career-transitions
Navigate career transitions using frameworks from 76 product leaders who successfully pivoted roles and industries.
- Covers four transition types: new role, new function, new stage, or entirely new path; includes readiness assessment and low-risk experimentation methods
- Core principles emphasize progress over pay, relationship-building over linear promotion, and treating your career like a product with testable hypotheses
- Provides diagnostic questions to uncover motivations ("pushes" vs. "pulls"), clarify intuition, and design small experiments before major commitments
- Flags common mistakes including compensation obsession, inertia-driven staying, title chasing, and skipping sabbatical buffers between intense roles
Career Transitions
Help the user navigate career changes using frameworks from 76 product leaders who have successfully pivoted roles, industries, and career stages.
How to Help
When the user asks for help with a career transition:
- Identify the type of move - Determine if they're seeking a new role, new function, new stage, or entirely new path
- Understand motivations - Uncover the "pushes" (frustrations) and "pulls" (attractions) driving the change
- Assess readiness signals - Help them evaluate if now is the right time or if preparation is needed
- Design experiments - Suggest low-risk ways to test hypotheses before committing fully
Core Principles
Progress matters more than pay
Bob Moesta: "Over 50% of the people who got new jobs didn't get more money. It's a lie. It's about progress. It's about what do they want to learn? What skills do they want to get?" Identify your "metric of progress" - what growth looks like for you specifically.
Use the Genie Framework
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