Making transitions with career positions, particularly when facing redundancy, can present a mindfield of considerations. Decisions to make. Concerns to address. How to manoeuvre through adjustments. Leaving an old role and generating new opportunities. And the time it can take to achieve milestones successfully.
It can be confronting.
And each person has a unique experience in how they handle it.
Managing a redundancy process is a significant aspect of people care for any organisation.
I have worked with countless people who have been separated from their jobs, or their organisations, faced redundancy, and confronted by the prospect of losing a piece of their livelihood, and identity, when they are leaving. I have seen it done well, and I have seen it done less articulately.
I have confronted it twice in my own career, and I have experienced it done well, and I have experienced it done less eloquently.
And there have been times in my own career as an Executive when I have had to tell people that their positions no longer exist. I know it is not easy.
A great deal is invested in attracting and developing people into an organisation, and when it comes time for them to move on, or leave, involuntarily, the investment in making it a better experience for them is invaluable to them. They have devoted a great deal of skill and commitment to their role in the organisation.
Much can be gained by an organisation in helping it’s people when they are transitioning, leaving, and moving on. When they are facing a situation that they were not anticipating, and when things are challenging. Or when they are being asked to decide, or are considering, the difficult and perennial questions…should I stay, or should I leave?
And while it is true that no job is secure, and that changes are constant, and accelerating, each leaving and moving on experience is an important and unique process. A ritual of conclusion, emotional and cognitive activity, and exploring options.
Even if someone is delighted by the new prospect that leaving and moving on offers to them, it still requires adjustments, on how to move on into the next phase of development.
And I help with that.
I confidently work alongside organisations, and the people moving on, and assist them with the leaving and moving on experience, exploring new considerations, and making decisions, working through tangible actions, for new horizons. A process that is personal, and significant, to each person.
It can make a real difference for better transitions. And a chance to look back on their time, from start to end, as a worthwhile and positive reflection, on them, and their organisation. And with an emerging enthusiasm for their new situation.
You can tell a lot about an organisation when you witness how they manage the valuing and offboarding of people who are leaving, and the impact it has on their reputation.
And if you are facing a redundancy, just know that it is a commonality that is affecting every industry more regularly. It is part and parcel of the changes of the ages we are experiencing. As adjustments and refinements, in responsibly adjusting toward better leading, can potentially redirect you to a better, more valuable, career positioning. So much so, that as you find yourself in the midst of large scale changes, I might suggest, reassuringly, that if they haven’t experienced at least one redundancy, you haven’t really had a career.
Loving Psyche coaching programs include components that help people move on more successfully. And are adapted to their personal and professional objectives, wholistically.
I am fortunate to have witnessed many success stories as I walked alongside people following redundancy. They have each been valuable in my reflecting, on my own career of meaning making. Where, like each of you, I can look back on a whole timeline career, that has been wonderfully dear.
If you or your people are motivated to move on and make a successful career life transition contact me for a discussion of how I can assist.
