The Wiederhold & Associates Corporate Transition Program enables a sponsoring organization to outsource the management of impacted employees. Through the utilization of creative tools, we have modified our program to fit within the budgets of our sponsoring organizations without minimizing the effectiveness of the program.
Organizations That Use This Program Are Able To:
- Avoid costly legal disputes by obtaining a general release from employees as a condition of providing the benefit
- Reduce the length of time that terminated employees receive unemployment benefits
- Maintain morale and productivity among employees not affected by changes
- Provide the affected employees with “career insurance,” giving them the confidence to pursue new career opportunities without suffering financial, professional, or emotional harm
The Program Also Benefits Impacted Employees By Giving Them The Opportunity To:
- Restore self-esteem and morale more quickly during a personally vulnerable time
- Better understand the current situation and why they were impacted
- Assess their career direction and receive the support essential for a successful transition
The Wiederhold & Associates Corporate Transition Program can include three key phases designed to ensure the individual establishes a solid basis for a successful career with the new company:
Beginning with an intensive, one-on-one, structured training and assessment session, a highly experienced consultant works with the outplaced individual to develop a practical, realistic career path based on the individual’s background, experience, skills, personal strengths and interests.
This phase focuses on:
- Understanding job loss and dealing effectively with the situation
- Assessing personal and career profiles
- Determining professional and personal goals
- Job fit/options
- Remaining in healthcare or transitioning to another industry
- Determining transferable skills
- Focusing on the local job market or conducting a regional/national search
- Determining the best organizational traits and culture for the individual
Phase Two involves the creation of the plan and activities, as well as the following:
- Designing an effective resume to serve as a “Sales Representative”
- Constructing the best explanation for separation from the organization
- Managing references
- Developing the long list of references
- Determining the best references to use for each job opportunity
- Learning networking skills
- Developing the networking data base
- Utilizing our contacts within the healthcare industry
- Working with executive search firms
- Establishing the ideal relationship
- Using the internet in your job search
- Developing interviewing skills – making a sales call and demonstrating the product
- Understanding today’s interview and how to manage it
- Telephone interviewing skills
- Face-to-face interviewing skills
- Increasing written communication skills
- Understanding the types of correspondence utilized during a job search and how to construct each
- Negotiating your employment contract
- Transitioning into the new position
- Establishing a home office
- Due to the volatility of the healthcare industry, it is important that each executive establish an effective home office to assist in the ongoing management of their career
- Organizing the search
- Developing a system to maximize productivity
Phase Two ends when the client has found that next opportunity or the program's contracted engagement time has ended, whichever comes first.
Phase Three is an optional phase which is part of the programs with no time limits or can be negotiated into another program. It encompasses the first six months of the client’s new position. Once the client is in a new position, we would monitor progress for the first six months. We could help the executive focus on areas key to his or her longevity in the new position.
CEO and senior level outplacement services
We are pleased to announce that J. Larry Tyler, a 25-year colleague of our firm, will partner with Wiederhold & Associates to jointly lead our CEO and senior leader outplacements. After a successful career in executive search, he is now solely dedicated to helping senior leaders in transition.
As you may know, Larry was founder of Tyler & Company, a leading healthcare executive search firm. During his career at Tyler & Company, he specialized in CEO searches, having conducted approximately 185 in his 37-year career. One half of those searches involved non-profit boards, the other half were for-profits. After the sale of Tyler & Company to Jackson Healthcare in 2013, Larry stayed on during a three-year transition, developing the Practical Governance Group which gives education and training to healthcare boards. But, his passion for helping senior executives find the right role remains strong and is his focus.
Larry brings to the table a deep-level of experience and a unique perspective on transitioning senior-level candidates, including:
- Larry wrote “Tyler’s Guide: The Healthcare Executives Job Search," which is in its fourth edition. This book is the Bible of how to change jobs at the executive level in healthcare.
- He is well known in the executive search field and well respected by competitors in other search firms. His insight into how search firms work and how to deal with them is unequaled.
- Larry has extraordinary experience with how boards think and what they are seeking in a CEO. His continuing work in board education keeps his understanding of boards fresh.
- He is dedicated to seeing an individual’s career progress. He gives freely of his time to both counsel and mentor young executives in healthcare.
If you have very high-level executives transitioning through circumstances not of their own making, then we hope you’ll consider engaging Larry and the Wiederhold & Associates’ team.
Contact J. Larry Tyler