In a context of constant change, such as the current one, it is important to dwell and reflect on characteristics of leadership 4.0 indispensable to "survive" in the current labour market: characteristics that see the person more and more protagonist in his career and managerial growth path. This article, which originates from the sharing of my multi-annual experience within the framework of thevocational guidance and coaching, aims to bring concrete evidence of how important it is to invest in yourself, on your leadership, in order to achieve your professional and personal goals with the support of a Coach.

In particular, I will tell you a successful relocation experience (after leaving the company) in the complexity of the current world of work, with these variables:

• Manager
• I organizational level
• About 50 years
• Woman
• Successful professional and managerial path
• Solid skills in communication and marketing, a professional family in strong transformation

A successful experience born from the alliance between Coach and Coachee, from a relationship of trust and Cwork, from a job in which, through structured phases, the Coachee, has relocated (even before finishing the coaching path of about 6 months) in a situation in which its expectations have aligned with those of the company that has assumed it, with contract conditions similar to those in exit.

The successful ingredients of this path were:

Coachee:

• Take time for yourself to reflect on your professional future
• Having the CTime to question, to make decisions
• Be responsible for your orientation path
• Being a person with a great gift of openness to Cthe need for a positive and proactive attitude.

Coach:

• Consolidated experience in guidance and research and selection processes as HR Manager and consultant
• Extensive knowledge and expertise of the labour market, evaluation and development of leadership skills, relational and organizational dynamics.

Contract:

• Definition of clear and achievable objectives in the various phases of the route

Path stages:

1.  Cawareness of one's professional identity, identification of one's distinctiveness and expectations;
2.  Clabour market awareness;
3. Development Cresponsibilities: strengthening the development of "research and selection" skills, strengthening the skills of Comunication and marketing of themselves, development of a structured methodology

These steps led to a change in Coachee compared to its professional value, its real competitiveness in the labour market and to how and what to look for.

In particular, was highlighted that part of skills owned by Coache in line with today's skills required by the labour market and that are the basis of leadership 4.0:

• capacity making decisions quickly in complex situations with many variables
• attitude to working in transformation and change of business models, strategies and organisations
• attitude to Innovating processes, reference schemes
• capacity communication
• excellent knowledge English (absurd but still a distinctive factor in Italy)
• capacity interpreting context and interlocutors
• capacity leadership of both themselves and in managing and motivating a team in cultural environments where participation and involvement are the lever to achieve challenging corporate and individual goals.

After defining its heritage of skills distinctiveness, analysing the labour market and making a balance between motivations and professional and private life expectations, an effective CV has been achieved in terms of promotion and communication. Subsequently, the phase of targeted research towards contexts in line with its distinctiveness began. His candidacy, through LinkedIn has caught the attention of a large multinational company and is, therefore, the selection process started: lCoach training in the various phases of the selection was a winning factor to get a brilliant performance in the various stages and be chosen from among many candidates selected at European level.

It was important to observe how, in the coaching process, there was a growth of Coachee are not at the level of professional/managerial role, but also as a person in the possibility of change.

Although my professional contribution as an expert in skills assessment and development was important, success was determined by the Coachee that had the courage to invest with great determination and enthusiasm about herself and the possibility of change.

In this path they proved very useful for the Coachee change process, my skills of Didact and Supervisor in training in Transactional Analysis in the organizational field. In particular, the transactional analysis in the organizational field (e.g. Model of the Roles of B. Schmid), some principles and philosophy of transactional analysis (e.g. okness, states of the ego, transaction analysis, drivers) and of the systemic theory that they have framed in the process of change and learning of Coachee.

This contribution shows that when we look for ourselves and are open to change opportunities come to meet us.

"Whatever you can do, whatever dream you can dream, begin. Audacity carries genius, magic and strength. Start now." J. W. von Goethe

Antonella Loreti