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97Maike Dietz is a career coach and HR consultant and worked for Daimler for more than 7 years. After studying business administration, she worked for Daimler-Benz AG in Stuttgart for seven years, and in 1995 she switched to a large international HR consultancy. Maike Dietz has been a freelance personnel consultant for 17 years. As a management coach, she looks after companies and private clients and also works as a career coach.

Career planning and strategy for executives: Attention blind spot!

German executives have a blind spot when it comes to career planning within their own company. There are so many options.

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Old hare with brace reflex

Up-and-coming talents mostly look outwards - to other employers and supposedly better positions. An internal career is considered to be stuffy and simply no longer state-of-the-art, which is why the view of internal careers is usually neglected.

The long-established executives do the opposite: They still know times in which aspiring talents learned "from scratch" and then in Company ascended. So they cling to the internal career, often fighting for every post and every position and losing sight of real alternatives, both internally and externally. External career alternatives are often your blind spot.

Leaders with a blind spot in career planning

Basically: On average, both young professionals and “old hands” are too little concerned with their own careers - not to mention intelligent self-marketing and a well-developed long-term strategy. But that is what it takes to have a career - whether internally or externally.

Therefore, I would like to offer two practical tips: first and foremost, young and innovative leaders: always keeping an eye on the career strategy while also taking into account input from the outside.

Practical tip 1: Give time for reflection!

Young talent or young leaders spend most of their time in meetings and meetings, make appointments with customers and external partners, and try to be a master of everyday life - to think about strategies for their own future. Regular retreat and time to reflect is, however, important for further career planning.

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Young leaders need to be able to plan regularly to focus on their goals and development. However, this is not possible if they are approachable almost round the clock for their team, colleagues and supervisors.

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

Practical tip 2: Inspire internal careers with external input

Anyone who wants to be successful as a post-graduate student should not automatically change the employer. Often a small impulse from the outside is enough to discover new facets and other challenges for one's own position. How can this 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 gives rise to ideas and implementation possibilities, which can then be presented to the whole team. This often results in unimaginable possibilities for the further development of one's own task area.

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

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3 responses to "Career planning and strategy for managers: attention blind spot!"

  1. Melynda Siddiqi says:

    That may be a text!

  2. Terry says:

    Fantastic, we just got this topic yesterday at Facebook discussed and now I find this post about it!

  3. Sybille Grush says:

    I like your page very much, a lot of useful information. Only the navigation I find something too hidden.

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