From my daily practice as a talent and change management consultant, I know that the reality behind the scenes is often even more alarming.

The Symptoms of a Broken Recruiting Culture

What top talents - highly qualified academics, experienced managers, and digital specialists - are currently experiencing on the job market has nothing to do with a respectful “candidate experience”:

• The “Golden Unicorn” Paradox: Job postings look for a mythical all-in-one savior, but when it comes to the actual process, companies deliver a miserable performance.

• Automated Ghosting after Work Samples: Talents invest hours into tailored concepts and case studies, only to be rejected weeks later by a standardized system email or ignored entirely.

• Ghost Postings for Ego: Positions are posted on LinkedIn just to signal a great corporate growth culture. But when top people apply, the internal reaction is: “We aren’t actually hiring right now.”

  

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Behind the Scenes: Why HR is Collapsing

It is too easy to blame recruiters alone. When rejection emails are automatically fired from systems on Fridays at 2:30 AM, it is not a sign of efficiency; it is a massive cry for help. It shows that HR departments are structurally overwhelmed, technologically ill-equipped, and strategically left behind.

“Being disrespectful is the new New Work”. When phrases like this appear in the private chats of top talent, companies face an existential threat. Bad processes spread lightning-fast in the digital age. Those who treat applicants with arrogance today systematically destroy their employer brand for the next five years.

The SKALARA Way: From Management to Cultivation

Modern personnel development cannot stop at the borders of your applicant tracking system. Companies must learn to view HR and talent management as a living, fluid ecosystem:

1. Move away from rigid templates: Recognize transferable skills and actual potential instead of searching for fictions of resume clones made with AI.

2. Real psychological diagnostics instead of gut feeling: Utilize valid tools like the LINC Personality Profiler during onboarding and development to guarantee alignment and psychological safety from day one.

3. Scale humanity: Technology and AI must relieve HR departments to create more time for personal, appreciative communication. Not less.

The question is no longer whether you can find skilled professionals. The question is whether your processes are good enough that the best minds actually want to stay with you.

What absurd recruiting experiences have you encountered lately? Let’s discuss in the comments.

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What if we measured jobs not just by salary or status, but by their net value to society?

The gap between pay and real value

NEF used a Social Return on Investment (SROI) approach to estimate how much broader social, ecological, and economic value different roles create—per £1 of salary.

Low-paid, high-value roles (per £1 of pay):

• Childcare workers: +£7 to +£9.50

• Hospital cleaners: +£10

• Recycling workers: +£12

High-paid, net-negative roles (per £1 of pay):

• Investment bankers: –£7

• Advertising executives: –£11

• Tax avoidance specialists: –£47

The headline is uncomfortable: pay often tracks market power—not contribution. Many essential, care-adjacent jobs (disproportionately done by women) are undervalued. Meanwhile, parts of the top end are rewarded despite creating negative externalities.

Why this matters for non-linear careers

Unconventional career paths often bundle transferable skills (systems thinking, crisis handling, service orientation, ethical judgment) that show up strongly in roles with high social value—but weak wage signals. When organisations filter mainly by linear CVs and conventional pay bands, they miss people whose experience could deliver measurable outcomes where it counts: safety, wellbeing, learning, trust, patient outcomes, customer resilience.

If we’re serious about making non-linear talent visible and productive, we need to price and reward outcomes—not proxies like job title seniority or pedigree.

10 myths about pay

I’d like to share ten persistent myths that keep pay misaligned:

1. “Higher pay = bigger societal contribution.” Often false; some top earners create net harm.

2. “Low-pay roles are just stepping stones.” Social mobility is frequently blocked.

3. “Only poverty matters, not inequality.” Large gaps corrode cohesion and trust.

4. “We must overpay to keep talent.” People stay for meaning, growth, fairness, and autonomy.

5. “High earners work harder.” Many low-paid workers juggle multiple jobs and care duties.

6. “Private = more efficient.” Underpriced labour can degrade quality and outcomes.

7. “The rich shoulder the tax load.” Effective rates are often lowered by loopholes.

8. “If a job is fun, low pay is fine.” Autonomy, security, and fair pay rise together.

9. “Pay perfectly tracks performance.” Evidence at the top is weak and noisy.

10. “To get performance, just pay more.” We often overlook the real value creators.

What leaders can do

1. Integrate social value into pay systems.
   Pilot SROI-informed benchmarks for roles that drive health, safety, learning, or cohesion. Tie a portion of variable pay to validated outcome metrics (e.g., readmission rates, infection control, learner progression, customer recovery time).

2. Cap the spread
   Adopt internal pay-ratio guidelines (for example 1:8–1:12) to maintain coherence between senior and median pay. It focuses investment where outcomes move.

3. Make externalities visible.
   Publish an impact ledger alongside financials: show where functions create positive spillovers—or risks that others must absorb.

4. Invest in care infrastructure.
   Fund childcare and predictable scheduling. These raise participation, productivity, and retention—especially for non-linear talent.

5. Reframe employer branding
   Celebrate the outcomes your “invisible” roles create (safety, cleanliness, continuity, inclusion). When you name and measure value, you can reward it.

A note on time and relevance

Yes, the NEF report dates back to 2009—and that’s exactly why it’s interesting. In a world with AI productivity curves, this framing still asks the right question: Are we rewarding what actually makes society—and organisations—work?

Don’t get me wrong—I love AI, and it meaningfully boosts efficiency and quality. That’s precisely why we should pair it with pay systems that reward the human outcomes that matter most: safety, learning, trust, and wellbeing.

If you’re experimenting with SROI benchmarks, internal pay ratios, or outcome-linked progression, I’d love to feature your case. Add a comment or reach out—let’s turn these ideas into practical, open examples others can adopt.

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She was in her early 40s, managing a high-pressure role in a multinational company. From the outside, she seemed to have it all: a steady climb up the corporate ladder, a comfortable lifestyle, and the respect of her peers. She had recently been appointed to a leader’s development program. While we were waiting on a call for others to join, she confessed that she felt stuck. "I’ve been doing the same kind of work for 15 years," she said, "and I’m not sure this is what I want to do for the rest of my life."

This reflection inspired me to restart my blog series on unconventional career paths My goal is to share stories and insights that help us rethink our ideas of careers and talent management.

My colleague's story isn’t unique. Many professionals between 35 and 45—or after about 10 years of work experience—start to feel a similar pull to reevaluate.

So far, there’s no definitive statistic on how many people experience this kind of transition, only assumptions. One study from the National Bureau of Economic Research suggests this happens to employees around 45. Others believe it emerges earlier, often linked to a desire for change after years of routine.

Vulnerability in Careers—And Breaks That Define Them

Everyone’s familiar with the concept of a midlife crisis. It’s often linked to major life changes or pursuing long-deferred dreams. In the professional world, we see something similar, though I prefer to frame it as a mid-career break rather than a crisis. It’s a natural pause—a chance to reset and realign.

What Is a Mid-Career “Crisis ”?

A mid-career crisis is a period of intense self-doubt and reevaluation of one’s professional life. It’s often marked by feelings of dissatisfaction, disengagement, and a lack of enthusiasm for work—even when the job may appear impactful to others.

Causes of a Mid-Career Crisis

Several factors contribute to this phenomenon:

• Unmet Career Ambitions: Many professionals start their careers without thoroughly researching their chosen paths, leading to a misalignment between passion and work.

• Burnout: Balancing work and often a young family can lead to workplace burnout.

• Changing Work Landscape: Economic shifts and evolving perspectives on work-life balance increase pressure on mid-career professionals.

• Repetitive Work Cycles: The idea of continuing the same patterns for years can feel stifling.

Symptoms of a Mid-Career Crisis

Common signs include:

• A lack of enthusiasm for new challenges or projects

• Persistent dissatisfaction with work, regardless of financial compensation

• Psychological stress tied to work

• Resentment toward colleagues, leadership, or company decisions

• Difficulty securing new roles due to outdated skills

  

Addressing the Crisis

For my colleague, navigating her mid-career crisis involved taking a sabbatical. During that time, she traveled, reconnected with her creative side, and took a course on sustainability—a subject she’d always been passionate about but never pursued. When she returned to work, she transitioned into a role that aligned more closely with her values and interests.

Here are some steps others have taken to address their mid-career crisis:

1. Reset work-life—Re-evaluate priorities and say no to projects that don’t align with your goals.

2. Pursue personal interests—Whether it’s travel, volunteering, or a creative project, use the time to explore what brings you joy.

3. Reflect on career goals—Think about what success means to you and how your career can align with those values.

4. Develop new skills—Invest in training or courses that open doors to new opportunities.

Turning Crisis into Growth

While challenging, a mid-career crisis - or break - can be a gateway to growth and realignment. It’s an opportunity to rediscover passion, embrace change, and potentially increase job satisfaction in the latter stages of your career.

If it’s a myth or a fact - there are no reliable studies about this phenomenon. Although I am a rational person who bases assumptions on facts, I think this phenomenon is so evident that it does not require proof.

Have you ever experienced a mid-career crisis or -break?

How did you deal with it?

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Stay tuned for more stories and insights about navigating unconventional career paths and embracing the career breaks that define our professional journeys.

A few days later, this topic resurfaced during a conversation with a friend whose daughters are around the same age as mine. Her older daughter has been traveling the world for three years, funding her adventures with various jobs. Meanwhile, her younger daughter, who also recently graduated, is still uncertain about her next steps. It’s fascinating that while young children are often asked what they want to be when they grow up, many still don’t have a definitive answer, even many years later.

Despite the myriad career options available, most people need help pinpointing their career paths. However, their responses come much more naturally when asked how they envision their lives. This is because most people embrace a life-centered rather than a career-centered approach.

