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Here's an approach you could make. I don't know if it works in your case, but it might. Find an employer (preferable in your contact network, not a friend as a favour type thing, but someone who) needs your previous skill-set, is happy to employ you for it, but allows flexibility in how you approach it (and key in this is, some office time 'developing' your role). Ensure this employer has an easyish-to-kill problem that is in-line with your new role, ideally really hard for anyone else to fulfill, unless they have both skill-sets/knowledge domains. Implement your IT solution being both the expert and IT person, develop it to a prototype stage, get people satisfied it truly is better (this takes hard work, but is extremely hard for 'just skill-set A' or 'just skill-set B' people to deliver) and expand functionality quickly. As scale increases, delegate your past skill-set to new hires / new transferees, moving yourself to an oversight position. This opens the options of management if you'd like it, or technology specilisation by maturing the system and letting the experts in your previous domain take over management. Sounds simple. Isn't. But it realistic and do-able. The biggest road-block I've seen is having enough time to do the transition and delegation of past tasks. Seriously, don't do this as a favour of a friend. This is a leapfrog move, and you don't want to break their back, or get stuck in the mud after a bad jump. |