Coaching a Career Transition
This case study illustrates how a blend of deep listening, metaphorical thinking, and somatic awareness can support clients in overcoming internal obstacles, allowing them to embrace new identities and create fulfilling professional paths.
Introduction. This case study focuses on supporting a senior female officer from the Canadian Armed Forces (CAF) in their transition to a second career post-retirement. With over 25 years of extensive operational, command, and staff experience, the client sought coaching to navigate their professional transition out of uniform.
Client Profile. The client, referred to as Client A, was a retiring senior female officer in the CAF. They had a distinguished career spanning more than two decades and had accepted a part-time Reservist role. Although they wanted to transition to new career opportunities, they felt stuck and unable to advance. Repeated offers of new opportunities within the CAF also made it difficult for them to consider moving on.
Initial Situation. Upon beginning coaching, Client A expressed feelings of being “stuck” in their current role, with an internal struggle between staying in a familiar environment and pursuing a new career path. They wanted to transition but felt held back by a sense of duty and the comfort of their uniformed identity.
Coaching Objectives. We contracted for a term of 8 sessions for individual coaching. The client’s primary objectives included:
- Gaining clarity on what they wanted to achieve in their next career chapter.
- Developing actionable steps to transition smoothly into a fulfilling new role.
- Addressing internal barriers and assumptions that were preventing them from taking the next step.
Coaching Methodology and Tools. In our sessions, I focused on ‘deep listening’, drawing from Nancy Kline’s approach in The Promise that Changes Everything. This process allowed the client to explore and articulate their thoughts without interruption. Together, we explored the “blocking assumptions” that held them back from embracing a new identity outside the military.
We also explored the alignment of three states of being — “I am, I do, I have” — recognizing that the client’s choice of self-perception (I am) influenced their actions (I do) and the outcomes in their life (I have). This exploration encouraged them to view their career transition not just as a job change but as part of a larger project of becoming.
Processes and Interventions. Key processes and interventions included:
- Identity Shift: A breakthrough occurred when Client A recognized the strong link between their self-identity and wearing a uniform. They began to understand that they could still embody pride, strength, and achievement without it.
- Somatic Awareness : We employed somatic techniques to help the client recognize and release physical manifestations of emotions, such as anxiety and discomfort. This led to an improved outlook and reduced anxiety.
- Anthropomorphizing Anxiety: By giving their anxiety a persona, the client could engage with it as a separate entity, gaining insight into the messages their anxiety was conveying
Client Feedback and Reflections. Client A expressed satisfaction with the coaching, recognizing how valuable it was to have a thought partner during this pivotal transition. They appreciated the opportunity to release what no longer served them and envision a future aligned with their goals and values.
As a retired military officer myself, I reflected on how beneficial similar coaching could have been during my own career transition. Observing the client’s journey highlighted the importance of letting go of old identities and welcoming new possibilities.