Imagine you’re putting together a team at work to tackle a complex project.
You wouldn’t just hire six people and hope they figure it out. You’d define roles. Clarify responsibilities. Make sure each person knows what they’re supposed to be doing.
That’s the difference between a group of people and a functioning team.
Building a support team for your career change works exactly the same way.
But here’s what most people do:
They vaguely mention to a friend or a family member that they’re thinking about making a change. They hope someone steps in with the right help. And then they’re disappointed when that doesn’t happen.
It’s not because people don’t care. It’s because nobody knows what their job is supposed to be.
In this episode, I’m going to walk you through 6 distinct roles. Each one serves a different purpose.
By the end, you’ll have a checklist. And a checklist makes everything easier.
Why Roles Matter For a Support Team to Work
When one of my clients built a support team for her career transition, she didn’t just say to people: “Will you support me?”
Instead, I got her to she get specific.
She said to one person: “You’ve made a career change before. Would you be open to sharing your story with me – the good bits and the hard bits – to help me understand what’s actually involved?”
To another: “I know you do brave things all the time. I’m going to need someone who believes I can do this, especially when I doubt myself. Would you be that person?”
And to a third: “We’re both making a shift right now. Would you want to check in with each other every two or three weeks and share what we’re learning?”
And just like that, people knew what to do. And they showed up brilliantly.
The difference between vague support and real support is clarity.
So let me give you that clarity for the six roles you should consider on your support team.
The 6 Roles Leaders Should Consider for their Career Transition Support Team
Role 1: The Mentor
Who they are: Someone who’s made a career change themselves.
What they do: They validate that what you’re experiencing is normal. They share their story – including the messy bits. They prove, through their existence, that career change is actually possible.
What you ask them for:
- Stories of how they tackled challenging situations
- Examples of things that worked well
- Cautionary tales of habits that held them back
- Reassurance that you’re not crazy for wanting to make a shift
Why it matters: A mentor is living proof that you can do and survive this. They’ve been where you are. And they came out the other side.
Role 2: The Motivator
Who they are: Someone adventurous and experimental. Someone who does courageous things all the time.
What they do: They remind you of your own courage when fear shows up. They celebrate small wins. They make the process feel playful instead of terrifying.
What you ask them for:
- Encouragement when you’re shrinking
- Stories of times they overcame fear
- A friendly poke in the ribs when you need it
- Reminders of how capable you actually are
Why it matters: Fear is one of the biggest blockers in career change. A motivator helps you move through it instead of getting stuck in it.
Role 3: The Mirror
Who they are: Someone else who’s making a career change right now.
What they do: They normalize your experience. They remind you that there’s nothing wrong with you for feeling this way. You’re in the same boat. And the advice you give your peer is a good reminder for you too.
What you ask them for:
- Regular check-ins to share how you are going
- Resources and communities they’re finding helpful
- Mutual encouragement and accountability
- Honest conversations about what’s hard
Why it matters: There’s something uniquely powerful about being around someone who gets it because they’re living it too. You’re not explaining yourself. You’re just… understanding each other.
Role 4: The Manager
Who they are: Someone who loves accountability and timelines. Someone who’s naturally organized.
What they do: They help you break down the mess in your head into small, manageable steps. They keep you consistent. They make sure you’re always working on something, however small.
What you ask them for:
- Breaking down big thoughts into actionable steps
- Regular check-ins to keep you accountable
- Support tracking your progress
- A gentle nudge when you’re procrastinating
Why it matters: Career change has natural ebbs and flows. But the most effective strategy is taking small steps, consistently. A manager makes that happen.
Role 5: The Trusted Expert (Maven)
Who they are: Someone who’s an expert in career change. This might be a career coach or counsellor, or someone who’s deeply studied the process.
What they do: They bring expertise and perspective. They challenge your thinking.
What you ask them for:
- Specific strategies for tackling obstacles
- Insight into what works and why
- Coaching and guidance to challenge your thinking
- A sense of being in control of the process
Why it matters: Nobody teaches you how to make a career change in school. A trusted expert makes sure you’re taking the most effective actions.
Role 6: The Mooring
Who they are: Someone who’s essentially a big hug on legs. Someone steady, warm, safe.
What they do: They provide emotional safety. They listen without trying to fix or advise. They remind you of who you are when you’ve lost sight of it.
What you ask them for:
- A safe space to release pressure
- Those SOS calls when it all gets too much
- Reminders of your capability when you’re doubting
- Gentle nudges to take care of yourself
Why it matters: Career change is emotionally demanding. Sometimes you just need someone to witness your struggle with understanding, kindness and care.
Why You Don’t Need All 6 Roles on Your Career Transition Support Team
Before you feel overwhelmed: You don’t need to recruit all six people!
Think of it like a tapas menu. You can mix and match.
You might find multiple roles in one person. A coach could be both Trusted Expert and Manager. A friend who’s also changing careers could be the Mirror and a Motivator.
You might start with one person and add more over time. You might find some in your personal network and hire others professionally.
The point isn’t to build a massive team. The point is to build one that fits your actual needs.
What Comes Next
In the next episode, we’re going to talk about how to actually assess which roles YOU need.
Because your needs are specific. You might need strong accountability. Or emotional safety. Or someone who’s done this before. Or a combination.
Understanding what you actually need – rather than what you think you should need – makes all the difference.
Until next time: make space, rediscover YOU, and then take action.