This decision-making process doesn't just affect young adults—we are constantly faced with how we want to live. Should work be the center of our lives, or do we want to live more and need work to live?

It's not only about being a workaholic or a chillaholic!

Let me explore the difference between these two life approaches and why we must be aware of this.

The Career-Centered Life

Welcome to the world where your business card matters more than your bedtime!

A career-centered life is about climbing the corporate ladder and swimming in a pool of professional achievements.

You place professional achievement at the forefront, often making work the core of one's identity and daily routine. This path emphasizes career advancement, skill development, and financial success. Key aspects include:

1. Professional Growth and Accomplishment: Pursuing continuous learning, promotions, accolades, and industry recognition.

2. Financial Stability: Higher earning potential and financial security, enabling a higher standard of living.

3. Networking and Relationships: Building and maintaining professional networks with colleagues, mentors, and industry leaders.

4. Work-Life Integration: Blending work into various life aspects, often involving long hours, business travel, and constant connectivity.

5. Personal Sacrifices: Potentially sacrificing personal time, hobbies, and relationships, with work taking precedence over other life areas.

Sacrificing free time and hobbies is often the topic in my coaching sessions for managers. After a steep career path, they ask themselves: “Where has my life gone?”

The Lifestyle-Centered Life

This path is about enjoying the finer things, like naps and nature.

A lifestyle-centered life prioritizes personal fulfillment, health, relationships, and leisure. Those who choose this path design their lives around their passions, hobbies, and family rather than their careers. Key features include:

1. Work-life balance: A balanced distribution of time and energy between work and personal life, focusing on flexibility and reduced stress.

2. Personal Well-being: Emphasis on mental and physical health through activities like exercise, meditation, and hobbies.

3. Meaningful Relationships: Valuing time spent with family and friends over professional networking.

4. Experiences Over Material Gains: Prioritizing travel, adventure, and cultural activities over accumulating material possessions.

5. Career as a Means, Not an End: Your job is a means to fund your passions, not the main event. Work supports your life, not the other way around.

What is your priority? Your work or your life?

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Gone are the days when we had to decide on one path straight after school. We now have a choice and can choose again and again. There are phases of life in which we focus more on work, and there are phases in which we want to enjoy life.

Setting Your Life Compass: Finding the Perfect Balance

Many people blend elements of both to create a fulfilling and balanced life.

Strategies for achieving this balance include:

1. Set Clear Priorities: Determine what matters most and allocate time and energy accordingly, setting boundaries to prevent work from encroaching on personal time.

2. Flexible Work Arrangements: Seek or negotiate flexible work hours, remote work options, or part-time roles to better integrate work and personal life.

3. Continuous Reflection and Adjustment: Regularly assess satisfaction with work-life balance and make necessary adjustments, recognizing that life stages and personal goals change over time.

4. Mindful Time Management: Practice efficient time management to maximize work productivity and free up more time for personal activities.

5. Leverage Technology: Use technology to streamline work processes, reduce time spent on mundane tasks, and create more time for personal pursuits.

When you were a child and asked what you wanted to be when you grew up, what was your answer? Do you still follow your idea?

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But the young women didn’t rest between two careers. Instead, they did further training or founded a company.

The time between two jobs or careers is an excellent opportunity to recharge your batteries and do what you've always wanted.

What about you? What would you do between the two careers?

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I'm writing this article for a good reason: I quit my job and fortunately will be starting a new one in September. I would love to start my new job immediately, but I need the time to reset and get new inspiration. All my jobs have required creativity, finding suitable solutions, and exploring new avenues. And with working 12 hours a day, that's not possible. I was always busy - also in my spare time.

I am lucky to have the opportunity for a five-month sabbatical - a garden leave period paid by my previous employer. But this is not widespread.

Typically, transitioning to a new job occurs either while unemployed or still working, presenting challenges. Negotiating time off before starting is possible and beneficial, offering a chance to prioritize personal needs and financial considerations.

Your steps to increase your chances of taking time out:

1. Assessing business needs and providing ample notice is crucial to requesting time off.

2. Financial factors such as social security coverage, bonuses, and personal obligations like family events or moving should be considered.

3. Adequate time to relax and recharge is essential for starting a new job with energy and focus. Negotiating for sufficient time off demonstrates a commitment to well-being and sets a positive tone for the new role.

4. Additionally, budgeting time to ramp up before starting ensures a smooth transition. While a month is often the peak duration for requested time off, negotiating for more may be possible, emphasizing the importance of open communication and compromise in the negotiation process.

When starting the time out, don’t waste your time watching Netflix - RELAX

At the beginning of my sabbatical, I realized I had forgotten how to relax. It took me a while to identify what I needed to recharge.

Can you instantly list the things that relax you?

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After a while, I (re)-found the relaxing moments:

• Watching the birds in my garden

• Lying in bed and reading a book

• Leaving the phone in the corner and forgetting where it is

• Dancing while nobody is watching me

• Doing yoga exercises that come naturally with the flow

• Writing a story or a blog fluently out of my mind

• Preparing a meal with vegetables I just got from the ToGoodToGo bag

Most of these moments happen in silence. I am with myself.

Your task:

Write your list now because otherwise, you cannot remember what's good for you when stressed out.

Breaks are essential to calm down and find inspiration for the next step in your career.

After one month of relaxation, I am ready for the next step: education and traveling. I am practicing Spanish for my 2-month road trip through the Iberian peninsula. I've had this plan for a long time: just set off and stay wherever I like.

When and where is your time out?

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Last summer, I lost my voice for the first time, and after a while, I started to have breathing problems. I was shocked because I was proud of my voice and needed it in my role as an HR manager. I have 6 to 12 video-calls during the day, and in the evening, I meet up with friends or go networking.

I can't imagine life without talking.

I didn't understand why I suddenly had a breathing problem.

Breathing should be natural, just like walking.

Of course, breathing is also related to stress. We constantly react to noise and information, activating our sympathetic nervous system, which helps us with fight-or-flight reactions. But being constantly tense makes us ill in the long term. And you guessed it—we can counteract this with the proper breathing technique. We can calm down and reduce blood pressure.

A breathing exercise takes only 2 minutes.

It can be scheduled between meetings, waiting until the cake is ready in the oven, or waiting in the airport security check queue. The most straightforward breathing exercise is to breathe in while counting from one to four and breathe out while counting backward from four to one. Do this for two minutes. It's manageable.

There are so many free apps out there that help you breathe. Just use the one you feel comfortable with. If you have any recommendations, please feel free to comment.

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After I had consulted several specialists about my breathing and voice problems, and they diagnosed me with great lungs, minor allergies, and excellent vocal cords, I ended up with a former opera singer who specialized in voice coaching.

She has diagnosed me as a vertical breather - what most of us are:  we breathe with our shoulders. Test yourself and breathe as you would automatically breathe. You might realize that you lift your shoulders slightly.  This happens because we sit a lot or constantly pull in our stomachs, thinking this will make us appear thinner. Or because we have learned in physiotherapy that we can influence a muscular body with strong abdominal muscles. This is correct, but it is better for healthy breathing if we don't constantly pull in our stomachs. These bad habits lead to breathing with our higher body.

It's better to move from a higher body breath to a lower body breath. Very few of us do it, but we can make it a habit, mainly if we actively use our diaphragm. Dia… what?

The diaphragm is the cupola-shaped muscle at the foot of the lung.

If we place our hand on the diaphragm and push against it while breathing, we move the diaphragm and give the lungs more power to empty their air.  Practice this breathing several times daily, and it will become routine over time. You can find more information on diaphragmatic breathing on the Cleveland Clinic website.

Diaphragmatic Breathing Exercises & Benefits (clevelandclinic.org)

I'm still not a full lower-body breather. I can't train off what I've been practicing for decades within a year, but I'm working on it. I've also realized that diaphragmatic breathing makes me calmer. Whether experiencing a career change or a loss - breathing can help us stay calm and focused.

At the end of this post, I would like to share a question that a sports psychologist recently asked me:

 Do you adapt your breathing to your movement, or does your movement adapt to your breathing?

How do you breathe?

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Today, I am sharing the opposite with you.

Recently, I had an insightful conversation with a friend. After school, he started studying law but quickly realized that he spent too many hours studying and had no time left for friends and hobbies. He then worked in a grocery shop, stocking goods, until his knees started to give him problems. So, he started studying law again. It took him two semesters to switch to history. He dropped out again and began training as a nurse. After two years of training in nursing, he wanted to do something else again. But his self-confidence was low after so many changes and drop-outs. He fears that he will abandon his following career path again.

I asked him where his desire to finish something came from.

Who told him it was worth finishing something?

That reminded me that I finished almost everything despite not enjoying it. Even though I didn't share the company's values, I was in a toxic work environment, felt I needed to be more challenged, my work was too repetitive, or my studies didn't lead me to my desired career path. And yet I still stayed and "stuck it out."

Until a coach encouraged me to question why I had stayed so long; even though it no longer suited me, I'm still grateful for this input. Many of our behavioral patterns were shaped in our childhood and youth. For example, I wanted to work in a Kibbutz straight after leaving school. However, my father worried I wouldn't "get back on track" after my year abroad. After many discussions, I gave in and started my studies. I always characterize the teacher training course as my second choice because I didn't know what else to study. Even though the degree program didn't fulfill my purpose of becoming a teacher, I was able to broaden my education.

The experience gained in a degree program or a job often serves a much better purpose. We get to know ourselves better, learn to communicate and collaborate, and stand up for ourselves. Then, there are the many transferable skills that we take with us from job to job, whether in a law firm in Munich or on the ghost train at the Vienna Prater.

Getting the most out of your job/studies makes a professional career. And we leave footprints in all stations. We may have introduced a particular piece of software. Or we have supported colleagues in their professional careers.

