For more than 30 years, our partnership has helped professionals and executives with their careers and job searches with nearly 100% success.

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1/11 Our product portfolio ranges from separation management to outplacement and premium placement.

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2/11 Our USP. What distinguishes us from other providers and their consulting services in the long term.

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3/11 Separation management includes both prevention and fair and future-oriented separation.

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4/11 OutPlacement 2.0 is the further development of the OutPlacement approach for a future-oriented separation.

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5/11 NewPlacement is based on the well-founded Management Integral and stands for its 8 runways to success.

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6/11 PremiumPlacement for managing directors / C-level with high demands on individuality and networking.

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7/11 Upgrade for managers who are stuck in an outplace or transfer measure without success.

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8/11 Career advice based on the management balance for decisions under security and with a future.

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9/11 Rescue Coaching is aimed at managers who find themselves on the "downward" slope in their jobs.

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10/11 Online Coaching on demand is aimed primarily at expatriates in change and managers worldwide.

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11/11 Directory. 115 linked keywords from A-Z about career, separation, networking, application and success.

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Leap into the tax group

Separation "New boss" Mr. Abraham was the sales manager of a branded goods company and had had a chimney career there. However, the new Managing Director Sales had a fundamentally different philosophy with regard to sales. He had been brought in to provide a jolt in sales with drastic changes. One word led to another, philosophies clashed in meetings and cooperation was hardly possible. The logical consequence according to the old principle "over trumps under" came the separation meeting.

Quick action after the separation The company had already been working trustfully with NewPlacement AG for years and fully accepted the rules of absolute confidentiality. Mr. Abraham therefore contacted Mr. Nagel that very evening, who was able to arrange an appointment for the following evening. Already during the telephone conversation, the language rules were discussed in order to bring Mr. Abraham out of the role of victim and into the role of perpetrator. Still the circle which knew about the dismissal was to be steered with 3 persons. It was agreed that Mr. Abraham would only talk about his career initiative in the circle of employees and friends before his 50th birthday this year. The HR Manager and the Managing Director Sales were briefed accordingly to prevent any disruptive information that would have caught up with Mr Abraham later in the process. An appropriate interim report card was drafted by Mr. Nagel and negotiated directly with the HR Director.

Setting up and launch ing Within 3 weeks and in more than 40 hours together and in pre- and post-work by Mr. Nagel a positioning as managing director was worked out. After launching the documents with headhunters, some offers came from the hidden market, which were identified and pursued as a development step with a corresponding opportunity afterwards.

In particular, a project with a brandedcompany, where the founder was looking for an external manager as a second managing director after a heart attack, appealed to Mr. Abraham. After intensive development of the interview strategy and essence (creation of a professional essence depending on the approximately 50 demand factors of the searching company), both the headhunter and the owner could be won over in the first get-to-know-you talks. After the 2nd conversation with re-briefing and mirrored utility analysis, there was finally a joint dinner with the wives. Finally the owner could visit his house on Corsica for 14 days. The longest holiday in years and the biggest phone bill due to the multiple requests per day.

"Easy come, easy go" After the return, the cooperation started to crumble. Mr. Abraham was accused of not cloning the owner 100% and confusing the staff with new ideas. The mood grew progressively worse and Mr. Abraham complained to Mr. Nagel of his stomach pains and insomnia as part of the job insurance coaching (guaranteed contract). An exit strategy was developed and after some back-and-forth, the owner agreed to be involved.

Restart of the process and update After a re-launch of the documents with a corresponding change story, Mr. Abraham was offered an even better position as managing director in a project that already required experience as a managing director. After several years of successfully managing and repositioning this company, Mr. Abraham succeeded in making the desired sale. After a short transition period with the new owners, he has now taken over sole management with the help of an update with Mr. Nagel and has finally established himself as managing director.

"Making the leap to organic is the biggest step in my career."