREER MINDSET is changing the way you think about the new job market landscape - employee vs sole-proprietor, jobs vs USPs, retirement vs re-wirement, life span vs health span, etc, are now far more important issues to managing one's career life journey. CAREER TOOLSET is about knowledge and skills one acquires and having the ability to execute the best job search practices to re-engineer the resume, secure interviews and finally land on the RIGHT job and offer!

I would add values alignment to this. It is a well supported notion that as we age, we seek more purpose in our personal and professional lives. For many, a mid-career shift is the intertwining of both of these distinct roles, and very much centers around executing on our own values in our day-to-day work. Ask people where they are passionate and find purpose - and this is often the foundational piece for rebuilding a pathway for late-career shifts. I have always been passionate about sustainability - from upcycling to recycling and repurposing. My mid-career shift led me to work in the sustainable ocean sector. So while personal values provide a jumping point, they are not literal - they act as a compass for determining next steps.

My approach doesn't focus on identifying core strengths and interests. Rather, it emphasizes delving into what sparks your curiosity and brings you joy. Standardized personality tests, competence audits, and career value assessments often fall short in truly aiding my clients. Instead, it is essential to gain self-awareness and explore your needs.

As a coach, one of your roles is to normalize your clients' fears and limiting beliefs. You do that by sharing with them the following: 1) The fact that LinkedIn expects 65% of job skills to change by 2030, so everyone is in the same boat and needs to upskill, young and old alike. 2) Examples of other clients who have switched careers later on in life (you can also look up examples on LinkedIn) 3) Your excitement that the client may be able to reconnect with a passion or interest of theirs that has not been connected to their work thus far.

Changing careers later in life is a very personal experience. It can especially be different if it was forced on someone (ie let go from their job) versus a personal choice as the feeling of control is completely dissimilar.. Either way, I always suggest to begin from a position of focusing on your strengths and interests. The ikigai concept is a great place to start - discover what you're good at, what you love, what the world needs and what you could be paid for. This journey of self discovery can be very enlightening. As if often said, you can't get what you want when you don't know what it is.

It is crucial to identify the needs, desires, and above all, motivations. Next, it is important to strengthen all emotional resources to have the power and energy to dissolve any fears, blockages, and negative beliefs. This is exactly what we will do together. Following this, a subsequent reorientation will then be entirely achievable.

Both internal and external barriers can often hinder progress when changing careers, whether it is a personal choice or a change forced upon you. This transition can have a significant impact on your mental wellbeing. This is where a coach can provide immense support and value. They act as trusted partner, helping you navigate the stages of fear and over come the barriers that arise in a world that is constantly changing around you. This is where a coach comes in. They provide consistency and support needed to prevent you from spiralling or withdrawing from the possibilities that are available to you.

I work with people who are experiencing these types of career shifts and the fears they have are a real concern. Mostly associated with how they will be perceived working with younger generations (even if they are highly qualified). Supporting them on how to navigate their internal narratives and mitigating internal and external biases is critical as a coach

A change of career direction involves establishing a new identity. This can be a gradual process depending on your time frame. You will need to reinvent your Linkedin profile to convey and articulate the new career direction you wish to pursue by reviewing your headline. You will need to join professional associations in your new field. You can join as an associate member first up so you can attend events and meet people in that field.

In my role as a mentor, I naturally provide support not only through my knowledge but also certainly through my extensive network. In this capacity, I genuinely act as a sparring partner, actively challenging clients to expand their networks.

Outside perspectives aligning with their interests, goals and work opportunities helps normalize their situation and provide some (brain) comfort and ease. Knowing they are not alone supports their ability to gain confidence in moving forward and learn any necessary tips, skills or traits to be successful.

Always be sharing your wins. As a coach, I work with all ages of the workforce to ensure they know how to speak to and showcase their accomplishments. And yes, there is a right way (and a wrong way) to do this. Making sure my clients are empowered to speak and share their highlight reels ensures they have a better opportunity to be seen and heard in a crowded field. Never assume someone will "just find you" - that's not how it works.

One of the key skill and accomplishment many people miss out to highlight during career change discussions - is their past track record which shows learning agility which they demonstrated doing widely different roles in the same company or different companies , geographies, especially when they got these roles as a result of " raising their hand" Vs "appointed by company".. in other words when one proactively seeks a change !

Currently, we are increasingly noticing that companies, in the course of digitization, are unnecessarily complicating the application processes through application portals. That is why I am guiding my clients to shift from active applications to making themselves noticed through their public presentation of skills, for example, on LinkedIn. In this way, the approach is for companies to "apply" to job seekers: pull instead of push.

In my experience this is crucial. A coach will be instrumental by assisting in translating your accomplishments and skills into a language that resonates with potential employers. They help you identify the most relevant and impactful achievements from your previous roles and help you articulate them in a way that highlights your value.

I may be the perfect guinea pig for this! I recently left my last role of 20 years because I felt the need to learn new skills, broaden my horizon, learn more about other industries, and basically find my passion again. I haven't found the golden opportunity yet but I'm still glad I made the change and can't wait to find my next adventure!

Like any person at any age, career transition is a process and a journey not a simple "I got the job, thanks!". From pre-work prep to navigating your day one to 30-60-90 plus onboarding, there's a change event that takes place that requires a strong support system to help navigate the shift in life both personally and professionally. This is where a coach comes in.

As a systemic coach, mentor, and emotional coach, I support clients not only before the actual process of change but also accompany them during and throughout the integration phase. This applies not only to career changes but also to individuals transitioning from active professional life to retirement. In both cases, comprehensive emotional support is beneficial and sometimes necessary.

Supporting C-suite executives in successful career transitions involves deconstructing their extensive experience to identify core competencies as building blocks to design a path towards a future role. This future stage may be a natural progression or a disruption from the career trajectory, that implies leverage their expertise in innovative ways. This introspective analysis is a compass that help reignite forgotten passions and interests, and is a great gateway to align career choices with purpose and impact. By amalgamating their expertise, passions, and purpose, executives can embark on a career journey that is not only successful but also deeply fulfilling, making a meaningful difference in their lives and the broader community.

Often, I have found that by mid-career, many have lost sight of what lights them up with their work. What feels motivating to them? Where do they find fulfillment? I use the Enneagram and the Energy Leadership Index Assessment to help them uncover these findings. Blending your energetic leadership and diving into why you do what you do connects us to ourselves. And that has likely gotten a bit lost and pushed down for quite some time without realizing it.

60% of people out there want a career change but almost 40% are unsure of what they want from their careers! Which is why career transition coaching is absolutely critical as sometimes you cannot DIY this deep self discovery process. I use a 3-step career transition coaching framework with my clients: Clarity: What is your WHY, the specific career path that is the right fit for you. Here we delve into criteria, motivation, strengths, passion, values, fears and mindset. Brand: What is your offering, who is it for, and how good is it? Network: How will you get your foot in the door as you transition from one career to another.

Career changes are not that easy as there's a financial aspect to consider. Sometimes you have responsibilities like a mortgage, student loan or a family to take care of and changing career could mean taking a pay cut. But not necessarily for a long time. I quit my technical supervisor role at Apple because I wanted to work in recruitment. I was at 30k€ at Apple and went down to 24k€ at Amazon for a recruitment coordinator role. 6 months later I was promoted and reached 35k€, 1 year later moved to a recruiter role and was at 43k€. Not sure if I would have had the same by staying at Apple. I made the correct adjustments in my lifestyle to be able to afford it. Own your experience, it will help you for future progression.