OutPlacement-News regularly reports on everything you need to know about OutPlacement, NewPlacement, careers, career separation, the application process, graduation, onboarding and integration.
Career coaching goes far beyond OutPlacement counseling.
OutPlacement-News: You offer career coaching on your website for various occasions. Let's discuss these in detail. Why do you see management balance as a very important prerequisite for professional coaching?
NewPlacement.com: Without the historical elaboration of the career so far with discussion of performance, experience, competencies, soft skills, values and e.g. change motivations, the coach is not at eye level and thus not an adequate sparring partner, but rather an "advisor" from his own experience. The biographical recording of the management integral and its reappraisal by the coach takes several hours and is the basis for further cooperation. The adjustment of the reappraisal takes place with the executive via a "re-biography".
OutPlacement-News: Why do you attach great importance to the political and diplomatic behavior of the executive during career coaching?
NewPlacement.com: Executives constantly move within different interfaces. This leads to confrontations in a 360-degree environment, where the focus should not be on the factual message, but on the motivation behind it. For these insights, the view from the meta-level is required, which is often no longer reached due to one's own "affectedness". This is where the "coach on demand" helps with his distance to the respective situation. He can help to resolve the situation and develop a strategy for defusing it.
OutPlacement-News: Career planning is an extensive topic. What role does (un)consciously staying in a position play in this?
NewPlacement.com: Many executives have "settled" into their current job for years. Over time, the priority of the job moves more and more to the back. To avoid changes such as where they live, friends, clubs, and home and garden, warning signs at work are ignored. Career advancement stagnates because there are no appropriate vacancies within the current company. The own dissatisfaction in the job is suppressed for "house and yard". At the same time, the executive is not immune to the company pulling the ripcord because of this situation. Each high-level personnel should notice therefore the responsibility as "leader marketing & selling for the own work force", develop an appropriate early warning system and in time the assistance of a NewPlacement Coach seek.
OutPlacement-News: What does Rescue Coaching mean in the context of the career Coaching?
NewPlacement.com: Our rescue coaching is the preliminary stage to professional separation management and can often prevent or postpone this. We are requested to do this coaching by the affected person or the company. However, the affected person needs an early warning system so that he or she is not surprised by the separation at some point, and the insight that he or she cannot cope with the disruptions without external help from a NewPlacement coach. Companies try to prevent the loss of deserving or important employees/leaders through Rescue Coaching. For the eye level, the Rescue-Coaching starts with the biographical elaboration of the management balance. Here often already a lot of clues for the disturbances can be found. In addition, the structural and procedural organization with its informal lines is set up and the interfaces are evaluated. Atmospheric disturbances in a 360-degree environment often have convoluted paths and histories. Only after this clarification can strategies and implementations be developed together with the coach. The "resolution process" of the executive is accompanied "on demand". As result there is the relaxation, partially unfortunately however also the separation, in particular with a blockade of the concerning.
OutPlacement-News: Which role does the career Coaching play in the separation process?
NewPlacement.com: The biggest mistake for manager and company is the separation in dispute, with blockage of the application process and negative influences on the workforce. The exclusive set screw model of the NewPlacement AG represents a professional separation negotiation with more than 20 points, which results in a fair Win-win. In particular, the separation communication, the necessary personal references and the change motivation are secured, which are valuable and important for the further application process. However, career coaching first starts with personal involvement. The manager must accept that the separation is unavoidable and that anger, strife as well as unrest in the workforce are detrimental to his or her own advancement. After the separation has been accepted, the manager can look ahead and, together with the NewPlacement coach, make the best of the situation.
OutPlacement-News: After the separation, the application process takes place. How can you differentiate between OutPlacement consulting and general career coaching?
