People have primary and secondary abilities. Sometimes one makes a career out of primary ones and sometimes from secondary ones. Hiring managers want to tap if you are looking for a job change due to frustration, or you really are looking for learning and development and know your calling.   We can categorize critical thinking, agility, innovation, goal setting & achievement, risk-taking, and accountability as primary abilities. Secondary abilities include behavior, relationship building, priority setting, conflict management, and empathy.   One can realize that work experience has shaped you for future opportunities even though it seems different from what you have done. Also, like others, leaders need to self-motivate and develop new skills; one can try for a role that is different from current and previous ones. Hiring managers treat breaking the glass ceiling and not doing what you are comfortable doing as a positive trait.   Example - “When doing anything new, it increases our skill set and attracts more opportunities, making you versatile. With the 2nd organization I worked with, I was responsible for creating marketing campaigns for lead generation on Facebook. I had never done client servicing, including tracking campaign performance and regularly charting a report. Upon discovering resource requirements in the client servicing team, I also needed to learn how to measure and track marketing campaigns created by us. Thus, I showed interest and learned it in no time. Now I have campaign creation as well as good reporting skills. On the job, learning makes learning faster.”