What Should Outplacement Look Like for Executives?

Executives
January 29, 2021

Executives looking for a new role naturally require a much more specific kind of outplacement service than other employees. This blog article explains how executive outplacement is different from general outplacement.

When anyone individual leaves the business, it can be a challenging time — for them, for the employees left behind, and also for HR. Outplacement support is designed to ease a person’s journey out of an organization. Effective support can help them to move on to their next opportunity while maintaining morale and productivity for remaining employees.

It doesn’t matter where people sit in the organization either — this is something that can benefit everyone from new employees with just a year or two of experience under their belts to senior executives with 20+ years in the workplace. It stands to reason though, that their needs and aspirations will be completely different, so a one-size-fits-all approach is unlikely to be ideal. Experience, objectives, and stages in a career all mean that each person is unique. As such, the outplacement support provided needs to reflect this.

In fact, executives have told us they have been left frustrated by the standard offerings in the market place, which have resulted in them feeling ‘processed’ rather than considered and supported. They want a service that reflects their unique skills and experience, as well as being tailored to their unique objectives.

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Executives

Tailored, peer-level support

So just how might an outplacement service that’s geared specifically towards execs differ from others?

No time limitation

At a senior level, planning and executing your next move can be a lengthy process — whether it’s the fact that you’re chasing a smaller number of opportunities, aiming to court the right organizations, or setting up your own consultancy, it’s not going to happen overnight.

Outplacement that is time-limited or only provides a fixed number of sessions introduces an unhelpful and unnecessary challenge to overcome. As a finance director has told us: “Knowing your help wouldn’t end until I found my new role was incredibly reassuring.”

It is also helpful to keep the support going as executives take up their next position — having an experienced mentor at hand can be invaluable as they negotiate challenges they may not have previously encountered, such as setting up a new business or attempting to deliver meaningful change to the new organization.

The right coach

Though here at Connor we are always careful to match every candidate with a consultant that is right for them, it is especially important to do this with executives. They need someone with similar experiences and achievements, who can mentor them in their next step and can work with them as their equal.

This is because at the senior level, the support that executives need is far more complex and challenging than that required by junior staff members. Execs have complex needs and unique skillsets; it takes careful coaching to bring about the right outcome for them.

That is where the concept of ‘peer coaches’ for executives comes in. This doesn’t mean that they’re not proper coaches, but it does mean that they’re on the executive’s level, both intellectually and professionally, and know exactly how to challenge them and hone their thinking.

It is vital for there to be good chemistry between the exec and their coach — there will be a strong element of counseling and mentoring in their interactions, so it’s important to be able to open up. That’s why we ensure we take the time at this part of the process to chemistry match executives with the right consultants and build a detailed and accurate brief for the task ahead. We get to know each individual, work to provide a select list of suitable coaches, and give the exec time to consider who is the right coach for them.

Skills

Opportunities for continued development

Given that executives are more likely to be moving into a new leadership role — whether that is in a corporation, starting their own business, or taking up a non-executive director post — it’s going to be important for them to ensure they are fully prepared for every aspect of the move. At a senior level, this is often less to do with tools, techniques, and skills. Instead, executives will usually benefit from being challenged in their thinking and from focusing on developing their mindset and behaviors to lead and thrive in today’s complex and changeable world.

Indeed, these skills will also help executives manage their own transition, which is often a complex matter. Adapting to a new environment after long service with their existing employer or transitioning from full-time employment to something more flexible can be very challenging. Every individual can benefit from revisiting skills and learning to apply them to new situations. A resilient mindset that enables executives to react to change and uncertainty in a positive manner will help them manage the transition much more smoothly.

My belief is that these leadership behaviors could be best developed in groups — perhaps on a weekend retreat with other executives transitioning to a new opportunity. Executives will benefit from hearing about other people’s experiences, and working on their development in a safe and constructive space. And of course, a retreat would also open up networking opportunities that could be incredibly valuable for executives.

Access to a network

At a senior level, it is often the case that roles are not even advertised before they are filled. Organizations are increasingly keen to leverage their networks to find ideal candidates at this level and so it follows that executives looking for their next opportunity should be looking to build and develop their networks as quickly as possible.

Of course, most executives have already accomplished networkers in their own right. But one of the ways an outplacement service can help is to plug executives into an existing network of contacts. That network should include senior executives in desirable organizations — enabling executives to directly target key individuals at organizations they want to work for. An outplacement provider’s network will of course also include everyone who has been through outplacement with them before — and if they specialize in executive outplacement, that network of ‘alumni’ with similar experiences of the service could be very powerful indeed.

Keep it human

Keep it human

I am excited to see how executive outplacement services continue to evolve into the future. Already, we’ve seen an evolution in the types of roles that execs are looking to transition into, and a redefinition of what it means to retire. So many execs are looking at part-time work or portfolio careers that allow them to keep working as much or as little as they want, instead of setting themselves a concrete retirement date.

Whatever the future holds, I do know that it’s going to be essential for those of us providing outplacement services to keep the human element of what we do front and center. Whether you’ve been in an organization for a few months or several decades, leaving can be a tough experience. It’s important to recognize the deep and sometimes complex emotions that people might experience at times of change, and which might influence what they do next.

If we don’t acknowledge the human side of the transition — and in this respect, it doesn’t matter how senior or experienced the leaver is — there’s a danger that the support we’re offering will be rendered ineffective at best, damaging at worst. This impact also risks spreading to those remaining in the organization. Offering the right support to those leaving the business has a knock-on effect on those remaining, increasing engagement within roles and with the company brand itself.

A bespoke service and a human approach are key. Every exec has unique career and personal goals; executive outplacement needs to recognize this and provide a service that can map to their unique skills and talents, to get the best possible outcome for them.

