Career Transition Counseling

  1. Outplacement
    Happens in the life of a company to remain competitive and increase in productivity, which is necessary to make modifications to the structure of the staff, by changing quality and quantity of internal resources. It is extremely important in these cases to identify a strategy aimed at collaboration between the parties, rather than the conflict. We know that in cases of corporate restructuring, the process of change is accepted by the people involved when it is not perceived as a threat to them directly and/or their position, but as an opportunity for positive development also outside the company itself. For this to happen, people must feel positively involved and active during the process of change, without a perception as unjustified and detrimental to job security and their development, we need an intervention capable of giving support to both the company, from the earliest stages of the transaction, and for the people in the definition of new professional goals and relocation. Laubia - People & Change proposes actions of outplacement, a reorientation in the labor training market, which perform a specific function of re-motivation for action, helping to mobilize the culture of expectations and the ambiguity of the relationship with the Company, typical for the excess employees.
  2. Individual Outplacement
    It is a focused program of assistance to the company that, for various reasons, has decided not to utilize the collaboration of one of its managers. Also aims to loosen the tension that a decisive break of ratio could cause between the other managers, instead giving the positive direction of the company which is responsible for giving a concrete opportunity to promote the rapid relocation of the outgoing manager. A personal consultant works alongside the manager for the duration of the service, up to the actual relocation. This gives the candidate a tested and valid method to assist them to clearly define their potential, motivations, attitudes and limits. A realistic and original formula is developed for the candidate who complies with the areas of their personality and in line with the actual market situation. The candidate is overseen during the phase of exclusively planned meetings, each phase of the research and in the early months of the relocation process so as to ensure full success.
  3. Group Outplacement
    It is useful to companies that deal with organic restructuring processes. It is aimed towards the professional reintegration of persons, whose activity is no longer considered functional within the business strategy, thus presenting the identification of new professional opportunities. We identify the best tools to promote the output of redundant workers. We give support to the company during the process of communication with the social partners, in order to mitigate conflicts and confrontations. We present the service of outplacement to workers. We execute the activities of providing methodologies and tools to search for a new job, by developing the ability of self observation of their skills, motivation and informing them about the tools and the opportunities of self-employment. We support the subjects during the evaluation phase of the market proposals.
  4. Career Counseling
    It is as important to consider personal or private goals in life as public career goals. Rather than seeing work as the only means of achieving success, of being valued, you may need to place it in the context of wider personal values which can assume greater prominence. You can value your achievement within the family, within your community and the satisfaction of pursuing personal interests. Career theorists have pointed out that everyone actually has two careers. There is the public career – the conventional career – often a triumphant procession form job to job, ever higher in status, publicly visible and the source of the career-maker’s status and esteem in society. In contrast, the private career is one of personal experiences and satisfactions often quite independent of what the world sees (Inkson).
    • Owning your Career This may seem a rather exaggerated presentation of the change within organization but it is important to stress the state of constant change and its implication for career maintenance. The implication will be far-reaching, but it is perfectly possible to seize the initiative and remain in control of your career. Careers will never be the same again. There may never be a job for life again, but with careful planning and personal ownership of your career there is no reason why you should not be able to remain in work throughout your lifetime. That work will be organized in many different ways, and will change frequently, but you have the flexibility and skills to adapt to the many situations and drive forward your own career plan. Employability is the watchword. As we take ownership of our careers so we take personal responsibility for ensuring that we remain employable by constant networking, personal development, and seeking opportunities to work within teams and away from narrow functional specialism. We all need to become better informed and to recognize the changing pattern of employment opportunities.
    • Culture change The culture change within organization has seen a planned attempt to alter values, attitudes and routine ways of behaving at work. In some organizations controlling, directing and reporting activities have been radically reduced and specialized functions have become unnecessary. -Managers are become more mobile and changing jobs more. -Promotions and other upward moves are becoming less frequent. -Demotions, other downward moves and sideways moves have double in recent period. Redundancies are quadrupled. -Managers change jobs less and less because they want to, and more and more frequently because the organization compels them to.
    Personal career paths may not be within one company, nor one particular industry sector or specialism. You may need to become more flexible and develop the skills and abilities to stay ahead of the field rather than responding involuntarily to change. Rather than seeing each position as permanent you may have to accept that all positions are temporary. Most of all, you may well need to see your career not as belonging to your employer but as belonging to yourself.
    In Laubi People & Change we provide all the necessary professional support and advice to managers, who - while they are working - they also want to actively work on their "employability".
    A consultant is assigned to "privately" follow the candidate at all stages of analysis and the definition of your professional goals, and they will work to direct the market research of new professional opportunities in line with the target audience.
  5. Advice to expatriates
    When a manager is seconded abroad they must be able to enter in the organization, as well as be assigned in a more efficient and rapid manner.
    • We offer our assistance and coaching to define the best presentation of the candidate’s own professional business experience.
    • We give assistance in the drafting and elaboration of their biography and CV.
    • We offer advice from professional coach for the first one hundred days of the assignment.
    • We can also offer assistance in search for suitable employment for the spouse.