Adults experience cyclical periods of stability and transition throughout life. The conflict between role cycles may spur career change. Personality differences between voluntary changers and nonchangers have been identified in research. Career changes may be triggered by factors ranging from the anticipated (marriage, empty nest) to the unanticipated (illness, divorce, layoff) to "nonevents" (e.g., a marriage or promotion that did not occur). Other factors are longer life expectancy, changing views of retirement, and economic necessity. New models of career development that better explain adults' developmental diversity include Leach and Chakiris' three types of careers (linear, free form, and mixed form) and Cross' three types of "life plans" (linear life plan; redistribution of work, education, and leisure into recurring cycles; and blended life plan). These new ways of looking at life/career cycles and the transition process suggest approaches for assisting adults contemplating career change. A multifaceted approach requires recognizing the developmental stages of adults' multiple life roles and their interaction. Another model suggests that counselors can help adults in transition assess four factors: self, situation, support, and strategies. A variety of coping skills are helpful for managing transition. A holistic approach to transition management includes obtaining counseling, assessment, and career information. A computerized career guidance system such as the System of Interactive Guidance and Information can be of value. (11 references) (YLB)