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Consultancy for Job Search and Outplacement

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asq!
Humboldtstr. 4 A
60318 Frankfurt am Main
fon +49 171 68 56789
mail goldner@asq.de

Claim

“I know my song well
before I start singing.”
Bob Dylan

Find me on

What I do in HR often needs a supplement
from specialists outside of HR.
Here you can find practically proven partners:

Labour Lawyer Dr. Norbert Pflüger, Frankfurt Kaiserstraße 44, 60329 Frankfurt T 069 242 689-0, info@k44.de www.k44.de
Photography und Graphic Design Stefan Cling, Aschaffenburg T 06021 362 917, M 0179 243 40 86 www.cling-communication.de
Application Photography Armin Maier, Das Atelier Mainz T 06131 970704, info@das-atelier-mainz.de www.das-atelier-mainz.de
IT-Security and Network Birgit Martini & Michael Christ, Frankfurt secumas OHG T 069 9047 3990, info@secumas.de www.secumas.de
Public Communication Regina Eisele, connectingteam, Frankfurt T 69 770 33 700, eisele@connectingteam.de
Presentation Agency Matthias Garten, Smavicon, Darmstadt T ‪06155 84 44-0, kontakt@smavicon.de www.smavicon.de
Osteopathy staatlich anerkannter Osteopath T: 0611 609 77 98, info@praxisberner.de www.praxisberner.de
Head Hunting Petra Brüning, PB Consult Personalberatung T 069 7103 4711, info@pbconsult.org www.pbconsult.org
Head Hunting Tatjana Tokic; Frankfurt MS Personal & Service GmbH T 069 1337 9680, www.ms-personal.de
Founding your own business Yani Neugebauer, Frankfurt T 0152 2884 7664, yani@ihremarktnische.de www.ihremarktnische.de

TalentManagers – Advancing Careers Torsten Bittlingmaier, Darmstadt T +49 6151 60 60 235 und +49 151 67 44 06 52 tb@talentmanagers.de www.talentmanagers.de
Leadership: fair & inspiring. Gisa Garmer, Garmer & Partner, Frankfurt am Main T +49 69 47 86 26 50, gg@garmerpartner.de www.garmerpartner.de
HR strategic approach Stefan Grötecke, Walluf Unternehmensberatung (SGU) T +49 171 30 19 792, stefan@groetecke.eu
Nursing: ambulant easy consulting, selling & leading Claudia Henrichs, chc-Team, Köln T +49 221 86 05 198 und +49 170 29 20 026 www.chc-team.de
Hypno-systemic NLP Anita Heyer, Bad Homburg T +49 6172 99 64 23, kontakt@aheyer.de www.aheyer.de
Burnout prevention, healthy leadership Emina Mazak, Brachttal T ‪+49 175 66 78 516, mazak@mazemi.de www.mazemi.de
Healthy leadership Dr. Dipl.-Psych. Daniela Rösler, Espenau T: +49 171 93 52 043, mail@danielaroesler.de
Improving the voice – to develop behaviour Dirk Schauß, Frankfurt am Main T +49 176 21 81 63 59, dsberatung@aol.com
Consulting & coaching … in the beauty industry Birgit Turek, Riedstadt T +49 151 46 42 47 19, birgit.turek@gmx.de
Management training, personality development Ulrike Pietsch, Mainz T +49 178 47 26 357, office@pietsch-management.de www.pietsch-management.de
Discovering & developing people and companies Claudia Uhrheimer, Wiesbaden T +49 177 36 95 443, cuhrheimer@gmx.de www.potenzial-online.de
Interim management for special projects Dr. Thomas W. Büttner, Frankfurt am Main T +49 172 31 43 511, twbuettner@gmail.de

