{"id":1272,"date":"2026-07-28T22:24:36","date_gmt":"2026-07-28T20:24:36","guid":{"rendered":"https:\/\/cornerstone-hospitality.global\/?p=1272"},"modified":"2026-08-15T19:35:05","modified_gmt":"2026-08-15T17:35:05","slug":"karrierewechsel-leitende-gastgewerbe-fuhrungskrafte-eckpfeiler","status":"publish","type":"post","link":"https:\/\/cornerstone-hospitality.global\/de\/career-transition-senior-hospitality-executives-cornerstone\/","title":{"rendered":"Karrieretransition f\u00fcr erfahrene F\u00fchrungskr\u00e4fte in der Hotellerie: Wie Cornerstone Sie durch den Wechsel unterst\u00fctzt."},"content":{"rendered":"
\"Florian\n
\n
By Florian Kittler \u00b7 Juli 28, 2026<\/div>\n
Managing Partner, Cornerstone Hospitality \u00b7 ~12 min. read<\/div>\n<\/div>\n<\/div>\n\n
Career Clarity · with our AI assistant<\/div>
Not sure about your next move? Have a short, private chat with our AI assistant. 7 questions, 6 to 8 minutes, and a clear read on where you go next.<\/div><\/div>Start the conversation<\/a><\/div>\n

Hospitality career transition coaching<\/strong> exists because a senior career move is rarely a planned moment. That is exactly why the support around the leader matters so much. Consider a General Manager invited into a corporate seat, or a corporate officer heading for the C-suite. Consider a senior leader exited in a restructure, or an executive quietly thinking about what comes next. Each of these is a real inflection point with real stakes.<\/p>\n

McKinsey\u2019s research into senior leadership transitions finds that between 27% and 46% count as failures or disappointments two years in [5]<\/a>. Interestingly, the leaders who land cleanly aren\u2019t the ones with the smoothest exit. Rather, they are the ones who had the right support around them at the right moment.<\/p>\n

Cornerstone Hospitality\u2019s career transition<\/a> practice exists to be that support, a single team, end-to-end, for the senior leader navigating the move. In practice, our hospitality career transition coaching is deliberately holistic: emotional reset, market reality, positioning, narrative, network, interview, compensation, and the first ninety days in the new seat. In a career transition, however, the parts don\u2019t separate cleanly. Treat them as one engagement, and the outcome improves.<\/p>\n

In short, this is who the work is for and the shapes a senior hospitality career transition typically takes. It also covers the components every engagement contains. Finally, it shows what a leader can expect, from the first conversation to performing in the next role.<\/p>\n

Hospitality Career Transition Coaching: What The Research Says<\/h3>\n
\n
\n
27 to 46%<\/div>\n
of executive transitions are regarded as failures or disappointments two years in [5]<\/a><\/div>\n<\/div>\n
\n
40%<\/div>\n
share of senior executives who fail, quit, or are pushed out within 18 months [1]<\/a><\/div>\n<\/div>\n
\n
82%<\/div>\n
of surveyed hotels report a staffing shortage [4]<\/a><\/div>\n<\/div>\n
\n
92%<\/div>\n
of supported transitions land in a next role equal to or better than the last one [7]<\/a><\/div>\n<\/div>\n<\/div>\n

Industry data on senior-transition failure rates, hospitality leadership scarcity, and outcomes for leaders who receive structured transition support. Sources listed in full at the foot of the article.<\/p>\n