Mid-career isn’t about starting over, it’s about choosing what’s next. After 40, the idea of change can feel intimidating and even a little scary. NDSU College of Business faculty unpack what makes mid-career transitions uniquely challenging and uniquely powerful. From recognizing fear to building confidence and leveraging transferable skills, they offer practical guidance for anyone considering what their next chapter might look like.

Eric Gjerdevig, MBA
Lecturer and Sales Center Director
Management and Marketing

Kate Tulibaski, PhD
Assistant Professor of Practice
Management and Marketing

What makes navigating a career transition after 40 different?
EG: Career transitions after 40 feel different because the stakes seem higher. We’ve built experience, stability, and an identity we don’t want to lose. Change can feel risky, but staying put carries its own cost—remaining in a role that no longer fits can drain energy, limit growth, and waste valuable years.

What types of fear show up most often for people navigating mid-career transitions?
KT: Fear is one of the biggest reasons people stay in careers that no longer fit. Common fears include fear of failure, fear of losing financial or personal stability, and the fear of “starting over” after investing years into a role or identity. Imposter Phenomenon also shows up—successful professionals doubting their own skills or accomplishments—which can lead to hesitation or over-preparing instead of taking action. And overarching all of it is the fear of the unknown: a new industry, new expectations, or a new workplace culture.

How can individuals tell whether they’re facing a real obstacle or simply a fear-based hesitation?
EG: Real obstacles in a career change tend to be obvious. If you want to become an attorney but don’t have a law degree, the barrier is clear and concrete. More often, though, it’s fear that holds us back—fear of failing, financial uncertainty, losing our identity, and many others. The problem is that fear rarely calls itself fear. Instead, it disguises itself as perfectly reasonable excuses:

“It’s just not the right time.”
“Maybe next year.”
“I should wait until things calm down.”

The external obstacles are real, but the internal ones are usually the ones stopping us.

What steps can someone take to build the confidence needed to pursue a promotion, pivot careers, or return to work?
KT: One key way to build confidence is to upskill—learn new or advanced skills. It also helps to network with other professionals. Supportive relationships matter, so connect with people in the field you’re considering, those who’ve made similar shifts, or groups that can give you the encouragement you need. Another great tactic is to document your achievements. Tracking what you’ve accomplished helps quiet self-doubt and makes your transferable skills easier to recognize and talk about.

What advice do you have for explaining a résumé gap in a positive and authentic way?
EG: When explaining a résumé gap, honesty paired with confidence is key. Rather than apologizing for the time away, frame it as a period of purposeful growth. Briefly describe the reason—whether caring for family, pursuing education, recovering from burnout, or exploring new directions—and highlight what you gained. Employers value candidates who are self-aware and authentic, so emphasize how that time strengthened you and prepared you for the role you want now.

What role does networking play in mid-career transitions, and how can people approach it with less fear or hesitation?
KT: We’ve all heard “it’s not what you know, it’s who you know.” It’s still true! Networking is a crucial part of the process and can help you get access to opportunities that might be unposted or give you referrals to people who make decisions on hiring.

What transferable strengths do mid-career professionals often overlook and how can they communicate those effectively?
EG: For years, the workplace has separated abilities into two buckets: “hard skills” like technical knowledge, and “soft skills” such as empathy. But today, soft skills are the new hard skills! Human-centered capabilities have become the most difficult to master, the most essential to career success, and the most enduring across industries.
For those seeking promotion or leadership roles after 40, what strategies help them advocate for themselves confidently?
KT: Leverage your experience in the workplace and position it as maturity, wisdom, and knowledge. These are traits that can’t be taught and are both transferrable and desirable in the workplace, regardless of industry. It’s also a good idea to quantify your achievements so you can easily talk about them. Finally, demonstrate that you are eager to learn and committed to continuous growth.

What final piece of advice would you give someone who feels fear is the primary thing holding them back from their next chapter?
KT: GO FOR IT! Approach your life and career with a growth mindset – the knowledge that even if you don’t know something now, you can continue to grow and learn. Fear can be approached by two different acronyms – “Forget Everything and Run” or “Face Everything and Rise!” Approach it with courage, excitement, and know you can (still) do anything you set your mind to.