NewPlacement.com: OutPlacement, NewPlacement and PremiumPlacement are offers for different hierarchy levels and their special needs and requirements on the way to a new job. These offer forms are offered limited and/or up to success or with continuation warranty in the probation period. In addition to many operational support services, these programs also include or build on career coaching elements. To clarify the distinction, let's look at the beginning of these offerings. The support of the executive in professional separation management, the biographical recording of the management balance sheet, the resulting re-biography, utility analysis and goal setting are elements from career coaching. The preparation of a three-dimensional CV, the support in the launching, the elicitation of demand factors of the searching companies and the establishment of a script for the interviews are operative aids of the offer. OutPlacement measures are in principle temporally limited, while individual career coachings worked satisfactorily also over a decade and/or up to the retirement of the cared for high-level personnel again and again.
OutPlacement news: Which role can career Coaching play with the Onboarding?
NewPlacement.com: The high-level personnel develops an informal structure organization of the new enterprise together with the NewPlacement Coach. All necessities and "dangers" for the first days are discussed. The executive becomes aware of the views of the interfaces involved. Dealing with e.g. jealousy (e.g. closeness to the owner), envy (claims to the position) and fear require a high degree of empathy and patience. A plan must be developed for all appropriate interfaces before the inauguration. The professional draft of an inaugural speech can already alleviate many concerns within the company. Getting to know colleagues and employees afterwards sets the first signals by taking one's own back.
OutPlacement-News: Does this support continue during integration?
NewPlacement.com: We see the first 100 days as a period for integration. During this time, the manager should have won over the employees and cleared up competence disputes with colleagues. In particular, the Jour Fixe culture, which is supported by the NewPlacement coach, promotes the "leading" of employees, colleagues and superiors. In parallel, collaboration with external partners, especially those with informal lines to owners and colleagues, needs to be consolidated. The 100-day paper, even without demand, should capture, organize, and evaluate all information from get-to-know-you meetings to strategy meetings. However, political and diplomatic skills are required when publishing it.
OutPlacement-News: After integration comes establishment in the new job. How do you help during this phase?
NewPlacement.com: In this phase, organization must replace improvisation in the new job. Procedures and processes are established and skillfully monitored for compliance. Not all changes can be implemented immediately. However, in the event of resistance, the NewPlacement coach is on hand to help on demand. Among other things, changing coalitions are planned. In the last month of the probationary period, there may be increased attempts to get rid of the new executive. A corresponding early warning system, which was already established in the getting-to-know phase, helps with early information. Together with the coach, these attempts can be counteracted at an early stage.
OutPlacement-News: In which cases is career coaching still needed after years in the new job?
NewPlacement.com: The company, the executive and the environment as well as the interfaces are in constant motion. A takeover of the company, the entry of the junior, redistribution of responsibilities and economic crises can endanger the position of the executive. This often leads to a continuation of the cooperation with the NewPlacement-Coach, even after a break of several months. With all these changes, the executive is expected to have an early warning system that realistically assesses the impact on his or her position. Unfortunately, many executives feel very secure after 2-3 years and then may be surprised by a separation interview. Therefore, we recommend all executives to maintain regular contact with their coach. Often a 15-30 minute phone call 3-4 times a year is enough for this.
OutPlacement-News: Are there also examples where your career coaching did not work as planned?
NewPlacement.com: Unfortunately yes, and in all phases where it is not possible to permanently eliminate the disruptions. You then have to distinguish between the temporary solution and the direct transition to the next phase of separation.
OutPlacement-News: Can you give specific examples?
NewPlacement.com: An executive learns on his first day of work that management has changed and his new job no longer exists due to decentralization. We were able to save the situation to some extent, in that the executive signaled understanding after a brief consultation with the coach. As a result, the company waived the one-month notice period and paid for the probationary period. Better use could have been made here of the time between the contract and the start of work.
Our candidate started as the second manager alongside the owner, who had talked about letting go during the application process. After a vacation of the owner on the Balearic Islands with several calls a day, our candidate was let go because he had confused the employees with new ideas (according to the owner) during the vacation period. Here the coach was just able to prevent the escalation. After the bonus payment was waived, the candidate received a written and personal reference about his "interim activity". Shortly thereafter, a canceled project could be revisited and the candidate could start a new challenge. In this case, there was a failure to take back the speed in the initial period and to be more empathetic to the owner's difficult situation regarding "letting go."
