Moon Career Company

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Now, let’s aim for the stars! The Moon Career Company is dedicated to reimagining and accelerating careers in the ever-evolving world of work.

Insights & practical guidance for the big career questions: how to grow, change, stay relevant & work out what comes next - and how organisations can enable career growth beyond traditional paths.

🚀 You’ve reached the Moon. It offers career coaching and consulting services to experienced professionals looking to launch themselves onto fast-tracked, different or simply more fulfilling career path and organisations committed to retaining their best and brightest talent through creative career development opportunities.

23/10/2026

A little glimpse into the coaching room.
First session with a new client. She has had an exceptionally successful corporate career by any measure, progressively moving into roles with more seniority and influence. Now she is looking at the next level – confident she could get there.

You know those people you meet and think with admiration ’wow, she really knows her stuff’? She knows the value she brings and isn't doubting whether she has what it takes. That’s her.

But then a different kind of doubt seemed to poke its head up.

As we talked, I wondered and eventually asked: “Do you actually want the next step?”
A long look aside and a pause later, we went digging.

Admittedly, I see the opposite much more often. People know they want the next level, but aren't convinced they have what it takes to get there. Every now and then, though, it's the other way round – like yesterday – they know they can, but aren’t sure they want to anymore.

It's so very easy to inherit a definition of career progress that says ’up, up, up’ and to keep following it without questioning whether it still fits. So it does take quite a lot of honesty, and courage, to ask yourself whether you still want ’up’ or you simply feel you want it – especially when you've been very successful.

We didn't arrive at an answer yesterday. We kept exploring what it might mean if ’up’ isn’t the next step.

And fellow coaches will know how lovely it is not knowing what a client will bring into the room and where the conversation will take us.

20/10/2026

Only 15% of employees say their manager helped them build a career plan in the last six months.

What are the implications of that?

Potentially huge - for engagement, retention, internal mobility and succession.
And for people - whether they can see a future for themselves in their organisation.

So, who is to blame?

No one, I think.

Over the last couple of decades, organisations have become flatter, career paths less obvious and careers less predictable.

At the same time, the manager’s role has expanded enormously.

We ask a huge amount of managers: to manage performance, support wellbeing, keep their teams engaged, deal with difficult people situations, respond to constant change and, of course, deliver results.

And somewhere in all of that, to have meaningful conversations about careers.

And career development on its own has become a substantial ask.
We expect managers to understand what different people want, spot opportunities for growth, support internal moves and think about the skills people may need for the future.

So when we see a figure like 15%, the easy conclusion would be that managers simply need to do more.

But before we ask managers to do more, perhaps we should ask what would help them do this well.

Do they have the time?
Do they know what their role in someone’s career actually is?
Can they see the opportunities across the organisation themselves?
Do they have simple tools that work in the reality of a busy working day?
And how do we help them have career conversations in a world of work that none of us can confidently predict?

This isn’t all down to managers.

Career development is a shared responsibility.

Employees have a role, managers have a role, and organisations have a role.
We need to be clearer about what each is responsible for and make sure they have the opportunities, skills, tools and processes to play their part well.

Simply asking managers to have better career conversations won’t be enough.
We need to make it easier for them to have them well.

And then that 15% may start to move and more people get the support they need to see how they can grow and build a future within their organisation.

24/09/2026

Is there really nowhere to go here?

Throughout my years in HR leadership, and now working with other organisations, I keep hearing two very different views of the same reality:

Employees: “I can't see anywhere to progress here.”

Leaders: “But there are lots of opportunities for people to grow their careers here.”

There is truth in both views.

This resurfaced recently while I was working with the leadership team of a relatively small, flat organisation.

When we started mapping the ways people could grow without relying on promotion, there was actually quite a lot there:
Stretch projects, broader responsibilities, exposure to different parts of the business, deeper expertise, mentoring, lateral moves...

The opportunities did exist and the leaders could see them.

But - would employees necessarily recognise them as ways to grow their careers?

People are likely thinking:
- A stretch project may broaden my experience. But where could it take me?
- More responsibility may increase my impact. But what does it mean for my career?
- A lateral move may open new possibilities. But am I progressing, or have I simply moved sideways?

That's where, in my experience, the most interesting gap lies – and where leadership teams often have an eye-opening moment:

Career growth can exist without being visible or experienced as career growth.