AGA Medical Thomas Holzmann (GF Deutschland) T. 0171 – 389 01 32 Personalauswahl
BG RCI Ulrich Bürkert (Leiter KC) T. 06321 – 588 400 Change-Prozesse und Führung
Diakonisches Werk Frankfurt Kurt-Helmuth Eimuth (Leiter Pers. Gewinnung) T. 069 – 2475 149 3001 Führungs-Coaching, Workshops zur Identifikation
DPD / GeoPost Deutschland GmbH Andrea Nies (HR) T. 06021 – 843 152 Outplacement
Engelhard Arzneimittel GmbH & Co.KG Phillip Schwarz (Leiter PE) T. 06101 – 539 689 Outplacement
Ferro GmbH Diana Grob (Personalleiterin) T. 0172 – 493 65 30 Outplacement
Frisör Klier Michael Klier (GF) T. 05308-401-720 Führungs-Seminare, Coaching, Strategie, Zeit-Management
Haufe Lexware GmbH Stephanie Walter (GF) T. 0151 – 628 28 961 Change Beratung
Hessenchemie Arbeitgeberverband Manfred Hoppe (GF) T. 0176-388 184 74 Führung, Coaching, Kommunikation
Pensionskasse Hoechst-Gruppe Stefan Wolf (GF) T. 069 – 305 52 79 Förderkreis Nachwuchs-Führungskräfte
Wella AG Birgit Turek (Leitung Fachstudios) T. 0151 – 4642 4719 Förderkreise, Assessment-Center

Leadership Coaching

Which are the reasons to have a coaching?

You can be pleased with yourself.
Almost everything is running smoothly.
There is only one thing puzzling you:
Examples:

You have a new role in the company
One conflict comes up again and again
You want to improve the relationship with your boss or one of the employees
You would like to develop more skills (convincing others, handling the time, relax when at home etc.)
You want to be a better moderator
The next project should be less chaotic
Negotiating and making decisions are on your list …

How does the coaching work?

Usually 4 or 5 meetings are enough (for one topic) … or I am not good enough
There can be 3 or 4 weeks in between (you need time to practice
a meeting is1 to 1,5 hours
I ask questions and give advice
You develop a new view of the topic
Then you will try to act differently
Either it works or we will find the hurdle … and then it will work
And you are rid of this annoying topic

Which methods can you expect?

Facing problems and having fun at the same time
Methods come from the “systemic” and “provocative” approach
Always looking ahead. No looking back and clearing the past
Developing new views & ways with you
100% discrete
With the background of 24 years if experience

What else would you like to know?
Dr. Steven Goldner, +49 171 68 56789, goldner@asq.de

Recruiting process & interview training

Targets for the company:

We save a lot of money for our company
We have enough and well qualified employees
Our recruiting is improving our employer image
Our process is efficient and cooperative

Topics & content:
Process

Which steps are there … from “We need” to “Orientation phase”
How do we allocate tasks and responsibility? Time needed?
What does it cost to replace an employee?
How do we reduce fluctuation? How do we tie new employees?
How is the communication between HR and the departments?
What can we do to improve the internal image of HR services for recruiting?
How can we improve the employer branding with better recruiting?

Before the interview

What is the exact definition of each job and its search text?
Which search strategies should we use? Which media fit for us?
Which documents will make the recruiting process easier?
Which criteria can we develop to evaluate the applications?
Who will be involved to decide on invitations? Rules? Deadline?

During the interview

What is the value of a telephone interview?
How long do we need to prepare, conduct and evaluate the interview?
What are the room requirements for the interview?
What will we never do? How can we demonstrate our values?
What is the role of each of us? How do we complement each other?
Which questions and technique of asking do we use?
How do we register important information?
How do we handle “difficult” applicants? (chatterbox, quiet, excited etc.)

After the interview

How should our decision process work? What about the follow up?
What are typical, classical mistakes when evaluating?
How can we create rejection letters which improve our employer branding?
What can we do after signing the contract to plan the induction phase?

Content and options:
Content: Your can select your topics from the list or request surrounding topics.
Options: Workshop, Training, Interview coaching, Live interviews with Feedback.

What else would you like to know?
Dr. Steven Goldner, +49 171 68 56789, goldner@asq.de

Change projects

Expectations:

How to fail: when you hope a plan from a small group will work for all in real life
How it can work: when you expect a lot of active and passive resistance

Roles of the change consultant:

Integrating all concerned groups when the plan is made
Being open for necessary changes of the plan
Building up trust early and using the neutral role for that … and avoiding to appear as the agent of the top level
Driving the decision makers to differentiate between necessary and unnecessary solutions
Mediating between different interests and motives
Bringing an experienced eye into the process
Getting involved in the company’s communication, to strengthen the motivation of the employees
Forming working groups and moderating them
Having 1:1 coachings
Preparing redundant employees for their job search helping them to cope with their feelings and emotions
Jumping into sudden and unexpected situations
Showing initiative to appreciate and celebrate milestones

What else would you like to know?

Dr. Steven Goldner, +49 171 68 56789, goldner@asq.de

Application Training

“Finding a new perspective!”

When does it fit?

