Professional & Personal Crisis: 5 Radical Questions to Begin Again

In Chinese, the word for crisis consists of two signs: the one for danger and the one for new beginning. Even in Greek origin, crisis was not a catastrophe, but actually a turning point. And you too should see it that way. Important: if you recognize warning signals in time, it will be easier.

Feeling vs. mind

"We have to separate" - at the latest when you use this sentence from yours Executive or hear from your boss, the crisis is here. Then it's usually too late for Konflikt- and crisis talks. What is then of interest are only the details of the separation.

Even if you are completely surprised on the intellectual level at this moment - in retrospect, you have felt emotionally for a long time that something was not in Order is. Even if you often don't want to see that a crisis is looming, there are usually first signs of it.

Timely counter-control

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The sooner one discovers that something is wrong, the greater the chance of being able to co-determine the situation as an active person and not to fall into the role of the victim that must end up.

Being in crisis usually means being in conflict - or in several. Because the conflicts can also lie on several levels:

Recognize the signs early

For example, an employee who no longer complies with the German professional rules after spending several years abroad clear came, but which was also under the internal structures of the Company suffered and whose boss did not properly perform her managerial duties.

The sooner you realize that things are getting tricky for you at work, the sooner you can take countermeasures. And the better the chance that it's still a relatively circumscribed and probable one light solvable conflict and that, unlike in the case of Birgit Riethmüller, a whole web of conflict has not yet been spun that can only be unraveled with great difficulty.

Look for the signs!

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It is therefore important to identify potential crises as early as possible. This is difficult for two reasons. On the one hand, it's difficult for us because looking closely at something that's not right at work, with strong uncomfortable feelings and with many for sure also associated with existential fear.

On the other hand, there are no wholly clear signs of a crisis. What you can do, however, is to collect as much information about the situation and about yourself as possible and to get the most accurate picture possible.

Address problems openly?

Denn People people in your professional environment are unlikely to tell you openly and clearly that they have a problem with you. Of course, it would be the task of managers Problems to address.

But don't always take it Executives their task true. Conflict and crisis talks are also uncomfortable for managers. Partly there is a lack of time, partly there is a lack of it Courage, partly due to training - and very often it is due to one Combination various factors. So it doesn't help: You have to take responsibility for yourself and become active yourself. That means you have to I aufmerksam monitor whether the signs of conflict and crisis are increasing.

5 Radical questions

A crisis radically questions the professional – and often also the private – life that one has led. At least one of the pillars on which identity rests, namely the professional one, is “cracked”. To raise them up again is a new one Orientation necessary. The following Ask offer a kind of “compass”:

• What are your strengths and weaknesses?
• What are you going to do differently in the future?
• What framework do you want to have?
• How do you define your professional identity in the future?

You have experienced the "worst case" and now you know that you can start again, even if it is difficult. What should frighten you after this professional baptism of fire? This consciousness is a power pack for the Future.

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