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Published on February 19, 2019

How to Change Careers When It Seems Too Late

How to Change Careers When It Seems Too Late

The wake-up call often comes when you least expect it. Maybe you’re enjoying a relaxing get-together with your old college buddies when someone turns to you and says, “Wow, I never thought you’d become an investment banker. I always thought you were going to ride around the country by motorcycle and write about the experience.” Before you know it, you find yourself remembering your old dreams — and comparing them to where you are now.

Life rarely goes according to plan. Marriage, kids, and grandkids often come earlier than imagined — or later. Maybe you pursued one career path because you were considered the breadwinner, but now someone else in the family is the breadwinner. Or conversely, you landed a job, thinking you’d stay for six months, and now you’ve been there for sixteen years.

The good news: The average person will have five careers in her or his lifetime. It’s perfectly normal to change careers, even when it seems too late!

Steering your way through a career change is part calculation, part chance, and part leap-of-faith. As you set out, take the steps to help you navigate your career change:

Step 1: Be Mentally Prepared

Points 1-4 below can help you master the psychological aspects of a career change at any age.

1. Now or never is a fallacy.

For most professionals, there is no cut-off age for striking out in a new direction. People do it at all stages of their careers.

If you’ve ever dreamed of leaving a large company to hang your own shingle, you are not alone. Similarly, thousands of entrepreneurs and people working for one-man shops decide each year that they’d like to work for larger organizations.

You’ll find hordes of Baby Boomers looking for a redo alongside mobs of GenXers and Millennials — especially as the Boomers now remain in the workforce longer than their predecessors.

2. Your career is not a straight line from A to B. It has zigzags and curves.

You don’t have to have your career trajectory completely decided from the start. In fact, that’s an unrealistic expectation no matter how methodical you are.

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People change. Industries merge, morph, and in some cases, disappear. Careers rarely follow the straight and narrow. Many careers can be compared to journeys — there are the adventurous patches, the boring patches, the downright scary patches, and the hills and valleys, too. The trick is to try to have a little fun while you’re charting out your various careers.

Don’t panic if you find you need to change your career. It may take some work, but you’re up for it.

3. Career changers are among good company.

Consider these well-known trailblazers whose careers took a radical turn:

Jeff Bezos, CEO of Amazon.com, studied computer science and electrical engineering at Princeton, went on to establish himself as a Wall Street prodigy, then quit to launch Amazon.com.

Sara Blakely, billionaire businesswoman, was a fax machine salesperson before creating her signature slimwear line, Spanx.

Jonah Peretti, co-founder of the media sites Huffington Post and BuzzFeed, initially taught computer science to middle schoolers for years.

4. Be ready to take on the naysayers.

Expect plenty of advice — usually of the discouraging kind — from friends and family when they learn that you’re exploring a career change. Those you know best are often the most vocal in trying to thwart your plans.

Be prepared to field a flurry of pessimistic conjecture and doomsday scenarios. Know, though, that when your loved ones question your judgment, they’re not necessarily doubting your talent, but trying to look out for your wellbeing. They may also be voicing their own inner turmoil over whether it’s time to plan their own change of careers.

Keep in mind that pessimists avoid the unknown, while optimists invite new challenges. Above all, believe in yourself and follow your instincts. Don’t let fear of change paralyze you from seeking out your new career path.

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Project an aura of enthusiasm, energy, and passion. You’ll find it’s contagious.

Step 2: Be Proactive

Points 5 through 9 can help you master the practical aspects of changing careers at any age.

5. Take baby steps.

Ease into your new direction. Start building the skills you’ll need to make the switch.

Find out what skills you will need, and do whatever it takes to add them to your skills arsenal. Make the time to invest in additional training.

Start by devoting a half day each week to your new pursuit until you’re ready to confidently make a move.

Clearly define where you want to go and what you’ll need to do to get there. Take an inventory of your strengths. Read trade magazines, and study up on industry trends.

6. Volunteer.

Charitable organizations are often looking for volunteers to help them with their outreach, social media, and engagement. You can show up without the requisite skills and learn as you go in a fun, convivial, low-pressure environment.

Once you’ve mastered the needed skills, be sure to have the president of the organization or someone on the Executive Board write a glowing recommendation for you. (Don’t be afraid to ask them, too, if they happen to know anyone in the field of your dreams. Work those contacts!)

7. Take online courses.

Today, LinkedIn and many other providers offer online courses in everything from accounting software to time management to mastering Excel. For extra credit, see if you can find classes that award online badges for completing each course.

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Don’t be shy about adding these certificates to your online profile. Keep your profile fresh by adding more and more skills to it.

8. Take a temp job.

Depending on your field, it may be possible to freelance at a company where you learn on the job.

Remember that you can’t just show up at a potential employer’s claiming you have the skills. Taking a temporary job that allows you to polish your skills is proof that you’re serious about your career change.

9. Tell everyone you know — and have them tell everyone they know — about your aspirations.

Build a family tree of contacts. Explore beyond the main branches of your work acquaintances, industry groups, and social contacts. Join your alumni organization. Tell the women at your bridge club. Tell everyone.

