Why the Great Lock-In Is a Great Time to Plan Your Next Career Move

It’s almost Q4, which means the end of the year is quickly approaching. You might be reflecting on what you’ve accomplished, what you didn’t, or maybe just bracing yourself for the holidays.

Most people push their goals for the new year into January. But if you follow that pattern, the cycle repeats: you enter 2026 at the starting line instead of already in motion.

That’s why the Great Lock-In—a challenge that encourages people to focus intensely from September 1 through December 31—is such a powerful opportunity. Instead of waiting for the reset button in January, you can use these months to design your Strategic Executive Exit™ and step into the new year with clarity and momentum.

Get Out Ahead of Q4

Fall tends to be a season where people hunker down—whether that’s because of shorter days, back-to-school rhythms, or the upcoming holiday rush. The Great Lock-In flips that instinct: it challenges you to choose one goal and double down before the year ends. For executives and leaders, there’s no better target than mapping your next career chapter.

Go Into 2026 With Momentum

Most people show up on January 1 still tying their shoes. But if you spend the last 90 days of 2025 locked in on your career transition, you’ll show up already moving—clear on your direction, confident in your plan, and energized by progress you’ve already made. That head start is what separates those who talk about change from those who actually make it.

Take Advantage of Work Holidays

The final stretch of the year comes with natural breaks—office closures, lighter schedules, PTO. While colleagues mentally check out, you can treat these windows as focused work sessions for your exit plan. It doesn’t take endless hours, just consistent time each week to reflect, design, and set your strategy.

Have a More Exciting Holiday Season

Imagine this holiday season, when someone asks “So, what’s new with you?” Instead of recycling frustrations, you can share: “I’ve been locked in on designing my next chapter.” That single shift transforms the holidays from small talk to possibility—and puts you in the driver’s seat of your own story.

Take Advantage of Holiday Networking

The holidays are also prime time for networking. People are more open, more reflective, and more willing to have deeper conversations. If you’ve been using the Great Lock-In to clarify your vision, you’ll know exactly what to say when opportunities arise. Those intentional conversations can spark introductions and collaborations that accelerate your exit in 2026.

How To Get Started

The Great Lock-In isn’t about doing everything—it’s about focusing on the right thing. If your goal is to design your next career move, start here:

• Define the values, skills, and impact that make up your special sauce.

• Identify what’s no longer serving you in your current role.

• Explore three possible paths forward and test them against your vision.

This is the process I guide clients through inside the Strategic Executive Exit™, where we turn reflection into a personalized, psychology-backed plan for leaving the corporate grind behind and stepping into a fulfilling next chapter.

The Great Lock-In isn’t just a challenge—it’s an invitation. By locking in now, you can turn the last 90 days of the year into the launchpad for your most purposeful, impactful career move yet.

How To Design Your Best Career in 90 Days or Less

I was recently on a podcast talking about what I do, and the topic of the false sense of security of the 9-5 came up. In fact, Reid Hoffman has said that the 9-5 will be extinct by 2034, and that’s the co-founder of LinkedIn who is sitting on a lot of data. 

We all know AI is shifting the workforce, amongst a choppy global economy and unpredictable political landscape. But I refuse to take a victim’s stance, and I believe those that will be successful in the future will to. 

So what do we do about this? How do we create proactivity in a world where it feels like our humanness is diminishing little by little each day? 

We hold onto that humanness and we use it to solve new human problems.

Ok - but what kind of problems? 

First, we must start intrinsically. It’s what we can control and what we have access to. The problems we decide to solve will depend on the answers we find here. 

Then we have to think about all the things we love, are good at and care about. 

The impact we want to make.

Then we come up with some themes

Then we map those by the market and test the best opportunities 

Then we set goals and develop a plan for you to get there. 

We have a vision so big, so human, so real that AI could never replicate it. 

But - just for good measure - I asked ChatGTP about the  most AI-proof careers and here’s what it said.

