Outplacement / Placement

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Situation & needsTypical career paths that were very straight forward and stringent now largely belong to the past. In the future it will be increasingly important to offer increased situational career advice, both for individuals within organizations as well as for people leaving a company.

Why 9 levels?9 levels, on the basis of the analysed conclusions of the actual state, makes it possible to represent the past and to give an outlook on development options: which value systems does your client come from? What was important to him? What is important for him today? What are his current value systems? Where does he see his potential for development, where does he feel at home when is he now looking for the next career move or a new organization? These questions can be answered by using 9 levels.

Areas of ApplicationPlacement• Talent-Management• Career advice• Youth leadership development• Use employees and managers who have worked longer in the company optimally according to their strengths in

the organization.

Outplacement• Dealing with the past: Why it no longer currently works with the existing organization? What has changed?• Which areas of activity are potentially interesting?• Which organization would be the right one for the new area of activity?• Are there any organizations in which the previous area of activity could be further practised?

BenefitsThe beauty of 9 levels: it shows both the personal value systems as well as those of the organization, departments and divisions and provides information about how the value systems of your clients fit with all of these value systems. Experience of the past is a wealth of experience. At the same time solutions for the current situation can be found and medium and long-term strategies developed.

ApplicationThe coachee / client gets sent a code for the online questionnaire for the Personal Value System, which he com-pletes. You, as a consultant, bring this evaluation (report) with you to the next meeting. Then you work with your clients both on the value system and on the formation of hypotheses about which organizational values are char-acteristic in the current and in the future organization so that there is a fit or that congruency can be guaranteed. Together you work out which tasks, departments or companies suit your clients.

Typical questions• Dealing with experience: What

experiences have I had so far? What career phases were very good, so far? In which positions did I feel comfor-table? Where may there have been trigger points or triggering situations in which I‘ve changed, in which the organization has changed? (i.e. such as leadership changes, dramatic events, through which the value systems changed)

• What value systems are currently pre-

dominant in me and which business environment suits me, so I can work successfully and happily long-term?

9 Levels Institute for value systems GmbH & Co. KGEywiesenstraße 6 | 88212 Ravensburg | GermanyT +49 751 363 44-999 | F -739 | info@9levels.com | www.9levels.com www.9levels.com