Leading your way through career shifts: how to stay successful changing an industry or even a profession

Author: Aleksandra Romasheva, CPHR

Achieving success in one Industry: the drive for change

At some point in our professional lives, we might crave something new. It can be referred to as a “glass ceiling”, “deadlock”, or “stagnation”, but the essence remains the same – an urge to change, seize a unique opportunity, and experience the joy of exploring an unfamiliar environment.

This often leads us to consider switching industries, weighing the benefits against potential risks. Should we remain in a familiar business context, or take a leap into a different reality with its own nuances and challenges?

For leaders, this decision often depends on how they perceive their role. Some prefer deepening expertise in a single industry, while others see value in transferring experience across sectors. The choice is influenced by personality, worldview, and confidence in achieving success, which could mean financial stability, professional growth, or psychological readiness for change.

 

A growing trend in industry transitions

 

In 1980, 44% of top executives spent their entire careers within a single company. By 2011, this figure had dropped to 31%, and by 2023, it stood at 19%, signaling a growing trend toward cross-industry experience.

Digitalization has further accelerated this shift. While companies once prioritized leaders with sales and finance expertise, today, almost all sectors value managers fluent in the language of IT product development. This suggests that cross-industry experience is increasingly in demand.

However, taking this step isn’t easy, especially after years of mastering a specific business context. If your job feels like a chore even after a vacation, it might be time for a change – staying could lead to burnout and negatively impact your health.

 

Turning “extra knowledge” into an asset

 

Some people know their career paths early on, while others love many fields and want to try them all. For the latter, choices often become clearer through direct immersion rather than detached observation.

Your degree or past work experience shouldn’t confine you. If you trained in a field you no longer wish to work in, you can still leverage your expertise to transition. For example, a legal background could support opening an art gallery by aiding in copyright negotiations, while an economics degree might help launch a children’s book series on financial literacy.

Often, what once seemed like an unrelated skillset can become a unique advantage in a new field.

 

Developing independence in unfamiliar fields

 

A common misconception is that independence comes solely from competence. While expertise is valuable, true independence often depends on motivation. Some individuals, despite their knowledge, frequently seek guidance, while others proactively learn, take responsibility, and lead. The latter type thrives in leadership roles.

Today, this quality is referred to as “learning agility” – the ability to learn from experiences and apply knowledge to complex, evolving situations. Korn Ferry research shows that companies with high learning agility among leaders achieve 25% higher productivity than competitors.

 

Mastering a new management language

 

One major fear of switching industries is the challenge of learning a new professional lexicon. Initially, industry-specific jargon may sound incomprehensible, but with immersion, fluency follows within months.

Moreover, the more business “languages” you already know, the easier it is to acquire new ones, as many terms and concepts overlap across industries.

 

Industry vs. functional patriotism

 

Some professionals feel deeply connected to a specific industry; a mindset that can be described as “industry patriotism”. Others are driven by a commitment to their function – “functional patriotism” – seeking mastery in their field, regardless of industry. For instance, an “HR patriot” might prioritize becoming the best HR professional overstaying within a single business sector.

 

Navigating industry-specific attitudes

 

Long-time industry professionals sometimes exhibit skepticism toward newcomers. While many offer mentorship, others may express condescension: “What could you possibly know about us?”

Adapting to a new field, especially in highly technical industries, requires time. However, with:

  • A supportive network, including a manager who believes in your potential and encouraging friends,
  • Psychological resilience to withstand initial criticism,

transitioning becomes manageable.

In moments of doubt, consider reframing negativity into motivation – every challenge overcome is proof of your capability.

 

Choosing a new industry: practical considerations

 

Some recruiters suggest choosing a new industry based on either “the client” or “the product”. The former involves selecting a sector with a familiar target audience, while the latter means working with products similar to those in your current industry.

However, a significant challenge often lies not in industry-specific knowledge but in adapting to different work scales and result timelines. Transitioning from an operational role, where outcomes are immediate, to a strategic position, where results take years, can be difficult.

On the flip side, changing industries offers opportunities to see problems from a fresh perspective. Cross-industry experience fosters innovation, as ideas from one sector can be successfully applied to another. This cross-pollination is what makes career transitions so valuable – sometimes, 1+1 truly adds up to more than 2.