1. Human-Centered Professions

These involve emotional intelligence, ethical reasoning, or nuanced human interaction: Therapists & Psychologists, Social workers, Executive & leadership coaches, Medical professionals (doctors, nurses, palliative care), and Special education teachers.

AI can assist but cannot replace deep empathy and complex emotional navigation.

2. Creative Professions (Original IP & Vision-Based)

While AI can mimic, it struggles with original thought, taste, and visionary leadership: Writers & authors (especially those with distinct voices or niches), Brand strategists & creative directors, Designers (fashion, product, UX — with strong human-centered POVs), Film directors, screenwriters and editors.

AI might generate options, but taste, originality, and cultural relevance still require a human.

3. Strategic & Visionary Leadership

AI can analyze data but not create vision or navigate complex interpersonal and business dynamics: CEOs & Founders, Organizational design consultants, Change management experts, Strategic advisors & board members.

The further up you go in vision, the less replaceable you become

4. Skilled Trades & Hands-On Service Work

AI can’t do physical labor or in-person maintenance (yet): Electricians, plumbers, HVAC technicians, Nurses and surgical assistants, Hairstylists, massage therapists, estheticians, Dog trainers & animal care specialists.

Demand is rising in many of these fields due to labor shortages.

5. Ethics, Law, & Human Governance

AI raises more ethical, legal, and cultural issues — not fewer: Privacy lawyers & tech ethicists, DEI consultants, HR business partners and Policy advisors.

These fields are evolving because of AI, not being replaced by it.

6. Entrepreneurs Solving Human Problems

Founders who solve for emotional pain points, identity shifts, or human transitions are in a strong position. AI is a tool here, not the solution.

Turns out -that big vision or calling you have for solving human problems is the most AI proof you can get. AI hasn’t lived your life. It doesn’t know what you know not only in your brain but in your gut.

Life experience is the most AI proof you can get. That’s how you’ll know what problems to go help people solve that AI cannot.

Because AI can’t replicate you, or your special sauce. 

So the answer to designing your career in 90 days or less is to start with who you are, what you care about, what you are good at, what valuable experiences you’ve had and what you can create out of the cross-section of those things that will leave the impact you want in the world. That’s where you will make the most money and be the happiest. 

If you’re ready to get started and want to follow my proven Career Design Method, see how you can join The Strategic Executive Exit program: https://www.fullcupco.com/introcall

What We Can Learn from Seasons of Change

Change is hard. There’s no way around it.

Even when we choose to change—leaving a draining job, stepping into a new chapter, or shifting how we live—there’s often resistance, grief, and uncertainty. But just like the seasons, change is natural, necessary, and ultimately full of wisdom if we let it teach us.

Let’s break it down.

It’s Hard

Even when we’re excited, transitions rarely feel smooth. Change often asks us to release things we’ve outgrown—titles, routines, or even identities we’ve held onto for years. That’s uncomfortable and can put us on un-even footing.

It can feel like winter: quiet, bare, even lonely at times. Or spring, roaring in with a wild thunderstorm. We crave certainty, yet change strips away the familiar. It’s important to name that reality instead of pretending change is always easy or exciting. Our routines - putting on snow boots, going to the beach - all disrupted and out of our control. 

It can also be unexpected. Just like winter can come early and spring can come late - sometimes we don’t always have full control over when it’s coming and it makes the change that much harder. 

We might even feel in-between “seasons” - not sure exactly where we stand for the moment. This is all part of why change can be so hard, and disorienting. 

Why We Resist

We resist change because it threatens our sense of safety and it’s the unknown. Change implies uncertainty. The brain and its wiring prefer patterns and predictability. Even if the old way wasn’t serving us, at least it was known.

Fear of failure, loss of control, or even the pressure of others’ expectations can keep us clinging to what we’ve outgrown. It’s like trying to hold onto autumn leaves when winter has already arrived—the longer we resist, the harder it feels.

