Job search formerly self-directed (ER) vs. NewPlacement coaching (NP).
Formerly in self-direction, since the 14th week in NewPlacement-Coaching: Shortly before starting the job ER and his NewPlacement-Coach sit together because of the job insurance and the "accompanying" application strategy. Another job change has to be prepared by quick successes that make leaving after months more bearable for the current company. The coach is already working on a script for an exit scenario when a new job is found in ER's region. Covert continuation of job application activities must be curtailed to avoid detection.
Since the beginning of NewPlacement-Coaching: The colleague and opinion leader, who is outraged about the succession plan, seeks contact with the long-time comrades-in-arms in the management circle and forges an alliance. This approach is primarily not directed against NP at all, but against the owner's withdrawal. In individual discussions, also with the owner's daughter, a strategy is developed to prevent the succession by an external party. NP had noticed the irritation at the party and is looking for a solution with the NewPlacement coach to involve the long-time companions even better in the succession.
Our recommendations in this regard:
51. if a job offer is accepted covertly as an interim assignment with further "secret" application activity, it is imperative to strive for a win-win. Strategic repositioning and initial successes that can be continued by the existing team reduce the company's "pain of separation". The early departure from the new task must be explained in a comprehensible way.
52. If all of the owner's long-time comrades-in-arms unanimously oppose his succession and give the company no chance without him, all job insurance strategies are usually at an end. If it is not possible to break up this phalanx, the candidate will have to reorient himself.
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