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Finding a new job and moving into a new role requires a well thought out strategy. Learn about what you should do and how to go about your job search and career transition.
 
 

In matters of the heart, logic seldom rules. If you were asked to explain why you loved your spouse or partner, you might be able to list traits and qualities that you admire, but you wouldn’t be able to give a factual, logical explanation of the attraction. You just “clicked.”

In our careers, that “click” is also extremely important. As you consider staying in your current job or making a transition, two points are worth considering.

History is littered with the hulls of rudderless ships because the appropriate captain was not at the helm; and carcasses of executives who have spent lavishly at shareowner expense or inappropriately spoke a word in haste and waste. This year has seen its fair share of jettisoned executives for everything from moral turpitude and fiscal excess or simply being there in the wrong slot. The spectrum of personalities and rationales for the revolving door varies widely. Whether one is able to bounce back often is based on the nature and severity of the departure and whether it was self-inflicted or politically induced.

Whether chosen or uninvited, career change comes to us all sooner or later. For some, it arrives in the form of a pink slip, while for others it’s an unexpected pathway to fresh challenges. Change can also appear in the form of repeated whispers – deep intuitions that it’s time for us to move on or persistent reminders that our current role isn’t quite as satisfying as it once was.

Any job search can contain unexpected hazards—it more or less goes with the territory. However, if you’re a currently-employed executive planning a confidential job search, the potential perils ahead of you give a whole new meaning to the concept of risk.

executive_job_search_confidentialThe view from the executive ranks can be exciting and invigorating; however, at that level even a small misstep might have disastrous consequences. Premature or unplanned communication of your intent to secure a new position is certainly a misstep you want to avoid—and not a small one.

Making a next career move can be an enormous step for any executive; with the added challenges of a new country, a new language and the possible relocation of your family, the stakes are much higher for would-be executive expats.

expat_dubaiLike with any life-changing decision, the first step is to do your research and gather as much information as you can, yet it can be difficult to know where to begin. That’s why we have provided a list of our top three considerations for potential executive expats.
 

1. Consider the Value of Your Financial Package

Moving abroad for your executive opportunity can bring a range of career benefits to those who are willing. It could even lead to an immediate increase in salary compared to what can be offered in your home country, among other financial gains.

During this complimentary webinar, our expert panel will share their knowledge and advise executives what to consider before making the big move.

BlueSteps recently hosted an #ExecCareer Chat on the topic of expat job search and expat life, featuring Ken Daubenspeck, from Daubenspeck and Associates, and Rainer Morita, from BlueSteps Executive Career Services.

Some of the questions asked included:

BlueSteps recently hosted an #ExecCareer Chat on the topic of executive job search, featuring Megan Pluister, from Allen Austin, Lucie Shaw, from Amrop UK, and Sally Stetson, from Salveson Stetson Group.

Some of the questions asked included:

According to Wikipedia, “Opportunity cost is the value of the next-best choice available to someone who has picked between several mutually exclusive choices...opportunity costs are not restricted to monetary or financial costs: the real cost of output foregone, lost time, swag, pleasure or any other benefit that provides utility should also be considered opportunity costs.”

In the 1980s, business publications took note that employers were making a fundamental mindset change as to how their employees are viewed due the shift from defined benefit to defined contribution pension plans. Employers who offered defined benefit pension plans encouraged and rewarded long-term career employment. In essence, the longer you remained with an organization, the greater your personal long-term benefits. In contrast, when employers shifted to defined contribution pension plans, this represented one of the greatest mindset shifts of employers in recent decades. Born was the age of employees as objectified commodities and employee free agency.