Monday, May 6th, 2013
What is Outplacement?
Outplacement is the efforts made by a downsizing company to help former employees through the transition to new jobs and help them re-orient to the job market. A consultancy firm usually provides the outplacement services which are paid for by the former employer and are achieved through practical advice and psychological support.
Outplacement is either delivered through individual one-on-one sessions or in a group format by outplacement consultants.
Topics include career guidance, career evaluation, CV writing and interview preparation, developing networks, job search skills and targeting the job market. Individuals may be offered other services such as the use of an office and online tools.
The term outplacement was coined more than thirty years ago by the founder of a Chicago based career consultancy. With the increased rates of downsizing, rightsizing, redundancies and lay offs, particularly during the 1980s and 1990s, businesses increasingly found a need for some form of assistance in reducing the trauma of redundancy for both departing employees and those who remain. Indeed, research shows that losing one’s job is one of the most stressful experiences a person can face, ranked third behind death and divorce.
Outplacement companies can also provide counseling support for individuals who have not been offered those services through their employer, but choose, on their own, to pay an outplacement or “career management” service to provide the same assistance. Since the client of outplacement firms, is the individual or firm that pays the fee, the individual who elects to contract with an outplacement firm on their own, may often receive more one-on-one time, and more individualized attention, than is usually offered when the company hire the Outplacement providers
Outplacement Companies Coaching for Executives
Executive coachingis designed to help facilitate professional and personal development to the point of individual growth and improved performance. Coaches need to have a strong understanding of individual differences in a work place as well as the ability to adapt their coaching style or strategies. It is suggested that those coaches who are unable to acknowledge these differences will do more harm than good. Many executive coaches have a specific area of expertise: Executive outplacement;
Sports; business or psychology. Regardless of specific area of focus, coaches still need to be aware of motivational needs and cultural differences and may be provided as part of an Executive search plan.
Executive coaches work their clients towards specific professional goals. These include career transition, interpersonal and professional communication, performance management, organizational effectiveness, managing career and personal changes, developing executive presence, enhancing strategic thinking, dealing effectively with conflict, and building an effective team within an organization
Expat and global Executive coaching deals specifically with the unique set of challenges created from crossing cultures following an international or domestic relocation. This niche of coaching tends to center around adapting to a new culture, identity issues created within relocating families, difficulties attaining professional goals amidst a changing political and social structure, and other social and personal hurdles unique to each individual. This method of coaching is either individual, or group-based and helps the client gain fulfillment, success and a sense of identity in the areas that are coached.
Coaching for Businesses
Business coaching is a type of personal or human resource development. It provides positive support, feedback and advice to an individual or group basis to improve their personal effectiveness in the business setting. Business coaching includes executive coaching, corporate coaching and leadership coaching.
The Professional Business Coach Alliance, The International Coach Federation, the International Coaching Council and the Worldwide Association of Business Coaches provide a membership-based association for business coaching professionals. These and other organizations train professionals to offer business coaching to business owners. According to a US report, business coaching is one of the fastest growing industries in the world and business coaches of high quality are very sought after.
There are almost as many different ways of delivering business coaching as there are business coaches. Some offer personal support and feedback, others combine a coaching approach with practical and structured business planning and bring a disciplined accountability to the relationship. Particularly in the corporate coaching market ,business coaching is as much about driving profit as it is about developing the person.
Business coaching is not the same as mentoring. Mentoring involves a developmental relationship between a more experienced “mentor” and a less experienced partner, and typically involves sharing of advice. A business coach can act as a mentor given that he or she has adequate expertise and experience. However, mentoring is not a form of business coaching.
Outplacement for Businesses
Outplacement support is not a practice restricted to external experts or providers. Many organizations expect their HR teams to coach their team members by internally providing Outplacement services
If this is to be done effectively then business coaching for HR teams will need to take place prior to the Outplacement service starting internally.
