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career-transitions

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Career Transitions

职业转型

Scope

适用范围

Covers
  • Clarifying what “progress” means to you (beyond compensation) and using it as a decision rule
  • Mapping your current situation into pushes (frictions) and pulls (attractions)
  • Defining a motivating “genie goal” (what you’d do if success were guaranteed) and backcasting into near-term moves
  • Turning vague ideas into 2–4 concrete target archetypes (roles/companies/paths) with clear fit filters
  • Building an opportunity pipeline (network map + weekly outreach plan) and ready-to-send outreach scripts
  • Creating a realistic 4–12 week experiment plan to de-risk the transition
When to use
  • “I want to change careers / pivot roles but I’m not sure to what.”
  • “Help me evaluate two career paths and pick one.”
  • “I feel stuck; help me figure out what I actually want next and how to get there.”
  • “I want a structured plan for a career transition, including networking/outreach scripts.”
When NOT to use
  • You need clinical mental health support for burnout/anxiety/depression (seek professional support; this skill can complement, not replace it).
  • You need legal advice (employment law, immigration/visa, contracts) or financial/tax planning.
  • You only want a resume/LinkedIn rewrite with no decision/process work (use a resume-specific workflow instead).
  • You are in an urgent workplace investigation/HR escalation where legal/process guidance is required.
涵盖内容
  • 明确对你而言“进展”的定义（不限于薪酬），并将其作为决策准则
  • 将当前现状拆解为推力（困扰因素）和拉力（吸引因素）分析图
  • 设定一个有激励性的“理想目标”（假设成功有保障时你会选择的方向），并倒推制定近期行动方案
  • 将模糊的想法转化为2-4个具体的目标职业原型（岗位/公司/发展路径），并明确适配筛选条件
  • 搭建机会渠道（人脉图谱+每周沟通计划），并准备好可直接使用的沟通脚本
  • 制定切实可行的4-12周试验计划，降低转型风险
适用场景
  • “我想转行/转岗，但不确定该往哪个方向走。”
  • “帮我评估两个职业路径并做出选择。”
  • “我感觉陷入瓶颈，帮我明确下一步真正想要的是什么以及如何实现。”
  • “我需要一份结构化的职业转型计划，包含人脉拓展/沟通脚本。”
不适用场景
  • 你因 burnout（职业倦怠）、焦虑或抑郁需要临床心理健康支持（请寻求专业帮助；本工具仅可作为补充，无法替代专业支持）。
  • 你需要法律咨询（劳动法、移民/签证、合同相关）或财务/税务规划服务。
  • 你仅需要简历/LinkedIn资料优化，不需要决策或流程规划（请使用专门的简历优化流程）。
  • 你正处于紧急的职场调查/HR申诉流程中，需要法律或流程指导。

Inputs

输入信息

Minimum required
  • Your current role/situation (title, scope, industry) and what’s prompting change
  • Your constraints (location/remote, time, money/runway, family, visa, schedule)
  • Your timeline (when you need a decision; when you could start something new)
  • What you’re optimizing for (learning, autonomy, mission, stability, leadership, compensation, flexibility)
  • 2–6 candidate directions you’re considering (even if vague) OR what you explicitly want to avoid
  • Your current “assets” (skills, strengths, portfolio/work examples, network access)
Missing-info strategy
  • Ask 3–5 questions at a time from references/INTAKE.md.
  • If the user is unsure of targets, propose 2–3 plausible archetypes and label assumptions for the user to correct.
  • If numbers are missing (runway/comp), proceed with ranges and decision thresholds.
  • Never request confidential employer information; use redacted details.
必填信息
  • 你的当前岗位/现状（职位名称、工作范围、所在行业）以及推动你做出改变的原因
  • 你的限制条件（工作地点/远程办公、时间、资金储备、家庭、签证、日程安排）
  • 你的时间规划（需要做出决策的时间；可以开始新工作的时间）
  • 你优先考虑的因素（学习成长、自主性、使命感、稳定性、领导力、薪酬、灵活性）
  • 你正在考虑的2-6个候选方向（即使模糊也可），或者你明确想要避开的方向
  • 你当前的“优势资源”（技能、强项、作品集/工作案例、人脉资源）
信息缺失处理策略
  • 从references/INTAKE.md中每次选取3-5个问题询问用户。
  • 如果用户不确定目标方向，提出2-3个合理的职业原型，并标注假设内容供用户修正。
  • 如果缺失数值信息（如资金储备/薪酬），使用范围值和决策阈值推进。
  • 绝不要求用户提供雇主机密信息；使用脱敏后的细节。

