Let’s start by breaking down these two questions and bust the beliefs which are keeping you stuck:

1. “What I want isn’t available — I need to look externally.”

The first misconception is the opportunity isn’t available internally. The organisations I work with are incredibly conscious about the pace of change. They know the roles that exist today and capabilities they require right now will look completely different in 12 months’ time — let alone 5 or 10 years down the track.

For this reason, there’s a real focus on retaining their best people, upskilling internally and protecting valuable company knowledge. I’m talking about relationships, systems, IP — everything that walks out the door when someone leaves.

As a result, there’s now more of an openness to supporting internal moves — even beyond existing teams, departments or career paths. Especially as company structures become flatter and they need people who are agile and adaptable. I’ve seen leaders shift from IT to finance, finance to procurement or legal to commercial roles — and it’s not unusual anymore.

Don’t walk away without exploring what’s possible — because there could be more opportunity than you think!

2. “My boss won’t support my move.”

The second misconception is your boss won’t back you.

A lot of individuals assume their leader won’t support them — but often, they haven’t even asked! They haven’t shared what isn’t working or had a conversation about what they want. And when you don’t raise it, nothing changes — which is exactly what keeps you stuck.

This is something that always frustrated me during the years I spent in recruitment. I’d talk to so many people who’d go straight to resigning, without speaking to their manager first. It’s why I’ve always encouraged people to address any issues or explore their internal options before looking externally.

If you’re a top performer, the likelihood is your boss WILL want to keep you.

Still, I talk to leaders all the time about the importance of taking a long-term view. This means supporting their employee’s long-term objectives beyond their immediate role, team or department. Better they make an internal move than leave the organisation altogether!

When you’re transparent about what you want, it gives your manager the chance to support you in your role right now. Whether it’s to develop new skills needed for future jobs, helping you identify different career pathways in the business or backing you for other internal positions.

And even if you do decide to move on, you’re more likely to leave on good terms and stay in touch with your boss. This allows you to keep the door open for future opportunities — and they benefit if you return later with additional skills and experience.

But you need to take ownership. Because nothing changes unless YOU start the conversation!

Here are 5 practical strategies to take control of your next career move:

#1 — GET CLEAR ON WHAT YOU WANT, FIRST

What’s your ultimate career goal? And where do you want to be in 6-12 months?

Consider: What skills do you need to develop or strengthen to support this next step? Take the time to clarify this before you have the conversation.

So many ambitious leaders I work with are searching for something more or are ready for a new challenge, yet have no idea what that looks like. Once we unpack their vision, values and what they want next, they often realise they don’t need to change companies — but redefine their path within it.

When you know what you want, you will take ownership of your next move — without always needing to leave.

#2 — TALK TO YOUR LEADER

Be transparent about what you’re looking for — while confirming your commitment to continuing to perform in your role right now.

Ask yourself: How can I gain experience in my current job in a way which supports the team? Explore how you can add even more value as you upskill and develop the skills you need for your future career.

Some individuals hesitate to speak up because they don’t want to seem ungrateful or worry it’ll signal they’re planning to leave. But when you’re clear and strategic about what you want, it builds trust and creates new opportunities.

#3 — HIGHLIGHT THE BENEFITS

The way to get your boss’s buy-in is to make the business case. Demonstrate your long-term commitment by talking openly about where you want to go next. Make it clear you’re invested in the business and willing to do the work to make your next move beneficial for everyone.

Then, show how supporting your career and development benefits the team, department and overall organisation. Help them connect your individual goals to the broader business objectives.

You could even prepare a short summary or one-pager outlining how your development aligns with your team’s goals. I’ve seen clients use this approach to shift the conversation or get their proposal across the line.

When you position your development as a win-win and link your goals to the bigger picture, you will gain the support of your boss.

#4 — MAP OUT AVAILABLE PATHWAYS

What internal career pathways already exist? Are there people doing work you want to do — or projects which align with your interests and goals?

A lot of leaders don’t realise those options even exist because they’ve never had a conversation with someone in another department. This is why informal conversations, like grabbing a coffee with someone doing the work you want to explore, can open doors you didn’t know were there.

Identify specific ways to test out or explore these opportunities. Shadow someone or take on an additional project. Ask your leader to keep a look out for suitable opportunities, to connect you to other leaders and endorse any internal applications.

When you actively explore the opportunities around you, you’ll have greater visibility of what’s possible within the business.

#5 — LOOK BEYOND YOUR BOSS

Build your support network of mentors, sponsors, other leaders and peers — both inside and outside the business. If your manager then doesn’t support your goals, take ownership.

Speak to HR about internal pathways or positions which fit your goals. Develop relationships with key stakeholders across the business, including leaders you want to work for or departments of interest. Make yourself visible and invest in building your internal network.

One of the best ways to futureproof your career is to build relationships beyond your immediate team. When done strategically, these connections will support your career long after your current role or next move.

Finally, do everything within your power to explore internal opportunities first. You can absolutely pursue external options at the same time — but make sure leaving is always your last resort

When you invest in your network, you will stay in control of your next move — even if your boss isn’t on board.

Too many people stay stuck in their careers — or even leave their organisation too soon — because they assume what they want isn’t available internally or their boss won’t support it.

These strategies have helped my clients take ownership of their careers, open up the conversation and ask the right questions — before deciding to move on. I hope they support you too!

Want further support to take control of your next career move? 

Click HERE to book a free 30 minute consult and find out how coaching with me can help you!

Stacey Back is The Career Planning Specialist, an executive career + leadership coach and speaker. She helps high-achievers at a career crossroads find the work that lights them up, increase their income, impact and create a career + life on their terms. Stacey works virtually with individuals and organisations based across the globe.