The psychology behind changing careers
The psychology of career change
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
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.
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.
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.
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
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