Why Change And New Seasons Are Good

But here’s the truth: seasons of change are where growth actually happens.

• Change interrupts autopilot and can re-wire our brains.

• It forces us to reexamine what we value and where we are focusing now.

• It opens space for new opportunities we couldn’t see before.

Spring only comes after winter. The renewal, the clarity, the fresh possibilities—those don’t arrive if we refuse to let things shift. Change is good because it clears what no longer fits, making space for what’s next. 

You won’t ever know what’s on the other side, truly, until you find out for yourself. Change and growth is the sign of evolution, but it can feel disruptive when it’s happening.

What Happens

When we finally surrender to change, something shifts inside us.

We might feel a mix of grief and relief. There’s discomfort in the letting go, but also new energy in the stepping forward. Slowly, we realize we’re stronger and more adaptable than we thought.

Like seasons, change has a rhythm: endings, transitions, and new beginnings. Recognizing that pattern helps us move through with less fear and more trust. 

We trust ourselves more. We have been through the long winter and got through it. 

We develop strong bonds with others that have gone through similar experiences. 

And lastly, different seasons give us different reasons to celebrate. The same is true for life seasons. If you’re not taking all that you’re learning in life and applying it to something new eventually, you’ll feel stagnant. 

Change is the constant momentum that keeps us going. Try not to resist it, yet meet it with curiosity. 

Thriving Through Change

If you’re in a season of change, here are a few ways to navigate it with more clarity and purpose:

Name the season you’re in. Is this a winter (letting go), a spring (new growth), a summer (thriving), or an autumn (harvest and reflection)? Naming helps normalize where you are.

Anchor to your values. Let them be your compass when old structures fall away.

Regulate your nervous system. Change can feel destabilizing—prioritize practices (like breathwork, journaling, yoga, or walks in nature) that bring you back to center.

Seek support. You don’t have to navigate seasons alone. Mentors, peers, or coaching can provide perspective and accountability.

Focus on possibility. Ask: What might this season be making space for?

Final Takeaway

Every season has something to teach us. Change may be uncomfortable, but it’s also the fertile ground where growth, clarity, and purpose take root.

Instead of fearing seasons of change, we can choose to embrace them—trusting that each one prepares us for what’s next.

If you’re ready to navigate your own season of change with clarity and purpose, I’d love to help you design your next chapter. Inside The Strategic Executive Exit, you’ll build a blueprint for what’s next—so you can stop resisting and start thriving. 

Take our free training today and schedule some time to speak with me!

Why No One Has Your Special Sauce

What makes you unique and marketable?

A lot of things, right?

Your values.
Your intrinsic motivators.
Your life & work experiences, skills, and even the way you live your life.

When you start to piece those elements together intentionally, you realize something powerful: no one else has your exact combination. That’s your special sauce—the mix that makes you unforgettable, impactful, and deeply aligned with the next chapter of your career.

This isn’t about hype or hustling harder. It’s about clarity, sustainability, and purpose. Let’s break down the ingredients of your special sauce and why they matter when you’re designing a career (and life) that truly fits.

1. Wellness & Lifestyle: Your Foundation

Your lifestyle choices shape your energy, your capacity, and your clarity. The way you care for your body, mind, and relationships sets the tone for how you show up.

• Do you thrive in environments that support balance and flexibility?

• Does your lifestyle reflect the well-being you want long-term?

Your career has to fit into your life—not the other way around. When you honor your wellness and lifestyle, your sauce has a base that others can’t replicate. Also, if you are depleted in one area of your life, it will overflow into other areas of your life, and vice versa. If you have success in one area of your life, it will likely overflow into other areas.

2. Values: The Compass

Your values are the non-negotiables that guide your decisions. Whether it’s freedom, integrity, creativity, or impact, your values filter what belongs in your life and what doesn’t. It’s how you decide.

