Top Four Mistakes People Make When Navigating Career Transitions in Senior Living
Career transitions are a natural part of professional growth – particularly in the senior living industry, where leadership changes can be pivotal. When managed well, these transitions can propel your career forward. But if handled poorly, they can hinder your progress.
To make the most of a career shift, it’s essential to set yourself up for success. If you’re preparing to change roles or organizations, avoid these four common mistakes.
Moving at the wrong time
Successful professionals often share one thing in common: they know when to make a career move.
Career transitions at the right time can accelerate professional growth, but moving too soon or too late can have the opposite effect.
“If you think about a bell curve, the top would be the optimal time to leverage your position to the next position,” says Jeff Harris, CEO of Jeff Harris and Associates.
“The people who end up at the top of organizations… are able to leverage each position at an optimal time. When they do that consistently, those are the ones who end up with the highest scope of responsibility and the highest incomes.”
For candidates, timing is crucial. Those who make career moves within this optimal window – typically between three to seven years in a role – are better positioned to
secure higher responsibilities and increased income. Moving too early (within one to two years) can lead to perceptions of unreliability, while staying too long without progression can signal stagnation.
Limiting yourself to only internal or only external transitions
“[Career leveraging] doesn’t have to be in a new organization each time,” says Harris. He notes that internal transitions can be just as beneficial for career growth, and provide the added benefit of remaining with an organization you’re already familiar with. However, many senior living organizations don’t promote from within, which often makes external moves a quicker path to advancement.
There are some exceptions. “Only the really good companies, and there are few out there, keep people and continue helping them progress in their career,” Harris adds. So it pays to seek out organizations that value staff’s professional progression and provide the resources to facilitate that.
Another factor to consider is salary growth. “If a candidate stays in the organization they’re in, they’re likely to receive a 2 to 3% merit increase each year. But if they move to a new organization, their pay could increase by 7 to 10%, and in some cases, it could increase by as much as 20 to 25%.”
Sometimes, small steps internally are the right move until you’re ready for a larger transition. However, if a salary increase is your primary motivation, an external move might be the best option.
Making impulsive decisions, or acting too slowly
Two common mistakes candidates make during career transitions are procrastination and job-hopping. Sometimes, candidates delay making necessary moves due to fear or uncertainty. This procrastination can lead to dissatisfaction, poor performance, and eventually being “ushered out” of a position.
On the other hand, moving too quickly – often driven by dissatisfaction or impatience – can harm career growth. Committing to a role for at least two years allows candidates to establish credibility and make meaningful contributions. Frequent short tenures, however, can damage your reputation and make you less appealing to future employers.
Lacking a clear professional strategy
Without a clear strategy, candidates risk making moves that aren’t aligned with their long-term goals. It’s essential to have a vision for the next five to seven years, understanding the type of leadership roles that align with your skills and passions.
“It is amazing the number of people I speak with who have no clear idea of what they want their career to look like,” Harris says. “The easy default is they tell themselves they want to be their own boss, but they have no idea what it is to walk in their boss’s shoes.”
For any candidate – especially those in senior living – an effective career transition means moving beyond subconscious goals and reflecting on what they truly want. It’s important to connect with those already in desired roles to gain real-life insights into the demands and whether they align with your aspirations.
Effective career transitions happen when candidates make proactive, strategy-driven decisions. By understanding the requirements of the next position and aligning your career trajectory accordingly, you’ll be better equipped to navigate the transitions ahead.
Ready to make your next move? Contact Jeff Harris & Associates today.