{"id":"30df26fb-e425-4889-9786-5a566972d7f2","shortId":"ctszdv","kind":"skill","title":"career-transitions","tagline":"Plan a career transition: push/pull map, target archetypes, option scorecard, pipeline + outreach, skills plan.","description":"# Career Transitions\n\n## Scope\n\n**Covers**\n- Clarifying what “progress” means to you (beyond compensation) and using it as a decision rule\n- Mapping your current situation into **pushes** (frictions) and **pulls** (attractions)\n- Defining a motivating “genie goal” (what you’d do if success were guaranteed) and backcasting into near-term moves\n- Turning vague ideas into 2–4 concrete **target archetypes** (roles/companies/paths) with clear fit filters\n- Building an opportunity pipeline (network map + weekly outreach plan) and ready-to-send outreach scripts\n- Creating a realistic 4–12 week experiment plan to de-risk the transition\n\n**When to use**\n- “I want to change careers / pivot roles but I’m not sure to what.”\n- “Help me evaluate two career paths and pick one.”\n- “I feel stuck; help me figure out what I actually want next and how to get there.”\n- “I want a structured plan for a career transition, including networking/outreach scripts.”\n\n**When NOT to use**\n- You already have a target role at your current company and want to build a promotion case — use `building-a-promotion-case`\n- You have a concrete job offer and need negotiation tactics — use `negotiating-offers`\n- You want to build a mentor/sponsor network (not plan a transition) — use `finding-mentors-sponsors`\n- You want to validate a startup idea, not plan a career move — use `startup-ideation`\n- You need clinical mental health support for burnout/anxiety/depression (seek professional support; this skill can complement, not replace it)\n- You need legal advice (employment law, immigration/visa, contracts) or financial/tax planning\n- You only want a resume/LinkedIn rewrite with no decision/process work (use a resume-specific workflow instead)\n- You are in an urgent workplace investigation/HR escalation where legal/process guidance is required\n\n## Inputs\n\n**Minimum required**\n- Your current role/situation (title, scope, industry) and what’s prompting change\n- Your constraints (location/remote, time, money/runway, family, visa, schedule)\n- Your timeline (when you need a decision; when you could start something new)\n- What you’re optimizing for (learning, autonomy, mission, stability, leadership, compensation, flexibility)\n- 2–6 candidate directions you’re considering (even if vague) OR what you explicitly want to avoid\n- Your current “assets” (skills, strengths, portfolio/work examples, network access)\n\n**Missing-info strategy**\n- Ask **3–5 questions at a time** from [references/INTAKE.md](references/INTAKE.md).\n- If the user is unsure of targets, propose 2–3 plausible archetypes and label assumptions for the user to correct.\n- If numbers are missing (runway/comp), proceed with ranges and decision thresholds.\n- Never request confidential employer information; use redacted details.\n\n## Outputs (deliverables)\n\nProduce a **Career Transition Pack** (Markdown in chat; or as files if requested) in this order:\n\n1) **Current State + Constraints Snapshot** (what’s true now; must-haves; timeline)\n2) **Progress Metric + Push/Pull Map** (what “progress” means; why now)\n3) **Genie Goal + 10-Year Backcast** (vision; 3-year waypoint; next 12 weeks)\n4) **Target Archetypes + Fit Filters** (2–4 options with “fit signals” and dealbreakers)\n5) **Option Scorecard + Decision Rule** (how you’ll choose; what evidence you need)\n6) **Opportunity Pipeline Plan** (network map, weekly outreach cadence, tracking)\n7) **Skills & Proof Plan** (gaps, learning sprints, portfolio/proof artifacts)\n8) **Experiment Plan (4–12 weeks)** (tests to run; sequencing; sabbatical/bridge option if relevant)\n9) **Risks / Open questions / Next steps** (always)\n\nTemplates: [references/TEMPLATES.md](references/TEMPLATES.md)  \nExpanded guidance: [references/WORKFLOW.md](references/WORKFLOW.md)\n\n## Workflow (8 steps)\n\n### 1) Intake + current state snapshot\n- **Inputs:** user context; [references/INTAKE.md](references/INTAKE.md).\n- **Actions:** Capture the current role, what’s driving the change, constraints, and decision timeline. Identify what must remain true (e.g., location, comp floor, hours, mission).\n- **Outputs:** **Current State + Constraints Snapshot** + assumptions/unknowns list.\n- **Checks:** Constraints are explicit; timeline has dates; unknowns are listed.\n\n### 2) Define progress metric + push/pull map\n- **Inputs:** frustrations and attractions; desired learning; values.\n- **Actions:** Translate “I want a change” into: (a) a **progress metric** (what you want more/less of), (b) a push/pull map, and (c) what you refuse to repeat.\n- **Outputs:** **Progress Metric + Push/Pull Map**.