When you align your work with your values, you build a career that feels purposeful, not draining. Your sauce gets its distinct flavor from living and leading in a way that feels authentic to you.

3. Beliefs: The Mindset That Shapes You

Your beliefs influence the way you see possibility. If you believe success has to mean burnout, you’ll create a path that proves it. But when you believe in sustainable growth, meaningful impact, and your right to choose, your decisions shift.

Beliefs are the seasoning in your sauce—they bring depth and nuance.

4. Strengths & Skills: Your Toolkit

This is what you’ve learned, mastered, and can do on repeat. It’s the hard skills you’ve sharpened in corporate, plus the softer ones—like emotional intelligence, leadership, or problem-solving—that often get overlooked.

No one else applies skills in the exact way you do. The mix of your professional toolkit plus the way you apply it gives your sauce texture.

5. Passions & Interests: The Spark

What excites you? What do you lose track of time doing? Passion adds energy and momentum to your journey.

The truth is, passion alone isn’t enough—but paired with your skills, values, and vision, it keeps you motivated and engaged through the ups and downs of change. This is the spice that keeps your sauce from being bland.

6. Experiences & Knowledge: The Depth

No one has walked your exact path. Your background—where you’ve been, what you’ve endured, and what you’ve achieved—gives you a perspective no one else can claim.

This is where you often underestimate yourself. You assume your experience is “normal.” It’s not. Your lived story is one of the most powerful differentiators you carry.

7. Desired Impact: The Vision

What difference do you want to make? For your clients, your community, your industry, or the world?

When you define the impact you want to create, your special sauce becomes more than just self-expression—it becomes a tool for contribution. This is the purpose that makes your career not just sustainable, but fulfilling. A lot of times this comes from life experiences or learnings, even challenges we’ve had, and we want to use our skills and experience to support that mission.

8. From Ingredients to Market: Key Themes × The Market

Once you’ve identified the ingredients of your sauce, the next step is designing how it shows up in the market. This is where your Key Themes—the patterns that run through your values, skills, and passions—intersect with opportunities in the world around you. How do we take your unique sauce and use it to make money?

This isn’t about forcing yourself into a job description. It’s about creating or choosing a path that honors your full self while meeting a need in the market. That’s when your special sauce goes from internal clarity to external impact. Then, you test it, create goals and a plan to get there.

Final Takeaway: Own Your Sauce

Your special sauce is not about being better than someone else. It’s about being fully, unapologetically yourself in a way that’s strategic, sustainable, and aligned with the life you want to live.

No one else has your exact mix of lifestyle, values, beliefs, skills, passions, and experiences. That’s your power.

And when you design your next chapter with purpose, clarity, and alignment—you don’t just build a career. You build a life that only you could create.

If you’re ready to discover your own special sauce and design a career that feels aligned, I invite you to join me inside The Strategic Executive Exit. You’ll walk away with your unique blueprint for the next chapter of your career—one that finally reflects the fullness of who you are.

The five key pillars of well-being and how to rate yourself

Wellness is all the rage these days. And if we’re being honest, sometimes it can go a little overboard, from elaborate 4am cold plunge routines to meeting protein macros and everything in between, it seems we’re inundated with wellness and well-being. 

But aside from being marketed to, how healthy are you, from a holistic perspective? How does one even go about thinking or answering that question? Where do you start to evaluate yourself or your life? What takes precedence? 

That’s where the  five key pillars of well-being come into play. 

Here’s how to think about them. 

The Five Key Pillars of Well-Being

Physical Well-Being

✔ Do you feel energized and physically strong?
✔ Do you have a sustainable routine for movement, nutrition, and rest?
✔ Is your body supporting your ability to perform at your highest level?

Key Questions:

• How do I feel physically on most days—energized or depleted?

• Am I prioritizing movement, sleep, and healthy nutrition?

• What small habit would make the biggest difference in my well-being?

Actionable Steps:

• Set a non-negotiable movement practice (yoga, walking, strength training).

