Navigating Transitions: Your Journey to Career Success Begins Here! (YGT13)

Hey there, dear newsletter reader,

you are very close to my heart. I look forward to every appointment where we meet, talk and I can advise or coach you. We discuss strategies, options, and next steps to prioritize: be it career, resilience, and/or leadership.?Very often change and transition are the main topics.

?So at this point a big THANK YOU from me ??????.

THANK YOU for your trust, openness and commitment to our work together. Your success and fulfillment is my greatest incentive, joy and my "Purpose".

As change on the outside and on the inside are the most common topics in my coaching sessions let me focus in today's?

Here is what you can find in this week’s newsletter that is all about elevating your career, leadership, and making impactful transitions.?

→??The transition to a leader: Focus on you and the company

→??The transition to a leader with a performance team: Three tips

→??The transition to a new role: The criteria that?speak for a change

→??I am SHOWING UP! With a podcast and:I need your support

Have fun reading, enhance your success habits and self-leadership skills.

Kind regards????from Herzogenaurach, Katharina

→??The transition to a leader: Focus on you and the company

When someone freshly starts with leadership, the first seminars consist of topics around leadership: How?to conduct feedback conversations, how to agree on goals and and and.

Later, it continues with "How?do I deal with conflicts", "How?do I lead difficult conversations".?

This form of training leads to the fact that the manager focuses on the employees and the communication with them or between them.

The main task of the manager seems to be to have the well-being of the employees in mind, their needs, their difficulties - the manager as a shepherd leading a flock is a much-quoted image.

What is not considered in this image is the organization and what effect it has on the employees, and what the change of role means for the employee.

And this is exactly where a change in thinking can take place.

I like to say even more sharply: A rethinking MUST take place here.

Why?

Because many difficulties that employees have within the organization come from within the organization itself.

Because the reason for many difficulties is the structure of the organization.

Because solving the difficulties requires working WITH the organization.

If the manager only focuses on the people and not on the organization, it can easily happen that work is done on the people instead of on and with the organization.

And then we are talking about fighting symptoms versus fighting causes.

Because people's behavior is a symptom, an expression of organizational conditions. Circumstances create behavior.

Both perspectives - the one on the person and the one on the system - are important.

I assume that you already know the former. But only if you know how to use the other one, you can make the change: to decide which perspective is closer to the cause.

So that you can make good decisions.

The second shift that needs to take place is the redefinition of the role, the understanding of the task and the desired effect.?

I accompany you on this transition for 12 months in my program MOVE UP! It is a combination of training, mentoring and coaching. If you want to hear more about this let′s schedule?a discovery call. ????Book?here !

?→??The transition to a leader with a performance team: Three tips

If you model these 3 ways of working, your employees will become truly loyal performers.

1. Lead?by example.

Only when you exemplify values, employees can live them.

Only when you lead with confidence - can your employees follow you with confidence.

Only when you openly communicate your mistakes - can your employees openly communicate their mistakes.

Only when you share your values - can your employees share these values.

It doesn't work to communicate values if you don't model them.

2. Lead?through involvement.

Explain to your employees not only what your next goals are and how you will achieve them, but also why you have set those goals and what results you hope to achieve from them, or what the consequences of inaction would be.

When employees can understand cause and effect and develop a clear idea of "My action will lead to this result for me and others in the company," that's when performance happens.

Because performance is based on cause and effect.

3. Leading with a why.

"Why should employees listen to you?"

This is a very provocative question that every leader must ask themselves, and it helps you understand what qualities you should have as a good leader and what your why is in the first place.?

→??The transition to a new role: The criteria that?speak for a change

Stay or change job?

Have you been thinking for a while: Stay?or change jobs? Are you stuck and doubtful whether you are still the right person for the job? Are you making an effort, doing and doing, but it is not getting any response from your boss? Or even worse, you are expected to contribute even more? If it makes you feel better, you are not alone. The willingness to change is greater than ever. Find out here why this is so and how you can gain clarity for yourself.

Which criteria can speak for a change:

Perspective is missing: there are no chances of promotion, no future prospects, the company remains stagnant and does not develop further, the supervisor blocks any innovation or change, the continuation of the company is uncertain.

Health suffers: permanent overload or underload, mobbing, toxic colleagues, toxic bosses, lack of safety measures

Appreciation is lacking: no feedback, no praise, no nice gestures, no thank-yous, extra work is expected and not rewarded, the extra mile is silently acknowledged

Expectations are unrealistic: departments are merged without redistribution of workload or adjustment of team size, boss:in is never satisfied with the result, extra work always goes to you and never to others, you are always supposed to be available 24/7.

Still unsure what to do?

Are you currently in such a situation and do not know whether you should stay or change jobs? Then write me and book a discovery call for more clarity. Together we will look at where you are, where you want to go and what your concrete next step looks like. ????Book?here !

→??I am SHOWING UP with a podcast and: I need your support

Podcasts are a great way to connect with people and to learn more. This is why I have decided to start my own podcast, and of course I do have a coach to guide me through the process. Can you help me and answer the questions in the attached questionnaire?

I will raffle off two coaching sessions from all submissions with e-mail.?By filling out this short survey by Sunday,3rd of September at midnight you′ll have the chance to win a 1-1 coaching session where we map out the next steps for your SHOW UP! career plan or any other topic you want to put on the agenda.

Here is the link to the questionnaire ?Thanks so much for your support!

→??Ready to Elevate Your Transition?

Are you ready to take the leap during your own personal transition? Whether you're stepping into leadership, navigating change, or seeking a new direction, my coaching program is designed to guide you through every step. Let's work together to make your transition a resounding success. ??

Stay empowered,

Katharina Engelhardt

Career and Leadership Coach

Here is how you can work with me:?

If you've been thinking about working with me, or are simply curious about how coaching can help you, come out of the shadows, and let's get on a?free discovery call!?????Book?here !