Start apprenticeship, climb the career ladder rung by rung for your whole working life, and finally retire with a golden pocket watch” that was the reality of the 1950s and 60s. “You can now forget this completely,” says Dr. Monika V. Kronbügel (PhD.). In the opinion of the CEO von Global DiVision, the dream of promotion from the former nuclear age disappeared into the history books even in the last century.
For exactly that reason, the talent management that they found when they started working with a new customer also appeared a little nostalgic to the team of consultants at Global DiVision. There, young talent was first of all identified, and challenging tasks were distributed to the top talent. Before then, every third person had to pack his bags three months later because of restructuring. It was even clear to management that things couldn’t continue that way.
Global DiVision reworked the internal talent management and adapted it to the current strategies. As a result, it is clearly recognizable to every employee how to enhance skills, contribute creativity in additional tasks and get ahead through lateral career steps.
“I consider it to be an advantage to be able to take my career into my own hands and not have to wait until it is my turn for a promotion,” praises a brand new department manager. Dr. Monika V. Kronbügel (PhD.): “That only works if you implement the changes in the working world in your own company and accept that classical career management has had the effect of a nightmare since the early 90s.”