People need to be able to see how an opportunity connects to their aspirations, their growth and where they could go next.
Particularly in flatter organisations, where growth doesn't necessarily arrive with a new title and another rung on the ladder.

In those cases, the problem isn't that there is nowhere to go, but that we haven't made the different ways to grow a career visible.

So, if employees don't recognise an opportunity as career growth, does it really count as career growth?

What does your experience tell you?

21/08/2026

Looking forward to delivering the webinar on 14 September!

Join us to explore Career Transitions at Work!

18/08/2026

Career Audit Insight #7

I did three Career Audit sessions this week.

All happened to be with Serbian clients. The job market has become slower, and the theme featuring strongly is the need for strategic positioning.

The most rewarding session happened to be with a client who arrived wanting to build an action plan for a new job search in the autumn – and did leave with an action plan, but a completely different one.

This one was focused on making better use of opportunities in her current organisation that, 90 minutes earlier, hadn't seemed like real options at all.

Her role and even the constraints were still there - but then came the magic of a new perspective. Once we started looking from different angles, she realised she hadn't exhausted the possibilities where she was.

Together, we separated "I can't" from "I've assumed I can't."

Agency showed up, and it all turned into "Actually, I could..."

_____________
If you'd like to use 90 minutes to take a fresh look at your own career options, Career Audit sessions are available throughout August:
[email protected]

13/08/2026

Career Audit Insight #6

Fifteen years ago.
Friday afternoon.
My last day before a holiday.

A Marketing Manager, one of our top talents, resigned three weeks before a major product launch.

Within hours there were calls between the Country Head, CEO and Marketing VP and me.

We offered a significantly higher salary.
Greater responsibility immediately.
A committed promotion plan.

None of it mattered.
It was already too late. And, it had been for a while.

She hadn't resigned because of the offer she received, but because no one was answering her questions for a long time :
"Where can my career go here?"
"What would I need to do to get there?"
"When will these opportunities be available?"

I have never forgotten that helpless feeling of trying to negotiate with someone who is already halfway out of the door.

This week, talking to the Country Head of another organisation about Career Audits, he described an almost identical recent resignation.
Different company, fourteen years later, but the same lesson.

Career conversations shouldn't start with resignation letters.
They should start much earlier.

If you're thinking about giving your people more clarity before it turns into regret:
✉️[email protected]

04/08/2026

Career Audit insight #5

Last Friday I had a thoroughly enjoyable Career Audit session with a former client who wanted to consider how to reposition himself in the market.

He began the session smiling and describing himself as the ant using the summer to prepare for winter.
Metaphors are common in coaching conversations and I rarely miss the opportunity to explore one further.

So, we stayed with it.
What kind of "winter" is he actually preparing for?
Will the market he plans to re-enter look the same 3-6 months from now?
What knowledge, skills and relationships does he need to build before then?
What can he do now that will give him a head start when everyone returns from their summer break?

By the end of the session he had a clear plan for the autumn and winter ahead.

_______________________
If you're using the summer to think about your next career move, Career Audit – 90-minute deep dive into your career strategy – is available throughout August:
📧[email protected]

28/07/2026

Career Audit insight #4

It doesn't happen often, but this week there were tears at the end of a Career Audit session.
Happy tears.
A little overwhelm.
And a huge sense of relief.

The client said "It was all there. I just hadn't connected the dots."
The answer to "What’s next?" had been there all along. It was hiding in plain sight - too big, too scary to see as a real possibility.

She left unable to unsee that clarity.
And I placed that warm feeling that lingered after the session into a special mental drawer.
_______________________

No tears guaranteed. But if you're interested in a Career Audit – a one-off, 90-minute deep dive into your career – this summer:
✉️[email protected]

22/07/2026

Career Audit insight #3

This week four different people opened a Career Audit conversation with the same words: "I feel stuck."
One of them asked whether this was something I heard often. "Of course", I said, "more often than not".

The feeling is incredibly common among people seeking career coaching. What differs is what lies behind each individual "I feel stuck".

Lack of direction?
Low confidence?
No visible opportunities?
Misaligned values?
Not recognising transferable skills?
An outgrown role or even organisation?

There is no one version of "I feel stuck".

That’s why Career Audit sessions never start with looking for solutions – we start by looking at what the real issue is.
________________________

Interested in exploring your own "I feel stuck" this summer?
[email protected]

Address

London

Telephone

+447929462481

Website

http://www.mooncareercompany.com/, http://www.cipd.org/, http://www.coachingfederation.org/

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