Here’s what I hear a lot from public sector leaders when they realise they need a support team for their career transition:
“I know I need this. But I don’t know where to find these people.”
“All my close friends are colleagues. I can’t be open with them.”
“I don’t have anyone in my network who’s done what I’m thinking about doing.”
It can be a real constraint.
Especially in the public sector, where your world can feel quite closed: colleagues, the people you work with, maybe some long-standing friendships.
Everyone seems to know everyone, with only a few degrees of separation.
And yet: everyone is kind of in the same boat, facing the same constraints, thinking the same thoughts.
So where do you find people who’ve made different choices?
Who’ve taken different paths?
Who can model something new for you?
How do you know where to look?
Let’s talk about that.
I share where to find the right people for three roles on your career transition support team. And how to approach them if you don’t already know them.
The Problem with Your Obvious Candidates
Your instinct is probably to recruit from your immediate circle: close friends, family, maybe colleagues you trust. And yes, some of those people might end up on your team.
But here’s the thing: Your immediate circle is probably a lot like you.
Same career path. Same city. Same socioeconomic background. Same age range. Similar constraints.
They’re great for so many things. But for expanding your possibilities? For seeing that there’s another way?
You need to look further out.
This doesn’t mean leaving your close relationships behind. It means widening your circle.
Where Public Sector Leaders Find the Right People for 3 Key Roles on Their Career Transition Support Team
1. Finding A Mentor
A Mentor is someone who’s made a significant career change.
Where to look:
- Your professional networks: who do you know who switched fields or sectors?
- Industry events or conferences where people from different sectors gather
- Ask people you trust: “Do you know anyone who’s made a career change I could talk to?”
- Specialists in the field you’re interested in
How to approach them: Keep it simple and honest. “I saw your career progression and I’m impressed. I’m thinking about making a change myself. Would you be open to a conversation about your experience?”
Most people are flattered to be asked. Some might remember how scary it was to make their own change, and are willing to help you on your way.
2. Finding A Motivator
A Motivator is someone adventurous and brave. They don’t necessarily have to have changed careers themselves – they just do courageous things.
Where to look:
- People in your life who’ve taken interesting risks: started a business, moved countries, left a secure job.
- Your wider network, not just close friends
- Communities around things you’re passionate about. This could be a running groups, for example, or art communities or volunteer organisations.
How to approach them: You might actually know someone like this already. Try saying to them:
“I’m thinking about making a big change and I’m scared. You’re one of the bravest people I know. Would you help me think this through?”
3. Finding A Trusted Expert
A Trusted Expert is someone who specialises in career change – usually a career coach or consultant, or someone who’s deeply studied the field.
Where to look:
- Professional career coaches and consultants
- Career coaching services in your organisation (some public sector employers cover the full costs or pay a contribution, as part of their learning and development budget)
- People who’ve published on career change: podcasts, articles, books
How to approach them: This is usually a professional relationship, so it’s straightforward: You reach out and discuss whether they’re the right fit for what you need.
The LinkedIn Strategy
LinkedIn is surprisingly useful for finding people.
Search for:
- People in roles you’re curious about
- Your alma mater, filtered by company (see what paths your classmates took)
- People with interesting career transitions in their profile. Use keywords like “career change,” “career transition,” “second career”
- People in the field you’re interested in who have diverse backgrounds
When you find someone interesting, look at their full profile. Read their summary. See if there’s a story there.
Then reach out with something genuine: “I came across your profile and I’m impressed by your journey. I’m exploring a similar direction. Would you be open to a 20-minute conversation?“
Most people say yes.
Beyond Your Obvious World
Here’s the thing about the public sector: It can feel insular.
You’re in your department, your sector, your city. You see the same people. You hear the same conversations.
But outside that bubble, there are people doing different things. Making different choices. Creating different lives.
Some of them would be happy to tell you about it. You just have to ask.
One more thing: It’s okay to start small. You don’t need to recruit every role on your support team at once.
Pick one role. Find one person. Have one conversation. See how it feels. Build from there.
What Comes Next
In the next episode – the last one in this series about building your career transition support team – we’re going to talk about the practical side.
How to actually use your support team. How to structure these relationships so they’re helpful for you AND sustainable for them.
Because having a great team is one thing. Actually working together well is another.
Until next time: make space, rediscover YOU, and then take action.