Latest / The Career Mentor Podcast with Fexingo: Finding Mentors, Sponsors, and Career Advisors / How to Find a Mentor When You Are Switching Careers at 50
Transcript
- Lucas: So, Luna, I've been thinking about the phrase 'you can't teach an old dog new tricks,' and honestly, it's one of the most damaging myths in the working world. Especially when you look at the data on people switching careers later in life. Luna: I was just about to bring that up. We've covered mentorship from so many angles on this show, but we've never really drilled into the specific challenge of finding a mentor when you're over fifty and switching industries. Lucas: Right, and that's a growing demographic. The Bureau of Labor Statistics projects that by 2030, nearly one in four workers in the US will be over fifty-five. And a lot of them are not just staying in their roles — they're pivoting into entirely new fields. Luna: And what's the actual data on how they fare? I feel like there's a lot of doom and gloom about age discrimination, but is there any good news? Lucas: Actually, there's a really interesting study from the Federal Reserve Bank of New York, from 2024. They tracked workers over fifty who changed industries and found that their median wage increase was about 12 percent. That's actually higher than the 8 percent bump for workers under thirty doing the same thing. Luna: Wow, that's counterintuitive. So all that experience and wisdom actually pays off in the job market. Lucas: It does, but it only pays off if you're willing to learn the new rules. And that's where a mentor comes in. The problem is, the standard mentorship advice out there is often aimed at twenty-five-year-olds — ask for coffee, use LinkedIn, that kind of thing. It doesn't always translate when you're fifty and have a thirty-year career behind you. Luna: Yeah, the power dynamics are completely different. I mean, a fifty-year-old manager is not going to feel comfortable cold-messaging a stranger and saying 'please mentor me.' It feels almost humiliating. Lucas: Exactly. So the first thing to understand is that the old model of mentorship — where a wise elder takes a young protégé under their wing — is flipped. At fifty, you might be the elder, but you're also the newcomer in a new industry. You need a different kind of alliance. Luna: So what does that actually look like in practice? Who should they be targeting as a mentor? Lucas: Well, first, they should look for someone who has made a similar transition, not just someone high up. So if you're a former teacher moving into corporate learning and development, find someone who did that exact move five years ago. They understand the specific challenges of being an 'old kid on the block.' Luna: That makes sense. And what about the approach? Because like I said, it's hard to ask for help when you're used to being the one who gives it. Lucas: That's where you have to reframe it. Instead of 'I need a mentor,' you approach it as 'I'm exploring a new space, and I'd value your perspective on the landscape.' You're offering them the chance to share their expertise, which most people love to do, and you're not putting yourself in a subservient position. Luna: And you're also not pretending to know nothing. That's a mistake I see — older workers think they have to act like beginners, and it comes off as insincere. You have twenty years of project management, even if it was in a different field. That's transferable. Lucas: Right. So the ask should be specific. Not 'could you be my mentor?' but 'I'm moving into data analytics, and I'd love to discuss how you navigated the transition from operations. Could we have a thirty-minute chat?' That's an easy yes. Luna: And what about the reverse? At fifty, you might actually have a lot to offer a younger mentor. I'm thinking of that concept of reverse mentorship that we did an episode on a while back. Lucas: Absolutely. And that's not just a feel-good thing. In a new industry, a younger colleague might be your bridge to the culture, the technology, even the unwritten norms. And you bring leadership experience and strategic thinking. It's a genuine exchange. Luna: So it becomes a mutual relationship, not a one-way street. That's much more appealing for someone who's been around the block. Lucas: Exactly. And that's one of the things we love about this show — it's ad-free, and we can have these nuanced conversations without trying to sell you something. If you find value in that, and you want to keep it that way, you can support us at buy me a coffee dot com slash fexingo. It's an easy way to keep this kind of content coming without any corporate interruptions. Luna: Yeah, a coffee's a pretty small price for a career-changing idea. And like Lucas said, every little bit helps keep the show independent. Lucas: So, back to the practical side. Let's talk about where to actually find these mentors. Because it's not always LinkedIn. Luna: Where do you suggest? I'm guessing professional associations, industry events, maybe even alumni networks. Lucas: All good. But there's a less obvious one: your own company. If you're making an internal transition, there might be someone in the department you're moving to who's been there a while and can show you the ropes. They might be younger, but that's fine. Luna: And what about external sources? I've heard of people finding mentors through volunteer work or even through their kids' friends' parents. It's all about tapping into your existing network. Lucas: True, but the key is being intentional. Don't just hope you'll bump into someone. Set a goal: 'By the end of the month, I'll have had three conversations with people in my target field.' You're not asking for a lifelong commitment, just one conversation that could lead to another. Luna: And how do you keep the conversation going after the first meeting? Because a lot of mentorships fizzle out after one coffee. Lucas: It's about follow-up. Send a thank-you note within twenty-four hours, reference a specific piece of advice they gave, and then keep them looped in on your progress. You want to show that you're acting on their input — that's what makes them want to stay involved. Luna: So it's almost like you're managing the relationship like a project. You have milestones, check-ins, and you report back on results. Lucas: Exactly. And that's something you're probably already great at, because you've been managing projects for thirty years. You just have to apply those skills to your own career development. Luna: That's a great reframe. So many people think mentorship is some mysterious art, but it's really just a professional relationship like any other. Lucas: Right. And there's one more thing that's crucial for someone over fifty: you need to think about sponsorship, not just mentorship. We've covered this before, but it's even more important in a late-career pivot. Luna: Because a mentor gives advice, but a sponsor actually opens doors. And at fifty, you don't have years to wait for doors to open slowly. Lucas: Exactly. So as you're building these relationships, look for someone who has the power to recommend you for projects, introduce you to key people, or even put your name forward for a role. That's the person who can accelerate your transition. Luna: And how do you turn a mentor into a sponsor? It's about demonstrating your value and making it clear that you're ready for bigger opportunities. Lucas: It's a mix of performance and visibility. You do excellent work, you make sure they see it, and you explicitly say, 'I'm looking for opportunities to lead a team' or 'I'd love to be considered for that cross-functional initiative.' You have to be direct. Luna: That's a good point. And I think it's worth saying that age can actually be an advantage here. You have a track record, you know how to navigate organizational politics, and you're probably less intimidated by authority. That's exactly what sponsors want to see. Lucas: Absolutely. So don't let the 'old dog' narrative hold you back. The data says you can succeed, the strategies are out there, and with the right mentor or sponsor, you can make the leap. Luna: And I love that we're ending on such a positive note. It's a reminder that career growth doesn't have an expiration date. Lucas: And as always, if you have a question about mentorship or careers, we'd love to hear from you. You can reach out on our website or social media. But for now, that's our time. Thanks for being here.