executive outplacement

No.  Every individual's programme will be tailored to their specific requirements – taking into account their background, skills, personal situation, goals and aspirations.  During an initial diagnostic session, a skilled and experienced Specialist Programme Support Manager will work closely with the participant to build the programme of support most likely to achieve a successful outcome. 

As part of an initial, detailed diagnostic call, the Specialist Programme Support Manager will work with the executive to identify the most appropriate Lead Coach for their programme. 
 
Selection criteria will include the coaches own industry experience, their experience of working with other participants in similar circumstances and the right personality profile to enable maximum success from the programme.
 
Our Executive Coaches are carefully selected based on expertise and values making them pragmatic, insightful and commercial with the ability to build trust and constructively challenge to maximise opportunities. 
 
On average, our executive coaches have at least 20 years industry experience. With a varied range of backgrounds, all have demonstrated personal commercial success, holding varied board and senior leadership positions across both public and private sector organisations including blue chip organisations, government departments, charities and SME's. 
 
Relevant qualifications and accreditations include: 
 
ILM Level 7 Executive Coach and Mentor 
International Coaching Federation membership 
Fellowship of the Chartered Institute of Personnel & Development 
Advanced Coaching Diploma – The Academy of Executive Coaching 
Post graduate degrees in a range of disciplines from top universities internationally 
 
The executive coaching team are certified to use a range of psychometric tools including MBTI, Saville WAVE, Strengthscope, Risk Compass, Talent Q, SDI, PRISM and FIRO-B. 
 
A number of our coaches are certified across a range of specialisms and include chartered occupational psychologists and NLP Practitioners.

This is completely dependent upon needs and requirements – there is no mandated session structure.  This allows us to tailor the programme, so sessions take place at the pace that's right for each executive.  
 

Executives will work with the same Lead Executive Coach throughout the duration of their programme.  They will be the main point of contact, however, if specific expertise is required, the Lead Executive Coach may arrange additional sessions with a specialist in that particular area.
 

Redundancy in later career often leads people to consider making a career change and the Lead Executive Coach can talk in detail about plans and desires for the future and help to identify realistic and achievable career goals. The programme will be focused on the achievement of those goals – whether that is new employment, self-employment, a new business, a portfolio career or even retirement.  
 

Yes.  We can arrange access to specific NED resources and can support in identifying and applying for such roles.  
 

At the outset, executives will receive log-in details to the ARC portal.  This hosts a wealth of interactive tools and resources including videos, articles, exercises and links to support career transition.  The ARC portal is split into 8 sections - designed to emulate the key stages of the executive job search.
 
They will also have support to create an Individual Action Plan to help them to identify strategic outcomes, key objectives and goals, and the actions required in order to realise them.
 
Executives may contact their Executive Programme Manager and Lead Executive Coach throughout the duration of their support.
 

Our ARC Executive Outplacement Programme supports executives faced with career transition to find the right next step for them – whatever that may look like.

Traditional outplacement programmes focus on moving an individual into a new employed role. And for many, that’s the right thing. For executives, however, a varied skillset and experience of working at a senior level across many echelons of an organisation mean that exploring alternative career options can be both appealing and realistic.