That remains, and we can move on according to our interests and life situation.

We mustn't hold on to something just because we want to please someone or because we feel obliged to someone. This could be a superior society, or, indirectly, our parents. People pleasing can lead us to no longer making independent decisions, setting boundaries, and having low self-esteem. 

Better proceed strategically for the following reasons:

• Opportunity Cost: Continuing to invest time and resources into something that isn't yielding results can prevent you from pursuing more fruitful opportunities. Research in economics and decision theory demonstrates the concept of opportunity cost, where the cost of forgoing alternatives increases as you invest more into a failing endeavor.

• Resource Allocation: Finite resources such as time, energy, and money are better allocated to endeavors with higher potential for success or fulfillment.  Individuals who can reallocate their resources adaptively tend to experience greater well-being and achievement.

• Changing Circumstances: Circumstances change, and what may have seemed like a worthwhile pursuit initially might no longer align with your goals, values, or circumstances—the importance of adaptability and flexibility in responding to changing environments.

• Learning and Growth: Sometimes, starting but not finishing something can still be valuable for learning and personal growth. Failure and experimentation are integral parts of the learning process.

• Personal Well-being: Continuously pushing yourself to complete tasks or projects that don't bring you joy or fulfillment can affect your mental and emotional well-being. Setting boundaries and prioritizing activities that promote overall well-being is essential.

And there is another problem - the Career Clutter

 If we constantly do something different, we will soon have an accumulated repertoire of skills and professional experience.  The "Minimalists" (s. link to the podcast below) refer to this as Career Clutter. This Career Clutter has different causes: we are interested in many different things, and when an author inspires us, we write a book. Or when we like dogs, we train to become a dog walker. At some point, we do all these things poorly and agree with a lukewarm YES because we feel obliged.

The "Minimalists"  recommend a simple procedure to eliminate Career Clutter.

• Write down all your jobs, including side jobs or voluntary work.

• Rank them from 1 to X

• Circle number 1

This job gives you the feeling of "Hell, Yes" when you overwhelmingly desire to do it, where you feel a passion. What drives you? Do you find your values in this job? What do you think you are most lucky about?

What are you working for? To make room for your hobbies? To collaborate with other people? To contribute to a better world?

And since passions, interests, and values can change, quitting a job and taking a different career path is okay—even several times in a lifetime.

What is your number 1?

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Carpe diem is understood by many people today that you have to get MORE out of your day to "utilize" it better. However, it initially meant a different way: use today to enjoy it because life could be over tomorrow. On the contrary, if we enjoy the day too much, we procrastinate too much.

But can we enjoy the day when tasks are breathing down our necks?

Since living in Vienna, I've incorporated carpe diem. There are so many outstanding theatre plays, writing groups, and yoga studios that I sometimes don't know how to get from one event to another. It's the fear of missing out. Many of us feel the same way at work: you receive an email with a simple request, and instead of taking a moment to assess your priorities, you immediately drop everything to tackle it head-on. But what we want to exploit can quickly lead to exhaustion. Then there is too much, all at once, without focusing on the critical things.

Precrastination, as its name suggests, is the curious habit of rushing to complete tasks at the earliest opportunity, sometimes even at the expense of efficiency.  While precrastination may seem like a virtue on the surface, it can lead to burnout and wasted effort if not tempered with strategic planning.

Procrastination is the promise of "later" and "tomorrow." It's the art of delaying tasks until the last moment, often resulting in a frantic rush to meet deadlines, accompanied by stress and a nagging sense of guilt. We've all been there, putting off that assignment, that project, or even that workout until the eleventh hour. Procrastination, sometimes unavoidable, can hinder our productivity and rob us of the joy of accomplishment.

So, what sets these two phenomena apart? At first glance, they may seem like opposite ends of the spectrum: Either we behave like a panting dog that begs for attention and immediately takes on any task, no matter how unimportant. Or we are a cat lying lazily on the sofa and jumping up at the last moment.

But in reality, both phenomena share a common root: the desire to exert control over our time. Procrastination often stems from a fear of failure or a reluctance to confront complex tasks, while precrastination may arise from a need for order and a desire to check items off our to-do lists.

Understanding the differences between precrastination and procrastination can empower us to navigate our relationship with time more effectively. Here are a few tips to help strike a balance:

1. Mindful Awareness: be aware of your tendencies towards precrastination or procrastination. Are you jumping into tasks too quickly or consistently putting them off?

Recognizing patterns is the first step toward creating healthier habits.

• Fear of Failure: Do you fear your efforts will not meet expectations or result in failure?  So, procrastination might be a way to avoid facing potential disappointment or criticism.

• Perfectionism: Striving for perfection can sometimes paralyze you, causing you to delay starting or completing tasks because you feel you cannot meet impossibly high standards.

• Lack of Clarity: Do you know how to approach a task? Uncertainty or unclear goals might make you overwhelmed or unsure of where to begin.

• Task Difficulty: Do you sometimes think you need to be equipped and better prepared to tackle a task? Boredom: Do you find some tasks that could be more interesting and exciting? Mundane or repetitive tasks can lead to procrastination because you prefer to engage in more stimulating activities instead.

• Distractions: Where is your phone when you work with your laptop? Have you closed the Instagram and LinkedIn taps? External distractions such as social media, emails, or notifications can divert attention from important tasks.

• Lack of Motivation: Are there activities that you find more enjoyable or rewarding? Low motivation or disinterest in the task can also lead to procrastination.

• Overwhelm: Is your to-do list as long as your arm? Feeling overwhelmed by a long to-do list or multiple deadlines can lead to needing more time to prioritize tasks and becoming paralyzed by indecision.

• Poor Time Management: How often have you underestimated the time required to complete a task?  Ineffective time management skills can also contribute to procrastination.

• Perceived Lack of Control: Feeling like one laks control over one's circumstances or outcomes can lead to procrastination, as individuals may adopt a passive approach and delay taking action.

Once you know your patterns and the context better, you can focus on one or two of the following methods:

2. Prioritize Strategically: Instead of succumbing to the urge to tackle tasks immediately or delay them indefinitely, take a moment to assess their importance and urgency. Use tools like Eisenhower's Urgent/Important Principle to prioritize tasks effectively.

3. Practice Patience: Embrace the discomfort of waiting when necessary. Not every task requires immediate action, and allowing yourself time to plan and strategize can lead to better outcomes in the long run.

4. Set Realistic Goals: Break larger tasks into smaller, manageable chunks, and set realistic deadlines for each. This approach can help prevent both precrastination-induced rush jobs and procrastination-fuelled deadline scrambles.

5. Think Pomodoro: Be time-sensitive, whether you precrastinate or procrastinate. The Pomodoro technique is named after the kitchen timer in the 70s/80s, usually in the shape of a tomato (Pomodoro). Choose a small task chunk, set the timer for 20 minutes, and focus solely on the task until the timer rings. Avoid distractions and interruptions. Rest and recharge during a short break, typically around five minutes. Start the next Pomodoro round until you have finished four cycles with focus and recharge.  Take a longer break, usually around 15-30 minutes, and then start again.

   

6. Schedule your to-do: instead of answering emails constantly, plan time in your calendar to work on your inbox.

7. Schedule your to-be, not only your to-do: What is important to you? Spending time with your family and your friends? Plan time in your calendar for not necessarily productive but meaningful events.

8. Have fun: Make a tedious or complex task more enjoyable by gamifying it. Turn the task into a game by setting challenges, creating rewards, and adding elements of competition. For example, challenge yourself to complete certain milestones within a set timeframe and reward yourself with small treats or breaks when you reach each goal. You could also turn the task into a team effort by involving friends or colleagues and creating friendly competitions or challenges. Adding humor and creativity to the process can make it feel less like work and more like play, making the task more enjoyable and engaging.

9. Agree on a penalty: This is the opposite of having fun and should only be used in emergencies. Donate a certain amount to a if you don't hit the target to a charity.

Precrastination and procrastination are two threads, each with its quirks and complexities. By understanding these tendencies and learning to harness them effectively, we can weave a more balanced and fulfilling approach to productivity that honors the urgency of the present moment and the wisdom of patience and deliberation.

So, whether you rush headlong into tasks or linger in the shadow of procrastination, the true art of time lies in finding harmony between action and restraint, between haste and delay. Remember:  there's always time for distraction, indulgence, and laughter.

What is your tendency? Are you a pre or a pro?

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I once sat opposite a candidate – let’s call her Anne - who claimed to have extensive experience in project management, citing specific successful projects she had led in her previous role. However, when I asked Anne to elaborate on her strategies and challenges, she stumbled over her answers, providing vague and contradictory responses. Suspecting something was amiss, I requested additional details about the projects. Caught off guard, Anne hesitated before attempting to fabricate information on the spot. Of course, I was asking Anne for documentation or references to corroborate her claims. Unable to provide any concrete evidence to support her assertions, Anne eventually confessed that she had exaggerated her experience to impress us. Disappointed by her lack of integrity, we stopped the interview and informed Anne that she would not be considered for the position. Anne left the interview feeling ashamed and regretful, realizing that her attempt to cheat had cost her a valuable opportunity.

According to a study in the US, cheating is quite common. 1914 participants answered questions about their honesty throughout the job application process:

Resume: Only 15% have never lied or considered lying on a resume. This is quite a harsh result, considering an employer-employee relationship should be built on trust. 70% of workers have lied on their resumes, and 15% have not lied but considered lying. It also became apparent in the investigation that you can lie about practically anything, for example, by embarking on your responsibilities (52%) and your job title to make it sound more impressive (52%). Almost half of the applicants who lied are fabricating how many people they managed (45%). Other areas are accomplishments, skills, awards, career gaps, and IT skills. I have experienced these types of scams many times, but the prevalence of the following two areas shocked me because of their audacity:

31% have invented a company that has employed them, 11% made up education credentials.

