CAREER TRANSITION

Every executive needs a coach when they are in transition

CAREER TRANSITION

Every executive needs a coach when they are in transition

Career transition is inevitable with the speed of change today: with the flurry of mergers and acquisitions, restructuring or simply employee misalignment, organizations want to ensure they look after their own interests as much as their employees. Ex-employees will say as much about your brand as your current employees – we design programs and services for teammates that ensure they have all of the guidance, support and counsel they need to discover their next career opportunity. Whatever the cause, Phelps partners with organizations in two ways: with over 30 years of transition experience, we provide counsel to organizations and we support executives through career transition.

The Phelps difference rests in our highly engaged and tailored executive experience that both enhances and protects the employer brand, as well as offering value added services for employees easing the pressure of transition. Each individual program is tailored to senior executives planning their career transition.

For those currently employed, we know that when it comes to career management, there are few things as important as making the right career move. Phelps offers counsel, assessments and programs for individuals in the midst of a transition that require professional support to achieve their employment goals. Our services are to executives like sports agents are to athletes. Our cadre of coaches and advisors are experienced in working with Board and C-level executives in navigating the complexities of making the right moves, at the right times, for the right reasons.

Whether you are an employer looking to make intelligent investments into those leaving your organization, or an individual executive contemplating a transition, we invite you to give us a call – you’ll be glad you did.

Emerging Talent, High- Potential Development: Building your Succession Management Strategy

By the year 2030, 25% of senior leaders will be a combination of Millennials and Gen Z. Planning now for your future leadership is essential to ensuring stability, consistency and innovation in this changing world. If you are looking over your shoulder at this moment wondering – “Who could step up to assume my responsibilities a year from now? – you are not alone. Succession planning is the leading edge of the war for talent.

Succession management is one of the most under-developed strategies in organizations today. Building and maintaining pipelines for future executive enables progressive organizations to retain their competitive edge and ensure that executive turnover does not derail growth and progress.

Organizations who fail to grow their talent risk losing them and the costs associated with a reactive response. Progressive organizations work with human capital experts like Phelps to solidify their talent planning for the future. Our Succession Management Strategy Process works with leadership teams and human resources develop a diverse pipeline of leaders with a range of portfolios resulting from an unbiased leadership competency assessment process, more informed decision-making on the promotion and developmental investment inherent to promotion, and planned growth opportunities for developing leaders to drive greater engagement and retention of top talent.

We move beyond the classic “Nine Box” grid to ensure clients identify future competencies, skills and success factors for key leadership positions. We march forward on building your “bench strength” across various departments and functions. Next, we design, facilitate and implement talent development strategies for high-potential leaders that are continually monitored and evaluated. Through innovative coaching methods, stretch assignments, organizational case challenges and executive support, your organization will be enriched and refreshed as a result of our holistic approach