Outputs (deliverables)

输出成果（交付物）

Produce a Career Transition Pack (Markdown in chat; or as files if requested) in this order:
  1. Current State + Constraints Snapshot (what’s true now; must-haves; timeline)
  2. Progress Metric + Push/Pull Map (what “progress” means; why now)
  3. Genie Goal + 10-Year Backcast (vision; 3-year waypoint; next 12 weeks)
  4. Target Archetypes + Fit Filters (2–4 options with “fit signals” and dealbreakers)
  5. Option Scorecard + Decision Rule (how you’ll choose; what evidence you need)
  6. Opportunity Pipeline Plan (network map, weekly outreach cadence, tracking)
  7. Skills & Proof Plan (gaps, learning sprints, portfolio/proof artifacts)
  8. Experiment Plan (4–12 weeks) (tests to run; sequencing; sabbatical/bridge option if relevant)
  9. Risks / Open questions / Next steps (always)
Templates: references/TEMPLATES.md
Expanded guidance: references/WORKFLOW.md
按以下顺序产出职业转型工具包（聊天中以Markdown格式呈现；若有需求可提供文件形式）：
  1. 现状+限制条件快照（当前真实情况、必备条件、时间规划）
  2. 进度衡量指标+推拉分析图（“进展”的定义、为何现在转型）
  3. 理想目标+10年倒推规划（愿景、3年里程碑、未来12周行动）
  4. 目标职业原型+适配筛选条件（2-4个选项，包含“适配信号”和“否决项”）
  5. 选项评分卡+决策准则（选择方式、所需依据）
  6. 机会渠道规划（人脉图谱、每周沟通节奏、追踪机制）
  7. 技能提升+能力证明计划（差距分析、学习冲刺、作品集/能力证明成果）
  8. 4-12周试验计划（需开展的测试、执行顺序；若适用，包含休假/过渡方案）
  9. 风险/待解决问题/下一步行动（必备内容）
模板: references/TEMPLATES.md
详细指南: references/WORKFLOW.md

Workflow (8 steps)

执行流程（8步）

1) Intake + current state snapshot

1) 信息收集+现状快照

  • Inputs: user context; references/INTAKE.md.
  • Actions: Capture the current role, what’s driving the change, constraints, and decision timeline. Identify what must remain true (e.g., location, comp floor, hours, mission).
  • Outputs: Current State + Constraints Snapshot + assumptions/unknowns list.
  • Checks: Constraints are explicit; timeline has dates; unknowns are listed.
  • 输入: 用户背景信息; references/INTAKE.md.
  • 行动: 记录当前岗位、推动改变的原因、限制条件和决策时间线。明确必须保留的条件（如工作地点、最低薪酬、工作时长、使命方向）。
  • 输出: 现状+限制条件快照 + 假设内容/未知信息列表
  • 检查项: 限制条件明确；时间线包含具体日期；已列出未知信息

2) Define progress metric + push/pull map

2) 定义进度衡量指标+推拉分析图

  • Inputs: frustrations and attractions; desired learning; values.
  • Actions: Translate “I want a change” into: (a) a progress metric (what you want more/less of), (b) a push/pull map, and (c) what you refuse to repeat.
  • Outputs: Progress Metric + Push/Pull Map.
  • Checks: Progress metric is measurable/observable; pushes and pulls are not contradictory.
  • 输入: 困扰与吸引因素；期望的学习方向；个人价值观
  • 行动: 将“我想要改变”转化为：(a) 一个进度衡量指标（你希望增加/减少的内容），(b) 一份推拉分析图，以及(c) 你绝不想重复的经历
  • 输出: 进度衡量指标+推拉分析图
  • 检查项: 进度衡量指标可量化/可观察；推力与拉力不存在矛盾