Especially the latter one can be dangerous. I remember a case when I was working in a hospital: An applicant presented a fake license to practice medicine and fake medical degrees. Nobody knew it, and he had been practicing for several years as a surgeon. Nowadays, this risk can be minimized by blockchain or reference checks. But so many companies still rely on copies of qualifications and references.

Cover letter: even more have lied on their cover letter (76%)

Job interview: 80% have lied in job interviews

It is interesting to note that candidates with a Master's degree or PhD lie the most (85%) in contrast to those with a college degree (71%) and a Bachelor's degree (63%). 

Here you can find more details about the study.

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Let's dig deeper: why do so many people cheat in the application process?

1.      People want to avoid discrimination

Discrimination is a broad field, so I will briefly address it here. In another blog post, I will go into more detail, presenting strategies to respond politely and assertively while maintaining your privacy.

Questions that touch upon certain personal aspects or protected characteristics in job interviews are generally not allowed according to local legislation. Some examples include inquiries about:

•  Marital status or family planning

• Age (except to determine if the candidate is of legal working age)

• Religion or beliefs

• Sexual orientation

• Health or disability status (except when directly related to the job and for accommodations)

• Pregnancy or plans for pregnancy

You are not obliged to answer such questions, and it's generally advised not to lie. However, people can choose not to disclose certain information if they feel uncomfortable.

2.      People cheat to stand out from the crowd.

They believe they can manipulate their qualifications and credentials to make them seem the most suitable candidate. However, lying in the application process is not worth the consequences. Remember the case mentioned above. The consequences can be severe: instant dismissal, a heavy fine, and even imprisonment.

Therefore, it’s better to focus on essential application documents with an appealing layout and highlighted achievements/skills (the real ones!). Look at my previous two blogs to find tips for the job interview. And I am happy to provide you with even more tips about the application process in the near future.

3.      People cheat because they find the whole application process outdated or ridiculous and don't want to follow the rules.

The HR professional Nicos Marcou questions resumes in his fantastic podcast, saying everybody strives for the perfect resume:

And still, resumes are subjective. For example, you never know whether the recruiter and the hiring manager prefer a career summary or a career goal at the beginning of the resume. Some people think that hobbies are overrated, and some think hobbies are good for presenting your personality. Hence, you will never reach the perfect resume. This can be pretty frustrating because who hasn't spent days perfecting the CV?

Employers need to change their hiring strategy.

Mainly because more unconventional career paths with frequent job changes are the new normal, and still, frequent career changers need to explain their career paths.

The best ways to overcome this cheating-on-resumes game are

• Online skills assessments adapted to the new role

• Video testimonials to test communication skills

• Job portfolios

• Team simulations to test the collaboration and problem-solving skills

• Storytelling to identify the candidate’s value

• Gamification-driven online quizzes

These are better ways to test whether the candidate fits the role and responsibilities.

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And who knows – maybe Anne would have been the perfect candidate if we had tested her with an online skills assessment and a team simulation. Such approaches do not tempt candidates to cheat during the application process.

What do you think?

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Even if some of you are not employees, you can use many of the ideas as a freelancer. For example, “Tell something about yourself.” As soon as you have to present a pitch, ask yourself: what do I tell, what don't I tell, and in which detail? In today's post, the second part of typical interview questions, there are undoubtedly inspiring questions for freelancers, too.

No matter in which setting you have to convince sponsors, be prepared!

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Why do you want to change your career?

How often do you want to change careers because you are fed up with what you have done over the last few years? So it seems obvious to answer, 'I want to experience something else.' Well….When I hear this answer, I often think: Go to the zoo, where you experience seeing something different. Please be more creative ;-) 

Highlight your motivation:

• Emphasize your passion for the new field and the specific exciting aspects.

• Discuss how the new career aligns better with your long-term interests and goals.

Address growth and learning:

• Mention your desire for personal and professional development.

• Explain how the new career offers opportunities for growth, learning, and skill development that your current or previous field may not have provided.

Connect transferable skills:

• Highlight the skills and experiences from your current or previous career that are transferable and valuable in the new field.

• Show how your existing skills make you a unique and well-rounded candidate for the new role.

Express alignment with values:

• Discuss how the values and culture of the new industry or company resonate with you.

• Explain how the change is a natural progression in your career based on your evolving values and interests.

Avoid negative comments:

• Refrain from speaking negatively about your current or previous career or employer.

• Focus on what you are moving towards rather than what you are moving away from.

Research and knowledge:

• Please demonstrate that you have thoroughly researched and clearly understand the new career.

• Reference specific aspects of the new field that appeal to you.

Tailor your answer:

• Customize your response based on the specific requirements and characteristics of the job you're interviewing for.

• Align your reasons with how they make you a better fit for the position.

Practice beforehand:

• Rehearse your response to ensure clarity and confidence during the interview.

• Seek feedback from a friend or mentor to refine your answer.

I recommend …

"I am excited about transitioning to [new career] because I've always been passionate about [specific aspect]. My previous role has equipped me with strong skills in [relevant skills], and I see this change as a natural progression in my career. I am eager to embrace new challenges, contribute my [transferable skills], and further develop in a field that aligns more closely with my long-term goals. I am drawn to [specific aspects of the new industry] and believe that my background in [current or previous career] uniquely positions me to bring a fresh perspective to this role."

Why do you want to work with us?

“I need a job that pays my bills.” This is true. And honest. And sometimes I would like to hear something like that because this is why people work. But could you stand an 8-6 job just for the salary with tasks that bore you and in a toxic working environment? I assume only for a short time. And this is the problem: Companies must employ staff for at least two years to make it worthwhile. The hiring process, onboarding, and work materials are expenditures. And ultimately, even NGOs make money from their employees. 

So, it's essential to tailor your answer to reflect your genuine interest in the company and demonstrate that you've done your research. Here are some tips on how to structure your response:

Research the company:

• Understand the company's values, mission, products, or services.

• Learn about the company culture and any recent achievements or initiatives.

Show enthusiasm:

• Express genuine excitement about the opportunity to work for the company.

• Highlight specific aspects that appeal to you, such as its industry reputation, innovative projects, or company values.

Align your skills and goals:

• Connect your skills, experience, and career goals with what the company seeks.

• Explain how your background makes you a good fit for the position and how the company aligns with your long-term objectives.

Emphasize mutual benefit:

• Communicate how your contributions can benefit the company and contribute to its success.

• Mention how you see the role as an opportunity for professional growth and development.

Give specific examples:

• Provide concrete examples of projects, achievements, or experiences that demonstrate your skills and make you a valuable asset to the company.

Express admiration:

• Compliment the company on impressive achievements, products, or initiatives.

• Show that you've taken the time to understand and appreciate their work.

I recommend …..

"I am excited about the prospect of working with your company because of its strong commitment to innovation and impressive track record in [specific industry/sector]. Your recent [mention of a recent project or achievement] caught my attention, and I believe my skills in [relevant skills] align well with the needs of the [specific role]. I am eager to contribute my [mention specific skills or experiences] to help drive success in your team. Additionally, I value your company's collaborative and dynamic culture, and I see this as an excellent environment for my professional growth."

When was the last time you f***ed something up?

‘What?'. Who would ask such a question with precisely these words? I was asked that question in an interview. And I f***ed it up—the interview. Because I was brutally honest, I won't repeat this story here. I should have answered more strategically and told the interviewer a nice story, collecting sympathy points and listing everything I learned to be a better person. And this is what recruiters are looking for: Your ability to learn from experiences, take responsibility, and handle challenges.

Be honest, but not too honest and transparent:

• Acknowledge that everyone makes mistakes, and it's a natural part of professional growth.

• Be honest about a specific situation where you encountered difficulties or made an error.

Choose a relevant example:

• Pick an example relevant to the job or demonstrates a skill set necessary for the role.

• The mistake doesn't have to be significant but should provide a meaningful learning experience.

Take responsibility:

• Clearly state your role in the mistake and take ownership of your actions.

• Avoid blaming others or external factors. Instead, focus on what you learned and how you improved.

Highlight the learning experience:

• Discuss the steps you took to rectify the situation and the lessons you gained from the experience.

• Emphasize how the mistake contributed to your personal and professional development.

Show growth and improvement:

• Share how you've implemented changes or developed new strategies to prevent similar mistakes in the future.

• Discuss any training, courses, or feedback you sought to enhance your skills.

I recommend ….

"In my previous role, there was a project where I underestimated the timeline needed to complete a task, resulting in a delay for the entire team. I take full responsibility for the oversight. I immediately communicated with my team about the situation, explained the reasons behind the delay, and worked with them to find solutions to expedite the process. After that experience, I implemented a more detailed project planning approach, breaking tasks into smaller milestones and regularly checking progress. This allowed me to manage timelines better and significantly improved project efficiency. I learned the importance of thorough planning and effective communication in preventing such issues."

There is a gap in your resume. Please explain.

This is not a question; this is a command. It also shows the corporate culture in which busy bees are always expected to work. If this request is not a red flag for you, then I would continue the interview. But don't answer like that:  “Oh, it was the best time of my life. I was partying till 8 in the morning, worked in a bakery for a few weeks to earn some money to travel around Australia, where I worked on a weed plantation.” This is a lovely first sentence in a coming-of-age novel, but please don't tell this in an interview because this would destroy the manager's idea of a loyal, hard-working, and dedicated employee.

You can respond effectively by considering the following six steps:

Be honest:

• Acknowledge the gap in your resume honestly. It's better to be upfront about it rather than trying to conceal or provide misleading information.

Explain the reason:

• Provide a brief and straightforward explanation for the gap. Be clear about the circumstances, whether it was due to personal reasons, further education, or travel.

