Outplacement

 

As a rule, an outplacement project starts when a company decides to terminate one or more employees.

Optimally, it ends when the goal of the persons concerned has been achieved: a new job inside another organization or the start of his/her own company as an entrepreneur or employment in an interim position.

In-time career counseling or coaching of an employee in a stressful situation could also result in the retention of the employee and his valuable experience.

 

Who we serve

We work together with

• company executives

• medium-level management

• qualified skilled staff

 

An essential requirement for success is acceptance of the coach by the coachee. Our clients benefit from coaching by consultants who themselves look back on executive experience of many years and/or have corresponding skills which they keep up-to-date continuously.

 

Types of programs

Determination of the professional objective and job-search is a personal adjustment process for our clients. Our corporate customers want to provide services that assist during these times. That creates costs for the company. On top of this, conditions in the relevant job markets are continuously changing. As professionals in this field we work out programs together with you tailored to meet the needs of your enterprise and of your employees in their current situation.

 

Examples:

• 3-month-programs help achieve emotional stability and provide security, knowledge and skills to succeed in the job market.

• In the course of our 6-month-programs, the group of skilled staff and medium-level executives will in most cases find a new job. Those still searching for a job will at least have conducted interviews for suitable positions with the relevant companies. If this is not the case, we submit proposals for further steps to be taken.

• The Executive Program is for 12 months. This accounts for the fact that, in particular, top positions require longer "lead times" and broader planning horizons.

 

Methodology

The quality of our work is based on the know-how of our team whose members have proven records as coaches, consultants and trainers. As a rule our clients are coached individually. If appropriate, your coach will call in further specialists (e.g. experts in labor law or well respected, knowledgeable observers of the respective branch of business).

Of course, we communicate with our clients by telephone, e-mail, and exploit Internet research resources. Our clients get on-line access to up-to-date working materials and other helpful information.

The first few sessions are mostly intensive and held in rapid succession. The initial personal interview can take up to three hours.

 

After the initial period, individual sessions will take place once a week or every two weeks as needed. In the course of these sessions we also provide training sequences (e.g. preparation for telephone calls or job interviews). Tasks and activities to be accomplished in between sessions serve as valuable experience which we assess and utilize efficiently.

Every outplacement consulting process is focussed according to the individual needs of the client: After people have come to grips with the loss of their jobs, we help them determine their professional objective. Once this is accomplished they create and implement a communications strategy.

Training, experience and intuition of the coach make sure that the right steps are taken at the right time.

 

Replacement

Employees – in particular inside large companies – may have to develop a different attitude towards their present job or have to look for a new job inside the company.

If an employee is supported in this process we speak of replacement. Companies can retain valuable resources and avoid the cost of hiring, training new people etc… Employees can adapt to a changing environment, be motivated and successful again.

In such a situation outside consultants have significant advantages. Often people will talk more candidly with independent outsiders than with colleagues and superiors. The staff of your company can be sure that our coaches preserve the strictest confidence.

 

Our methodology:

• individual job and career assessment

• definition of personal strengths/weaknesses and competence profiles

• development of career objectives

• formulation of a marketing and communication concept to be put into practice within the company

Group programs may comprise a blend of individual interviews, surveys (360 degree feedback) and workshops.