Career Transition / On-boarding
What is leadership transitioN
Our Career Transition Programmes support all areas of leadership change, whether that is supporting your newly appointed leader, your outgoing director or your organisation in succession planning for critical appointments. Whilst we support different areas of the business, our goal remains the same: to reduce disruption to the organisation brought about through a change of leadership.
TRANSITIONING A NEW OR EXISTING LEADER
What: Career transition goes beyond the usual onboarding process; it's not about the handshakes on day one and making sure you have access to a computer and the stationery cupboard. It's about being able to advance the point at which a new or promoted leader can contribute more value to an organisation than that which they consume from it.
Why: Any new hire joining a company arrives with a financial cost associated and brings with them a degree of uncertainty, which is unsettling and affects the morale of existing employees. At a senior level, this is amplified due to the reach and influence of their position.
How: Our process, which can work alongside the recruitment process or as a standalone service, aims to reduce the negative effects of change and ensures that no further recruitment costs are incurred by supporting your new appointment to be as successful as possible. Companies who show this level of support and investment in their new employee enjoy increased staff retention rates and higher staff satisfaction.
Leadership outplacement is undertaken by organisations who value their employees and who wish to provide support to individuals who are leaving the business, whether through redundancy or mutual agreement.
Collingwood doesn't offer a standard ‘one size fits all’ outplacement service. Our support is delivered on a bespoke basis and starts by understanding the individual’s specific needs before a strategy is developed. Whilst the programme itself is bespoke, its foundations are built on supporting the following areas:
- Building self-awareness - look at core behaviours and emotional intelligence.
- Understanding the job market – how does today’s job market operate?
- Self-Marketing – understanding and developing a self-marketing strategy
- Practical guidance – CV preparation, interview guidance, creating a LinkedIn profile
EXECUTIVE SUCCESSION PLANNING
Every boardroom in the country has a plan for the future, but few boards have actually created a plan when it comes to the succession of their executive team. Board members may well have an idea of who would step into whose shoes but unless the plan is agreed, documented and owned, this remains just an uncommunicated idea.
Collingwood work with boards and executive teams to help ensure that the company’s ambitions don’t suffer when an executive director leaves the organisation. A working plan also helps a) the board assess if its current leaders need to develop further the right capabilities and behaviours to lead the organisation to the next level, and b) creates a culture that fosters future leaders, which is vital in retaining talent.
For further information on how we can help your business improve its organisational performance and board effectiveness relating to talent acquisition and planning please contact Jennifer Jones, Director of Consultancy Services, on 01829 732374 or e-mail email@example.com.
Collingwood is an approved reseller of Hogan and Thomas products