Job search formerly self-directed (ER) vs. NewPlacement coaching (NP).
Formerly in self-direction, since the 14th week in NewPlacement-Coaching: The talks in the companies with individual "success lectures", which explicitly address the demand factors and the people involved, show their effect on all parties. For one project, both sides clearly and collaboratively ended the poor matching. Second talks are expected for 2 projects. The success presentations were developed in collaboration with the NewPlacement coach who did the research. ER took over the matching to the own performance, experience and competence values and optimized them in the final closing conference.
Since the beginning in NewPlacement-Coaching: The joint Jour Fixe went very well. The internal title aspirant was appointed deputy. A Direct Report, which was already "pulled along" by the predecessor for a long time, was counted cora publicum. The appointment and the initiated farewell were coordinated in advance with the owner. In the circle of colleagues there are "competence transgressions" into the area of NP, for which a counter strategy must be developed with the NewPlacement-Coach. A supplier uses his relationship with the owner for inappropriate advantages. A strategy must also be developed for this.
Our recommendations in this regard:
37. matching is a two-way affair. Projects that turn out to be unsuitable in the course of the interviews should not be frantically pursued. An open termination does not destroy the relationship with the headhunter or the company for later projects.
38 The joint meta-view together with the NewPlacement coach opens up topics early on that could develop into separation drivers. These 360-degree issues need to be prioritized and solutions discussed before negative influences occur