Highlight positive activities:

• If the gap was due to personal or non-professional reasons, you can mention any activities or skills you developed during that time. This could include freelance work, volunteering, courses, or relevant projects.

Emphasize professional development:

• If the gap was for professional development, such as pursuing further education or training, highlight how it has enhanced your skills and made you a stronger candidate for the position.

Connect to the job:

• Tie your explanation back to the job you're interviewing for. Explain how the experiences during the gap have prepared you for this role and how you are eager to apply those skills.

Show your commitment:

• Assure the interviewer that you are fully committed to returning to the workforce and that the gap will not impact your dedication to the job.

I recommend …..

"I appreciate you bringing up the gap in my resume. During that period, I [briefly explain the reason for the gap, e.g., took time off for personal reasons/pursued further education]. While not formally employed, I remained actively engaged by [mention any relevant activities, such as freelancing, volunteering, or skill development]. These experiences have allowed me to [highlight skills or knowledge gained] that I believe will contribute positively to this role. I am fully committed to re-entering the workforce and excited to bring my skills and experiences to [company name]."

This was the second part of the interview questions. Interviews are never a walk in the park. Therefore I could support you in how to be better prepared. If you are interested in other aspects of changing your careers, please comment or write a direct message to me.

What was your worst interview questionn? Share your experience!

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Stay tuned for the next post. I will talk about cheating in the application process.

Thanks for reading the SKIVA newsletter by Connie Walter! Subscribe for free to receive new posts and support my work.

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I met many well-prepared candidates and felt the urge to dig even more deeply.

In the first part, I will start with typical questions and what you should and should NOT answer. But don't worry, even if you're nervous and can't get a word out, you still have a chance because the interview is only a part of the recruitment process.

 I hired an intern once; he had just turned 22 and was so nervous that his only sentences were, 'I don't know.' I knew he was good, not because of his marks but because of his non-verbal signals. His resume was structured. His manners were excellent. So, he started as an intern and quickly became the junior project manager in my department.

Interview situations are sometimes weird, and I often want to protect the candidates from answers that only lead to embarrassment. To both sides of the table. Look closely at typical interview questions and what you should not do.

The classic: Tell something about yourself.

“I'm a keen marathon runner, but now I'm training for a triathlon. It keeps me fit in stressful times. And that's how I train for endurance.”

Yawn. I can't listen to stories like that anymore. And yet, I ask the question repeatedly because we're hiring people at the end of the day.  We want to get to know YOU, not the person you want to be. Even if you win the Ironman, you have doubts, guilt, and failures. Tell us about your successes and also your dreams. Don't repeat your CV. If we haven't read it by then, it's our fault.

Choose the following checklist to prepare your pitch:

• Highlight critical skills and experiences that make you a strong fit for the position.

• Mention any specific expertise or certifications.

• Mention characteristics that remain in our memory.

• Express your enthusiasm for the position and the company.

The scary one - What is your biggest weakness?

“Hm.... My perfectionism?”

Please. Don't. This is the moment when recruiters start rolling their eyes. They've heard this so many times before. When I've listened to answers like that in interviews, I've pressed harder and harder to roughen up the slick surface. Nobody is perfect, and the candidates know that, too. Candidates often choose a weakness, which they then use for all interviews. At first glance, this seems practical because life is much more interesting than preparing for interviews. However, some weaknesses hinder one job, while they are minor issues for another.

Use the following strategy to choose a weakness in an interview situation.

• Choose a fundamental weakness: Select a genuine weakness, but avoid mentioning something crucial to the job you're applying for. For example, if you're applying for a programming position, saying you struggle with attention to detail might not be the best choice.

• Demonstrate self-awareness: Start by acknowledging the weakness and demonstrating self-awareness. It's essential to show that you understand your areas for improvement.

• Discuss steps taken to improve: Share the steps you've taken or are currently taking to address and overcome this weakness. This highlights your proactive approach to personal and professional development.

• Show progress: If applicable, discuss your progress in overcoming or mitigating the weakness. This demonstrates that you're aware of your shortcomings and actively working to improve.

• Relate it to the job: Connect your weakness to the job requirements and explain how you manage it to ensure it doesn't hinder your performance in the specific role.

For example, if you are afraid to speak in public, I recommend the following answer.

“I struggled with public speaking but recognized its importance in my field. To overcome this, I enrolled in a public speaking course, joined a Toastmasters club, and have been regularly practicing. While improving, I've presented successfully in team meetings and at industry conferences."

The risky one: Why do you want to leave your job?

"My boss is a narcist. My colleagues are preparing for a role in a Halloween show, and I have no clue about my tasks."

Even if it's true, avoid falling into this trap.  Try to frame your dissatisfaction positively and emphasize your career goals and growth. It's not easy. Therefore, I have prepared a few examples for you:

Career Advancement

"I'm seeking new challenges and opportunities for professional growth that align with my career goals. This role will allow me to expand my skills and take on more responsibilities."

Skill Development

"I've learned a lot in my current role, but I'm looking for a position that will allow me to develop my skills further in …  as I believe it's crucial for my long-term career progression."

Seeking a New Industry or Field

"I'm excited about exploring a new industry, and I believe my skills in [mention relevant skills] can be effectively applied in this different context. I look forward to bringing a fresh perspective to a new environment."

Company Culture Fit

"While I've appreciated my time at my current job, I'm looking for a work environment that aligns more closely with my values and allows for greater collaboration and innovation."

Relocation or Commute

"Due to personal circumstances, I'm looking for a more conveniently located position that doesn't require as much travel time. This change will enable me to balance my professional and personal life better."

Company Restructuring or Changes

"There have been recent changes in the company structure, and my skills and expertise would be better utilized in a role more aligned with my strengths and where I can make a meaningful contribution.”

The silent one: What annoys you most in your current job?

Silence. Because this is why you quit. Again, try to be as positive as possible. Even if it's hard. My favorite is the 4-step approach:

(1) Choose a minor annoyance which is manageable

(2) Emphasize problem-solving to show that you have a proactive and solution-oriented approach

(3) Highlight personal growth and mention skills you have developed as a result of overcoming challenges

(4) Connect it to the new job and explain why the company's working environment is better suited for your strength.

For example, you can answer like that:

"In my current role, one minor annoyance has been the limited opportunities for cross-departmental collaboration. While I value my work within my team, this collaboration across different departments can bring a fresh perspective and enhance overall productivity. To address this, I've taken the initiative to organize informal meet-ups and networking events to facilitate better communication between teams. I believe this new position offers a more collaborative environment, which aligns with my preference for cross-functional teamwork."

The funny one: What animal would you like to be?

“Hahahaha.” I don't know if it's an urban myth or if anybody was asked a question like this. But I am sure some people are prepared for this question. What animal would you choose?

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Stay tuned for part 2 of the interview questions next Sunday!

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Whether you're stuck in a job that's a snooze-fest, navigating the awkward transition between jobs, or bravely treading the uncertain waters of entrepreneurship, this is the blog post for you!

Today, we will explore the amusing parallels between individuals in these situations and some quirky creatures:

The Horse: stuck in a mundane 9-to-5 job

Imagine a majestic horse corralled within the confines of a tiny stable, dreaming of wide-open fields and daring adventures. This office worker is stuck in a monotonous 9-to-5 job, yearning for the thrill of the unknown. Like the horse, they're waiting for the gate to swing open, allowing them to gallop towards greener pastures and a job that doesn't feel like a never-ending carousel of spreadsheets.

The Parrot: in between jobs, echoing uncertain chirps

Life often feels like being perched on a branch with no clear destination for those caught in the limbo between jobs. Meet the parrot, known for its colorful plumage and mimicry talent. Like the job seeker repeating their well-rehearsed elevator pitch, the parrot echoes uncertain chirps, waiting for the right opportunity to take flight and soar into a new professional chapter.

The Ape: Entrepreneurial Limbo

Entrepreneurs swing between excitement and uncertainty in the entrepreneurial jungle like our distant primate relatives. The ape is agile and resourceful, using its intelligence to navigate the trees. Similarly, entrepreneurs navigate the business landscape, sometimes gracefully swinging from one successful venture to another and, at other times, grappling with the challenges that come with forging a new path.

The Frog: leaping into new opportunities

Picture a frog poised on a lily pad, ready to make a daring leap. This individual embraces change, eagerly jumping from one opportunity to another. The frog leaps enthusiastically, whether it's a career shift, a new project, or a bold move. Like the frog, those unafraid of change are propelled toward exciting new possibilities.

The Lizard: adaptability in the face of uncertainty

In the waiting room of life, some individuals exhibit the adaptability of a lizard, capable of blending into various environments and weathering the storms of uncertainty. The lizard symbolizes resilience and the ability to thrive in unexpected conditions. Similarly, those who navigate the twists and turns of life's waiting rooms with lizard-like adaptability often emerge victorious, unscathed by the challenges thrown their way.

So, there you have it – the Waiting Room Chronicles, where life's waiting rooms are transformed into a comedy stage. Embrace the quirks of your waiting room, and remember, whether you're galloping, chirping, swinging, leaping, or adapting, the waiting room is just a pitstop on the grand adventure of life. So, saddle up, spread your wings, swing from the vines, take that leap, or adapt with finesse – the next chapter awaits!

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Food for Thought

1. Do you fancy something new?

2. What was the last thing you had to let go of? The idea of a future? The past?

3. Why do you want to move on? Because you want to do something new? Because the old no longer fits?

2024 will be the year of change.

Some people strive for a small change, some for a big one. Some plan to move to another country, some want to change jobs, and some want to say goodbye to their employment and start their own business.

The reasons for change differ: some are dissatisfied with their current situation, and some want to grow.

And yet, for many, everything remains the same. After a year, nothing has changed again: the same job, the same country, the same partner.