The credibility of a business and its HR team is at risk by providing un credible coaching to already frustrated or disengaged staff.
TCMO provide support in all the areas discussed here and will provide case studies and testimonials to support this for both corporate and individual clients.
Tuesday, April 9th, 2013
The definition of Outplacement Support is “The provision of assistance to laid off employees in finding new employment, either as a benefit provided by the employer directly or through a specialist source.”
Sounds simple enough but outplacement services vary considerably from one outplacement provider to the next, so care in selecting your outplacement company should be of paramount importance. Unfortunately, in the majority of cases, your employer will have a preferred supplier, therefore your choice of outplacement consultant will be limited.
What is Outplacement Support?
Outplacement support originated in the USA and has its roots at the end of the Second World War when returning GIs were provided with support to help them find new jobs and integrate back into society. However, it was in the 1960s before corporations used this service to any great extent and outplacement consultants vied for what was very lucrative business especially where executive outplacement was required. Senior executives being moved on by their company were often offered very attractive severance packages which included a substantial contribution to retain the leading outplacement consultancy to assist them in their quest for a new position. Outplacement support has come a long way since its concept in the 1940s with outplacement providers now addressing the changing needs and expectations of the user. The end result is more choice from a competitive market of outplacement providers which equates to the needs and expectations of those requiring this support.
How to find a Reliable Outplacement Service.
What should you look for from outplacement support and in particular, your outplacement consultant? First of all, try and meet with the designated outplacement consultant before you start. First impressions count for a lot because you have to have confidence and belief that this consultant will effectively assist you to find your next position. Outplacement support is all about people. Do not be swayed purely by the on-line technology, glossy brochures or plush offices. Outplacement is all about people.
Make sure that the outplacement company has a Code of Practice and like The Career Management Organisation Ltd (TCMO), is a member of a recognised professional body such as The Chartered Institute of Personnel & Development. All reputable outplacement companies will offer free, no obligation advice at the front end to ensure that you are confident that they can meet your specific needs.
Being “outplaced” or being made redundant carries a barrow load of emotions, especially if this is the first time you have experienced such a situation. Once these have diminished, job searching can be lonely, frustrating and demoralising at times. If you need motivation, who is best placed to provide this – the local company in Edinburgh or someone in Leeds? Building rapport with the outplacement consultant is essential and make sure you have ready access to them at all times.
What Services should you expect from your Outplacement Provider?
When I put this question to a potential client recently, he answered quite simply – “a job.”
However, there are a few areas that must be addressed as a matter of priority before the job materialises. This in itself leads to another question. Is it a job or a career move that you are now seeking? “Many people quit looking for a career when they find a job.”
In effect, you are now standing at a crossroads, possibly wondering how you got here in the first place. but more importantly where do you go from here? The future direction is now yours to decide, but the choice is staggering. The “view” from the crossroads is breathtaking, exhilarating but also a little scary. That is why you must build the rapport with your outplacement consultant on day one. They will help you focus on the route ahead before assisting you with an effective CV, covering letters and a marketing action plan. Interview technique training is essential, especially for those who have not participated in an external interview for quite some time.
Job search campaigns need to be targeted effectively and your outplacement consultant should have a network of contacts in order for you to identify suitable opportunities. Networking is vital in any job search campaign especially if you want to address and unlock the “Hidden Job Market” where over 70% of all jobs are never advertised. Outplacement coaching in these areas is vital for the success of your campaign. An outplacement provider should act as a mentor, coach, counsellor, trainer, developer but above all as a creative, innovative support mechanism similar to the service provided by The Career Management Organisation Ltd (TCMO).
The best deal in outplacement support equates to what you require at this time. It may be a new challenge, a change in career direction, setting up your own business plus an opportunity to look at your work / life balance. Whatever the direction, treat this as a positive opportunity to move ahead. Industry statistics suggest that effective outplacement support is proven to reduce the time it takes to settle into a new position by 60%. In this economic climate, a good deal in any ones language.
