Career Growth Is a Series of Transitions. Here’s How to Make Them Count

Our careers are shaped by a series of challenges we accept and succeed in, creating space for the next opportunity to emerge. According to a study by Genesis Advisers, Harvard Business Review, and the International Institute of Management Development, an executive with approximately 18 years of professional experience will have been promoted 4.1 times, transferred to a new area (for example, from Sales to Marketing) 1.8 times, joined a new company 3.5 times, and relocated geographically 2.2 times during that span.

In January of this year, I chose to take on a new personal and professional challenge. After completing my Executive MBA at Northwestern University - Kellogg School of Management , I made the decision to relocate and start fresh in Austin, Texas.

Looking back to when I started working at 17—transcribing live news from radio and TV into reports for PR agencies—I can see how my career aligns with those statistics. Over 21 years of professional experience (including internships, which I consider fundamental to my journey), I’ve held 17 different positions, been promoted seven times, voluntarily moved from Marketing to Trade, back to Marketing and then to Technology, changed companies six times, and relocated internationally three times.

I’m not sharing these numbers to highlight vanity metrics—though I am proud of my path so far. Instead, I hope they offer helpful context for what I really want to discuss: how to approach career transitions with intention, preparing yourself to make a positive impact both in your organization and your own professional journey.

You’re not the first—and won’t be the last

Changing roles, functions or companies brings a sense of nervous anticipation. And that’s a good thing. It shows there’s a lot at stake and a desire to make the move responsibly. One way to reduce the stress of transition is to seek references from others who’ve navigated similar experiences. This might come from a conversation with a colleague, manager, mentor—or even a book. Michael Watkins ’ The First 90 Days is an excellent guide to understanding the phases and challenges that come with transitions in both your professional and personal life.

Start before you start

Success in a new role begins before your first day. Understanding that “what got you here won’t get you there” is key to unlocking the mindset needed to pursue new knowledge and skills for your next context. Researching people, business dynamics, concepts, technologies, and workflows ahead of time can help you accelerate results—and avoid preventable missteps early on.

Learn how to learn (again and again)

It’s also important to know your default modes—what you tend to gravitate toward naturally, and which types of problems you’re most comfortable solving. Ask yourself: Am I approaching this the same way out of habit, or because it’s the right approach in this new context? Resetting your autopilot and staying open to new methods and perspectives can dramatically shorten your learning curve. One practical step is to make a checklist for your first few weeks: people to meet, topics to cover, and documents to review. Don’t be shy about asking for help. In my experience, people are happy to support you when they see genuine curiosity and willingness to learn.

Read the room and adapt your approach

Starting a new role in a stable, growing multinational is vastly different from joining a mid-sized company in crisis mode with four months of cash left in the bank. Understanding the context you’re stepping into is crucial. In The First 90 Days, Watkins outlines five common transition types—Start-Up, Turnaround, Accelerated Growth, Realignment, and Sustaining Success—under the framework "STARS." Knowing which environment you’re entering helps shape how you communicate, operate, and lead from day one.

Align with your manager, team, peers, and stakeholders

Make sure expectations are clear—not just with your direct manager, but also with your team, cross-functional partners, and key stakeholders. Everyone should understand what’s being prioritized and why. This alignment allows others to support your agenda and offer valuable insights to help you move things forward. Taking the time to share progress, communicate frequently and invite diverse perspectives may feel slow at first, but it lays the groundwork for long-term momentum. After all, you want to ensure early wins and start building trust for deeper transformations ahead.

Expect personal impact

Every transition comes with some level of stress. Knowing that in advance allows you to plan accordingly. Consider how the change may affect your personal life—whether it means working longer hours temporarily, adjusting your budget, or aligning expectations with your partner or family. If the transition involves a cultural or geographic shift (even within the same company), make space—mentally and emotionally—to absorb the change and adapt. Proactively acknowledging these dynamics can help you navigate the transition with more balance.

Learn to say no

This skill matters at any point in life, but it’s especially critical during transitions. With so many new demands, knowing how to say “not now” helps you focus on what truly adds value. “No” doesn’t have to be permanent—you can revisit it later. But allow yourself the grace to clear your plate when needed and protect the space required to thrive in your new role.

As I said at the beginning of this post, this journey doesn’t have to be a lonely one. As someone who has navigated several transitions—and is currently living one now—I’m here to share, support, and learn. Let’s grow together—through transitions and beyond.