Meilensteine OutPlacement
Zuerst muss die Entscheidung getroffen werden, ob man den Weg allein oder mit einem erfahrenen Management-Coach, der tagein-tagaus im Bewerbungsmarkt agiert, gehen will. Zur Auswahl eines Coaches führt man mehrere kostenfreie Informationsgespräche mit nationalen Anbietern (Netzwerke), um deren Methodik (individuell, standardisiert, digital), den geeigneten Coach (Management-Level) und deren Honorarkonzept (limited, Erfolg, Fortsetzungsgarantie) kennenzulernen.
Milestones of professional change
Milestones on the way to a new job
First of all, the decision has to be made whether to go it alone or with an experienced management coach who operates day in and day out in the job application market. In order to select a coach, one conducts several free informational interviews with national providers (networks) in order to get to know their methodology (individual, standardized, digital), the suitable coach (management level) and their fee concept (limited, success, continuation guarantee). After the decision, performance and experience values, soft skills, utility values, target finding, positioning, addressing the market, basis for individual application documents, interview strategy (script) as well as the application strategy (8 runways to success) must be worked out together with the coach until the market is ready. The first steps of the market survey are usually carried out in the direction of headhunters proactively (hidden market) and companies reactively.
After the first steps of the market survey, the remaining runways to success follow analogously to the joint application strategy. In this process, networks are partially reactivated and their news processed via recommendation marketing (company proactive). The first interviews with personnel consultants are differentiated into "with/without project knowledge". If it concerns a certain project the "script" must be individualized by the 50-70 demand factors accordingly. This interview guide is then further sharpened for getting to know the company. For the second meeting, re-briefing, strategy approach and mirrored benefit analysis are prepared together for the hopefully decisive competitive advantage. If possible, the contract meeting is moved to another round "without competitors". After the contract is signed, one works out the job insurance for integration with the coach.
If the job search does not go as smoothly as described in Part 2, launching to special partners (private equity, interim, etc.), responding to market news through referral marketing, as well as self-employment to improve the initial situation on the job market can be a good complement to the original application strategy. The consulting time also strongly depends on a high parallelism of the activities on the runways to success. Special forms in the decision-making process of the companies, on the other hand, can prolong the process: assessment centres, graphological reports and visits to your home etc. cannot be explained away, but can only be prevented by withdrawing the application. With a professional and experienced coach at your side, however, even these special forms can be managed very well.
Milestones in the new job
The job insurance is based on an organizational chart with the consideration of all internal and external interfaces as well as the black (organization) and red (relationships) network lines within and outside the new company. In the first step, danger points (e.g. internal job aspirant etc.) are also defined and also considered in the integration strategy. In the first days of the integration process, not only the decision-makers but also the colleagues, employees and interfaces must be "won over". In the case of the foreign interfaces, the intercultural peculiarities must be taken into account. The leadership of the employees (individual and group jour fixe) and the cooperation with the superior / owner / AR should be established agenda-supported and adjusted just in the beginning. As part of the early warning system, disruptions should be discussed immediately with the coach.
Milestones from the job
In case of dissatisfaction in the job, separation prevention should first be discussed with an experienced coach. For this purpose, development and current status are considered from the meta-level. If necessary, a biographical reappraisal can also help. In particular, a pro and co list should be drawn up before leaving. Applying for a job without the company's knowledge is hardly feasible if the offers accumulate. If anything, the willingness to work Saturdays and evenings has diminished. As an update of a NewPlacement coaching, one is usually ready for the market again within 10 days. If a separation initiative already emanates from the company, separation prevention should nevertheless first be examined before the framework conditions of the separation are brought into a win-win situation with the "set screw model". For the further course of action see beginning.
Further information
On our website you can find out more about the extensive
o internal career directory
o FAQ on OutPlacement
o Interviews OutPlacement & Career
o FAQ of the companies
and the horizontal sliders provide very quick information on all phases of career development and professional change.
For an individual and personal assessment, please arrange a free, no-obligation information meeting with your future coach.
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