• Create a sleep and recovery routine.

• Reduce stress-induced habits (e.g., caffeine, skipping meals).

Financial Well-Being 

✔ Do you feel financially secure and in control of your money?
✔ Does you have the financial freedom to make career moves without fear?
✔ Are your finances aligned with your long-term goals (e.g., retirement, entrepreneurship, philanthropy)?

Key Questions:

• What’s my current financial runway if I transition careers?

• Am I saving and investing in a way that supports my long-term goals?

• What financial fears or limiting beliefs do I need to address?
  

Actionable Steps:

• Meet with a financial advisor for a career transition plan.

• Create a financial buffer for the next 6-12 months.

• Align spending with values (e.g., shifting from luxury purchases to investing in well-being or business growth).

Professional Well-Being 

✔ Are you engaged, challenged, and fulfilled in your work?
✔ Is your career aligned with your values and strengths?
✔ Do you feel respected and valued in your professional environment?

Key Questions:

• Does my current work energize me or deplete me?

• What aspects of my career bring me the most joy and purpose?

• What changes would allow me to feel more aligned and fulfilled?
  

Actionable Steps:

• Identify top career values and realign work accordingly.

• Define and pursue a leadership role that aligns with purpose.

• Explore alternative career paths (consulting, advisory, entrepreneurship).

Social Well-Being

✔ Do you have meaningful, fulfilling relationships?
✔ Are you surrounded by people who uplift and inspire you?
✔ Are you prioritizing connection over isolation?

Key Questions:

• Who are the five people I spend the most time with, and do they support my growth?

• Have I built a network that nurtures both my personal and professional well-being?

• Where do I feel most seen, heard, and valued?
  

Actionable Steps:

• Prioritize deepening existing relationships that fuel growth.

• Set boundaries with relationships that drain energy.

• Join or create an executive women’s mastermind for connection and accountability.

Mental, Emotional & Spiritual Well-Being

✔ Do you feel emotionally balanced and resilient?
✔ Do you have tools for managing stress and burnout?
✔ Are you connected to a deeper sense of purpose or spirituality?

Key Questions:

• Am I experiencing more burnout or joy in my daily life?

• What practices help me feel most centered and grounded?

• How do I want to feel in this next chapter of my life?

Actionable Steps:

• Incorporate mindfulness, journaling, or therapy into weekly routines.

• Create a non-work-related passion ritual (reading, art, nature).

• Establish emotional boundaries in high-stress environments.

How to Rate Yourself

Now that you have a better understanding of each pillar, rank yourself 1-5 starting with 1 as the lowest and 5 as the highest in each pillar. How full is your cup in each?

• 1. My cup is empty or near empty. Needs addressing.

• 2. It’s low, but not empty. Not great.

• 3. It’s about half full. Some things are lacking but I’m making due and ok.

• 4. It’s well-filled. Some things could be better but pretty good overall.

• 5. It’s full. Not much to improve or complain about. Pretty great as-is.

After you’re done, take a moment to reflect on your ratings. Why did you rate yourself what you did? What’s driving the ratings? You can also give yourself an average holistic well-being score by adding up your scores and dividing them by 5.

Determining The Relationship Between Pillars 

Now that you’ve rated yourself on your key pillars and have a high-level idea of your holistic well-being, the most interesting part is to examine the relationship between the pillars and the ratings on a deeper level. 

For instance, if your physical energy level is low, how is that affecting other areas of your life? Are you mentally and emotionally very stressed at work, and is that affecting your social or physical well-being in certain areas? What would need to give or take to make something better? What needs immediate addressing or attention? 

The point here is that it’s all connected. One pillar is never 100% separate from the other. Remember how good you feel after a workout? That helps you mentally, too. The goal isn’t to have them all “perfect,” but to check in regularly and make intentional choices to bring them into better alignment.