\n- **Checks:** Progress metric is measurable/observable; pushes and pulls are not contradictory.\n\n### 3) Create a motivating north-star (genie goal) + backcast\n- **Inputs:** aspiration; risk tolerance; constraints.\n- **Actions:** Use the “genie” prompt to surface the most compelling path if success were guaranteed. Backcast to define a 10-year picture, a 3-year waypoint, and the next 12 weeks.\n- **Outputs:** **Genie Goal + 10-Year Backcast**.\n- **Checks:** Backcast produces concrete near-term moves (not just vision).\n\n### 4) Generate 2–4 target archetypes + fit filters\n- **Inputs:** progress metric; backcast; constraints.\n- **Actions:** Turn the vision into 2–4 **target archetypes** (role + environment). Define fit filters: culture/people fit, learning, autonomy, trust, pace, stability, mission, comp.\n- **Outputs:** **Target Archetypes + Fit Filters**.\n- **Checks:** Each archetype has clear “fit signals” and “no-go” signals.\n\n### 5) Build an option scorecard + decision rule\n- **Inputs:** archetypes; priorities; constraints.\n- **Actions:** Create a lightweight scorecard (weighted criteria) and a decision rule (what evidence is required to choose). Identify the 3–6 biggest unknowns and how to resolve them.\n- **Outputs:** **Option Scorecard + Decision Rule**.\n- **Checks:** Criteria map to progress metric; weights reflect priorities; unknowns have a plan.\n\n### 6) Build an opportunity pipeline (network + serendipity plan)\n- **Inputs:** existing network; target archetypes; time available weekly.\n- **Actions:** Build a list of people/communities to engage, a weekly outreach cadence, and a tracking system. Draft outreach scripts (informational interview, referral, follow-up).\n- **Outputs:** **Opportunity Pipeline Plan** + outreach scripts.\n- **Checks:** Pipeline has weekly targets (e.g., 3 outreach messages/week); next 7 days are scheduled.\n\n### 7) Skills & proof plan (learning sprints + portfolio)\n- **Inputs:** target archetypes; current assets; gaps.\n- **Actions:** Identify the 3–5 highest-leverage gaps and design learning sprints. Define proof artifacts (project, write-up, demo, case study) that signal capability.\n- **Outputs:** **Skills & Proof Plan**.\n- **Checks:** Each gap has a concrete proof artifact; plan fits time/runway.\n\n### 8) Quality gate + finalize the 4–12 week experiment plan\n- **Inputs:** full draft pack.\n- **Actions:** Turn unknowns into a sequenced experiment plan (informational interviews, shadowing, mini-projects, internal transfer, sabbatical/bridge proposal). Run [references/CHECKLISTS.md](references/CHECKLISTS.md) and score with [references/RUBRIC.md](references/RUBRIC.md). Add **Risks / Open questions / Next steps**.\n- **Outputs:** Final **Career Transition Pack**.\n- **Checks:** The next 2 weeks have scheduled actions; risks and unknowns are explicit; decision rule is clear.\n\n## Quality gate (required)\n- Use [references/CHECKLISTS.md](references/CHECKLISTS.md) and [references/RUBRIC.md](references/RUBRIC.md).\n- Always include: **Risks**, **Open questions**, **Next steps**.\n\n## Examples\n\n**Example 1 (pivot with constraints):** “I’m a PM considering a move into product marketing or developer relations. I have 10 hours/week and need to stay remote. Use `career-transitions` to create a Career Transition Pack with an option scorecard and a 6-week experiment plan.”  \nExpected: archetypes + scorecard + outreach/scripts + experiment plan.\n\n**Example 2 (stay vs go):** “I’m feeling stuck at my current company. I’m not sure whether to ask for a 3-month sabbatical, transfer internally, or leave. Use `career-transitions` to help me decide and draft a sabbatical/bridge proposal.”  \nExpected: push/pull + progress metric + decision rule + sabbatical proposal + next steps.\n\n**Boundary example:** “Tell me whether I should quit tomorrow and move countries on a visa without any plan.”\nResponse: out of scope for legal/immigration advice; recommend professional support and a safer decision process; offer to help build a plan once constraints are clarified.\n\n## Anti-patterns\n\n1. **”Grass is greener” planning** — Generating target archetypes based only on what you dislike about your current role without validating what the new path actually requires. Every archetype needs both “fit signals” and “reality-check” evidence from real conversations.\n2. **Analysis paralysis scorecard** — Building a 20-criterion weighted scorecard that delays action. Keep criteria to 5-7 and pair the scorecard with a time-bound decision rule (“decide by date X with evidence Y”).\n3. **Network-free pipeline** — Creating an outreach plan with zero warm paths. If fewer than 30% of targets have a plausible warm intro, invest first in community engagement and 2nd-degree mapping before outreach.\n4. **Skipping the experiment** — Committing to a full transition (quitting, enrolling, relocating) without running a low-cost test. 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