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Job change conversations

By D Southgate ·
When an IT manager wants to move on from a present job, what's the best way to break the news to superiors? How should IT managers hand over work assignments so as not to burn bridges? And what tone should the "I want to leave" conversation take with superiors?

I'm looking for advice and anechdotes from IT managers who've succesfully transitioned out of jobs into new positions. If you'd like to share, please write to me at dcgate@yahoo.com or post here.
-David Southgate
Freelance Writer
My BIO: http://www.techrepublic.com/authorbios/author_bio.jhtml?authorId=dcs

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Moving on is encouraged, if you want it

by dirk_k_publish In reply to Job change conversations

Fortunately, asking for a job change isn't the same as asking to end a personal relationship - though many people go about it with the same dread. This is especially true when discussing your ambitions with upper level management. Of all the people out there, aren't these the very ones most likely to share your enthusiasm for advancement?

The question is, are you looking for a transition after already demonstrating success? If so, then look ahead and realize there are other positions to be filled. To step forward and ask to fill a position actually helps your managers with at least two critical factors in the selection process: motivation and capability. Too many people are promoted without demonstrating either. Maybe you're not ready for the new role, but by making it known that you want it, a shrewd manager will acknowledge your request and help prepare you.

Of course, if you're currently doing an exemplary job and take pride in it, perhaps the real problem here is that you're projecting your sense of pride onto your managers and assume that they, like yourself, can't fathom anybody else doing your present job. Well, get over it. Somebody can do your job, and just maybe that somebody is already in your group and aspiring to have a chance at doing it even better.

It's a healthy mindset to believe that things will only improve when you're gone and you take steps to ensure that it does. In fact, ensuring your group's ongoing prosperity should be considered the final measure of how well you performed your job.

Seek out those who aspire to take on new opportunities. Show them what they need to know, and then set them free to add their own personal touch. If you're sincere about moving on, you'll have already started this process. And you'll make this a point when you approach your managers with your idea to help the company (and, admittedly, yourself) in a new capacity.

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