Ask friends and friends-of-friends to meet you for coffee to explain what it is they do and tell you which skills you’ll need to succeed in your chosen field.

If you have friends or associates with ties to the organizations where you want to work, ask your contacts to make an introduction. The majority of today’s jobs are found through one’s own networks. When jobs open up, companies invite informal recommendations from internal and external channels.

Step 3: Take It Online

This last step can help you master the online aspects of a career change at any age.

10. Develop an online presence in the field of your dreams.

Reconfiguring your online presence will be a critical step in your career change. Fine-tune your digital identity to reflect your new direction, tailoring your profile to the role and industry you’re after. Include keywords that are relevant to the industry so that recruiters can find you.

Craft a clever personal statement that states your interests, your values, and your dreams. Once you’ve zeroed in on your message, also pick and choose which outlets make the most sense for it. Will your personal statement resonate on LinkedIn? Or is it highly visual — making it a better fit for Instagram?

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Polish your sites until they gleam, then get active so others take notice. Add insightful content to your social media pages that goes deeper than the information on your resume — such as commentary on something taking place in your newly chosen field.

Final Thoughts

Americans spend 1,800 hours or more each year working. That’s nearly one-third of your life, and it goes without saying that how you spend your working hours has a great bearing on your life’s happiness barometer.

Set out to intentionally pursue career satisfaction, looking for opportunities to fine-tune your working life so that you find fulfillment.

If playing the piano is your personal bliss, could you meld your love of music with your clinical psychology background and pursue using music to promote healing? Perhaps there’s a foundation that would fund you in a multiyear study.

Or, if you’re a movie buff for whom every encounter has the makings of a screenplay, why not sign up for an evening class and see if your years of writing advertising copy could morph into a new career in the film industry?

Success with a career change will occur when you mentally prepare, take a proactive approach, and mine your personal and online networks. The pay-off will be in a life well-lived — yours!

Resources About Career Change

Featured photo credit: Jason Strull via unsplash.com

More by this author

Vicky Oliver

Author of 6 best-selling books on job-hunting and job interview questions, business etiquette, frugalista style, advertising, and office politics.

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Last Updated on September 17, 2019

How to Delegate Work Effectively (Step-By-Step Guide)

How to Delegate Work Effectively (Step-By-Step Guide)

All managers and leaders must master the art of delegation. Understanding how and when to allocate responsibility to others is essential in maintaining a high level of productivity, both on a personal and organizational level. Knowing how to delegate is also essential for an effective leadership.

To learn how to delegate is to build a cohesive and effective team who can meet deadlines. Moreover, knowing when and how to delegate work will reduce your workload, thus improving your wellbeing at work and boosting your job satisfaction. Unfortunately, many leaders are unsure how to delegate properly or are hesitant to do so.

In this guide, you will discover what delegation really entails, how it benefits your team, and how to delegate work effectively.

The Importance of Delegation

An effective leader knows how to delegate. When you delegate some of your work, you free up your time and achieve more on a daily basis. Effective delegation also promotes productivity within a team by drawing on the existing skill set of its members and allowing them to develop new knowledge and competencies along the way. The result is a more flexible team that can share roles when the need arises.[1]

When you are willing to delegate, you are promoting an atmosphere of confidence and trust. Your actions send a clear signal: as a leader, you trust your subordinates to achieve desired outcomes. As a result, they will come to think of you as a likeable and efficient leader who respects their skills and needs.

Delegation isn’t about barking orders and hoping that your staff falls in line. A manager’s job is to get the very best from those under their supervision and in doing so, maximizing productivity and profit.[2]

Here’s an example of bad delegation:

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    Careful delegation helps to identify and capitalize on the unique strengths and weaknesses of the team members. Delegation also boosts employees’ engagement as it proves that the managers are interested in drawing on their talents.[3]

    The Fear of Delegating Tasks

    Delegation boosts productivity, but not all managers are willing or able to delegate.[4] Why? Here’re some common reasons:[5]

    • They may resent the idea that someone else may get the credit for a project.
    • They may be willing to delegate in principle but are afraid their team won’t be able to handle an increased degree of responsibility.
    • They may suspect that their staff is already overworked, and feel reluctant to increase their burden.
    • They may suspect that it’s simpler and quicker just to do a task themselves.
    • They dislike the idea of letting go of tasks they enjoy doing.
    • They fear that if they delegate responsibility, their own manager will conclude that they can’t handle their workload.

    Delegation vs Allocation

    Most people think that delegation and allocation are synonymous, but there is an important distinction to be made between the two.[6]

    When you allocate a task, you are merely instructing a subordinate to carry out a specific action. You tell them what to do, and they do it–it’s that simple. On the other hand, delegation involves transferring some of your own work to another person. They do not just receive a set of instructions. Rather, they are placed in a role that requires that they make decisions and are held accountable for outcomes.[7]

    How to Delegate Work Effectively (A Step-By-Step Guide)

    So what’s the best way to delegate work so you can fight the fear of delegation, build an efficient team and work faster? Here’s a step-by-step guide:

    1. Know When to Delegate

    By understanding how much control you need to maintain over a situation, you can determine the best strategy for empowering workers. There are 7 levels of delegation that offer workers different degrees of responsibility.

