KEY FOCUS AREAS
- Too often, leaders are looking to leave because they haven’t said what they want and whether they can get it where they are.
- Often, they even think it’s impossible to get it even though they haven’t said what they want.
- An internal negotiation is much easier to conduct than with a new party.
- The risk is very low: the only thing that can happen is to stay in your current job.
- However, many people do not dare to start a negotiation.
- Yes, the grass may be greener elsewhere. But you might as well know what you are comparing it to…
External advice allows you to be clear about your aspirations, to make consistent and realistic choices, to prepare their implementation and to obtain the neutral feedback of a professional.
A FEELING OF LOSS…
Many of the managers I advise want to move on to “something better, maybe somewhere else”.
Even though they have a rewarding and well-paid job, something is missing.
The inevitable question arises: should they stay with the company or leave?
Sometimes, leaving is necessary or even essential, for example when your job has a negative effect on your health or if you are in open conflict or in a toxic relationship with your shareholders or your CEO. In these cases, the right question is: how to leave in good conditions? If this is the case, contact me to discuss your options.
But all too often, executives are looking to leave because they haven’t figured out what they want and whether they can get it where they are.
Is the grass really greener elsewhere?
This is often the starting point of our collaboration.
Are you thinking of leaving your job?
STORY OF DAVID WHO WANTED TO QUIT HIS JOB
David, one of my clients, is an excellent example.
At 32 years old, he joined a company under LBO that had just raised several hundred million euros as Director of Development.
David is a demanding and results-oriented person. He wants to work in an organization “aligned with a consistent and ambitious vision”.
The company founder is a creative visionary who builds the brand but struggles to formulate a clear business strategy or concrete goals.
In a developing organization, David deals with “every problem that comes along. He gets burned out and wonders what he’s good for.
Obviously, he thinks about “looking elsewhere”.
How to decide?
David and I agree on three points:
- His technical skills are indisputable and recognized.
- He is the only one who can define his personal project. On this basis, he can decide if the conditions are right to realize it and if he wants to stay or leave.
- If he wishes to stay, he will have to say what role he wants to play in the company and see if he can obtain it.
Rebuilding a sense of purpose
I first offer David a physical and moral fitness program… 🙂
We then do an in-depth review of his motivations:
- Keep learning;
- Participate in a great entrepreneurial project;
- Be part of the management team, be in charge ;
- Take a team along with him;
- Create value and receive his share of the gains ;
- Work with quality people;
- Stay in a good mood.
My work with David also consists of making sure that he is really passionate about his project, that he communicates a real energy and that he makes others want to follow him.
Is the grass greener elsewhere?
We look for the right elements to appeal to the funds and the founder based on their own interests:
- Maximize return on investment.
- Ensure growth through acquisitions.
- Ensure a high level of reliability of financial processes.
- Mastering the exit process of investment funds.
David makes a proposal based on his personal project, how he thinks he will contribute and how he will organize himself. They are reassured to see a clear proposal that fits David’s capabilities and serves their own interests.
The Board decides to give him the means to act: he builds a team and takes the reins of the company’s strategic development and corporate finance.
After a few months, he is appointed CFO and corporate officer. His income significantly increases. His responsibilities now include Human Resources.
KEY POINTS
Too often, executives are looking to leave because they haven’t figured out what they want and if they can get it where they are.
Often, they even think it’s impossible to get it even though they haven’t said what they want.
An internal negotiation is much easier to conduct than with a new interlocutor.
The risk is very low: the only thing that can happen is that you stay in your current job. However, many people do not dare to enter into negotiations.
Yes, the grass may be greener elsewhere. But you might as well know what you are comparing it to…
External advice allows you to be clear about your aspirations, to make consistent and realistic choices, to prepare their implementation and to obtain the neutral feedback of a professional.
