Move Up or Move On?

Over my 16-plus years in higher education, mostly in administration, I’ve had many colleagues reach out and ask a version of the same question:

“How do I know if I should stay or move on?”

They are leaders in their field. Most are excelling on paper, teaching, mentoring, leading committees, serving on task forces and writing grants. But they’re tired, stuck or sense that something in the role, or the institution, no longer fits.

Lately, I’m finding that we don’t talk enough about what to do when we’ve outgrown a role but aren’t sure what comes next. In academic culture, staying where we are is often seen as loyalty, moving up is luck and leaving can feel like defeat. But I’ve learned that career momentum doesn’t always mean climbing a ladder. Sometimes it means building a bridge or choosing a new path entirely.

So, what do you do when you hit a fork in the road? I recently saw a post on LinkedIn that outlined a relatively simplistic framework, aligned with the business world, which can help if you find yourself questioning your next move: assess, align, act. I’ve taken the liberty to modify it, without losing the concept: reflect, revise, recommit.

Reflect: Where Are You?

Before planning your next move, take an honest look at your current professional state. Start by asking yourself the following:

• Have I grown in the past year, or am I mostly going through the motions?
• Am I viewed as a contributor or an afterthought?
• How do I feel at the end of the day, mostly energized or mostly depleted?
• Are my ideas welcomed or tolerated?
• Do I see myself staying here for five more years?

These questions aren’t about job satisfaction alone. They’re about where you are professionally. Assess your responses to the questions above. If you feel stuck where you are and don’t see changes or opportunities for professional growth in the future, it may be time to shift.

Revise: Is This Still the Right Place for You?

Consider how your values and contributions align (or don’t) with your work environment.

In one of the classes I teach, we spend a considerable amount of time discussing values, both personal and professional. Keeping this in mind, ask yourself whether the following statements are true for you:

• I can ask difficult questions or present unconventional ideas.
• I feel heard and my input is valued.
• I can contribute in ways that reflect my strengths.
• My work is recognized, and not just when it’s convenient.
• I feel hopeful about my professional future here.

If you answer “no” more times than “yes,” it’s not a failure on your part. Instead, look at it as an opportunity to implement changes strategically.

Recommit: Move Up, Move Over or Move On

Once you’ve assessed your growth and alignment, you’re ready to make a deliberate decision to go deeper, shift roles or step toward something new. Here are three potential paths, each with concrete next steps:

1. Move Up (Internal Advancement)

If you still believe in the institution and want more responsibility:

• Build your case: Document leadership wins, pilot programs or change initiatives—things that show you’re already operating at the next level.
• Get visible: Let your supervisor or mentor know you’re open to advancement. Ambition isn’t arrogance; it’s clarity.
• Ask for expanded roles: Volunteer to chair a new initiative or represent your unit on a strategic planning team.
• Find advocates: You need more than mentors. Advocates promote and back you behind closed doors.

2. Move Over (Lateral Change)

If you like the institution but not the role:

• Explore cross-campus opportunities in centers, institutes or new initiatives.
• Consider a hybrid position that merges your skills (e.g., combining research and student success).
• Talk with human resources or a trusted senior leader about other opportunities within your organization—professionally, quietly and strategically.

Remember: lateral doesn’t mean lesser. Sometimes a lateral move can be the smartest option for long-term impact (and sanity).

3. Move On (External Transition)

If the position and the institution don’t fit your needs anymore:

• Name what you want next: More autonomy? More responsibility? A different kind of leadership role?
• Update your materials: Be sure to identify transferable skills. If you’ve led change, managed crises or built programs, remember these skills are valued in most industries.
• Use your network: Former students, collaborators and conference contacts might hold the key to your next chapter.
• Leave well: Give your employer sufficient notice. Offer to train your successor. Write a transition plan. Protect your reputation and exit with grace and gratitude.

A Final Note: You’re Not Alone

I recently spoke with a colleague who worried her career had stalled over the last several years and that she hadn’t grown in her position. When we discussed her accomplishments, we saw that she’d proposed several new initiatives, launched a new program, mentored students and staff, and learned to navigate the complexity of higher education with professionalism and courage. In short, she hadn’t wasted any time; she’d built resilience and capacity. She also realized she was more ready for change and leadership opportunities.

If you’re at that fork in the road, know this: Moving on isn’t quitting; it’s choosing. Moving up isn’t selling out; it’s stepping in. And staying where you are is perfectly valid if it still serves your purpose, your values and your professional goals.

Ask yourself this question: “Am I building a future here or am I just getting by?”

Either way, you get to choose your next steps.