#successful corporate learning tweet book04
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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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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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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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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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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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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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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 distraught upon
hearing the news.
74
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Section III: How to Notiy Employees o a Downsizing Efectively and Compassionately
79
80
Note i the person has a track recordo violence or abusive behavior; i
necessary, have security on standby.
Give employees time to
compose themselves beore
having to ace co-workers.
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81Many are in shock ater a layof
and will orget what you tell them.Follow up with a letter detailing their
separation agreement.
I downsizing many employees on the
same day, dont schedule meetings too
close together; some employees will
need more time than others.
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About the Authors
Barbara Saani is the owner o Career Solvers, which partners with Fortune
1,000 companies and individuals to deliver career transition programs
ocusing on resume development, job search strategies, networking,interviewing, salary negotiation skills, and online identity management.
Barbara has been a career expert or CNN.com, CareerBuilder, and AOL Jobs
and she has been quoted extensively in major media outlets, including CBS,
ABC, FOX, The New York Times, The Wall Street Journal, The Washington
Post, The LA Times, Fortune Magazine, Smart Money Magazine, Money
Magazine, Oprah Magazine, and Cosmopolitan.
She is the author o Happy About My Resume: 50 Tips for Building a Better
Document to Secure a Brighter Future, #JOBSEARCH tweet, and Winning
Negotiation Strategies for Your New Job.
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Career Transition Training and Services That Work in Todays Environment
Mitchell Levy is the author o twelve business books and the CEO o the
independent publishing house Happy About. Ater earning his MBA rom
the College o William and Mary, he spent 13 years working or corporations
in IT, Finance, and Operations. He then spent 11 years as an entrepreneur
creating 13 companies and strategic partnerships, including Happy Aboutin 2005. During this timerame, he created over 70 courses at various
universities, online learning courses, and booked over 500 speakers at
large-scale conerences.
Mr. Levy is also partner o the physical networking firm CXOnetworking
and sits on the Board o Directors at Rainmaker Systems (NASDAQ:
RMKR). Previously, he created our executive education programs at two
diferent Silicon Valley Universities, was the conerence chair or our
Comdex conerences ocusing on business executives at medium-to-large
sized enterprises, has contributed to and written over 100 articles, and
given over 250 speeches on e-commerce and business.
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Getting #SUCCESSFUL CORPORATE LEARNING tweet Book04
(http://bit.ly/SCLtweet041)
#SUCCESSFUL CORPORATE LEARNING tweet Book04
can be purchased as an eBook or $11.95 or tradebook or
$16.96 at http://bit.ly/SCLtweet042 or at other online and
physical book stores.
Please contact us or quantity discounts [email protected]
or to be inormed about upcoming titles
[email protected] or phone (408-257-3000).
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