Many of us believe that unexpected events or shocks create fertile conditions for major life and career changes by sparking us to reflect about our desires and priorities. That holds true for the COVID-19 pandemic. A bit over a year ago, when asked how the pandemic had affected their plans for career change, more than 50% said that it has given them downtime to rest and think.
That’s a good start. But if there is one thing I have learned from decades of studying successful career change, it’s that thinking on its own is far from sufficient. We rarely think our way into new ways of acting. Rather, we act our way into new ways of thinking – and being.
Events that disrupt our habitual routines have the potential to catalyze real change. They give us a chance to experiment with new activities and to create and renew connections. Even in the seemingly “unproductive” time we spend away from our everyday work lives, we conduct important inner business – asking the big existential questions, remembering what makes us happy, shoring up the strength to make difficult choices, consolidating our sense of self, and more.
Enough has happened during this past year to make many of us keenly aware of what we no longer want. But the problem is this: more appealing, feasible alternatives have yet to materialize. So we’re stuck in limbo between old and new. And now, with most COVID-19 restrictions at last falling away and a return to the office imminent, we confront a real danger: getting sucked back into our former jobs and ways of working.
How can those of us who want to make a career transition avoid that? How can we make progress toward our goals by building on what we’ve learned this past year?
Research on the transformative potential of a catalyzing event like the COVID-19 pandemic suggests that we are more likely to make lasting change when we actively engage in a 3-part cycle of transition – one that gets us to focus on separation, liminality, and reintegration. Let’s consider each of those parts of the cycle in detail.
The benefits of separation
Research on how moving can facilitate behavior change suggests that people who found a new and different place to live during change suggests that people who found a new and different place to live during the pandemic may now have better chances of making life changes that stick. Why? Because of what’s known as “habit discontinuity.” We are all more malleable when separated from the people and places that trigger old habits and old selves.
Change always starts with separation. Even in some of the ultimate forms of identity change – brainwashing, de-indoctrinating terrorists, or rehabilitating substance abusers – the standard operating practice is to separate subjects from everybody who knows them previously, and to deprive them of a grounding in their old identities. This separation dynamic explains why young adults change when they go away to college.
A recent research has shown how much our work networks are prone to the “narcissistic and lazy” bias. The idea is that we are drawn spontaneously to, and maintain contact with, people who are similar to us (we’re narcissistic), and we get to know and like people whose proximity makes it easy for us to get to know and like them (we’re lazy).
The pandemic disrupted at least physical proximity for most of us. But that might note be enough – particularly as we rush back into offices, travel schedules and social lives – to mitigate the powerful similarities that the narcissistic and lazy bias create for us at work. That’s why maintaining some degree of separation from the network of relationships that defined our former professional lives can be vital to our reinvention.
A Stanford research found that the size of people’s networks shrank after the age of 60, not because these people had fewer opportunities to connect but because, increasingly, they perceived time as being limited, which made them more selective. Quite possibly many of our experiences of the pandemic will foster our reinvention by encouraging greater selectivity in how and with whom we spend our limited time.
Taking advantage of liminal interludes allows us to experiment – to do new and different things with new and different people. In turn, that affords us different things with new and different people. But these interludes don’t last forever. At some point, we have to cull learning from our experiments and use it to take some informed next steps in our plans for career change. What is worth pursuing further? What new interests have cropped up that’s worth a look? What will you drop having learned that it’s not so appealing after all? What do you keep, but only as a hobby?
Reintegration: a time for new beginnings
In an executive survey, most of the executives and professionals expressed their concerns that they do not want to return to hectic travel schedules or long hours that sacrifice time with their families – but are nonetheless worried that they will.
They are right to be worried, because external shocks rarely produce lasting change. The more typical pattern after we receive some kind of wake-up call is simply to revert back to form once things return to “normal.” That’s what the Wharton professor Alexandra Michel found in 2016, when she investigated the physical consequences of overwork for four cohorts of investment bankers over a 12-year period. For these people, avoiding unsustainable work habits required more than changing jobs or even occupations. Many of them had physical breakdowns even after moving into organizations that were supposedly less work-intensive. Why? Because they had actually moved into similarly demanding positions, but without taking sufficient time in between roles to convalesce and gain psychological distance from their hard-driving selves.
Our ability to take advantage of habit discontinuity depends on what we do in the narrow window of opportunity that opens up after routine-busting changes. One study has found, for example, that the window of opportunities for engaging in more environmentally sustainable behaviors lasts up to 3 months after people move house. Similarly, research on the “fresh start” effect shows that while people experience heightened goal-oriented motivation upon returning to work from a holiday, this motivation peaks on the first day back and declines rapidly thereafter.
The hybrid working environments with which many organizations are currently experimenting represent a possible new window of opportunity from many people hoping to make a career change, one in which the absence of old cues and the need to make conscious choices provides an opportunity to implement new goals and intentions. If you’re one of these people, it’s now up to you to decide whether you will use this period to effect real career change – or whether, instead, you’ll drift back into your old job and patterns as if nothing ever happened.