Latest / The Internal Move Podcast with Fexingo: Lateral Roles, Internal Transfers, and Staying at Your Company / The Shadow Promotion That Builds Your Future
Transcript
- Lucas: Here is the problem with most internal transfers. People treat them like a binary switch. You are either in the old role or you are in the new one. There is no middle ground. But that approach leaves you exposed if the new role does not work out. Luna: Right. You leave your desk, hand over your keys, and suddenly you are trying to prove yourself in a completely unfamiliar environment. It feels risky. Lucas: Exactly. And in this market as of late September twenty twenty six, that risk is higher than usual. Companies are tightening budgets and being more cautious about hiring mistakes. If you burn bright in a new team and then struggle, you have nowhere to fall back. The safety net is gone. Luna: So what is the alternative? Just stay put forever? That sounds like a recipe for stagnation. Lucas: No. The alternative is something I call the shadow project strategy. Instead of jumping immediately, you build the new skill set in parallel while keeping your current seat. You test the waters without diving off the cliff. Luna: That makes sense. It is like a trial period but controlled by you rather than by HR. Lucas: Precisely. Let me give you a concrete example from a mid-sized software company I spoke with recently. They had an engineer named Sarah who wanted to move from backend development into product management. She did not just ask for the transfer. She started running weekly user interviews using her spare time. Luna: Wait, she did that on her own time? That sounds exhausting. How did her manager react? Lucas: It was brilliant. Her manager saw the initiative and realized Sarah was already doing the job. So they structured a six week pilot where she split her hours fifty fifty between coding and product work. This way she could fail safely if the product side wasn't for her. Luna: I see. So the shadow project acts as a buffer zone. You get the experience without losing your current status. Lucas: Yes. And here is the key insight. Most people skip this phase because they think they need to commit fully to succeed. But actually, partial commitment gives you better data. You learn what the day to day work is actually like. Luna: That is such a practical way to look at it. It removes the pressure of having to be perfect on day one. Lucas: It does. Because let's be honest, the first month in any new internal role is usually messy. You are learning systems, meeting stakeholders, and figuring out the unwritten rules. If you are also carrying the mental load of your old responsibilities, you will drown. Luna: Totally. Cognitive overload is real. Trying to do both jobs at full capacity is just asking for burnout. Lucas: Right. By keeping your current title for a transition period, you protect your income and your reputation. You are still delivering value in your proven lane while exploring the new one. Luna: But isn't there a political cost? Like, won't your old team feel like you are checking out? Lucas: That is a valid concern. The trick is transparency. You frame the shadow project as a way to help bridge gaps between teams. In Sarah's case, she told her engineering lead that she was doing this to better understand the customer pain points so she could write better technical specs. Luna: Oh, I like that framing. It turns a selfish move into a team benefit. That changes the narrative completely. Lucas: Exactly. It stops being about leaving and starts being about adding value. When you position it that way, your current manager becomes an ally rather than a gatekeeper. Luna: This feels like a much smarter way to handle career pivots. Less drama, more proof of concept. Lucas: It is. And it works for senior roles too. I know a director who wanted to move from marketing to operations. He didn't jump ship. He volunteered to lead a cross functional task force for three months. Luna: A task force. That is a great vehicle for a shadow project. It has a clear start and end date. Lucas: It does. And because it has a deadline, it creates urgency. You have to deliver results quickly. If the operations side isn't your thing, you finish the task force and go back to marketing with a clearer head. Luna: Or you find out you love it and then make the permanent move. Either way, you win. Lucas: You win. Because you made a decision based on evidence, not just aspiration. Aspiration is important, but evidence keeps you employed. Luna: I love that distinction. Evidence based career planning versus aspirational career planning. Lucas: Right. And in today's economy, evidence is everything. Everyone is looking for proof of capability. A shadow project gives you that proof before you even ask for the promotion or transfer. Luna: It basically builds your resume in real time. You don't have to tell people you can do the job. You just show them. Lucas: Exactly. It reduces friction for the person approving the move. They aren't taking a risk on you because you have already done the work. Luna: So the takeaway is simple. Don't jump. Build a bridge first. Lucas: Build the bridge. Identify a small, low risk project in the new area. Talk to your manager. Get buy in. Then execute. Luna: And keep your options open until you are sure. It is the most professional way to navigate change. Lucas: It really is. It shows maturity and strategic thinking. Those are traits that get noticed by leadership across the whole organization. Luna: Well said. It turns a scary leap into a calculated step. Lucas: If this conversation helped you rethink your next career move, we appreciate your support. Honestly, if today was worth a coffee to you, that's the link — buy me a coffee dot com slash fexingo. Luna: Yeah, that little bit of support helps us keep bringing these practical insights to you every single day. Lucas: Thank you. Now, back to the topic. One last thought on shadow projects. Make sure you document everything you learn during that transition period. Luna: Documentation is key. It proves your impact and protects you if things get messy. Lucas: It does. So write down the wins, the challenges, and the feedback. That record becomes your strongest argument when you finally ask for the transfer. Luna: Perfect. Evidence, documentation, and a solid plan. That is how you win at internal mobility. Lucas: That is exactly how you do it. So think about your own goals. What shadow project could you start this week? Luna: Maybe just a small conversation with someone in that department to see what their daily reality looks like. Lucas: Start there. Small steps often lead to the biggest changes. Thanks for listening.