The Challenge
You're structured around operational functions, not policy expertise. You can't provide career progression paths retaining talented EU affairs professionals beyond mid-career stages. EU affairs roles hit the ceiling at senior manager or director levels without C-suite progression. Ambitious professionals must leave to advance careers regardless of job satisfaction or organisational commitment. The cruel irony: You lose your most experienced EU affairs staff precisely when accumulated Brussels relationships and institutional knowledge would deliver maximum value. Your impossible choice: Create organisational roles you don't need beyond EU affairs function, or accept talented professionals who will inevitably depart for career advancement elsewhere. This structural career limitation makes EU affairs positions inherently transitional regardless of compensation or working conditions—preventing expertise continuity effective Brussels engagement requires.
Why It Happens
Executive roles require operational responsibilities or revenue generation EU affairs functions don't provide—making career progression beyond certain levels unavailable to policy professionals regardless of contribution value. You can't justify creating VP or C-suite EU affairs roles when this function represents one of many considerations, not core business activity. Yet talented professionals need career advancement senior manager positions can't satisfy indefinitely. The inevitable tension: You want to retain experienced EU affairs staff whose Brussels expertise and relationships represent substantial assets, while professionals need career progression your organisational structure can't accommodate without creating roles exceeding EU affairs functional requirements.
Our Solution
Talent development strategies creating advancement opportunities through expanded policy responsibilities, cross-functional leadership, or external engagement: EU affairs roles incorporating broader policy strategy beyond Brussels-specific engagement Cross-functional leadership opportunities leveraging policy expertise in organisational strategy or business development External engagement through industry association roles or advisory positions providing career development while maintaining organisational contribution We help you retain talented EU affairs professionals by expanding role scope and recognition rather than accepting inevitable departure when advancement requires organizational structures EU affairs functional scale can't justify.
The Outcome
Extended EU affairs professional retention through career development approaches providing advancement without requiring unsustainable organisational role creation. You maintain experienced EU affairs staff longer by offering progression through expanded responsibilities and recognition satisfying career development needs—without creating executive positions your organisational structure can't support. Retention improvement enables Brussels engagement effectiveness to compound through relationship depth and institutional knowledge accumulation—rather than constantly restarting with professionals viewing positions as temporary stepping stones before inevitable departure for advancement elsewhere.
How We Deliver
EU affairs talent strategy services developing retention approaches addressing career progression limitations: Designing expanded role responsibilities providing advancement through broader policy scope Facilitating cross-functional leadership opportunities leveraging policy expertise Connecting to external engagement options complementing organisational roles with career development opportunities The result: Improved EU affairs professional retention through career development solutions acknowledging organisational structure limitations while creating progression options talented staff require for long-term organisational commitment.