How to Create a Holistic Well-being Plan

Creating a holistic well-being plan isn’t about striving for perfection in every area of life—it’s about awareness and alignment. The five pillars of well-being—financial, physical, mental/emotional/spiritual, social, and professional—are deeply interconnected. When one is neglected, the others often feel the strain.

The key is to pause, reflect, and intentionally design the life you want to lead. Start by asking yourself the tough questions: Where am I thriving? Where am I merely surviving? Then choose one or two small, meaningful actions that move you closer to balance where you feel you need it based on your ratings and gut intuition.

Remember: true success and sustainability come from creating a life where your values, energy, and goals work together—not against each other. Our professional life shouldn’t be draining us of our other key areas of well-being, for instance.

Your well-being is your greatest asset. Fill your cup first, and you’ll have more clarity, energy, and purpose to pour into everything else.

Ready to Design Your Next Chapter?

If you’re ready to stop running on autopilot and start building a career and life that actually feel good, we can help. Inside the Strategic Executive Exit program, we dive deep into these five pillars to help you design a next chapter that’s sustainable, purpose-driven, and uniquely yours.

Learn more and grab your free masterclass here→ Your next chapter starts with a Full Cup;).

Why top performers consistently burn out [and what to do about it]

If you’re a top performer at work and you’ve felt the signs of burnout — persistent exhaustion, declining engagement, cynicism, emotional drain, or even physical symptoms like headaches and poor sleep — you’re not alone.

A 2024 Mercer study shows 82% of U.S. workers are at risk of burnout. That’s nearly everyone.

Burnout is rising for many reasons: increased workload demands, lack of control, and a constant drumbeat of economic uncertainty.

So why is burnout so widespread — and more importantly, what can we actually do about it?

Burnout is a Systemic Problem — Not an Individual One

Research shows that 90% of an employee’s well-being is shaped by the workplace (culture, leadership, systems) and only 10% by the employee themselves.

Poor management, toxic culture, unclear goals, and misaligned leadership all directly impact well-being — often in ways that are completely outside of your control.

Toxic workplaces increase the risk of depression by 300%, especially when long hours, low support, and high demands collide. A study of 2,000+ workers found those in toxic environments were far more likely to develop depression symptoms, with the risk spiking when workweeks exceed 55 hours.

Confusing Burnout for Dedication

High performers often mistake burnout for loyalty.

When you’re invested in your company’s success, it’s easy to rationalize overwork — telling yourself you’re “just being dedicated.” But that dedication can become overcompensating, overworking, or even over-apologizing.

From a psychological perspective, we rationalize unhealthy patterns when the stakes feel high — the same way people sometimes ignore red flags in relationships because they’re “blinded by love.” Work isn’t just livelihood, it’s tied to ego and identity. That makes it easy to justify the extraordinary, even when it’s unsustainable.

Yes, working hard matters. But sacrificing your health is not loyalty.

The Hamster Wheel of “Success”

Many high achievers live in a cycle: hustle → promotion → burnout → repeat.

At first, the promotions, raises, and recognition feel worth it. But over time, the cycle starts to feel empty. A small voice begins to ask: “Is this it?”

Maybe the new role isn’t what you hoped. Maybe the culture feels off. Maybe the work doesn’t light you up anymore.

If that sounds familiar — you’re not broken. You’re just stuck on the hamster wheel.

Why Top Executives Feel Stuck

Success can be lonely. As one executive put it:

“When things go well, everyone’s a happy family. But when performance dips, that’s when you start feeling very lonely.”

Add in today’s wave of layoffs, restructures, and uncertainty, and it’s no wonder so many top performers feel trapped.

But here’s the truth: you’re not stuck — and you’re not alone.

What To Do About It

1. Reconnect to your purpose.
Get clear on your values, skills, and the impact you want to make — not just at work, but in life. When you align your next chapter with your why, everything changes.

