Career Architecture

The manager is in a constant 360 degree stress with owners or supervisory bodies or superiors, colleagues, employees and various interfaces. They must constantly adapt to the competitive environment, the economic situation and the business cycle. Top performance, mastering challenges, but also dealing with excessive demands are part of this. In the event of failure, he may have to cope with isolation or the resulting distance to owners and colleagues. Often there is also social discord (unions, works council and employees). In order to cope with this pressure, the employees often deplete their own energy depot. The image of the hamster wheel is characteristic. In this situation a NewPlacement-Sparring-Coach with a lot of own life and management experience helps, with whom one can discuss a personal location analysis and new strategies without political consideration. The suitable coach must have a wide range of experience and competencies. He should have his own board experience (board of directors, GF, C-level), his own broad and deep management competencies as well as a spectrum of diverse management consulting at a high level. As a rule, there are two phases in sparring coaching. First, the manager brings the coach to eye level in terms of his or her previous set-up (biography, re-biography, utility analysis, goal setting, and job set-up) in face-to-face. In the second stage, the manager "uses" the coach on demand (telephone, TEAMS, face-to-face).
 
The analogous dangers for the career are, in a figurative sense, planning errors, building sins, favorable opinions, earthquake precautions, repair backlogs, danger of collapse and demolition, from which a good architect can usually save. Some of the principles of classical architecture can be transferred to career management:
 
Stability (Firmitas)
The career needs a strong and stable foundation and with increasing advancement a rich portfolio of experiences, competences, successes, communication and diplomacy. It stands the test of time, even or especially in stormy times. But this stability should not be misconstrued as stagnation.
 
Usefulness (Utilitas)
The career benefits the manager and the company. It should be a win-win relationship that also gives the manager breathing room for experience and development. On the other hand, the company benefits from the manager's leadership competence, which gives the company/division security and a future.
 
Beauty (Venustas)
The attractiveness of the previous career in terms of company, products, scope of responsibility, internationality and attributable successes provides both security in the current job and the basis for further promotion. An interim demotion endangers the overall structure; only an interim activity at a lower level - but with an exciting objective - can be inserted without major damage. If in this comparison the manager is the builder/constructor with decision-making or change competence, the NewPlacement coach advises and supports as an architect with the experience of diverse development projects.
 
It is therefore a matter of bringing these successful basic patterns to fruition in a meaningful way in companies and organizations and in individual managers and employees . Since we do not believe in "patent remedies", we approach this task in a structured and methodical way. In each individual case we clarify with which objective personal development measures should start and with which methods we achieve the best progress in this case.
 
Ethics in coaching
Openness of all objectives, briefings, methods and individual activities for the coachee (coached employee) are basic prerequisites for the absolutely necessary basis of trust; this also means absolute confidentiality of the 4-eye conversations.
 
Help for self-help
"Advice is also a blow", we make offers for self-help instead. We cultivate respect for the coachee and HIS decisions. Partner cooperation "on an equal footing" is important to us. The coach is not a critic, he does not have the task to build up pressure to perform. He is a supportive companion who points out behavioural alternatives and development potentials.