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    This brief video explains these levels and offers examples of when it’s appropriate to use each one:

    Delegation occurs along a spectrum. The lowest level of delegation happens when you tell other people what to do. It offers little opportunity for employees to try new approaches. The most empowering form of delegation occurs when you are able to give up most of your control over the project to the employee.

    Knowing how to delegate work helps you understand how to connect people with tasks that make the best use of their talents. When done properly, it ensures that you will get the best end-result.[8]

    When you’re deciding how to delegate work, ask the following questions:

    • Do you have to be in charge of this task, or can someone else pull it off?
    • Does this require your attention to be successful?
    • Will this work help an employee develop their skills?
    • Do you have time to teach someone how to do this job?
    • Do you expect tasks of this nature to recur in the future?

    2. Identify the Best Person for the Job

    You have to pass the torch to the right team member for delegation to work. Your goal is to create a situation in which you, your company, and the employee have a positive experience.

    Think about team members’ skills, willingness to learn, and their working styles and interests. They’ll be able to carry out the work more effectively if they’re capable, coachable, and interested. When possible, give an employee a chance to play to their strengths.

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    Inexperienced workers may need more guidance than seasoned veterans. If you don’t have the time to set the newer employee up for success, it’s not fair to delegate to them.

    You also have to consider how busy your employees are. The last thing you want to do is overwhelm someone by giving them too many responsibilities.

    3. Tell and Sell to Get the Member Buy-In

    After you’ve found the perfect person for the job, you still have to get them to take on the new responsibility. Let them know why you chose them for the job. [9] When you show others that you support their growth, it builds a culture of trust. Employees who see delegated tasks as opportunities are more likely to be invested in the outcome.

    When you’re working with newer employees, express your willingness to provide ongoing support and feedback. For seasoned employees, take their thoughts and experiences into account.

    4. Be Clear and Specific About the Work

    It’s critical to explain to employees why the project is necessary, what you expect of them, and when it’s due.[10] If they know what you expect, they’ll be more likely to deliver.

    By setting clear expectations, you help them plan how to carry out the task. Set up project milestones so that you can check progress without micromanaging. If your employee has trouble meeting a milestone, they still have time to course correct before the final product is due.

    This type of accountability is commonly used in universities. If students only know the due date and basic requirements for completing major research papers, they might put off the work until the eleventh hour. Many programs require students to meet with advisers weekly to get guidance, address structure, and work out kinks in their methods in advance of deadlines. These measures set students up to succeed while giving them the space to produce great work.

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    5. Support Your Employees

    To see the best possible outcomes of delegating, your subordinates need resources and support from you. Connect them with training and materials to develop skillsets they don’t already have.[11] It may take more time up front to make resources available, but you’ll save time by having the work done correctly. For recurring tasks, this training pays off repeatedly.

    Sometimes employees need a help to see what they’re doing well and how they can improve. Giving and receiving feedback is an essential part of delegation. This is also a good way to monitor the delegated tasks as a leader. While you can keep track of the progress of the tasks, you are not micro-managing the employees.

    Throughout the project, periodically ask your employees if they need support or clarification. Make it clear that you trust them to do the work, and you want to create a space for them to ask questions and offer feedback. This feedback will help you refine the way you delegate work.

    6. Show Your Appreciation

    During periodic check-ins, recognize any wins that you’ve seen on the project so far. Acknowledge that your employees are making progress toward the objective. The Progress Principle lays out how important it is to celebrate small wins to keep employees motivated.[12] Workers will be more effective and dedicated if they know that you notice their efforts.

    Recognizing employees when they do well helps them understand the quality of work you expect. It makes them more likely to want to work with you again on future projects.

    Bottom Line

    Now that you know exactly what delegation means and the techniques to delegate work efficiently, you are in a great position to streamline your tasks and drive productivity in your team.

    To delegate is to grant autonomy and authority to someone else, thus lightening your own workload and building a well-rounded, well-utilized team.

    Delegation might seem complicated or scary, but it gets much easier with time. Start small by delegating a couple of decisions to members of your team over the next week or two.

    More About Delegation

    Featured photo credit: Freepik via freepik.com

    Reference

    [1] BOS Staffing: 5 Benefits Of Delegation – Empower Your Team
    [2] Brian Tracy International: How to Delegate The Right Tasks To The Right People: Effective Management Skills For Leadership Success
    [3] MindTools: Successful Delegation: Using The Power Of Other People’s Help
    [4] Fast Company: The Three Most Common Fears About Delegation: Debunked
    [5] Leadership Skills Training: Delegation
    [6] Abhinav Jain: Delegation of work vs Allocation of work
    [7] Anthony Donovan: Management Training: Delegating Effectively
    [8] Management 3.0: Practice: Delegation Board
    [9] Focus: The Creativity and Productivity Blog: A Guide to Delegating Tasks Effectively
    [10] Inc.: 6 Ways to Delegate More Effectively
    [11] The Muse: The 10 Rules of Successful Delegation
    [12] Teresa Amabile and Steven Kramer: The Progress Principle

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