Face time makes a difference

The outplacement business has changed out of all recognition in the last decade, increasingly we see one-to-one career support and coaching replaced with online systems. Automated, self-service programmes have advantages from the client’s perspective, providing a reasonably priced solution, but the effectiveness of the one-size fits all e-outplacement option is doubtful.

An off-the-shelf option may please the procurement manager but the online model has devalued outplacement in the eyes of employees and employers. At 10Eighty we believe that face-to-face, tailored career coaching remains the most effective choice for both parties.

The purpose of outplacement coaching is to help clients manage their options, to build their employability not just in terms of finding the next role but for a successful career down the line, in alignment with their values and aspirations for the future. A coach can address specific needs and help the client build their personal brand and leverage their social capital.

Outplacement-Services-Career-Coaching

A holistic approach

For the employer outplacement is crucial to managing the employer brand, there’s an obvious social and moral case to made for supporting employees who are no longer needed, providing them with the support and skills to move on quickly; it’s also about managing the morale of employees who see their colleagues being made redundant, showing that the organisation takes care of employees is key to employee engagement.

From my point of view, outplacement is not just about the client landing a new job but about launching the next phase of their career. I wrote The Guide to Everlasting Employability with the aim of equipping clients to take charge of their career and proactively work towards clearly articulated goals and ambitions. 10Eighty outplacement is not a job shop, it’s a holistic approach to personal branding and navigating the career path for a rewarding future.

In an outplacement programme, the online career portal has a place, the blended learning approach has enormous value. On-line support provides a range of tools and resources for the client to design and implement a job search strategy, and online apps make career advice portable. Indeed at 10Eighty we have developed an app that audits the extent to which you are managing your career.  It can be downloaded for free from the App Store or Google Play just follow the links or search for ’10Eighty career ladders’.

Personal, professional and proactive

However, to make real progress nothing beats face to face coaching. It’s partly a reflection of how we communicate, 70% of what we take in is what we see, more importantly, though it’s about feedback and dialogue. You can tell someone how to look for a job and how to behave at interview but personal coaching does so much more.

The outplacement consultant or counsellor can push a client to address important issues, assessing their reactions and tailoring coaching to needs. We know that employees prefer personalised, customised advice and that makes particular sense when we’re talking career aspirations. Working with a coach also facilitates practice, it’s not so much a question of perfection but Gary Player’s assertion that “the more I practice the luckier I get” rings true.

For me, career coaching is predicated on a collaborative process aiming to enhance and realise the potential for sustainable personal and professional development.

The emphasis is less on CV writing and job search tactics and more on clarity of purpose and resilience in career management. Looking for a job is hard work, an emotional rollercoaster, and clients need support, especially in the face of rejection, which always feels personal. A good outplacement programme provides support, offers a sounding board, measuring progress while helping clients maintain momentum.

The measure of success is the achievement of a new role that aligns with values, motivations and talents. Much more than that, we aim to enable our clients to manage their career for the long-term and to build their employability.

The world of work has changed and we can no longer rely on our employer to manage our progress, nor is loyalty its own reward, in the modern workplace each of us needs to build skills, stay current with changing technology, nurture our social networks, and proactively manage our employment options.

Michael is Chief Executive of 10Eighty. 10Eighty is a career and talent management consultancy that helps organizations maximize the contribution of their employees by ensuring satisfying jobs and careers for their employees. Michael is a Human Resources professional, having worked in the National Health Service, Insurance, Commodities and Derivatives industries. He has worked within the career coaching business for fifteen years, both managing a £7 million business and delivering bespoke, one to one career coaching. In the last 15 years Michael has run businesses that have helped 75,000 people make successful career transitions. He is a frequent commentator in the press/media, which includes a range of topics on “successfully managing your career” and talent management. Most recent media mentions have included BBC South, CNBC, Radio4, Financial Times, City AM, Financial News, Evening Standard, The Sunday Times, The Grapevine and HR Magazine, to name but a few. He writes a careers column for People Management, a blog for the Human Resources Magazine and is a regular contributor to The Thompson Reuters HR Portal. Michael is known as a thought provoking speaker in the HR industry. In the last 18 months, Michael spoke at the Careers Partner International Conference, NHS breakthrough conference, NHS North West Leadership Academy, London School of Economics, University of Westminster’s Talent Management Conference, ICAEW Finance Directors Conference, CIPD learning and development conference and CIPD branch seminars. He is also Chair of the CIPD’s Central London Branch. Additionally is a non executive director of Marshall ACM, an e-learning company and the Total Reward Group, a compensation and benefits consultancy. Michael plans to publish his book “The guide to everlasting employability” in the Autumn 2012. He has just launched an iphone app “careers snakes and ladders” and an online interactive version of the book in collaboration with Marshall ACM to coincide the launch of his new business 10Eighty. Michael has a degree in Economics, a MBA from Warwick Business School and is a Fellow of the Chartered Institute of Personnel and Development. He holds an accreditation from the British Psychological Society for the use of psychometrics. Michael has completed the Fairplace Internal Accreditation Programme, the training element of which is externally recognised by the Association for Coaching. Michael Moran was until January 2012 Chief Executive of Fairplace and a main board director of Savile plc, the career and talent management consultancy. Fairplace is part of the Savile Group, an AIM listed plc. The Savile Group was placed 16th in the Sunday Times top 100 small companies in 2010.

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Michael Moran – CEO 10Eighty

A blog about career and talent management, things that might help you with your career and in your job.

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