A previous client  - let's call him Markus - worked for the same company for 20 years. He spent many weekends answering emails and developing ideas instead of spending time with his family. He justified this by saying that work during the week would not be too stressful. And yet an annual health check-up revealed dangerously high blood pressure, a fatty liver, and 20kg too much weight. The risk of a heart attack was high. He strictly adhered to a diet plan and walked 5 kilometers before and 5 kilometers after work. After a while, he had perfect vital signs and blood values. But the stress remained. After a few coaching sessions, it was obvious to him that he had to change jobs. But there were so many reasons not to: The risk of losing salary, being unable to find a similar job at a similar level at 50+, and having to reorientate himself once again entirely. After all, he had a loan and his two children's studies to pay for.

He is in the best of company. Most people stay where they are for so many reasons:

• Lack of Clarity

• Fear of uncertainty

• Fear of discomfort

• Stuck in habits/patterns

• Feeling overwhelmed

• Low confidence and belief in oneself

• Fear of failure

• Fear of rejections

• Fear it's too late to change

• Fear it might not suit the family

• Fear of being too old to be taken seriously

• Fear not having the right skills

• Lack of professional experience in the desired job

• Fear of pay cut

• Fear of starting at the bottom again

What holds you back from a change?

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Most barriers are in our minds:

What if..... 'I don't get a job? Then my daughter will have to drop out of the university she's been dreaming of for so long.'

Or: 'I can no longer repay the house loan, and we must move into a small, noisy flat.'

Many people fear social relegation.

Just like Markus. The fear of social decline - including that of his children - was more significant than the damage to his health from his job. After another long list of reasons not to change careers, I asked him: ‘What if you get what you want? What if you trust your skills?’

And that was the turning point. He began to see his situation from a new perspective.

Try it, too: turn the 'what if' around and ask yourself:

• What if it all works out?

• What if it goes unexpectedly well?

• What if the best is yet to come?

• What if you have what it takes?

• What if you are already on the right path?

• What if you trust your skills/power?

• What if the answer has been in you all along?

Today, Markus is self-employed as a management consultant, his children have finished their studies, and the house loan has also been paid off.

Where will you be at the end of 2024?

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Food for Thought

• What are you not doing today that you will regret later?

• Are you confronting your fears?

• Do you favor the fear, or does it favor you?

But what about the other long-distance - your life? It’s not so clear.

Have you ever asked yourself when you have reached your life goal? What is your life goal? For most people, it is to marry, to own a house or a flat, and to raise children.  But what happens if you do not find the right partner?  Or maybe you live in a region where you can't afford a house?

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And then there are the professional life goals: A friend of mine always wanted to be a surgeon. He was so diligent at school that he passed every exam with the best marks. Not because he liked school but to get a place at medical school. While we partied, he prepared for the exams. We were not surprised when he got a place in a close medical school. So he could still live at home in his familiar environment and focus on quickly becoming a doctor. He worked night shifts at the hospital and dissected bodies during the day. At the age of 28, he was allowed to lead a surgery. The shifts were enormously long, and during complicated surgery, he hadn't eaten for 20 hours. His life goal was not only to be a surgeon but also to work for the less privileged. So, he applied to work in Sierra Leone with Médecins Sans Frontières. Initially, this work was so exciting that he thought he had his dream job. But after a while, he realized corruption in the local healthcare system and that the government exploited the organization. He terminated his contract and flew back to his home city at the age of 30. A strange feeling came over him: He knew he should be happy because he could be happy: he had learned different surgery procedures and experienced surgery under severe conditions. But he felt - nothing.

The example of the friend is complex. Several reasons could have led to emptiness: the constant stress at work, the fact that the organization's values no longer matched his own, or because he had achieved what he wanted.

But the problem of the friend is common in coaching sessions: ‘Is that all there is?’ ‘I finally got the position I wanted - what happens next?’ Or: ‘I don't know in which direction to move on.’ Or: ‘Can I still change my career path?’

Not every client feels empty. Some feel disorientated, stuck, or uncertain. What was originally a life goal is now part of everyday life. Some realize that it was the life goal of others (parents, society, or peers), and some realize that their values have changed. What was important back then (a leadership position, for example) is irrelevant today. Today, belonging to a workplace or having a more significant impact on society may be more critical.

If you are currently in such a situation, ask yourself the following five questions:

1. Do I need a life goal?

2. If yes, what and who influences my life goal?

3. What happens if I do not reach a life goal?

4. Is my identity connected with a career?

5. How many career options do I have?

Take your time to answer these questions.

Don't fear changing your goals - you are not the only one! More and more employers have now recognized that changing direction is part of working life and is sometimes necessary.

After I ran the half-marathon in Vienna, I had to stop my beloved hobby: I had a stress fracture in my hip and had to change my goal, running a marathon along the Côte d’Azur. I now have a much more exciting and aesthetic hobby: ice skating. Ten years ago, I couldn't have imagined this hobby; I was after speed and stamina. But today, precision and body awareness are much more critical to me.

And so it is with work. What was fulfilling several years ago is tedious today. What about you? What is important to you today?

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Food for Thought

• How often do you think you're still determining where you'd like to be?

• What was the last thing you had to let go of? The idea of a future? The past?

For many of us, this means a lot of stress: shopping for the holidays, some presents still need to be bought, and then there are the work activities that must be completed by the end of the year.

The complexity of work and everyday life is increasing, and we hardly find time to take a deep breath - and focus. Focus on our thoughts, feelings, actions, and what is happening around us. Many people find this difficult, especially at this time. And that's why the time-to-think approach is constructive.

This approach, the Thinking Environment ®, was invented by Nancy Kline, mainly for Coaches, Facilitators, and Leaders. But it is more than that: it is a mindset we can apply in everyday interaction with other people: colleagues, team members, clients, family members, peers. Not only the exchange with other people but also our world of thought becomes less dependent on external influences. And it starts with us. We can create an environment where we and the people around us can think independently, autonomously, clearly, and creatively.

The framework of the Thinking Environment® has ten components:

1. Attention

No interruption.

Look into the eye of the other person and ensure that nothing disturbs the setting. That should go without saying, but I've often experienced emails (even with sound) constantly popping up during an online conversation, and both people's thoughts are interrupted.

2. Equality

Equality is complicated when exchanging ideas between two hierarchical levels, e.g., managers and employees. But in a supportive environment, everyone can think aloud and give attention to others. I have always found the biggest challenge in an exchange of ideas between introverts and extroverts. The latter often lead the conversation.

But for independent thinking, everyone needs to take responsibility for thinking.

The rule here is that every opinion counts regardless of origin, hierarchical level, or temperament.

3. Ease

Urgency destroys thinking.

We need to find internal ease when we are in a rush during the festive season and feel pushed. We often cannot change a culture of 'faster and more,' but with peaceful places in our daily routine, we have time to think.

4. Appreciation

How do you feel when somebody says something nice to you? And when somebody is criticizing you?

No, being critical is not being realistic.

It leads to the activation of adrenaline and cortisol, impairing our thinking ability. On the other hand, when someone tells you what they like about you, you release oxytocin, a bonding hormone that stimulates your mind.

5. Encouragement

Encouragement is the component I use in coaching sessions when I realize that an idea has yet to be thought through to the end. I often see from facial expressions that something is preventing people from thinking further. It could be the inner critic or the competitive pressure that others might have better ideas—the question "What else...?" often helps the coachee to think further. Silence as a coach also encourages the coachee to think more deeply.

Where would you think next if you knew you could solve this problem?

6. Feelings

Many think emotions only worsen situations and prefer to appear objective and competent. However, unexpressed feelings leak out through body language, and the other person notices something is wrong but cannot recognize what.

Suppressing emotions inhibits thinking.

It is important not to argue against or judge the other person. If emotions are accepted, thinking comes naturally.

7. Information

I've often heard it’s sufficient that you can have limited information about the subject as a thinking partner. But in a good thinking environment, it helps to have as much accurate information as possible to understand the context quickly and better support the other person's thinking process.

8. Difference

Living environments of people who think and work differently help to adopt different perspectives and inspire thinking. But the reality is often different:

We prefer to meet like-minded people and keep our opinions.

9. Incisive Questions ™ 

We use unconscious assumptions to explain the world, and sometimes, they block us (e.g., ‘I need to be better’, ‘I have no room for improvement in the company)’. For example, if someone says, 'I am not suitable for the new leadership role,' this can be turned around: 'I have the right skills for this role,' followed by the question: 'If you knew that you had the right skills for your new leadership role, how would you achieve your goal?'

These kinds of questions open up new perspectives.

10. Place

You don't need a fancy place with lots of sweets or fruit. A friendly environment where you feel comfortable, and nothing distracts from the topic is a good prerequisite for a thinking session.

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Try to implement as many components as possible, and you will help yourself and the people around you gain more self-determination, self-respect, sovereignty, and dignity in life. And the festive season is much easier.

If you would like to read more about the Thinking Environment ®, I recommend these two:

Home - Time to Think

Thinking Environment

"Dear readers, I wish you a happy holiday season!"

Food for thought

• If you stay the same but the world changes, will you remain the same?

• How do you reassure the doubter(s) inside you?

And we're in good company: according to a study by Donald Sull (MIT Sloan School of Management) and Ben Zweig (New York University's Stern School of Business), the main reason for quitting in 2021 was a toxic work culture.1

If so many people experience a toxic work environment, surely it should be possible to recognize this in advance.

