Latest / The Internal Move Podcast with Fexingo: Lateral Roles, Internal Transfers, and Staying at Your Company / How an Internal Transfer Can Help You Learn a New Industry
Transcript
- Lucas: So there's this idea that if you want to learn a whole new industry, you have to quit and go somewhere else. And I think that's just not true anymore. Luna: You mean, you can actually do it from inside? Without burning bridges or losing your tenure? Lucas: Exactly. I was just reading about a marketing manager at a big consumer goods company, and she transferred into their healthcare division. She told her manager she wanted to learn the ropes of pharma marketing, and it took about six months to line up, but she made the move without leaving the firm. Luna: That's a pretty bold move. What did she actually gain? I mean, besides a new title. Lucas: She got exposure to the regulatory side, which is huge in healthcare. Different customer dynamics, a whole new vocabulary around clinical trials and compliance. And she kept her seniority, her benefits, and the relationships she'd built over the years. That's the thing about an internal transfer — it's like a safe sandbox to test a new industry. Luna: A safe sandbox. I like that. So you're not starting over from scratch, you're just shifting your learning curve. Lucas: Exactly. And I think a lot of people underestimate how much of an industry is just its language and its norms. You can learn that faster when you're surrounded by people who already live in that world. Luna: But how do you actually pitch that to your current manager? I imagine they might not want to lose you. Lucas: Right, and that's where it gets interesting. This woman framed it as a development opportunity, not as a 'I'm leaving you.' She went to her manager and said, 'Here's a five-year plan for how this move makes me more valuable to the company.' And she offered to help train her replacement over a three-month transition. Luna: That's smart. It's about making it a win-win. Not just for you, but for the team you're leaving. Lucas: And it worked. Her manager actually became an advocate for the move. That's the thing — when you make it about skills and the company's long-term needs, people are more willing to support you. Luna: So what if you don't have a clear target division in mind? How do you figure out which internal team would give you the best new-industry experience? Lucas: That's a great question. One approach is to look at what's growing inside your company. Maybe there's a new sustainability practice, or a data analytics team that works with a different sector. You want a group that's dealing with a different customer base, a different regulatory environment, or a different product cycle. Luna: So it's not just about picking any random department. You're looking for a place where the underlying business logic is different. Lucas: Exactly. And you can start even before you formally transfer. Ask for a short-term project with that team, or offer to help on a presentation. That gives you a taste without committing to a full move. Luna: And that's a good way to build relationships, too. So you're not walking in as a complete stranger. Lucas: Right. And you want to be strategic about the timing. If you're in the middle of a big project, that's not the moment to talk about leaving. But once you've delivered something solid, that's the time to start the conversation. Luna: Let's talk about the actual learning. Once you're in the new role, how do you make sure you're actually absorbing the new industry, not just doing the same old tasks? Lucas: I think you have to be proactive. Ask to sit in on meetings that are outside your immediate job. Read the industry trade press. Find a mentor in the new division who can explain the unwritten rules. Luna: Yeah, and I'd add that you should also try to attend external industry events, even if your company doesn't necessarily require it. It's a way to see how people talk about the field. Lucas: And you should document what you're learning. Keep a list of the new concepts, the new contacts, the new vocabulary. You can use that later when you're updating your resume or preparing for performance reviews. Luna: So the transfer isn't just a one-time event. It's the start of a longer learning process. Lucas: Exactly. And the payoff can be significant. You become what I like to call 'bilingual' — you can speak both your old industry's language and the new one. That's rare, and it's valuable. Luna: And in today's job market, especially as of mid-2026, employers are really looking for people who can adapt and bring cross-sector perspectives. Do you think that's fair to say? Lucas: Absolutely. With all the changes in technology and the economy, the ability to translate between industries is a superpower. You can connect dots that others can't even see. Luna: That reminds me of a friend of mine who moved from engineering into product management. She said the hardest part wasn't the technical stuff, it was learning to think about customer problems differently. But after a year, she felt like she could see the whole product lifecycle in a new way. Lucas: That's a perfect example. And you know, if today was actually useful, the way we keep this show ad-free is through listener support. You can buy me a coffee at buy me a coffee dot com slash fexingo. It genuinely helps us keep doing episodes like this. Luna: Yeah, and it's a way to say thanks if you've gotten value from our conversations. Every bit keeps the lights on. Lucas: So, back to the learning piece — one thing I want to stress is that you shouldn't assume the transfer will automatically teach you everything. You have to be intentional. Luna: Meaning, set learning goals for yourself, right? Like, 'in six months, I want to be able to explain the reimbursement model to a new hire.' Lucas: Exactly. And then ask for feedback. Check in with your new manager or a colleague to see if you're getting the exposure you need. If not, adjust. Luna: And what about the fear of losing your network back in the old division? I think some people worry about that. Lucas: That's a real concern. But you can maintain those relationships by scheduling regular coffee chats or even just staying active in the company's internal channels. You don't have to cut ties. Luna: And actually, having a foot in two worlds can make your network even stronger. You become a bridge between the two teams. Lucas: That's a great way to put it. And that bridge position is something you can leverage for future opportunities, whether it's a bigger project or a leadership role. Luna: So, if someone is listening and thinking about making a move, what's the first step they should take? Lucas: I'd say start by doing a skills gap analysis. Write down what you already know about the industry you're interested in, and what you don't. Then figure out which internal team could fill those gaps. Luna: And maybe also talk to people who are already in that division. Informational interviews are just as useful inside your company as they are outside. Lucas: For sure. And be patient. It might take a few months to find the right opportunity. But in the meantime, you can be learning on the side — take a course, read industry news, attend a conference. Luna: So it's not an overnight switch, but it's a more calculated path to a new industry without the risk of starting over at a new company. Lucas: Exactly. And that's the real advantage of the internal move. You get the learning, the network, and the security. It's a win win win. Luna: I think that's a great note to end on. If you're curious, start small — maybe just have a conversation with someone in a different part of the company. You never know where it might lead. Lucas: And if you do decide to make the move, let us know how it goes. We'd love to hear your story.