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    By Barbara Safani and Mitchell Levy

    Career Transition Training and Services That Work in Todays Environment

    E-mail: [email protected]

    20660 Stevens Creek Blvd., Suite 210Cupertino, CA 95014

    #SUCCESSFUL CORPORATE LEARNINGtweetBook04

    Book Excerpt

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    BOOK EXCERPT Table of Contents

    Section I: What Is Career Transition, Who Uses It, and What

    Are the Benefits?

    Section II: How Career Transition Can Help Newly Displaced

    Employees

    Section III: How to Notiy Employees o a Downsizing Efectively

    and Compassionately

    About the Authors

    Career Transition Training and Services That Work in Todays Environment

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    3#SUCCESSFUL CORPORATE LEARNINGtweetBook04

    ContentsThis is the Table o Contents (TOC) rom the book or your

    reerence. The eBook TOC (below) difers in page count rom

    the tradebook TOC.

    Section I

    What Is Career Transition, Who Uses It,

    and What Are the Benefits? 13

    Section II

    How Career Transition Can Help Newly

    Displaced Employees 35

    Section III

    How to Notiy Employees o a Downsizing

    Efectively and Compassionately 49

    Section IV

    How to Manage Your Layof Survivors 75

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    Section V

    Alternatives to a Downsizing 87

    Section VI

    What Services Do Career Transition

    Firms Ofer? 95

    Section VII

    Coaching the Downsized Employee 101

    About the Authors 111

    Career Transition Training and Services That Work in Todays Environment

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    Section I: What Is Career Transition, Who Uses It, and What Are the Benefits?

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    7#SUCCESSFUL CORPORATE LEARNINGtweetBook04

    Career transition services and training used to be a service provided almostexclusively to senior executives when a company realized the executive wasnot a good fit or the job or the organization and needed to be transitioned

    out. Providers were oten retained on the QT to help the executive make aquiet exit, ease the transition process, and give the executive an o ce withadministrative support so they could have a home base or managing theirjob search.

    Today, career transition firms are retained by many companies to supporttheir changing business needs which may include staf reductions. It isnot unusual or someone to be downsized during their proessional careerthrough no ault o their own and career transition services have becomean expected benefit in many organizations. The career transition modelo today is transparent and proactive and ocuses on giving the departedemployee the knowledge and tools necessary to conduct an efective searchand land a new job quickly. This section explains the career transition modeland its benefits in more detail.

    Section IWhat Is Career Transition, Who Uses It, and What

    Are the Benefits?

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    Section I: What Is Career Transition, Who Uses It, and What Are the Benefits?

    1

    2

    Corporate downsizings are sometimesinevitable. Being prepared or them

    is a competitive advantage.

    A downsizing can negatively impact

    your business i the process is not

    managed properly.

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    #SUCCESSFUL CORPORATE LEARNINGtweetBook04 9

    5

    6

    By ofering transition services, youposition your firm as a good corporate

    citizen and a desirable place to work.

    The company image you present

    is critical and there is great value

    in promoting the organizations

    commitment to displaced employees.

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    Section I: What Is Career Transition, Who Uses It, and What Are the Benefits?

    7

    Career transition services

    began 30+ years ago when

    businesses ound a need to

    help reduce the trauma

    o job loss.

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    #SUCCESSFUL CORPORATE LEARNINGtweetBook04 11

    13

    14

    Studies reveal companies ofering

    transition services achieve gains inengagement, recruitment cycle, cost

    per hire, and reerrals.

    Without third party involvement,

    the stress o a downsizing can

    compromise a managers efectiveness

    in his/her regular role.

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    Section II: How Career Transition Can Help Newly Displaced Employees

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    Many o us are used to hiring proessionals or certain services we dontconsider our core area o expertise. We pay others to cut our hair, prepareour income taxes, and build our homes. When we are dealing with a lie-

    changing event such as job loss, it oten makes sense to leave the heavyliting to a firm that specializes in career transition. This section ofersthe business rationale or partnering with one or more transition entitiesollowing a layof or restructuring initiative.

    Section IIHow Career Transition Can Help Newly Displaced

    Employees

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    Section II: How Career Transition Can Help Newly Displaced Employees

    37Transition services help displaced

    workers gain confidence in theprocess, which then translates into

    confidence in themselves.

    38Ofering transition services

    acknowledges displaced employees

    loss and helps to preserve their

    sel-esteem and confidence.

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    #SUCCESSFUL CORPORATE LEARNINGtweetBook04 15

    40

    39

    During the transition process, providetools and training to help candidates

    market themselves efectively.

    Laid of employees may seek jobs with

    competitors. I they are bitter, they

    may reveal inormation they otherwise

    would not have.

    40

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    Section II: How Career Transition Can Help Newly Displaced Employees

    Career transition helps

    job seekers stay motivated

    and accountable because

    they remain engaged in

    a proessional coaching

    relationship.

    41

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    42The benefits o transition services

    greatly outweigh the associated costs;they also ofer peace o mind or

    everyone involved.

    43Working with third party outplacement

    entities gives displaced employees the

    benefit o an unbiased ear and a resh

    career start.

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    Section II: How Career Transition Can Help Newly Displaced Employees

    44

    Transition success is contingent on

    the flexibility o the employer and job

    seeker and an awareness o each job

    seekers unique needs.

    45

    People who are laid of ater 10 or

    20 years have a lot to learn aboutjob search and, unless they have

    assistance, may be overwhelmed.

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    46

    No one makes a career o

    changing jobs. Most are

    uncomortable with the job

    search process and

    ill-prepared or the

    journey ahead.

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    Section III: How to Notiy Employees o a Downsizing Efectively and Compassionately

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    The efect a layof has on a person is proound. An employee will rememberthe moment o termination orever, so it pays to prepare careully andthoughtully or the conversation. With a little bit o practice and planning,

    you can make the best o a di cult situation and help ease the transition orboth your displaced and remaining employees. This section ofers practicaltips or planning the notification conversation and ensuring that the daygoes as smoothly as possible.

    Section IIIHow to Notiy Employees o a Downsizing

    Efectively and Compassionately

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    Section III: How to Notiy Employees o a Downsizing Efectively and Compassionately

    72

    Some remaining employees

    may be on vacation or

    home ill. Determine how

    they will be inormed o the

    downsizing as well as

    exiting employees.

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    73

    Some employees will cry or eel aintollowing the news. Have tissues and

    bottled water in the room.

    Pre-arrange or transportation. Have

    a car service available or someone

    who is exceptionally

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