You are moving parts of the company or reducing the workforce?
You want these employees to have an easier start?
You want the remaining employees to have more confidence?
Then it fits to offer training in applying for jobs.
You insist on a professional performance of the trainer?
Many years of experience and a nice reference is what I offer.

Topics:

1. Strengths & weakness
2. Target position
3. Documents
4. Search strategies
5. Difficult mood
6. Constantly improving
7. Preparing the interview
8. Passing the interview
9. Salary
10. Familiarisation phase

(profiling)
(dream job or other job)
(letter, CV & references)
(networks, job pilots etc.)
(sadness, fears)
(feedback, text of the letter)
(well prepared answers)
(performance, body language)
(wise negotiation)
(planning, not waiting)

Implementation:

It works best and convenient with groups of about 10 participants.
There will be exercises and activating discussions …
… but no theory. For all steps there are work papers.
Best experience is a length of 1,5 or 2 days.

What else would you like to know?
Dr. Steven Goldner, +49 171 68 56789, goldner@asq.de

Redundancy Management: Professional Handling
A fair good-bye pays for all!
Consulting or a workshop for HR

In HR it is part of your job, to end the working contract of employees.
You guide this process. You negotiate. You try to make the future easier for the employee.
Your bad feelings can be compensated with the help of professional tools.
Then you can manage redundancy as fairly as possible.
You want to avoid lawsuits and you want to stay within your Budget. How does it work?

Why are professional redundancy processes important?

The employee is stepping into an uncertain future
How will the leaving employee talk about the company?
Making it easier: including the employee’s future into the project
Creating a solution that is fair for both sides

The starting situation: views and feelings

Perceptions of the redundancy: hurt, sadness, anger etc.
What losing the job means: conflict and destroyed outlook
The HR-people are only doing their job, but feel guilty

HR-redundancy-management as project-management

Project: clearing goals, criteria of success and leading role
Process: risk analysis, steps and their order, timing
Embedding the top management
Guide: the trusted person in the final phase
Managers: integrating and helping the bosses of the leaving employees
Systemic and cultural specialties during Separations

The redundancy package

Decisions: clear and comprehensible
Communication: carefully planned for the whole company, avoiding irritation
Redundancy talks: treating employees like customers
Respect: creating the experience of fairness
Contract: finding results fast (compensation, release date etc.)
External help: early involvement (outplacement consultant, lawyer etc.)

Your benefit: you pick up tools …

… to do separation as a professional project
… to know the typical mistakes and avoid them
… to reach an agreement that the employee can sign
… to involve the managers and the board, getting along with the budget
… to hold at bay demotivation and unwanted fluctuation low
… and to have less weight on your own shoulders

Participants for coaching or workshop: managers and specialists in HR

What else would you like to know?
Dr. Steven Goldner, +49 171 68 56789, goldner@asq.de

Get more success without paying more!

What is different about asq?
1. Longer counselling till the end of the probation
2. 100% success since 24 years
3. Money-back-guaranty for 50% of the fees

The outplacement consulting has three focuses:

A. Building up application fitness
1. Creating the dream job
2. Evaluating other job options, possibly being self employed
3. Testing, if the goals are achievable in the current job market
4. Listing search strategies and planning the first steps
5. Vocational biography: balance of success and failures
6. Finding out what the important personal topics are
7. Comparing information on self-image and the view of others
8. Coaching to work on emotional blockades and fears
9. Listing strengths and weaknesses / profiling
10. Using time for improving language, IT and other skills

B. Individual tactics for the game
11. Collecting and arranging personal documents
12. Evaluation of references with the option for small alterations
13. Writing a modern CV and getting an attractive photo
14. Creative application letters
15. Profile of qualifications to look for alternative jobs
16. Evaluating job adverts and individual reactions to them
17. Developing a convincing application
18. Individual answers for interview questions and video-based training …
19. … including body language and how to handle delicate questions

C. Winning the game
20. Using the personal network for recommendations
21. Other strategies: head hunter, social media, job exchanges
22. Finding target companies and getting their detailed Information
23. Specific approach for each target company
24. Staying in close contact to help in difficult moments
25. Coping with and learning from rejections
26. Comparing the salary to the market and defining a minimum income
27. Negotiating the salary
28. Deciding which of different offers is best
29. Consulting / coaching till the end of the working-in period
30. Further services: secretarial work, training for languages or software,
. legal help, personalised homepage, English CV etc.

Ask for an offer and compare!