2. Invest in your growth.
That might look like coaching, a structured program, or learning something new. Research shows that learning novel, challenging tasks builds new neural pathways — helping your brain adapt, solve problems, and unlock creativity.

3. Find community.
Burnout thrives in isolation. Surround yourself with support systems that help you recover and design what’s next. At The Full Cup Co., our members lean on both a private community board and twice-weekly group coaching calls to make change feel possible (and less lonely).

Curious about what’s next for you?
Check out our free masterclass: How to Create Your Own Strategic Executive Exit Plan™.

And remember: no one has your special sauce!

The psychology behind changing careers

Up to 70% of working professionals are actively considering a career change… yet most never take the leap. Why?

Have you ever thought about changing careers, or quitting your job - but you’re not sure what you’d do next? This article might help.

Why Career Change Feels So Hard

First, it’s important to understand that quitting your job, or changing careers isn’t just about quitting the job itself, or even the money associated with it. It’s also part of our identities as people, and in the workforce.

Our occupational identities are defined as the way individuals understand and define themselves through their work, daily activities, and life roles. This identity is not just about the work itself, but also the meaning and value individuals derive from their occupations. 

An occupational inventory aims to facilitate a person’s knowledge, development, and enhancement of occupational experiences during previous and current work as well as capture their identity. Example areas include: 

• The meaning of work for the person, family, peer group, and community

• Family history of educational level and occupational attainment; previous and current work (paid and pro bono)

• Projection of family, personal, and career goals

• Occupational success and failure

• Occupational socialization including experiences with peers, bosses and socially at work

• Assessment of workplace culture & past cultures

• Workplace discrimination 

• Previous and current occupational coping skills (functional and dysfunctional)

• Occupational fears, fantasies, family scripts, and wishes

• Perception of the work setting as a safe place to engage in difficult dialogue

When considering a career change, it is important to reflect on your occupational identity as it plays a role in our larger identity.

The Role of Intrinsic Motivation in Successful Transitions

In addition to our identities being wrapped up in work, another powerful psychological component to focus on is intrinsic motivation. It has been proven by research that interval motivation is a far better indicator of long term sustainable success and well-being than acting on external pressures which leave people feeling less engaged and fulfilled. This research stemmed from Self-Determination Theory, first introduced  In the 1970s and 1980s by Richard Ryan, PhD, and Edward Deci, PhD. 

So when we think about changing careers, it is very important to consider and reflect on things such as - what impact do I want to make? What is important to me? What have I learned that I can use to better myself and the world? How do I want to spend my time? 

Why Nervous System Resilience Matters During Career Pivots

1. Stress Management: A career pivot often involves uncertainty, fear of failure, and potential financial instability. These stressors can trigger the body’s fight-or-flight response, which, if unchecked, can lead to burnout, exhaustion, or anxiety. Resilience helps individuals regulate these stress responses and approach challenges with a calm, grounded mindset.

2. Emotional Regulation: The emotional intensity of a career change can be overwhelming. Nervous system resilience supports emotional regulation, which is key to making thoughtful decisions during uncertain times, maintaining healthy relationships, and not letting fear drive major career decisions.

3. Physical Health: Chronic stress can impact physical health, leading to things like sleeplessness, fatigue, and even burnout. When individuals have tools to regulate their nervous system, they can prevent or mitigate the physical toll of career stress and pivot more smoothly.

4. Focus and Decision-Making: A calm and regulated nervous system allows individuals to stay focused and make decisions from a place of clarity rather than emotional reactivity. During a career pivot, this can make all the difference in how effectively they assess opportunities, make decisions, and move forward with confidence.

Psychology-Backed Coaching

At The Full Cup Co., we specialize in helping individuals work through not only the psychology of their career transitions, but also the strategic planning and positioning of them. 