Friday, February 1st, 2013
One of the myths perpetrated about outplacement is that it’s there purely to assist those whose jobs have become redundant; this is only half the truth. What a good outplacement company will do is to help anyone who will benefit from career management – and this will often include those who are currently in work, but who are looking for a career change or simply to enhance their career path and need help to do so.
Clearly, then, a vital requirement of any outplacement company is the ability of their consultants to immediately identify your specific and individual needs, and to provide credible advice and guidance based on their knowledge and extensive experience. Strong testimonials offered by both corporate and private clients whose requirements matched your own, and who subsequently benefited enormously from the career management advice given, will go a long way in convincing you to take advantage of their services.
For many people, who may be unused to career coaching and what an outplacement company may do for them, it is important that the company is able to answer their every question at the outset in an open and direct manner – from the identities of those who will provide the support and guidance to the experience of past and existing clients. Any form of dissembling or prevarication at this stage will, rightly, discourage a potential client, who will then turn to a company that is prepared to offer full transparency.
However outplacement companies vary in their ability to provide professional career advice and so those whose reputation is based on the experience of clients will offer the best benchmark. Being non sector-specific is important for an outplacement company as a holistic approach is often required, but the vital thing is the relationship that develops between the client and the consultant and which must be based on mutual respect. Very often a good consultant will become a client’s confidante in every sense and they will have to be able to guide and mentor them in a totally objective way in order to boost their confidence and self-belief, and so lead to success.
Ultimately, then, what marks out a good outplacement company is one where individuals are treated as such – from the moment they start and until beyond the time when they have successfully achieved their optimum role. In this way a good outplacement company will ensure that contact with their clients is maintained and advice and guidance on career management is provided long after that vital role has been achieved.
Thursday, November 1st, 2012
So what, exactly, is outplacement? Essentially, it is the means whereby people are helped to move on to the next stage of their careers with confidence and is a combination of professional guidance and career support. Often it can involve staff who have seen their positions become redundant and who are then helped to find new and rewarding roles – and quickly! Outplacement companies abound, but there are very few ‘great’ ones and so choosing the right one for the benefit of the outgoing staff is imperative.
At time of redundancy, staff will suffer a range of emotions, but what they will have lost is the security they felt in holding down a ‘permanent’ (!) job. (And this can also apply to anyone who is simply in need of career management.)
For any company or organisation going through a ‘restructuring’ process, one of the key problems they have to address is that of staff reduction – and how they can best help those who are about to be let go.
It’s a difficult time for all concerned, but responsible employers will make every effort to smooth the path for those who are leaving by employing the services of a good outplacement company like The Career Management Organisation (TCMO) who understand fully the challenges facing both parties – and can step in immediately to ease the process.
Of course the effect and stigma of redundancy – understandable but usually unjustified – can sap confidence and be devastating to those involved, particularly when they have been employed there for many years (and possibly still have many years’ work left in them!). So it is vitally important that they will immediately have confidence in the people from the outplacement company; that they are knowledgeable, sympathetic and really have their best interests at heart.
There is a need straight away to restore that confidence and demonstrate that, in most cases, these people are not only eminently re-employable, but highly desirable. Re-building CV’s is fundamental and a key element of the process, but other basic aspects include helping people to help themselves by understanding their own marketability, and then ensuring that their approach to the market is effective, and their interview skills are finely honed. Each individual must feel that they are being dealt with individually, and so one-to-one sessions are essential in identifying specific skills and, therefore, opportunities.
A good outplacement company will have the ability to work as effectively with board level candidates as it is to those on the factory floor. The essence here is career management and it applies across the whole spectrum. TCMO offers precisely that.
Thursday, March 8th, 2012
Corporate image and employer brand is of paramount importance when recruiting new staff. It is however this image and branding that is most at risk when companies face change. That is why caring organisations retain and promote the services of an Outplacement Company to help smooth the period of transition associate with change, and this is where employees benefit from the actions of a caring employer.
