Career planning & strategy for executives - 2 X 6 practical tips: Beware of the blind spot!

Executives often have a blind spot when it comes to career planning within their own Company goes. There are so many possibilities.

Old hare with brace reflex

Talented youngsters mainly look outwards – to other employers and supposedly better positions. an internal Career is considered stuffy and simply no longer state-of-the-art, so the view of internal careers is usually neglected.

The long-established managers do the opposite: They remember the times when prospective talents learned “from scratch” and then rose in the company. So they cling to the internal career, often fighting for every job and post and verlieren while real Alternatives from the Eyes, internally and externally. Their blind spot is often external career alternatives.

Leaders with a blind spot in career planning

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Basically, the following applies: On average, both young professionals and "old hands" do not deal enough with their own careers - with clever self-marketing and a worked out long-term one Strategy not to mention. But you need it to make a career – whether internally or externally.

Therefore, I would like especially budding and Boy Give managers two practical tips: Always keep an eye on the career strategy and also pay attention to input from outside.

6 practical tips: Avoid typical mistakes when planning a career

But the longer Employees are in the company, the more operationally blind they may become. Even experienced managers do not escape this fate and lose sight of their opportunities and opportunities for advancement in the stress of everyday life, they are too busy with their daily challenges and their perspective is often too limited.

As a result, career planning is either completely neglected or focused on reaching the next hierarchical level, alternatives are simply overlooked. They too should realize that the employment contract is no longer an alliance for life.

Practical tip 1: Allow time for reflection!

Emerging talent or young leaders spend most of their time in Meetings and meetings, take appointments at customers and external partners and try to get the stress of everyday life under control - to find strategies for your own Future there is hardly any time to think. However, regular retreat and time for reflection is important for further career planning.

Young executives must be able to schedule regular times to concentrate on their Set and thinking about development. However, this does not work if they are there for her almost around the clock Team, Colleagues and superiors are approachable.

It makes the most sense to schedule fixed appointments and to take them just as seriously as a business appointment. The important thing is to stay consistent and actually do it at the scheduled time on these days Office to leave; or to go to work later, if the job allows this freedom! This blocked time is then intended exclusively for your own reflection - and should only be postponed in an emergency.

Practical tip 2: Inspire internal careers with external input

Who as a young talent successfully want to be and want to get ahead, does not automatically have to change employers. A small impulse from the outside is often enough to discover new facets or other challenges for one's own position. How can that succeed?

For example, engage in cross-company circles! This not only broadens the professional horizon, but also gives junior executives an insight into the topics and processes of other companies - they recognize trends that could be of interest to one's own company and business.

This in turn arise light ideas and implementation options that can then be presented to the entire team. This often results in undreamt-of opportunities for the further development of one's own area of ​​responsibility.

Therefore, it is also infinitely useful and interesting for start-up and prospective executives to take a closer look at their own company.

Practical tip 4: Regular retreat is required!

As for young executives, the following is also true: To withdraw regularly from the hustle and bustle of everyday life and to consider what you really want to achieve, where the path can still go and to set it down in writing!

An opportunity for older executives who feel right at home in their working environment feel, is to look around for other interesting companies and corresponding vacancies and, if necessary, to approach these companies directly.

In case of dissatisfaction with the current activity, however, it is advisable to consider which talents do not currently apply.

• In which activity does time go by quickly?
• Where exactly can this talent be lived and possibly developed further?
• What other competences or experiences do the management need?
• How can they be obtained?

Praxistipp 5: Be open to new things!

Anyone who has worked exclusively in one company for years should not ignore external opportunities and certainly new ones ways go. One possibility for older managers is to expand the external network and, for example, take part in specialist and industry congresses and trade fairs.

Or join social networks like Xing or LinkedIn and search specifically for contacts in Industries or to look for companies that might be interesting. Also the Jobs im Internet trawling through it is quite promising.

There is also the opportunity to buy his Curriculum vitae and to be automatically informed about new suitable job advertisements. Of course, older managers shouldn't neglect the internal alternatives either.

Practical tip 6: Proactively looking for new ways!

Anyone who has held a position in a company for a long time is assumed to be happy there and satisfied to be. It is therefore essential, especially for experienced managers, to proactively approach superiors, present their own goals and discuss together how they can be achieved.

If this exchange has not taken place in the past, top people would be well advised to do so if possible fast and catch up well prepared. It is also promising to address topics that are interesting for the company, so as to draw attention to yourself I aufmerksam close.

• Where are problems right now?
• Which solutions did the management develop?
• What can you do?

But always remember to act with the necessary tact, so as not to snub anyone out of the company.

6 practical tips: Internal promotion is often the better strategy

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Many managers also make this mistake: an internal career is seen as not very desirable and is neglected as a career alternative. And there is often no strategy either. It could be so easy.

The fact is, very few executives have a long-term strategy for their professional career. Job hopping, a new position every two to three years - that seems instead to be increasingly the credo of prospective managers and talents.

But it is important for getting ahead in the job. The right strategy helps, which is also Ascent in your own company. So here are 6 detailed practical tips for prospective and young managers.

Praxistipp 1: Look for internal alternatives!

Instead of doing job hopping and having a long list of positions that sound impressive at first glance, it may well be worth taking a look at your own company:

• What career alternatives are there?
• Often new tasks and areas of expertise have their appeal - is job rotation possible in the company?
• Is the next step in a (more extensive) leadership position or is a specialist career in question?

Praxistipp 2: Maintain internal networks

All these topics can be discussed by senior managers with their supervisor. For him too, it is important to know the goals of the employees in order to be able to support them. Regular interviews (once a year) for their own development are common in many companies and can also be requested.

In addition, there are usually internal job advertisements that show vacancies in your own company. Maintaining a good internal network is also important useful, since managers can find out very early on where an additional position will be created or where a new appointment is planned.

Praxistipp 3: Focus on your own development!

Regardless of whether career beginners and young managers want to make career internally or externally, the most important thing is to deal with their own development - and this as early as possible.

The following applies Ask deliver:

• What is the goal? How much (personnel) responsibility would the employer want to take over?
• Is a management career actually the right way - or is a professional career perhaps not the better decision?
• Would you prefer a career in a company or a family-run medium-sized company?
• Is it important to lead in line or is project management the better solution?

It is best to keep the considerations in writing and in as much detail as possible, as they form the basis for career planning and can be adapted to new findings in the course of life.

Practical tip 4: recognize personal skills and expertise

In the next step, it is worthwhile for prospective managers to determine which personal skills and professional ones Competencies it takes to achieve goals.

• Which of these are already available and which can be learned as and where?
• What real talents can they employ and how do they have to be expanded?
• Is a postgraduate degree or a continuing vocational training required?
• Should aspiring talents move abroad for a while to be well-placed for the dream job?

Practical tip 5: recognize personal skills and expertise

Dealing with the topic is also particularly important for a management career Guide:

• What is important in this context?
• What does leadership mean?
• Does this fit into the company's leadership culture?
• Why a career as a leader?

In addition to self-reflection, it also helps to exchange ideas with close friends and to compare whether the self-assessment is realistic. A Coach can provide professional support here.

Praxistipp 6: Designing scenarios for the coming years

According to this, talented people and young managers should draw up scenarios for the next three, five and ten years and check at least once a year whether their goals can be achieved or not priorities have to be distributed differently:

• What are my goals?
• Is my way still to these goals?
• What are the alternatives?

However, it is extremely important for experienced executives to sharpen their outlook on career opportunities outside their own company.

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