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



2026 PD Opportunities with CPHR Alberta

By Jessica Jaithoo • January 28, 2026
Plan your 2026 professional development in advance and discover what CPHR Alberta has planned for you! Below is a brief overview of the programming coming your way in the months ahead. For full details, visit our new PD Calendar , and check your Member Portal regularly for updates. Signature Events Member Recognition Gala – April 30, 2026 | The Westin Airport Hotel, Calgary We invite you to an evening of celebration, connection, and inspiration. The Member Recognition Gala is a formal event honouring the individuals, teams, and projects shaping the future of HR across Alberta, the Northwest Territories, and Nunavut. Inspired by the Aurora Borealis, this redesigned experience replaces traditional awards with Spotlights—a meaningful way to recognize excellence in action. Tickets will go on sale soon. CPHR Alberta 2026 Conference: Future-Ready HR – June 2–3, 2026 | BMO Centre, Calgary Our 2026 Conference prepares human resources (HR) professionals to master the fundamentals, embrace innovation, and build executive-level influence—creating agile organizations ready for economic and workforce change. A future-ready HR community. Registration will be opening soon. Chapter Community Events | Throughout 2026 We’ll be visiting all chapters across the year with popular community events in your region. Stay tuned for event announcements and details. Stampede Breakfast | July | Calgary, AB A member favourite breakfast event is returning! Join us to mingle, connect, and enjoy the energy of Stampede. More information will be shared soon. Certificates Workplace Investigations Training | February 17–19 and March 17–19 Presented in partnership with Veritas Solutions. The Workplace Investigations Certificate is a three‑day program focusing on three core training topics. Participants may register for the full program or select stand‑alone courses. A certificate is awarded upon completion, and no prerequisites are required. Webinars Networking at Noon Join us for one hour each month to explore current and emerging HR topics. With a new focus every session, you'll leave with thought‑provoking questions and earn 1 CPD hour. On February 12, join us for HR Trends & Priorities for 2026. International Women’s Day National Event Join us on March 4 from 10:00–11:30 a.m. for a special fireside chat with Layne the Auctionista and Sheena Russell, founder of Made with Local . This national celebration of International Women’s Day explores the theme “Give to Gain,” highlighting how generosity and purpose‑driven leadership can shape meaningful careers. You’ll hear real stories, bold insights, and practical inspiration you can take back to your HR practice. Details ®gistration: https://cphrns.ca/events/EventDetails.aspx?id=2018615&group= Virtual Sessions for Students Students can expect two sessions each month: one dedicated to building skills one offering practical advice from HR professionals in the field These sessions are complimentary for Student Members. Are you interested in becoming a member? Students receive complimentary membership. Learn more: www.cphrab.ca/student-programs Other Events DisruptHR YYC 13.0 will take place in October. More details will be shared in late summer. Plan Your Year With Us Explore the full list of programs and events on our 2026 PD Calendar.

Welcome to OY Works: Practical Tools to Recruit, Onboard & Retain Opportunity Youth

By Jessica Jaithoo • January 22, 2026
In 2025, CPHR Alberta became a partner to the Collaborative Funders Table and the Calgary Youth Employment Initiative to address under-employment for opportunity youth. Over seven months, more than 60 partners came together to research, design, and test what would become OY Works . That story of co-creation is what makes this toolkit different. Employers shared what they need to know and what tools would make a difference. CPHR Alberta members contributed HR expertise through representation on the steering committee, and participation in surveys, interviews, and protype testing throughout 2025. Attracting, engaging, and retaining young talent isn’t just a workforce strategy — it’s an investment in our collective future. When we empower youth with meaningful opportunities, modern skills, and a sense of belonging, we build workplaces that are more innovative today and more resilient tomorrow. The organizations that thrive will be the ones that recognize youth not as the workforce of the future, but as essential contributors shaping the world right now. A dedicated toolkit to hire opportunity youth gives HR professionals and employers the practical resources, insights, and frameworks they need to connect with young people authentically — turning intention into action and helping break down barriers and supporting organizations to build strong, sustainable talent pipelines. Co‑designed with HR professionals and industry leaders, the toolkit reflects real challenges and real solutions, ensuring it is both practical and deeply aligned with the needs of today’s evolving workforce. - Lisa Watson, CPHR Alberta Board Director, OY Works Steering Committee Member Today marks an exciting milestone: the launch of OY Works , an online toolkit designed to make inclusive youth hiring easier for Alberta employers and HR professionals. This free resource was co-created by a diverse group of stakeholders—employers, HR experts, and non-profit agencies—who share a common goal: opening doors for young people who are ready to work but face barriers. Why OY Works? Too many youth are eager to contribute, learn, and grow, yet struggle to access meaningful employment. OY Works is here to change that. Built with practicality and purpose in mind, the toolkit offers actionable strategies to help businesses recruit, onboard, and retain Opportunity Youth—young people aged 18–29 who are not currently in school, training, or work. What’s Inside the Toolkit? It makes business sense: Read the Business Case for hiring Opportunity Youth and be empowered to influence leaders. Explore the ideas and tools in the Quick Start Hiring Guide . Learn how to onboard effectively and build retention from day one in the Optimal Onboarding & Mentoring Guide and the Retain & Grow Guide . Discover how non-profit agencies are preparing OY for the workplace. They often support employers and employees through all stages of employment. This isn’t just about doing good—it’s about making smart business decisions. Inclusive hiring strengthens workplace culture, reduces turnover, and taps into a motivated talent pool ready to make a difference. We invite you to explore OY Works and join the movement to create opportunities for youth who deserve a chance to shine. Explore the OY Works toolkit: https://bit.ly/3L6SQuF When young people get a chance to contribute, it’s a win for youth, employers and the community. Join us in spreading the word by sharing the toolkit with your networks.

