Ensuring Career Development through a well-adjusted style
After three years as Head of Investor Relations at a large German company, thirty-nine year old Mr. C felt under-challenged. This ultimately led to his lack of motivation and a certain agitation towards his colleagues. He saw that his reputation in the company could suffer as a result of this.
Although he had a good job, which would normally have been a stepping-stone to higher-level positions within the same company, there was nothing opening up in the foreseeable future which would have challenged him sufficiently. Due to personal reasons he decided against moving to another company.
After a few sessions of career coaching at KONITZER & TAFEL, we decided that Mr. C needed to find something outside of work that would challenge him in ways that would balance his work/life and thereby lessen his general frustration. After a while he took part in one of his children’s sports programs, which gave him other avenues to challenge himself. This changed him by taking his focus away from his career dissatisfaction and he became noticeably calmer and more confident at work. A year later, he took over the position as head of financial controlling in a subsidiary of the same company.
A career transition after working abroad--what next?
Dr. G., 41, was employed in the R&D department of a European subsidiary of an American chemistry company in Germany. As a next career move Dr. G. was sent to work at the US Headquarters. After 3 years, he returned to Germany and soon became dissatisfied. The new position was not quite what had been promised. The transition was also difficult because the German subsidiary of the company had changed considerably during his time abroad. Indeed, it seemed that he was coming back to a whole new company altogether, which unsettled him. The only positive aspect of his move home was that his family was content to be back in Germany.
In different discussions we succeeded in getting Dr. G. accustomed to the German work environment. He recognized the advantages for himself and particularly for his family of returning to Germany. The time abroad gained a new importance when he began to regard this time not solely from a career point of view. On this basis we analyzed the new structure and developed new goals together, which corresponded to the changed situation. It was important that Dr. G. reevaluate his initially disappointing situation and view it from another point of view.
Having clarified and accepted this he was able to redefine his goals and found the strength to redefine his future. Dr. G. was then able to change his job from Head of Project Management to another position, which led Customer Relations Management R&D across Europe. After eight sessions with KONITZER & TAFEL Management over six months, we successfully wrapped-up Dr. G’s career coaching with a successful job placement.
Fast-track career path to Partner of a renowned law firm - then personal conflict endangers success
Mrs. Y., 38, excelled as a partner in a well-known management consultancy. She was target driven and motivated. These were positive attributes as a student and very helpful when embarking on her career. These qualities as a partner, however, proved more problematic and she became increasingly intolerant of the office culture and the general working style of some of her colleagues. Mrs. Y. was neither able to network nor find any working mentors. Her career success and her career development seemed to be in danger.
We worked comprehensively with Mrs. Y. on her office diplomacy and her general “company attitude,” specifically coaching her on the positive roles of tolerance and patience. As a second step we helped Mrs. Y. to build a network within her firm. As she was often away on business trips, we continued the coaching sessions on the telephone after meeting twice in person. Using concrete examples we developed alternative courses of action for Mrs. Y.’s typically spontaneous, rather scathing ways of dealing with specific situations in the office.
What helped her in particular during the course of working with her was the new understanding she attained of personalities and sensitivity towards dealing with her colleagues. She came to understand that other people’s reactions were not personal attacks against her, but rather another personality expressing him or herself.
After 9 months of working together, we were able to successfully coach Mrs. Y on the workings of partnerships, and succeeded in making her feel much more secure in her role as a partner in the firm. The time she spent resolving largely avoidable conflicts decreased significantly.