Outplacement support represents an in built insurance policy for those employees who may, as a result of change, restructuring or down sizing, find themselves out of a job. The initial shock of redundancy is quickly addressed by a competent outplacement company such as The Career Management Organisation Ltd (TCM)), who will very quickly provide support, hope and focus for the displaced employee. It will also be promoted to the employee that their employer is caring by proving this professional assistance during a period of transition where the employee is most vulnerable and prone to making the wrong decision career wise.
Outplacement support, according to the latest statistics, puts people in a much better position, than those without it, resulting in placement twice as quick as those without the support. The benefit to the employee is that instead of jumping into the first position that comes along, time is taken to focus on the route ahead, thus ensuring that the employee secures a position that they want. This is a positive step for the employee and also, through time, puts the employer in a better position than at the beginning of the process.
The employees who are leaving and who receive the pro-active support offered by companies such as TCMO, will very quickly grasp the opportunity and see it as a positive move. However, the benefit to the employees who remain will result in less worry and anxiety about their own jobs, because they have seen first hand that their employer will assist them find a new position should they ever have the situation imposed on them.
The objective for all parties concerned is to secure a win-win-win situation. A win for the Employer who is seen as a caring responsible employer with their image and brand left intact. A win for those Employees leaving who see this as a positive opportunity to re-examine their career and have the service and support provided free of charge and a win for those Remaining Employees who have the reassurance that they will be looked after if redundancy visits them in the future.
Employers should seriously consider retaining the services of an Outplacement Company such as TCMO, not just in times of restructuring and downsizing, but as an on-going function of their HR Department. Not only can these companies provide the services detailed before, they can also assist in the recruitment process by introducing potential employees from other companies who have recently made staff redundant. Outplacement is a never ending journey, assisting organisations navigate through change but at the same time supporting individuals achieve their potential – an interactive journey to success.
Saturday, February 18th, 2012
Whether you are an individual looking for outplacement support or an organisation seeking outplacement for employees as part of change and restructuring you can benefit from a tailor made approach. Outplacement advice and services will get people back into work faster, often in an improved position or package, because an objective and experienced consultancy will improve on individual’s own efforts – trust me, the evidence is there.
Individuals look for different types of outplacement support and The Career Management Organisation tailors its services to these different needs. Tailoring outplacement coaching covering job-searching, helping with CV development, interview skills, networking, self-marketing etc. to meet different time-lines and budgets is the most cost-effective answer.
For organisations this approach to your outplacement services will help your business, your ex-employees and your ‘surviving’ employees.
How? Well, read on –
Ex-Employees Are Your Ambassadors – They talk to people, including current employees, about their thoughts or your company. If their leaving package includes good, relevant outplacement this shows you care and respect them. You want them to be positive about their experiences with you (after all, you may want them back at some time in the future).
Current Employees Worry – “Will I be next” is a real de-motivator! It reduces their efficiency – but if they know they will be supported with outplacement then they can focus on managing change and re-growing the business.
The Business Community Assesses Your Company – “People are our most important asset” yet organisations often do not practice this (or are perceived not to). By showing concern for employees leaving by providing outplacement you are building your business reputation.
You Still Need to Attract the Right People – If you want to be an employer of choice you need to show you are professional with employees when times are good and bad. Most organisations are recruiting for specific skills even when losing people – if a potential employee sees you care they are more likely to take the plunge and join you. Another reason outplacement works!
TCMO take away the burden – Once decisions are made TCMO works with you to carry out your outplacement project as you want it done. We can do everything and leave you to get on with your business or be your partners in a joint approach.
TCMO Works with individuals who come to us directly and also organisations across all sectors who seek outplacement support for one person leaving up to major projects where many people are leaving e.g. a plant closure. To find out how we can help you, and for and initial no obligation meeting, please call us on 0131 201 0181 or visit www.tcmo.co.uk.