Whether a career transition is driven by circumstances or by choice, it’s always an important step. These moments represent an opportunity to advance your career, to achieve greater levels of success in whatever way you define it, and to establish a career direction that is aligned with what you find most personally rewarding. Many people fail to invest adequately in thinking about their career choices and what will work for them in the longer term. Understanding what motivates us can provide a greater degree of confidence in the career choices we are making and a clear set of criteria against which we can measure the quality and relevance of job opportunities. In this webinar, we discuss how incorporating an individual's motivation into career transition coaching can help them make their next choice with greater intention, setting them up for success

1. Career Transition Coaching:
How Tapping into Motivation can be the
Key to a Successful Transition
Andrew Rand, Ph.D.
Consulting Psychologist
MRG
David Ringwood
VP of Client Development, EMEA
MRG

2. Host
Lucy Sullivan
Head of Marketing, MRG
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3. Management Research Group is a global
leader in designing assessments that foster a
deep self-awareness and impact people in
profound and meaningful ways with
solutions for Leadership, Personal
Development, Sales and Service.
MRG conducts extensive research on
effective leadership behavior, leveraging a
database of more than 1.2 million
assessment participants.
David Ringwood
VP of Client
Development, EMEA
MRG
Andrew Rand, Ph.D.
Consulting Pyschologist
MRG

4. Agenda: Coaching for Career Transitions
1. Career Transitions: Why career transitions are
a critical point in the personal and
professional journey
2. Developmental Focus: How to use moments of
transition to increase awareness and evolve
3. Assessing the Opportunities: How to evaluate
and approach each opportunity

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Careers Transitions
Why career transitions are a critical point in the
personal and professional journey

6. Poll
Within your coaching or feedback engagements, how often is career transition discussed,
whether it was the intent of the engagement or not?
A. Rarely
B. Sometimes
C. Often
D. Almost Always

7. 64%of Americans say they are
looking for new
opportunities
Ceridian, Nov. 2020
Career Transitions: Recognizing the significance

8. Gartner, July 2020
Career Transitions: Recognizing the significance
80% of company leaders
plan to permit
remote work
after pandemic

9. Statistia, 2018
Career Transitions: Recognizing the significance
Even before pandemic…
51% of people
changed jobs
every 1 to 5
years

10. New job
doesn’t feel
right
Start
searching
for a new
job
Jump into a
new
opportunity
without
reflection
What can we infer from these studies?
A vicious cycle
that leads to
missed
opportunity.

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Developmental Focus
How to use moments of transition to increase
awareness and evolve

12. Career Transitions:
What They Can Offer
OPPORTUNITY FOR…
Focused development
A fresh start: rebrand, reflect,
and think about the
developmental journey
Better alignment & a more
rewarding fit

13. DON’T…
Career Transitions:
Three Things Not to Do
Ignore past experience
Overlook the role of
motivation
Fail to recognize & examine
all the unique facets of a
career

14. WHEN REFLECTING…
Reflecting on the Past:
Three Tips
Don’t get stuck in the present
& the future
Find the moments that really
worked (and really didn’t)
Don’t stop with the simple
answer

15. Career Transition & Motivation: Understanding Motivation
Internal drivers that influence and shape what we find attractive, fulfilling, and
energizing versus unattractive, unfulfilling, and energy depleting
Motivational Characteristics definition
Motivation…
…originates in our
early years and
evolves
…is unique to
the individual
…is not about skill or
ability
…has a strong
influence on
decision-making

16. Motivation & Career Report powered by the Individual Directions Inventory™
The Motivation & Career Report uses the
IDI™ motivational profile to provide deeply
personal career clarity.
The report includes:
• Motivational interactions
• Potential biases
• The aspects of organizational culture,
role, and relationships that a person may
find satisfying or draining

17. Career Transition & Motivation: Expectations & the Ideal
GAINING STATURE
Being socially skilled,
experiencing recognition
and respect, being well-
known and esteemed by
others
STRUCTURING
Being efficient, organized
and thorough, seeking
perfection, attending to
details, being meticulous
and orderly
SAMPLE
Using
motivation to
determine
alignment:
• What should
a person be
looking for?
• What won’t
work well?

18. Career Transition & Motivation: Interactions
Motivation can reinforce or conflict with itself.
We can have
strong feelings or
drivers that build
upon one another
We can have
mixed feelings or
have drivers which
interfere with each
other.

19. Career Transition & Motivation: Interactions
ENDURING CONTROLLING
You are more concerned with demonstrating
willpower and persistence than being in positions
of influence or authority. You’d prefer working
diligently on your own to leading people.
SAMPLE
How do you use our motivational interactions from a
career and developmental standpoint?

