Uniquely positioned to guide senior leaders through career transition, we provide innovative tools and dedicated consultants for a bespoke executive outplacement service.
Over the last 35+ years, Right Management has delivered outplacement services to more than 3.5 million people, helping them transition into new roles, careers and opportunities. Right Management’s Executive Outplacement Solution provides individuals with opportunities to gain clarity around their next career move through reflection of their own personality, by using multiple assessment tools and exploration of alternative career opportunities elaborated in a deeper consulting conversation.
For some, executive transition means achieving that next step on the career ladder, moving into a more complex or larger role, an increase in salary and overall benefits package within a bigger organisation. For others, executive transition is about consolidating their existing skills into a considered career move, gaining more experience in a particular specialism, geography, or building on their expertise to a greater depth.
A growing number of senior leaders opt to explore a different executive outplacement path altogether. Some look to transfer their extensive leadership experience to a portfolio career, including a mix of executive and non-executive roles for commercial business ventures and charitable organisations. Others choose to explore consulting opportunities or start new companies. From setting up new charities to devising acquisition strategies as a new entrant in the technology sector, whilst the ambitions of the leaders we work with are diverse, our focus on working together to achieve the very best career transition outcome is steadfast.
For more information about our approach to devising career strategies and executive outplacement programmes for leaders, please contact Pedro Venus at Pedro.Venus@right.com.
Read our executive outplacement testimonials to hear the stories of individuals who benefitted from executive career transition support with Right Management. In their own words, these individuals talk about their experience, the insights and job-search skills they received from our coaches and consultants, and where their career journey has taken them.
Read about the experiences of executives who have participated in a variety of executive outplacement programmes with Right Management, including Getting Started, Self-Employment, One to One sessions and our online portal, RightEverywhere.
Hear about the executive career transition of a Senior Project Manager who took voluntary redundancy after 37 years with the company.
Hear from a former Senior Account Manager who utilised Right Management's executive outplacement services to help him readdress his situation and take a career break.
Executive Outplacement perspectives from some of Right Management’s senior thought leaders.
Author: Sarah Hernon, Principal Consultant, Right Management UK
Excerpt from this post:
"Like it or not, current (and former) employees contribute to your company's reputation. Learn how ongoing Career Conversations will help ensure a good "review."
Author: Shirley Mayton, PhD, SPHR, SHRM-SCP, Managing Consultant, Talent Management, Right Management
Excerpt from this post:
"In envisioning the future of leadership, we must make a quantum leap from current thinking about what constituted effective leadership and how it’s measured, into a modern and slightly irreverent view. Let’s begin with the end in mind - outcomes.”
Most Likely to Lead: Start investing in the right people. Predicting, developing and measuring leadership effectiveness in the Human Age.
Our P3 Leader Model makes our executive outplacement programme different. We recognise leaders today need to have and demonstrate both the traits and capabilities to overcome today's dynamic and uncertain challenges.
Existing methods of identifying and developing leaders are not working as they should. The world of work is changing significantly, creating a gap between traditional ideas of leadership effectiveness and what it actually takes to drive business performance in the Human Age - a new and challenging business environment where competitive advantage is increasingly transient.
Our approach differs from existing models in three key ways: outcomes are defined not only in financial terms but also in metrics that measure the impact on human motivation; inherent enablers are aligned to the challenge of leading in times of certain uncertainty; and, coachable capabilities are narrowed to those that matter most to deliver the desired outcomes.
How to Implement Career Management the Right Way
As the global talent shortage persists and new jobs are created as fast as others become extinct business success depends on organisations having an effective Career Management strategy in place to attract, engage and retain high performing individuals. Companies that embed career development into their people management strategy will significantly increase employee engagement and satisfaction. And it boosts productivity: employees offered Career Management are 50% more productive. Download our white paper today to get new research and insights from Right Management, the global career experts within ManpowerGroup.
Download the White Paper
Right Management is the global career and talent development expert within ManpowerGroup (NYSE: MAN). We help organisations become more agile, attractive and innovative by creating a culture of career management and learning that nurtures future talent, motivates and engages people, and provides individuals with opportunities to increase their value throughout their careers. We improve time to value through our expertise in organisational effectiveness, career management, executive outplacement and individual development. Our approach is centered on the fact that organisations thrive when individuals are successful in their careers. We’ve spent the last 35 years identifying workforce challenges and developing innovative solutions, enabling our globally informed methods to be time-tested across more than 50 countries.
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