A new career can begin without having to find a new employer

Q Some opportunities will be opening up in my company in the next six months if we land a likely new account. I'm ready to do something new--how do I get myself in line for one of the new positions?

A Understand what you have to offer, be prepared to address gaps and communicate your hopes so that you aren't overlooked.

The inner game

As you consider a new role, think about what you'd like to gain from it. Since you're early in your career, you'll want to broaden your depth of business knowledge. Or you may be interested in shifting into something different, or even in taking your first step into management. Clarify your hopes to help you home in on the new positions that are most appealing.

This is important, because then you'll be able to match your background to your preferred new role. The aspects where your education or experiences align are easy. It's more challenging to convince a prospective new boss that you have what it takes to learn new skills. So, if you want to move from your current technical role into sales support, for example, prepare yourself to discuss how you'd be able to move into a more client-facing role.

Look behind the scenes to understand the team that is likely to lead the new account. If you aren't personally acquainted with them, map out the informal networks that can connect you with them.

Be aware of your reputation in the company. If you're seen as a "rising star," your path will be easier. If you're viewed as competent, but with a limited skill set, you'll need to overcome this. If there are any negatives, be ready to address them directly.

Start with your boss. If you haven't had conversations about your career path, now is the time to start. Active support for growth, specifically a move into a new role, would be optimal; at the very least, you need to avoid surprises.

Make a communication plan. Develop a résumé that highlights your ability to move into the roles you're most interested in. Hint: Do not take the "any of them would be fine" approach. You'll look less serious than if you focus on one, perhaps two, roles.

Share your thoughts for the future with key people, such as your human resources team, the likely leadership team and others who may be influential in the account rollout. If your boss is on board with you, he or she could help you with this step. During these conversations, ask a lot of questions about the roles, the skills needed, and their vision for the new team. Let them know that you're interested, and be sure to follow up on every conversation with a thank you and some insight from your chat that will build your credibility as a candidate.

What if your boss isn't supportive? Then look for a mentor or champion who will foster your growth in the firm.

The last word