Do you remember the film "The Devil Wears Prada" with Anne Hathaway? She plays Andy Sachs, who applies for a position as assistant to Miranda Priestley, the editor-in-chief of a renowned fashion magazine. Although Andy has absolutely no interest in the fashion industry, she doesn't let herself be dissuaded in the recruitment process despite the many signs of a degrading work culture. She learns that her two predecessors were fired within the first two weeks. Her colleague even says: "we need someone who will survive here" and goes on to emphasize that hard work pays off, because after a year at the magazine, you can choose a job anywhere in New York. This working strategy - or rather a perseverance strategy - runs like a leitmotif through the movie. Andy bears witness to the belittling of her colleagues and is herself portrayed as stupid and incompetent, not only by her boss but also by her co-workers. The constant pressure, exclusion from nice events and cut-throat competition even leads to an accident.

Does this sound familiar?

"A toxic workplace environment is defined by narcissistic behavior; offensive, and aggressive leadership; threatening behavior from managers and co-workers; and harassment, bullying, and ostracism."2

What can we learn from the movie? Red flags are a real thing, and you have to take them serious. According to the organizational psychologist Adam Grant there are four red flags that promote a toxic work culture, and that we can recognize them from the outside: toxicity, mediocrity, bureaucracy or anarchy.

These arise from:

Results vs relationship

Rules vs risk

Depending on which area of tension predominates, toxicity, mediocrity, bureaucracy or anarchy emerge:

1. Toxicity: If results are more important than a good relationship between colleagues, this leads to a toxic work environment, characterised by disrespect, abuse, exclusion, unethical decisions. The question is how management deals with the situation. I once experienced an organisation, where some leaders, who bullied or harassed team members who didn't perform as expected, got promoted. This is clearly a toxic place.

2. Mediocrity occurs when the relationships between employees are more important than the results. I experienced this in a department of a public authority where no performance targets were set. To the manager it was important that all employees regularily brought a cake to office and that they could talk harmoniously to each other. If a colleague didn't fit in, she was quickly bullied. But because everything seemed so harmonious, the mechanisms were difficult to recognize from the outside.

3. Bureaucracy: "We've always done it this way. Let's stick to the common ground and the rules. We won't give up what we have. The official channels must be followed." These sentences are rife. If a company with a high level of bureaucracy is facing change, management and workforce become nervous which can quickly lead to ostracising co-workers who welcome the change.

4. Anarchy is the opposite to bureaucracy: nothing is regulated and everyone goes on with their jobs as they see fit. The lessons of the past have been forgotten. This also means that everyone can behave however they want.

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We need to be aware of the mechanisms before we sign the employment contract. But how can we detect them?

Some research helps: Thanks to employer review portals such as glassdoor and kununu, we can recognize whether the work culture of a company suits us. Of course, you don’t get a representative picture of the company's culture because there are two types of reviewers: those that are annoyed with the company and write out of anger. And then those who are asked (mainly by HR or management) to write something positive about their employer. When considering this you can still identify one ore more of the four red flags.

Culture is revealed in the stories human tell.

Use LinkedIn to read what employees - especially in your targeted department - are posting, liking, sharing, commenting. Connect with them. You will also find a lot of clues about the working culture by asking:

• What kind of people are being hired, promoted or fired?

• Are employees being paid according to their peformance?

• What happens if somebody is violating the norms?

• How does a typical working day look like?

• How do employees learn and develop?

• What’s going on in the company nowhere else is happening?

You can also ask those questions in interviews, but in that situation employers tend to show only their best side. We need to be aware that employees rate a work culture differently. What is toxic for some, is competitiveness for others. It is therefore worth focusing on more than just a few statements from employees.3

Looking for a work environment where you feel safe, where you’re being deployed according to your skills and you can grow and learn means hard work. But at the end of the day, you want to stay there for a period of time and not flee with your colours flying after a short stint.

It's worth the investment. Be like Andy Sachs. She resigned at the fashion magazin and was hired in a newsroom with an appreciative work culture where she felt welcomed.

What is your experience with toxic work culture? How long have you stayed after you have realized that it’s not a healthy environment?

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Food for thought

Who would you never work for? But what if they offered you a very interesting job?

What could you not do without at work? What could you do without?

Let's take a brief look at sociology, according to which normality is what is taken for granted in a society, which no longer needs to be explained or decided upon. Norms are passed on from generation to generation. That's why it's so difficult to change a norm.

If you now realize that you don't have a normal career: would you like to have one that's considered normal"?

What is behind the desire to be normal? Well, if you adhere to norms, you fulfill society's expectations.

If you want to go your own way, it takes courage and determination. Especially when the job market dictates the norms - regardless of skills shortages, quiet quitting and demographic change.

Now you may think that these factors have led to a rethink among hiring managers. However, practice shows that candidates with non-linear careers have still to justify themselves.

I found out 23 years ago that there is another way. During my work in hospital management in Australia I met a 40-year-old mother of three who did her clinical traineeship there for her medical studies. I was a bit irritated because I never expected a 40-year-old to be studying medicine. It was a moment when we were both confused: she must have been puzzled by the look on my face, so I explained to her that I had never come across a medical student of that age in a German hospital. I don't know if she was a little offended, but then she explained to me that it is  completely normal in Australia to have two or three different careers. For example, a friend of hers worked as a financial advisor before deciding to become a photographer.

Until then, I always thought there had to be a common thread in a career.

I was brought up in such a way that after school, the course of study determined my future career. But from the moment I met the 40 year old student, my view of careers changed: there are multiple paths after all! But what is considered normal in the USA, Australia and many other countries still often leads to problems in Austria and Germany. In the local hiring process, candidates still have to justify their change of mind. They are not taken seriously and are seen as job hoppers. And yet people  have their reasons why they have chosen a different path.

Fortunately, things are changing slowly: Careers are becoming increasingly dynamic and fluid.

In the ever-evolving landscape of the modern workforce, the concept of a "normal" career path is undergoing a profound transformation. Gone are the days of linear trajectories confined to a single industry; instead, unconventional careers are emerging as the new normal. This shift is propelled by various factors, including changes in technology, a dynamic global economy, and evolving attitudes towards work.

The Evolution of a "Normal" Career Path

Traditionally, a normal career path often involved pursuing a specific degree, entering a well-established industry, and steadily climbing the hierarchical ladder. However, contemporary professionals are navigating a diverse array of industries, embracing freelancing, entrepreneurship, and remote work as viable alternatives. The gig economy, fuelled by platforms connecting freelancers with opportunities, has become a significant player in reshaping career norms.

Skills: The Constant Amidst Change

As individuals traverse through various career phases, the dynamic nature of skills becomes apparent. The skills in demand today might evolve or transform tomorrow. Hence, the ability to adapt and acquire new skills is crucial. Lifelong learning is not just a buzzword; it's a necessity. Professionals are finding themselves in a perpetual state of learning, upgrading their skill set to stay relevant in an ever-shifting job market.

Transferable Skills: The Catalyst for Career Changes

Amidst this career metamorphosis, the role of transferable skills cannot be overstated. These skills, applicable across different industries and roles, serve as the pivot point for successful career changes. Communication, problem-solving, adaptability, and leadership are examples of transferable skills that empower individuals to seamlessly transition from one field to another.

What's in it for the employers?

Employers can look forward to employees or contractors who follow their values, aspirations and passions. When employers get into the practice of focusing on the candidate's skills that are required for the vacancy, career changes take a back seat. With motivated and dedicated individuals, employers can keep pace with the rapidly changing economy.

In conclusion, the narrative of a "normal" career path is evolving into a tapestry of diverse experiences, unconventional choices, and constant skill evolution. The modern professional landscape will celebrate versatility, adaptability, and the courage to forge new paths.

What do you think: when will diverse experiences and non-linear career paths be the new normal?

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For further watching I recommend the TED Talk with Sarah and Helen. They explain why squiggly careers are not only the new normal, but why they are important for personal development.

About Squiggly Careers

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Food for Thought:

• Would you choose a different profession if you didn't have to prove yourself?Which one would it be?

• Do you prefer to be realistic rather than enthusiastic?

• Does security get in the way of following your passion?

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Especially if you have an unconventional resumé or you just don't fit the norm, you need more effort  to convince people of your abilities and worth. 

Use your STAR-Story (Situation, Task, Action, Result). If you have missed my last article or if you have just subscribed to this newsletter - here you will find some background information about STAR and how to create your story:

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Today we dive deeper and I provide you with a few phrases and an example of how to create a good STAR-Story that puts you in the spotlight.

Situation

Help your counterpart (hiring manager, potential client, etc.) to quickly understand the challenging situation you managed.

In my previous role as … we faced a critical situation, when …

The situation began … so I was put in charge of ...

During the project with a critical client …

Task

Outline your task briefly but precisely. Don't forget to highlight your skills

My task was to assess ... as well as …

And finally to gain …

So I basically had to apply my xy skills … to complete this complex task.

My first priority was to win confidence of xy … by xy … so that we could all follow to the successful completion of the project.

Action

Now describe what you did to solve the problem step by step, always keeping in mind the challenge you were facing.

First, I looked at the situation to identify ... the needs … the key features … the processes … the budget…

I promptly conducted …

I began by calling … to develop options…

Additionally, …

I identified, reviewed and assigned each task to … to ensure accountability

These steps gained …

Second, I organized and analysed … I drafted … I compared …

Next, I reviewed … with xy. I met with the client to make sure that … I returned to xy to make some final adjustments based on xy's feedback.

Third, I presented my … to xy in order to …

I got input from xy.

Working with xy made the difference in order to … because I was able to …

These actions took place within xy weeks. Launched … moved forward…

During the implementation phase, I … to …

Fourth, I gained … And then made the final … to xy who approved …

Result

Finally detail the result briefly by showing the added value you were delivering to the company, client, etc. Ideally you can present numbers.

As a result of … I was able to … and to resolve … and deliver xy% below budget.

In the end … and the client was completely satisfied.

Through strategic realignment of … we met the deadline … and exceeded…

This … showcased my ability to …..

