Directory

111 linked keywords from A-Z about career, separation, networking, application and success.

1/10 Our product portfolio

ranges from separation management to outplacement and premium placement.

2/10 Our USP

What distinguishes us from other providers and their consulting services in the long term.

3/10 OutPlacement 2.0

is the further development of the OutPlacement approach for a future-oriented separation.

4/10 NewPlacement 8S

is based on the well-founded Management Integral and stands for its 8 runways to success.

5/10 PremiumPlacement

for managing directors / C-level with high demands on individuality and networking.

6/10 Upgrade from outplace

for managers who are stuck in an outplace or transfer measure without success.

7/10 Career advice

based on the management balance for decisions under security and with a future.

8/10 Rescue Coaching

is aimed at managers who find themselves on the "downward" slope in their jobs.

9/10 Online Coaching

on demand is aimed primarily at expatriates in change and managers worldwide.

10/10 Separation management

includes both prevention and fair and future-oriented separation.

5/6 Inverse Headhunting 2.0

with sophisticated market maturity and without the use of headhunters access to decision makers

1/6 Our SeniorPartners

are organically experienced with management experience and industry network at a high level.

3/6 Our methodology

allows far-reaching individuality and matching based on your management balance sheet.

4/6 Professional job search

is based on your management integral and uses up to 8 runways in parallel for success.

6/6 OutPlacement Blog

Weekly contributions, such as pitfalls of the job application market or job application poster

1/8 Principles

A professional separation is characterized by fairness, respect, relaxation and future orientation on both sides and accepts the right to unilateral decision-making.

2/8 Prevention

Separation prevention, supported by appropriate coaching, is an important tool for companies (securing competencies) and for managers (rescue).

3/8 External career move

If the executive has decided to continue his or her career outside the company, a professional transition should be ensured.

4/8 Termination agreement

NewPlacement AG's set screw model helps to determine all parameters, even disputed ones, in a mutual compromise without dispute and court.

5/8 Internal and external communication

Communication regarding the separation must be very carefully planned in terms of content and timing. Premature expressions of anger and disappointment are usually irreversible.

6/8 Exemption

The determination of the time of release should do equal justice to the transition in the company and the future process of the executive.

7/8 Report card

The draft report should be prepared by the NewPlacement coach after status analysis and goal focusing and revised by the company.

8/8 References

Personal references have surpassed the testimonial in importance. References should be clarified already in the context of the cancellation.

1/7 Success database

The approximately 20-page success database contains all the basic information needed for the preparation of documents and subsequent matching with job offers.

2/7 Success story

The success story is the basis for the short or detailed profile with cover sheet, brief overview, range of services and experience, project list and 3D history.

3/7 Profit carried forward

For each application project and each interview stage, an individualized script is required for matching the company's demand factors.

4/7 Positioning

Every applicant needs a unique positioning with characteristics, fields of success and abilities.

5/7 Addressing the market

Standard letters of application from (hand-) books clearly lose out to complete individualisation in the competition between applicants.

6/7 Discussion strategy

The operational follows the startegy. Therefore, the essential points of the conversation strategy must first be worked out depending on the situation and stage.

7/7 Market maturity

Your market readiness is the indispensable prerequisite for all application activities. Otherwise you burn time and contacts.

1/8 Strategy & Lineup

Before taking on a new challenge, intensive strategic preparation must take place with an organisational constellation with the coach.

2/8 The first day

The first day or the first impression made (including the inaugural speech) paves the way for onboarding. The 360-degree application process continues.

3/8 Fill in position

If the position has been orphaned for some time, responsibilities often need to be reclaimed and new boundaries drawn.

4/8 Employees & Jour Fixe

The hierarchical structure of the employees must be recorded. A jour fixe culture for groups as well as for individual discussions helps.

5/8 Colleagues & Meetings

Colleagues also need to be won over. Everyone first checks what your attitude means for him personally and what benefit or danger you pose.

6/8 Supervisors

A proactive jour fixe culture with an agenda and protocol system must also be established with the supervisor or the supervisory bodies.

7/8 100-day paper

Even if it's not required, a 100-day paper that pulls together all the intelligence of the company helps with integration and reflection.

8/8 Completion of probationary period

Even if the probationary period has been successfully completed, you should not let your early warning system fall asleep: Coaching on demand for dangerous signals.