20. Career Transition & Motivation: Bias
ATTRACTING
...assume that other people don’t need positive recognition or validation
...interpret the need for positive recognition as a sign of weakness
...assume that other people are comfortable being in the limelight
...interpret those who prefer a low-key demeanor as being interpersonally disengaged
MAINTAINING
...assume that people value predictability
...overestimate other people’s need for advance notice and predictability
...interpret support from others as interference or control
...overestimate how comfortable people feel in situations where they have to operate
autonomously or in isolation SAMPLE

21. Questions
& Comments

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Focusing your aim
How to evaluate the quality of the opportunity and
how to prepare appropriately

23. When it comes to career transitions…
what kinds of issues hold people back?

24. I’m not sure what I’m really
after in a new opportunity.
I just need to take whatever
opportunities are available
in the market right now.
I don’t know how to
articulate exactly what I
want in my career. I know I need to prove myself;
putting my own criteria first
isn’t as important.

25. Taking an organized, three-pronged approach
can help solve the issues that plague career
transitions.

26. Organizing the approach to career transition
The type of environment that is most aligned with
my motivational drivers
The characteristics of roles which would provide
greatest personal fulfilment and satisfaction
The types of people and relational dynamics that most
naturally align with my motivational characteristics

27. Avoiding bad or risky decisions
The type of environments that are NOT aligned with
my motivational drivers
The characteristics of roles which are UNLIKELY to
provide personal fulfilment and satisfaction
The types of people and relational dynamics that might
CONFLICT with my motivational characteristics

28. Lens: Organizational Culture
The type of environment that is most aligned with my motivational drivers
Think about the organizational cultures in which you felt most comfortable.
What was it about those environments that you really liked?
Think about environments in which you felt less comfortable.
What aspects of organizational culture were less appealing to you?
Using Past Experience

29. Lens: Organizational Culture
The type of environment that is most aligned with my motivational drivers
Using Psychometric Observations
SAMPLE

30. Lens: Organizational Culture
The type of environment that is most aligned with my motivational drivers
Using Psychometric Observations
SAMPLE

31. Lens: Role
The characteristics of roles which would provide greatest personal fulfilment and satisfaction
Think about past or present roles that you really enjoyed.
What specific aspects of the role appealed most to you, and that you
would really want to preserve going forward?
Think about past or present roles that you found less fulfilling.
What aspects of the role appealed less to you, or that you would want to
change/move away from the most?
Using Past Experience

32. Lens: Role
The characteristics of roles which would provide greatest personal fulfilment and satisfaction
Using Psychometric Observation
SAMPLE

33. Lens: Role
The characteristics of roles which would provide greatest personal fulfilment and satisfaction
Using Psychometric Observation
SAMPLE

34. Lens: Relationships
The types of people and relational dynamics that align with my motivational characteristics
Think about past work relationships that you really enjoyed.
What specifically made them so natural and enjoyable?
Think about work relationships that were less comfortable or enjoyable.
What was unique to those relationships that made them less satisfying for
you?
Using Past Experience

35. Lens: Relationships
The types of people and relational dynamics that align with my motivational characteristics
Using Psychometric Observations
SAMPLE

36. Lens: Relationships
The types of people and relational dynamics that align with my motivational characteristics
Using Psychometric Observations
SAMPLE

37. What are the benefits of considering motivation
in career transitions?

38. What are the benefits of considering motivation
in career transitions?
Better job search criteria.
Greater clarity and specificity helps individuals
better evaluate new opportunities.

39. What are the benefits of considering motivation
in career transitions?
Clearer, more authentic language.
The ability to describe oneself accurately,
objectively, and specifically.

40. What are the benefits of considering motivation
in career transitions?
More confident decision-making.
Greater personal conviction in career direction
choices - and greater willingness to defend
them.

41. What are the benefits of considering motivation
in career transitions?
Knowing what to look for.
The power to ask good questions, evaluate
more objectively, and seek clarity where it
really matters.

42. Questions
& Comments

43. Upcoming Events with MRG
Certifications
Webinar
LEA 360™ Suite
Starts April 13
IDI™
Starts May 13
Motivation and Self-Regulation: How Self-Awareness
and Observation can Increase our Inner Resilience
March 23
Workshops
Using the IDI Motivation & Career Report
March 16
Many more
coming soon –
watch your inbox!
Registration open now at
MRG.com/calendar

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Thank you.
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