An executive received his resignation from the owner 16 days before the end of his probationary period. He was to be the successor. After this news was made public at the Christmas party, all the "long-serving" employees had joined together and put massive pressure on the owner. It had not been possible to win over the informal leaders in the company sufficiently in the first 5 months.
However, even here, a cancelled project could be revitalized.
A board member we had been looking after was called in for a report in the third year by his new supervisory board chairman. He was completely stunned and in not unfounded fear for his job. In "coaching on demand" we were able to uncover the background of this summons and develop a successful strategy for the meeting. However, it was only temporarily successful in sensitizing the board of management to the peculiarities of the chairman of the supervisory board. A few months later, there was a separation and an update in the application process for the board.
OutPlacement-News: What should an executive actually look for when choosing his coach?
NewPlacement.com: Successful and responsible leadership in industrial, commercial or service companies, trusting cooperation with supervisory boards, shareholders and owners, the responsibility for many employees, own separation experiences and overcoming of crises distinguish the SeniorPartners of NewPlacement AG in career consulting or career coaching.
The experiences that the coaches themselves have made, e.g. with
- lack of internal exchange when difficult decisions have to be made,
- managing informal networks (committees, superiors, colleagues, employees and
external partners),
- dealing with competence disputes, intrigues and "trench warfare",
- micromanagement,
- constant pressure to succeed,
- role model function,
are basic requirements for our partnership and only enable competent sparring and assistance for professional career architecture.
In addition, the SeniorPartners of NewPlacement AG are trained internally for two years, then accompanied with supervision and further trained with workshops. This mixture of personal experience and professional methodological competence gives the supervised executives the security they need to work together, even over a period of years.
OutPlacement-News: What are the costs for career coaching?
NewPlacement.com: If you take the individuality of the person and the situation seriously, there can be no standardized price lists. First of all, you have to distinguish between modular packages, programs (e.g. NewPlacement coaching to success) and "support on demand". The packages and programs are calculated in consideration of the individual situation and limitations after an informational discussion with the future coach, either fixed or with a success share. Coaching on demand before the separation (rescue) or after the start of the new challenge (job insurance) is offered en bloc or per quarter of an hour or part thereof.
Since only exclusive SeniorPartners with high-level management experience and two years of internal training operate under the umbrella of NewPlacement AG, the fees do not differ according to the qualification of the coaches. Since the focus is not on acquisition but on support, agreements can only be concluded if the chemistry between the executive and the coach is right after a lengthy informational interview. There is no acquisition for freelancers or part-timers at NewPlacement AG.
OutPlacement-News: Does the executive have to bear the costs himself and claim them as advertising costs?
NewPlacement.com: In the rescue, separation or job insurance case, the costs are partially borne by the company. In professional separation management, the assumption or at least parts of the fee belong in the termination agreement (set screw model). Modern companies see this as caring beyond the separation and as an important internal signal.
In the case of coaching in the current job, companies usually pay the entire fee in order not to lose an important executive or to prepare him or her for a new task. Companies also cover the longer coaching in a newly assumed leadership position en bloc. However, career coaching is shunned by some executives because they wrongly see it as a weakness. It is forgotten that even CEOs of DAX companies make regular use of this support and see it as a strength to secure the necessary sparring.
Coaching on demand over a period of years is largely carried out by the executives themselves, as this collaboration is supposed to take place without the knowledge of the respective company. As a result, many collaborations have occurred even over a decade or until retirement.
OutPlacement-News: Thank you for the interview and the many interesting insights.
#career-coaching, #career-consulting, #career-planning. #Career Architecture, #OutPlacement, #NewPlacement, #PremiumPlacement, #Coaching
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