3) Create a motivating north-star (genie goal) + backcast

3) 设定激励性北极星目标（理想目标）+倒推规划

  • Inputs: aspiration; risk tolerance; constraints.
  • Actions: Use the “genie” prompt to surface the most compelling path if success were guaranteed. Backcast to define a 10-year picture, a 3-year waypoint, and the next 12 weeks.
  • Outputs: Genie Goal + 10-Year Backcast.
  • Checks: Backcast produces concrete near-term moves (not just vision).
  • 输入: 个人抱负；风险承受能力；限制条件
  • 行动: 借助“理想目标”引导，挖掘出假设成功有保障时最具吸引力的发展路径。通过倒推法制定10年愿景、3年里程碑和未来12周的行动方案
  • 输出: 理想目标+10年倒推规划
  • 检查项: 倒推规划产出具体的近期行动（而非仅停留在愿景层面）

4) Generate 2–4 target archetypes + fit filters

4) 生成2-4个目标职业原型+适配筛选条件

  • Inputs: progress metric; backcast; constraints.
  • Actions: Turn the vision into 2–4 target archetypes (role + environment). Define fit filters: culture/people fit, learning, autonomy, trust, pace, stability, mission, comp.
  • Outputs: Target Archetypes + Fit Filters.
  • Checks: Each archetype has clear “fit signals” and “no-go” signals.
  • 输入: 进度衡量指标；倒推规划；限制条件
  • 行动: 将愿景转化为2-4个目标职业原型（岗位+工作环境）。明确适配筛选条件：文化/人际适配度、学习成长、自主性、信任度、节奏、稳定性、使命方向、薪酬
  • 输出: 目标职业原型+适配筛选条件
  • 检查项: 每个原型都有明确的“适配信号”和“否决信号”

5) Build an option scorecard + decision rule

5) 构建选项评分卡+决策准则

  • Inputs: archetypes; priorities; constraints.
  • Actions: Create a lightweight scorecard (weighted criteria) and a decision rule (what evidence is required to choose). Identify the 3–6 biggest unknowns and how to resolve them.
  • Outputs: Option Scorecard + Decision Rule.
  • Checks: Criteria map to progress metric; weights reflect priorities; unknowns have a plan.
  • 输入: 职业原型；优先考虑因素；限制条件
  • 行动: 创建轻量化评分卡（带权重的评估标准）和决策准则（做出选择所需的依据）。找出3-6个最大的未知问题，并明确解决方式
  • 输出: 选项评分卡+决策准则
  • 检查项: 评估标准与进度衡量指标匹配；权重反映优先顺序；未知问题已有解决计划

6) Build an opportunity pipeline (network + serendipity plan)

6) 搭建机会渠道（人脉+意外机遇规划）

  • Inputs: existing network; target archetypes; time available weekly.
  • Actions: Build a list of people/communities to engage, a weekly outreach cadence, and a tracking system. Draft outreach scripts (informational interview, referral, follow-up).
  • Outputs: Opportunity Pipeline Plan + outreach scripts.
  • Checks: Pipeline has weekly targets (e.g., 3 outreach messages/week); next 7 days are scheduled.
  • 输入: 现有人脉；目标职业原型；每周可投入时间
  • 行动: 列出需要对接的人员/社区清单，制定每周沟通节奏和追踪机制。撰写沟通脚本（信息性访谈、推荐请求、跟进）
  • 输出: 机会渠道规划 + 沟通脚本
  • 检查项: 渠道规划包含每周目标（如每周发送3条沟通信息）；已安排未来7天的行动

