Job change: 6 tips from a coach for a successful job transition

One of the pitfalls to avoid when preparing to take on a new position is to believe that what made you successful in the previous one will make you successful in the next one. Even more so when the job change takes place in the same company. At Talentis, we deeply believe that to succeed in your new job, it is necessary to take advantage of this transition phase to prepare and secure the start of your new mission. And this, regardless of the function: manager or director. Moreover, 80% of Talentis' support in the context of individual coaching involves starting a job.Here are 6 key points to work with your talents to enable them to successfully transition their job, illustrated by the practical advice of Valérie Rocoplan, professional coach and CEO of Talentis.

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#1 Identify your assets and areas for improvement in this new role

“What do I know how to do? What am I going to have to learn quickly in terms of managerial skills or collaboration? ” To answer these questions, your talents must first know each other well. To know their assets, their strengths, but also the moments when they risk losing their footing and missing out on important decisions. For this purpose, Talentis professional coaches use the “Lumina Spark” tool, a psychometric instrument that offers the beneficiary a personalized analysis of their profile in order to understand their strengths and points of vigilance in several areas: communication, management, leadership, team functioning...Practical advice from Valérie Rocoplan, CEO of Talentis :“Write in black and white what I know how to do, what I don't know how to do, and what will help me improve (training, colleagues, hierarchy...). Then prioritize which skills you want to work on first.”

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#2 Understand the expectations of the hierarchy

Very often, people confuse “function definition” and “goals.” However, what is written on the job description is not always strictly equivalent to what is expected by the company. In terms of priority in particular. One of the secrets of successful people in their mission is that they know exactly what they are being evaluated on and can thus act accordingly, and not spend energy carrying out low-key tasks.When preparing to take a new position, it is therefore essential to plan a point with your N+1 to verify that the expectations are the same.Practical advice from Valérie Rocoplan, CEO of Talentis :“Once expectations have been set with your manager, it is a good idea to plan milestones in the coming months to make sure you stay on track with the initial goals.”

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#3 Discover the cultural elements of the new environment

Taking on new roles, even if it's the same company, can in some cases seem like discovering a new culture. Each team has its own codes (relationships, clothing, etc.) and ways of collaborating. In the same organization, from one department to another, the codes can be very different. It is often believed that the difficulties in successfully taking office are technical when they are in fact relational in nature. There is therefore a great interest in finding out as soon as possible what behaviors are valued in one's new environment.Practical advice from Valérie Rocoplan, CEO of Talentis: “It is very important to observe the behaviors of your new collaborators carefully, and not hesitate to ask for clarification on these same behaviors after a meeting for example. Above all, do not tell yourself that the problem, if there is one, comes from us, but rather take the step of going to your colleagues in search of useful advice.”

Be sure to take office successfully!

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#4 Map strategic priorities.

Once the goals and expectations of the hierarchy are known (See point no. 2), it is time to draw up an action plan by distinguishing the “big pebbles” (the most important projects) of this year.What are the priority projects? What changes need to be made? How do you set teams in motion? The talents you want to have supported will find the answers in this famous action plan.Practical advice from Valérie Rocoplan, CEO of Talentis:“Don't decide on an action plan alone in your corner. If it should come from you, it must be validated by your N+1 so that it remains consistent with the company's strategy.”

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#5 Get to know your new team

Your company's managers and managers are not alone. They are surrounded by employees with varied and valuable skills. The key is to know how to identify them.As explained above, just because one of your managers changes positions in the same company, does not mean that he will only have to apply the same techniques that allowed the previous successes.Each employee has a way of working that is unique to him, each manager has his own way of managing, each manager has a way of managing that is unique to himself.It is by seeking to understand the aspirations and expectations, but also the “blockers and boosters” of each one, that you maximize your chances of performance.Practical advice from Valérie Rocoplan, CEO of Talentis: “It is useful to map the profiles that make up your team according to 2 axes: motivation and competence. For example, a motivated employee whose skills need to be developed will need training.”

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#6 Engaging all teams around your vision

Once these first stages of discovery and preparation have been completed, it is time to embark your teams in the same direction. It is this feeling of moving forward together towards a common goal, which will give meaning to the work of its employees.Practical advice from Valérie Rocoplan, CEO of Talentis :“For employees to be able to project themselves into the future, they need to know why they will have to carry out these projects, but also how they will carry them out. Exchanging in advance about the pace of meetings and their objectives, for example, will save valuable time later.”

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THE BONUS TIP:

“During all these stages, it is very beneficial to constantly seek feedback from your employees. Constantly asking yourself what you are doing well or what you could do to improve is one of the essential keys to professional success.”

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‍A successful job transition is well prepared before starting the first day in your new role. At Talentis, we are convinced that effective transition coaching requires work done beforehand between the HR manager and the future coachee. The company's talent manager invites the person in transition to work on the 6 points mentioned above. The Talentis coach intervenes in parallel with taking office and brings his experience and expertise in addition, acting as a “sparring partner” to extract the best from the coached person. Together, they lay solid foundations for long-term development: the coach both encourages his coachee to gain perspective on the change he is going through in order to have a clear view of his new situation, while helping him to boost his commitment and his effectiveness in taking office.

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