Pain of efforts have always been much lessor than the pain of regret. I would encourage all my clients to understand that real success comes only when one move outside of the comfort zone. Maintaining the status quo has never resulted into achieving great heights in the career. In such cases I generally use the NICC framework ( Needs , concerns Interests and challenges ) and accordingly work towards creating a professional development plan focused on the skills and knowledge they need for their new role. I would then identify specific training programs, resources, or mentors who can support their learning journey and Break down the change into manageable steps.

Start with building the client’s confidence in his/her capabilities. Setting small milestones help, such as being mindful of jumping to conclusions before actively listening to alternative ways, or delegating small tasks to others. Clearly highlight the key benefits of making conscious changes. Also don’t forget to celebrate each milestone achieved, regardless big or small.

To help a mid-career professional adapt to change, highlight the benefits of adapting for personal and professional growth. Set small, manageable goals to reduce overwhelm. Offer support through resources and mentorship to ease the transition. How do you foster adaptability in those resistant to change?

Coaching mid-career professionals who resist change requires patience and strategy. Start by understanding their concerns-fear of failure, uncertainty, or stepping out of their comfort zone. Show them how their past experiences and skills can be adapted to thrive in their new role. Encourage small steps, like learning a new tool or taking on a fresh challenge. Celebrate progress to build confidence. Remind them that growth happens when we embrace change not happens in overnight. I guide my mentees to see change not as a threat but as an opportunity to unlock their potential, excel in their careers, and secure high-paying roles. Adaptation is the key to long lasting success!

Start by identifying their resistance—like uncovering the anchor holding them back—whether it’s fear, uncertainty, or loss of control. Help them reframe change as an opportunity by connecting it to their strengths and past successes in overcoming challenges. Use small, achievable steps to build confidence, encouraging them to experiment with new approaches and reflect on wins. Introduce the idea of adaptability as a leadership skill, emphasizing its value in staying relevant and practical. By shifting focus from discomfort to growth, you help them see change as a catalyst, not a threat.

I’ve found Storytelling can be a powerful tool to foster adaptability. Sharing real-world examples of professionals who embraced change and achieved growth can inspire mid-career individuals to see the value in adapting. For example, I worked with a client transitioning from a technical role to a managerial position. Initially, he resisted soft skills training, feeling it was unnecessary. By highlighting stories of leaders who succeeded through emotional intelligence and by connecting those skills to his aspirations, he began to engage. We started with small wins—like active listening exercises—building the confidence gradually. Over time, he not only adapted but excelled in his new role. Change begins with mindset!

Good to send them for a workshop on coaching when they learn how to coach, they would learn the importance of coaching unconsciously, reflect them self about own behavior, and conduct one on one or group coaching session based on the need.

Even after a promotion, stepping into a more strategic role can feel overwhelming. I worked with a marketing professional who struggled with the shift from hands-on execution to influencing and leading cross-functional teams. She initially resisted delegating tasks, fearing a loss of control. Through coaching, she developed trust in her team and honed her leadership style. The result? A successful product launch and a leader ready to embrace her next challenge. #Leadership #CareerGrowth #WomenInMarketing

Showing to the client short-term goals / Short- Term Benedits Long-term goals/ Long-term benefits. Providing techniques for adaptability to help develop openness and flexibility. Encourage curiosity about new things by adding practicable excercises about interaction with team members to explore new skills are required to develop.

Help them understand that their extensive experience has equipped them with transferable skills that remain valuable in the new environment. Rather than feeling as though their previous knowledge is now irrelevant, they can appreciate how their communication skills, problem-solving abilities, or leadership style still hold immense value. Show how the new role allows them to apply these strengths in different ways. This reframing transforms their resistance into a sense of opportunity: they are not starting from scratch, but redeploying their capabilities in novel contexts.