Reader situation
You’ve changed roles, moved to a new organization, been made redundant or relocated. Your daily connections have shifted. Familiar colleagues aren’t around, and you don’t yet feel part of a new group. It’s common to feel less connected for a while after a professional change.
Central idea
A change in role or organization can alter your sense of connection. Retain meaningful relationships and gradually develop new ones through shared activities.
Practical steps
Use these reflection steps in the months after a professional change.
- Name changed connections. Which relationships have changed since your move? Think about colleagues you saw every day, teams you belonged to and routines that connected you to others, such as weekly meetings or regular lunches. Ask yourself: What have I lost in terms of connection? What did those relationships give me, such as advice, humor, a sense of belonging or support?
- Retain trusted peers. Which relationships do you want to keep? Choose a few people who matter most, and decide how you’ll stay in touch now that you don’t see them every day. Ask yourself: Who would I be sorry to lose touch with? What kind of contact would suit each relationship?
- Explore shared interests. Where might you find new connections? Consider Circles related to your new role, communities connected to your interests or professional groups in your new location. Shared activities give relationships a natural starting point. Ask yourself: What interests or challenges do I share with people in my new setting?
- Participate gradually. Start small, such as reading discussions, then asking a question, then attending an event. Belonging usually develops through repeated participation over time rather than a single introduction. Ask yourself: What’s one small step I could take this week? What pace feels manageable?
- Review fit. After a few months, reflect on how your connections are developing. Some new groups will feel right; others won’t. Ask yourself: Where do I feel more connected? Where am I participating out of obligation rather than interest? What would I like to change?
Worked example
Fictional example
The people and details are invented to illustrate an approach. It reports no outcomes.
After eight years at a large company, Marta joins a small nonprofit as head of operations. She misses her old team and the informal advice she got from peers. Reflecting, she names what she’s lost: daily contact with other operations professionals and a group she could think problems through with.
She decides to keep in touch with three former colleagues through a monthly call. To find new connections, she joins a Circle for nonprofit operations leaders. For the first few weeks, she reads discussions. Then she asks a question about choosing a finance system for a small organization and receives several helpful replies. After three months, she has had two one-to-one calls with members and feels she has peers again.
When she reviews fit, she notices that a second, larger Circle she joined feels less relevant, so she steps back from it to focus on the one that suits her.
Companion tool: Transition belonging plan
What’s changed Connections I’ve lost or that have changed: ________
What they gave me: ________
Relationships to retain
| Person | How we’ll stay in touch | How often |
|---|---|---|
New groups to explore: ________
Small steps This week: ________
This month: ________
Review (after three months) Where I feel connected: ________
What I’d change: ________
Boundaries
- Belonging takes time. Feeling disconnected for a while after a change is common and doesn’t mean the change was wrong.
- If a change involved loss, such as redundancy, give yourself time to adjust before expecting a sense of belonging.
- If feelings of isolation persist or affect your wellbeing, consider talking with someone you trust or a qualified professional.
Member action
Choose one familiar relationship to maintain and one new group to explore. Take one small step with each this month.
Discussion prompt
What helped you feel connected after a significant professional change?
