Hi CareerCoaches.io Team, As a career strategist and the creator of The CrossOver Position Method, I specialize in helping professionals particularly women and career changers recognize that they're not starting over, they're starting where their skills already belong. How I help clients identify and articulate their transferable skills: One of my core strategies is "Crossover Position Mapping," where we break down their past experience into four key skill zones: Operational Strengths - keeping systems and logistics running smoothly People/Project Management - leading teams, timelines, and vendor relations Compliance/Risk Awareness - ensuring standards and identifying breakdowns Tech Touch points - experience with digital systems, inventory platforms, data reporting, etc ... We then reframe this into language that aligns with their target industry especially tech, cybersecurity, or Tech/AI-adjacent careers. And this isn't theory it's something I've done personally. I transitioned from military logistics and supply chain management into a six-figure career in tech by identifying my asset management, procurement, risk mitigation, and operational oversight skills. My entry point? A tech adjacent / bridge role in IT Asset Management, which leveraged everything I already knew. That role led directly to a career in Information Assurance and Cybersecurity. "You don't need a new degree. You need a new lens on your skills and a strategy to position them where they'll shine." That's the heart of The CrossOver Position Method finding the overlap, and building from it with confidence. Happy to share more on how I guide professionals to identify their transferable skills, rebrand their experience, and land high-value roles without starting from scratch. Warm regards, DaVonda St. Clair Information Security Architect | Career Strategist | Creator, The CrossOver Position Methodtm linkedin.com/in/davondastclair EntitledAmbitions.com
Reconnecting with former colleagues, managers, and professional contacts can be an incredibly effective way to reframe your understanding of your own skill set. Too often, candidates develop tunnel vision about what they believe they are good -- or bad -- at. Over time, they begin to internalize limiting narratives such as "I am no good with numbers" or "I'm better at working alone," often repeating them without question. In my work as a recruiter, I have encouraged many clients to reach out to their past networks, and they are frequently surprised by what they learn. That individual who once saw themselves as a passive contributor may be remembered by former colleagues as a dependable leader. Someone convinced they fumbled through presentations may discover they were seen as a clear, thoughtful communicator. What emerges from these conversations does not rewrite a candidate's work history, but it can absolutely transform how that history is framed and understood. Perception shapes opportunity, and gaining new insight into how others viewed your contributions can open the door to entirely new career paths you may never have considered. It is important to remember that looking inward is inherently limiting. When you are the subject, your perspective is constrained. Others can often see your strengths -- and your potential -- more clearly than you can see them yourself.
I help clients identify and articulate their transferable skills by guiding them through a reflection process where we map their past experiences to future opportunities. One method I use is the "Skills Inventory Worksheet," which helps clients list all of their previous job duties and the skills they developed from each task. For example, if a client worked in customer service, they might identify transferable skills like problem-solving, communication, and time management. Then, we translate those skills into language that resonates with the career paths they're considering, whether it's project management, marketing, or operations. This method not only helps clients recognize their existing strengths but also boosts their confidence in applying for roles outside their current industry. The key is to reframe their experience in a way that makes sense for the new career, which often opens up a whole new range of possibilities.