entertainment industry coach question 327:Should I let the people I work with know I want to transition to another classification?

That depends on the crew you work with. If you've seen in the past they've been supportive of moving people up, then you can tell them your goal.

If you're not in a situation where you feel you're being nurtured to move up within your crew, or if you're looking to transition outside of your classification, like from Camera Assistant to DP or Director, where people outside of your crew would be hiring you, I usually suggest that you stay quiet around your "bread and butter."

There are always exceptions and "the exceptions" tend to know who they are, what they can get away with as far as forging relationships on set with people who can help with their transition. But if you feel you may risk your money job by sharing your goal, don't do it. There are a lot of relationships that have to be made in order to make a move up or out. This can take 2-5 years to gain the trust they will need to hire you. In the mean time, keep working and making money at your current position. That's my opinion.

For more tips and articles by top entertainment industry career coach, The Greenlight Coach, visit www.TheGreenlightCoachBlog.com

Question 44: when you are at the top of your profession on the technical side, how do you break through into management?

Great question! And for those of you who are not interested in management, simply insert any job or genre that you are interested in transitioning to. Because, that's what this question boils down to: How do you transition from one area to another.

Let me start by saying that if you consider yourself "at the top of your game," that's a huge plus. The confidence that supports that statement will back up the "perception strategy" you have to create. What's a perception strategy, you wonder? Here it is:

1. Know what the objections to hiring you in the new position are. In other words, why is there a challenge for you to break into a new area?

2. Have a counter argument prepared for each possible objection.

3. Tie your counter arguments into your pitch before the interviewer can even bring them up.

Here's an example:

The person asking the question wants to move from a technical position to a managerial position.

The interview may object because he/she thinks that technicians don't know how to "manage."

The technician starts the interview by saying, "Thank you for meeting with me. I know many people who aren't informed about what I do think that people in my position don't know how to "manage." I'm glad to see that you have the insight to know that a technician at my level, manages people on a regular basis (you'd mention how many and whom, and if you don't "officially" manage people, you point out how you "unofficially" manage people without bringing attention to the fact that it's not part of your job description) and even has an advantage over typical managers who have no technical background. With me you get the best of both worlds and I'm glad that you see that."

Get referrals to people who can hire you in the new position, create solid relationships with them, and then go for the job by being the best candidate, despite any preconceived notions. 

It's all perception.   

for more tips and articles by The Greenlight Coach, visit www.theGreenlightCoachBlog.com