Coaching on demand & NewPlacement-Update

When the supervisor who hired you is replaced, you start a new application and establishment process. The new supervisor might, for example, catch up with familiar people from his or her work history after his or her establishment phase. You may be filling a vacancy in this way. In such a case, contact your NewPlacement coach. Together you can assess your risk, design a suitable strategy and also prepare a case-back solution (update your application documents).

If a new promising position is advertised internally, you have to place your application skilfully politically with the involvement of your current superior. Such an approach requires particularly strategic behaviour, which you should reflect on with your NewPlacement coach. In doing so, you must not put your competitors before your head and you have to build allies / alliances. Even when filling an internal vacancy, the usual application processes take effect, in which external applicants can also intervene.

If a later transfer of the centre of life was already discussed at the time of recruitment, this also affects the family. Circumventing or delaying this is problematic. As a rule, the family move is expected after the probationary period. However, if you are not one hundred percent sure about the new job, such a move is problematic. In this case, you should develop a multi-step strategy with your NewPlacement coach. The move can usually be delayed by a few months for family reasons (children's school, parents in need of care). At the same time, an update should be planned. Then one can choose between relocation and a new job, if necessary, even in the region of origin.

After a career jump, especially to the level of the executive body, there is a danger of micro-management with a focus on the usual operational. The new areas of responsibility are largely left to the respective employees. In their own area of competence, the employees are cut back. Such MicroManagement will sooner or later blow up in your face. Involve your NewPlacement-Coach early on, who will smooth the way between your own tasks, delegation, control and reporting and leadership with the agenda-supported Jour Fixe culture.

Demotions can have a variety of reasons (including downsizing hierarchies). This kink in your career can only be countered by staying in your current job for a long time or leaving. Demotions for performance reasons often show a previous wrong choice of job. Lack of performance can also have many personal reasons. A burn-out cannot be sat out. Here, too, a departure scenario with a NewPlacement update can make sense.

A company sale involves opportunities and risks. If your job is within the synergy area you have to reposition yourself in time. In a takeover there are usually winners (buyer side) and losers (seller side). If necessary, you can override this rule for yourself in the early stages of the takeover by cleverly setting yourself up. You should plan a corresponding strategy together with your NewPlacement coach from the meta-level.

If your job is in danger, there are usually various early warning signals (see checklist), which are increasingly ignored with increasing length of service. A sophisticated RescueCoaching with a NewPlacement-SeniorPartner can usually save what can still be saved.

In the case of separations or the next career step, the NewPlacement update, which is based on NewPlacement coaching, guarantees a professional process. A distinction has to be made between a secret (not terminated, internally undiscussed) and public (termination, social plan, leave of absence) process.