Our unique blend of psychologically-backed coaching x 20+ years of big brand and business-building experience integrates the science of human behavior with actionable strategies that align with both the emotional and cognitive processes of individuals - and helps them build a plan to achieve their goals once they are defined. Here’s a few reasons why this approach is so effective and why it resonates deeply with people who are navigating career transitions, clarity, or seeking greater fulfillment in their next chapter:

• It Addresses the Root of Challenges & Goals

• It Builds Self-Awareness

• It Supports Lasting Behavioral Change

• It Leverages Cognitive Behavioral Strategies

• It Provides Emotional Regulation Tools

• It Acknowledges the Whole Person

• It Enhances Motivation and Goal Achievement

• It Embraces the Power of Narrative and Storytelling

• It Facilitates Greater Connection and Empathy

• It Integrates the Mind-Body Connection

If you are interested in learning more, watch our free Masterclass here to learn how you can build your very own Strategic Executive Exit Plan™. 

Three smart steps to plan your next career move

If you’ve ever wondered about what’s next for your career, this article is for you. And chances are, you have. With global employee engagement at an all-time low of 21%* (leaving almost 80% of the global workforce disengaged), many workers are left thinking about what’s next for them. 

Burnout, lack of career trajectory, long hours, fear of layoffs and culture are among the list of many reasons the workforce is burnt out and shifting. While there are many contributing factors to deciding what to do next, here are three simple and proactive steps you can take to figure out what your next chapter looks like, from a purposeful and sustainable standpoint - not just relying on what jobs are available on the market. 

Step 1: Clarify what drives you

Why is this so important? Because research shows that our intrinsic motivators will eventually lead us to greater success - defined by motivation, satisfaction and greater well-being. 

Self-Determination Theory, first introduced  In the 1970s and 1980s by Richard Ryan, PhD, and Edward Deci, PhD, began fleshing out a humanist theory of motivation that differed from the behaviorist theories that dominated at the time. At the core of Ryan and Deci’s theory was the concept that self-directed motivation and personal growth rely on three psychological needs: autonomy, competence, and relatedness. SDT suggests that when those needs are met people tend to be more self- motivated, feel more satisfied, and experience greater well-being. By contrast, when people are motivated to act because of external pressures—or internal pressure to live up to external expectations—they have more trouble staying engaged and feel less fulfilled. 

The lesson here is to stop thinking about what others want for you or what success looks like from the outside, and really start thinking about what your intrinsic motivations are. What moves you, what impact do you want to make?

Step 2: Understand your skills and experience x the market  

So now that you know what you really care about - what are you good at? What life experience do you have that is valuable? That people will pay for? Probably a lot! 

In this step, you want to understand not only your skills and experience from a professional standpoint but also, a life standpoint. Not just what you are good at….also - what challenges have you faced? What have you learned from them? Could this help someone else? People will pay a lot of money to have you help them solve a problem, if it’s important enough to them. 

So now we can start to see - we are building our next chapters not only based on what we care about, but we’re adding on what we are good at and how we can uniquely position ourselves to help people.  

From here, you can develop common themes from these various inputs to align our intrinsic motivators with the market using tools like Google Trends, ChatGPT, LinkedIn as well as social media research. 

Take note of what you find during your research. What needs exist in the market that you could fill? What is the most unique way to position your magic blend of impact, skills, experience and what the world needs most? 

Step 3: Make your move with support

Excited yet? You should be! No one has your secret sauce. The most important thing you can do is decide. Decide that you want to show up for yourself in a way that takes advantage of all that you have to offer and receive from the world. 

At The Full Cup Co. , we believe in the power of coaching and community especially for those in transition stages such as career change. Taking the leap to enter a new chapter can be scary, no matter what it is, and research shows that those who have support will activate with more confidence and consistency than those who do not.

The key takeaway here? Find yourself someone or something that will help hold you accountable, inspire you and help you grow. It will ensure your success and that you have the necessary support in this new chapter. 

Curious about designing your own Strategic Executive Exit Plan? 

Watch the free masterclass here.

*Gallup 2024