7) Skills & proof plan (learning sprints + portfolio)

7) 技能提升+能力证明计划（学习冲刺+作品集）

  • Inputs: target archetypes; current assets; gaps.
  • Actions: Identify the 3–5 highest-leverage gaps and design learning sprints. Define proof artifacts (project, write-up, demo, case study) that signal capability.
  • Outputs: Skills & Proof Plan.
  • Checks: Each gap has a concrete proof artifact; plan fits time/runway.
  • 输入: 目标职业原型；当前优势资源；差距分析
  • 行动: 找出3-5个最具影响力的差距，设计学习冲刺方案。明确可证明能力的成果（项目、文章、演示、案例研究）
  • 输出: 技能提升+能力证明计划
  • 检查项: 每个差距都对应具体的能力证明成果；计划符合时间/资金储备限制

8) Quality gate + finalize the 4–12 week experiment plan

8) 质量校验+最终确定4-12周试验计划

  • Inputs: full draft pack.
  • Actions: Turn unknowns into a sequenced experiment plan (informational interviews, shadowing, mini-projects, internal transfer, sabbatical/bridge proposal). Run references/CHECKLISTS.md and score with references/RUBRIC.md. Add Risks / Open questions / Next steps.
  • Outputs: Final Career Transition Pack.
  • Checks: The next 2 weeks have scheduled actions; risks and unknowns are explicit; decision rule is clear.
  • 输入: 完整的工具包草稿
  • 行动: 将未知问题转化为有序的试验计划（信息性访谈、岗位观摩、小型项目、内部转岗、休假/过渡方案）。使用references/CHECKLISTS.md进行检查，并通过references/RUBRIC.md进行评分。添加风险/待解决问题/下一步行动
  • 输出: 最终版职业转型工具包
  • 检查项: 已安排未来2周的行动；风险和未知问题明确；决策准则清晰

Quality gate (required)

质量校验（必填）

  • Use references/CHECKLISTS.md and references/RUBRIC.md.
  • Always include: Risks, Open questions, Next steps.
  • 使用references/CHECKLISTS.md和references/RUBRIC.md进行校验
  • 必须包含：风险、待解决问题、下一步行动

Examples

示例

Example 1 (pivot with constraints): “I’m a PM considering a move into product marketing or developer relations. I have 10 hours/week and need to stay remote. Use 
career-transitions
to create a Career Transition Pack with an option scorecard and a 6-week experiment plan.”
Expected: archetypes + scorecard + outreach/scripts + experiment plan.
Example 2 (stay vs go): “I’m feeling stuck at my current company. I’m not sure whether to ask for a 3-month sabbatical, transfer internally, or leave. Use 
career-transitions
to help me decide and draft a sabbatical/bridge proposal.”
Expected: push/pull + progress metric + decision rule + sabbatical proposal + next steps.
Boundary example: “Tell me whether I should quit tomorrow and move countries on a visa without any plan.”
Response: out of scope for legal/immigration advice; recommend professional support and a safer decision process; offer to help build a plan once constraints are clarified.
示例1（带限制条件的转岗）： “我是一名PM，正在考虑转向产品营销或开发者关系岗位。我每周能投入10小时，且必须远程办公。请使用
career-transitions
工具生成包含选项评分卡和6周试验计划的职业转型工具包。”
预期产出：职业原型+评分卡+沟通脚本+试验计划。
示例2（留任 vs 离职）： “我在当前公司感到陷入瓶颈。我不确定是申请3个月的休假、内部转岗还是离职。请使用
career-transitions
工具帮我做决策，并起草休假/过渡方案。”
预期产出：推拉分析+进度衡量指标+决策准则+休假方案+下一步行动。
边界示例： “告诉我我是否应该明天辞职，然后无计划地持签证移居国外。”
回复：此需求涉及法律/移民咨询，超出本工具范围；建议寻求专业支持并采用更稳妥的决策流程；待限制条件明确后，可协助制定规划。