Through (skills) …. I not only retained…. , but also …

We turned a challenging situation into a success story through…

Now write down your own story to present your skills and achievements!

If you are struggling writing your own story this example might help you:

In my previous role as a project manager, we faced a critical situation when a key team member unexpectedly left during the critical phase of a software development project.

My task was to ensure minimal disruption and steer the project back on track by quickly assessing the gaps in the team's expertise and redistributing responsibilities.

I promptly conducted a skills assessment, identified missing competencies, and rearranged tasks among the remaining team members. Additionally, I initiated cross-training sessions to enhance the team's overall skill set and collaborated with HR to expedite the recruitment process for a replacement.

Through strategic realignment of resources and efficient onboarding of the new team member, we not only met the project deadlines but exceeded the client's expectations. This experience showcased my ability to adapt to unexpected challenges and deliver successful outcomes under pressure.

Food for Thought

Are you trying to show through your work that you are valuable and worthy?

Are you able to fail courageously?

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It's not just about saying how great you are, but also proving it. Because talking yourself up is easy.

As an HR manager, I have experienced applicants who were able to present themselves very well, others less so. My aim was not only to identify the right person for the vacant position, but also to expose phonies. Some of them really went on and on about the great projects they had managed and successfully completed. After asking several questions, it became clear that they were only marginally involved in the project and had taken on small tasks. 

The situation is similar in salary negotiations. When I asked what added value the employee brings to the company and why he or she wanted the salary at that time, I received answers such as: "I bought an apartment and have to pay off a mortgage" or "I haven't had a pay rise for 5 years". These arguments may be important for the employee, but not for the company.

With a STAR story, you are best prepared for similar situations and you can prove, in a structured way, why you are the right candidate for the client/company or why you deserve a salary increase.

STAR stands for Situation, Task, Action, Result. Before I go into the four components in more detail, I will give you a brief overview of the possible areas.

You can use the STAR-Story in different situations

• Starting a new job as a manager: this allows the team to get to know you and trust you better based on your previous experience.

• In a job interview: prove that you are the right person, with the right skills. Especially having had an unconventional career this helps a lot to convince sceptical employers.

• Promotion: if you don't  work in the public sector and benefit from regularly being promoted, you have to prove your performance and can therefore move up the ladder more quickly.

• Salary negotiation: a higher salary is part of the psychological contract -  for a higher salary you have to perform accordingly.

• Letter of motivation and cover letter: a similar way as in a job interview.

• In an introductory call: as a self-employed person, you can also use the STAR story to convince potential clients that you have already successfully completed similar tasks. Ideally you can use your STAR stories as testimonials on your website.

• If you - like me - suffer from imposter syndrome from time to time, you can use the method to motivate yourself by reminding yourself what you have already achieved. You rummage through your past and discover several success stories.

Can you think of any other areas? Feel free to write them in the comments section.

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Take the following four-step-approach to build your STAR-story

Situation

In approximately 20% of your story, you describe the situation of a task, project, etc. Provide brief background information about the company, department and tasks. Ideally prepare 2-3 sentences.

Task

Now you talk briefly about the task itself (10%). What was your mission? Build a bridge  between your previous success and the tasks in the job ad or the client's potential assignment

Action

How you handled the task in a specific situation is important. This makes up 60% of your story. For a new position, you can highlight the teamwork; for a potential client, the method you used is particularly relevant. Other examples of actions include: analysing data, drawing conclusions, implementing solutions.

Result

Don't forget the result, which may only be outlined briefly (10%), but which ultimately represents the added value for the employer or client. The result needs to relate to the interview question or the client's potential assignment. Ideally, the result is quantifiable. Which process steps could be saved as a result? By what percentage was the profit increased? Which customers were acquired as a result? Emphasize your skillset once again at this point. Because without them, you would not have been successful.

I hope you are well prepared for your next performance with these practical tips. Besides all the preparation: Trust your skills! Otherwise you wouldn't be here where you are now.

I'll be providing some phrases for talking and writing like a STAR, and about the related topics "Interview" and "Salary negotiation" in the next blogs - stay tuned!

If you have just joined the blog and missed the first two, just check here: SKIVA newsletter by Connie Walter | Substack

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Food for thought

• How do you measure your success?

• Would you be happier if you were more successfull?

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When I entered the job market many years ago, there was only one career direction: upwards. Those who performed well could hope for a higher management position and the associated financial benefits. Side note: this applied almost exclusively to men.

In German, there is a nice term for careers that go in the vertical direction within a company: Kaminkarrieren (‘chimney career’). I haven't heard a corresponding term in English yet. Perhaps 'linear career'? However, a linear career can also take place across different companies. If anyone knows a corresponding term, please write it as a comment under this blog.

Meanwhile, vertical careers within a single company are rarely found. But what are the alternatives for employees who want to develop and grow? What does growth mean? Growth in skills, experience, salary or responsibility? There are so many ways to grow - if someone likes it. Some people are simply satisfied working in the field they have been trained for.

Not every career path suits everyone

Everyone reacts differently to a corporate environment. And so career paths are also different.  In 2015, the authors Funken, Christiane; Rogge, Jan-Christoph; Hörlin, Sinje published a study in which they asked employees how they react to career requirements in organisations. They identified three career types. Based on these research results, I have developed a test that I would like to share with you.  I will then describe the three career types in more detail.

Select the answers that best apply to you. You can select several answers per question.

A. How do you define a career?

a. I don't want to have a career. I see work and career as a means to an end, because it provides a livelihood (3)

b. A career is something that I want to plan and tackle step by step (1)

c. I keep my decisions and goals open and adapt my next career steps to my current life situation. (2)

B. In which direction is your career heading?

a. All directions are possible (2)

b. Vertically (1)

c. Horizontally or downwards (3)

C. What annoys you most in a company?

a. No opportunities to shape things (1)

b. When medium- and long-term career planning is required of you (2)

c. A static working environment (2)

d. My supervisor keeps me on a tight leash (1)

e. When quality is neglected (3)

f. Surface-level culture, dynamization, performance compression and dissolution of boundaries (3)

D. What motivates you most in a company?

a. Being able to take the next steps in your career into your own hands (1)

b. Identity-creating work (2)

c. When traditional, professional work is valued (3)

d. Autonomy (1)

e. Flexibility (1+2)

f.  If your job aligns with your stage of life (2)

g. When attention to detail is important (3)

E. What characterizes you in a work context?

a. Accurate and quality-oriented (3)

b. Ambitious, committed, active, passionate (1)

c. Flexible and willing to change (2)

F. What do you expect from a company?

a. Work should increase intrinsic value and lead to self-satisfaction (2)

b. To be able to contribute your skills (1)

c. Independent, self-motivated and responsible development of one's own potential. (1)

d. Expertise is highly valued (3)

e. The content of the work is more important than individual growth(2)

f. The company should respond to the individual needs of employees (3)

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Now add up the number of answers to (1), (2) and (3) and find your career type: the Critical (1), the Surfer (2) or the Decelerator (3). 

1. The Critical

In today's working world, a certain type of career is characterized by its clear goals, initiative and proactivity. These ambitious professionals not only focus on a planned approach, but also strive for higher positions in middle management. They are keen to play an active role in shaping the company's development, but often encounter frustration as their ideas do not always conform to established hierarchies.

The idea of autonomy and flexibility in work is crucial for them. Large companies that cling to traditional patterns hinder their idea of decentralized teams and autonomous product development. Hierarchical decision-making processes and a questioned sense of purpose make it difficult to implement their visionary ideas.

Despite the concept of trust-based working hours, these individuals often feel held back by rigid structures. The exchange of commitment and motivation for time autonomy is questioned, especially if one's own interests are not sufficiently taken into account.

The search for authentic working environments leads many of these professionals to smaller companies, where there are more flexible career paths and more opportunities to shape their careers. The incompatibility of their values with existing corporate standards often leads them to leave large corporations, as these career types are looking for an environment that develops their potential autonomously and respects their ambitions.

2. The Surfer

Surfers think that work is identity creation and self-development. They use their self-fulfilment strategically to influence organizational deregulation. Flexibility is seen as the new ideal, in which stability is replaced by a willingness to change, and this is seen as the key to professional and social success. In this way, they keep their life decisions and goals open, do not plan for the long term, but react to situational opportunities.

Their attitude serves as compensation in an uncertain working world that requires adaptation and competitiveness.

 Direct FC plays a central role by expanding options in zones of uncertainty and seizing career-relevant opportunities.

Surfers do not focus on vertical advancement, but explore options such as lateral entry, sideways movement and permeability between areas.

Because their careers are characterized by constant change and challenges, with regular changes of position, they show little or no interest in traditional, predictable career goals.

What they have in common with the Criticals is that they take the reins of their lives into their own hands. As a result, they actively shape the changes in the modern working world.

3. The Decelerator

The decelerators see work as a means of subsistence and prefer to seek self-fulfilment in their free time. They criticize the intensification of work and 'the dynamization'. In particular, the increase in project work leads to additional stress and mental health issues, as projects are only driven forward by actionism.

Their work is characterized by high professional quality, but the time pressure of projects impairs this quality and leads to dissatisfaction. The flexibility so highly desired by the surfers is perceived as a surface-level culture, which means that this group does not want to develop further and may even plan career setbacks. 

From the outside, the decelerator look like employees with an inner resignation; however, they don't want to be sidelined at work. They therefore disguise their distance from work by pretending to be intrinsically motivated . They see personnel development plans as the duty of companies and do not understand why the initiative should come from the employees themselves.

Are you surprised by the results?

Are you a critical, a surfer or a decelerator?

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Food for thought

1. Which is better: having a talent that you don't use or having no talent?

2. How much routine does an exciting life need?

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