Refuel. Recharge. Repeat: Lead Yourself with Intention and Energy

By Jessica Jaithoo • January 13, 2026
Author: Robin O’Grady Wellbeing can feel impossible when life is already overflowing. The thought of adding “one more thing” to your plate? That’s enough to send anyone over the edge. However, in the end, taking care of your own health is not a “nice to have”, it is essential, in more ways than one. As an HR Professional you are often the go-to for tough conversations and as a support system. Protecting your own energy isn’t only about your personal wellbeing, it is what allows you to show up fully for your people, when it matters most. To get it out of the way, here are the things this is NOT about: Going to the gym Hopping on a trend (wellness/fitness/nutrition) Adding more things to your calendar What it will be about is… Refuel, Recharge, Repeat . Leading yourself with intention and energy. Perspective Shift Keep it simple. Thriving over surviving. When in the tornado of your day-to-day adding things to you r calendar can feel overwhelming and unattainable. The first step is to take stock of your capacity, really step back and assess what you might have available timewise. Then, assess how full your fuel tank is, how are your energy levels at different times of the day? Only then can the strategy be built on how to implement what is right for you. To begin, choose only one thing, many struggle because they try to do too much at once. Tips If choosing nutrition as a needed change, consider adding or removing only one thing as a beginning VS changing your entire diet or diving into a trend-based program that you know isn’t sustainable. Movement comes in a large variety of ways. Think about things you actually enjoy doing and find ways to add them instead of forcing yourself to do things you don’t enjoy just for the sake of adding more movement. Fulfillment is an important part of taking care of your holistic health, prioritize time for things you love – hobbies/family/travel etc. Energy Management The oxygen mask principle is a familiar one. When flying on an airplane, the flight attendant tells us that in the case of emergency, you must put on your own oxygen mask before helping others. This is where the protection and management of your energy begins. Awareness of what energizes you VS what drains you and an intentional placement of those things through your day as one step. Another, in protecting your calendar and being diligent about the spaces you had set aside for your energy management (eg. specific closed door office hours or break times). Tips Take your breaks away from your desk, even away from the building when possible. Implement grounding practices through your day, for example, before entering the workspace and at the end of your day before going home. Protect your transition time - 15 minutes between meetings to process and reset. Intentional Adaptation Making a decision that something might need to change is really the first step, without that awareness, there is little that can or will be done. As a leader, your responsibility is to yourself, but it is also in role modelling for the team. HR Professionals set the tone for the workplace culture around them. The way you prioritize your own boundaries and wellbeing quietly gives others permission to do the same. When you show up with intention, it ripples through the entire organization. The research and stats are clearer now than ever before, workplace wellbeing as a strategy, is one that increases the bottom line and enhances the overall culture of your workplace. In order to see the high end of those stats, intentional adaptation is key. This is a strategy and a process, one that will make you and your business better, you could be the catalyst for that. Tips Create a community within the workplace to prioritize these habits and strategies with. Make it a fun practice you can all do together and hold each other accountable to, especially when the day takes over and the “tornado” is most fierce. Build out the process and SOP in the same way you would for other business strategy and involve your team in the process, so you know what you are planning is good for the whole. Make sure you are first. Leaders first. Remember the oxygen mask principle, you deserve whole health, and you will thank yourself later for checking in and adjusting when needed. Start with some space to breathe. That space? It comes from letting go of what you think you "should" be doing and tuning into what actually serves you and your team. Wellbeing isn't a one-size-fits-all prescription. It's a personal practice of alignment, which can (and should) be translated into how you all work as a whole. Today is as good as any, tomorrow will come regardless. 
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