Author Bio:

Tim Kemp – Head of Executive Outplacement

Tim joined Connor in 2019, after a career including being HR Director for Unisys and headhunting for the likes of Korn Ferry and ZRG Partners. Tim ensures that our outsourced hr services continue to lead the market in providing high-touch, high-impact bespoke outplacement support.

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When it comes to interviewing potential remote employees, the interview handbook must be thrown out completely. Along with the fact that these individuals won’t be with you in the room, most of the questions asked during the interview will be vastly different than that of an on-site worker.

Learning the Best Leadership Style for Your Ideal Career

How many of us have a clear, useful definition of what leadership actually is? The fact is there is no one-size-fits-all definition of leadership.

Effective Communication Between Generations in the Workplace

Effective communication is key in almost every aspect of life, and none more so than in the workplace. However, this is becoming more of an issue today with the number of diverse generations represented in the workforce. Millennials and Gen Z’ers often have a different perspective on things than their Baby Boomer co-workers, and this can lead to tension and disruption in the workplace.

55 Free Job Posting Sites

When it comes to finding the right candidate to fill a job opening, small businesses are at a disadvantage. Small business owners are constantly competing with larger companies over the same talent pool. Therefore, small business owners must find ways to differentiate their business and job openings to attract top-notch talent. Even though small business owners will have limited resources, utilizing the right job posting site can help level the playing field.

Should I Look Through Social Media Accounts of Potential Job Candidates?

Social media is such a prevalent part of everyday life that it can impact jobs. That’s why many employers wonder if it’s a good idea to look through potential candidates’ social media accounts before continuing with the hiring process. There are definite benefits to knowing what someone does online.

How to Create Comfortable Working Conditions This Holiday Season

The holidays are here, but there’s still plenty of work to be done. It’s not uncommon for many employers to experience a drop in productivity as their office begins to daydream about their upcoming time off. Just because you’d rather be cozied up by the fire doesn’t mean you can’t have a holly, jolly time at work! Incorporating new traditions during the winter season is a great way to build trust, strengthen bonds, and bring your team closer together.

How to Know If You Should Hire Freelancers or Employees

When it comes to owning and operating your own business, it can be rather daunting to invest in hiring employees. Bringing in staff is not only a huge investment but a change of “business as usual” for your company. But if you’re starting to feel overwhelmed, then it’s time to think seriously about hiring someone to take some of the load. But should you hire someone in-house, or outsource to a freelancer? Here are some of the things you need to keep in mind for the decision.

Get down to the art of conquering conflict in the workplace – Part 2: Working effectively with others

In this two-part article, we cover some of the common types of conflict situations that arise in the workplace and consider appropriate measures that can be taken to reach a resolution.

8 Facets of a Leader’s Weekend

What is the reason behind a leader’s weekend being different? Here are eight reasons that I have seen that are consistent for many leaders.

How to Smooth the Hiring Process at Your Company

How to Smooth the Hiring Process at Your Company

Efficient and effective hiring is crucial for the success of any company. Streamlining the hiring process not only saves time and resources but also helps attract top talent to your organization. We will explore strategies to smooth the hiring process at your company,...

How a Women-Owned Law Firm Can Find Excellent Hires

How a Women-Owned Law Firm Can Find Excellent Hires

To find excellent hires, your women-owned law firm must use varied approaches, prioritizing transparency, inclusivity, and diversity. Design recruitment strategies to attract emerging talents in the legal sector and help build a quality, reliable and empowered workforce. Also, provide comprehensive and competitive benefits for new hires. Use employee referrals and foster a healthy work environment to attract new hires and create a progressive and prosperous work environment.

How to Expand Your Hiring Pool

How to Expand Your Hiring Pool

A diverse workforce can bring fresh perspectives, increased innovation, and a range of skill sets to your business. To create a more dynamic team, consider expanding your hiring pool in unconventional ways.  Hire From Outside Your Industry Hiring employees with...

5 Unexpected Industries That Need Social Media Marketing

5 Unexpected Industries That Need Social Media Marketing

In today’s digital age, social media has become an essential tool for businesses to connect with their target audience and promote their products or services. While it’s common to see industries like retail, hospitality, and entertainment using social media for marketing, there are several unexpected industries that can also benefit from social media marketing.

Nyago Michael Emmanuel

Nyago Michael Emmanuel

We invite many people who can invest in our Akiba Ya umoja community benefit savings and investment group of Uganda to enable us expand our operations in Uganda

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Recent Posts

Remember These Expert Tips to Prepare Your Estate

Remember These Expert Tips to Prepare Your Estate

Keep in mind that making estate plans can go a long way towards helping you safeguard your hard-earned money or even a business that you may have. This includes the investment that you’ve spent on ensuring that your home is comfortable and valuable. One of these is safeguarding your home from the likelihood of having flood problems. This is an important detail, especially given the fact that more than 14.6 million homes across America are at a high risk of some kind of flooding problem, according to iProperty Management.

How Entrepreneurs Can Work Through Periods of Stress

How Entrepreneurs Can Work Through Periods of Stress

Entrepreneurship can be an exhilarating journey, but it often comes with its fair share of stress and challenges. The pressure of running a business can sometimes feel overwhelming, and finding effective ways to navigate through periods of stress is crucial for...

Why Entrepreneurs Get Health Goals Wrong

Why Entrepreneurs Get Health Goals Wrong

The life of an entrepreneur is often glamorized, but behind the success stories and Instagrammable moments, there's a grueling reality that can have significant impacts on one's health. Business leaders face unique challenges in balancing work and well-being. We delve...