January 20, 2021

Connect with Fiona…

New year, time for a new interview. Next on the (virtual) hot seat is Fiona...

Hi Fiona, so let's start with a nice easy one to warm us up - what's your role at Connect Three and what do you do?

I’m really pleased to be one of our Consultant team at Connect Three. I love the variety within my role where I work with our clients to help them to be at their best. This could mean for me designing, developing and delivering leadership development workshops or coaching individuals in one-to-one programmes. In my coaching, I have most recently worked with executives and also with leaders who are at a cross-road in their career.

Whether I’m delivering face-to-face or more recently virtual programmes, my focus is on increasing insight, growth and performance and helping bosses to be even better bosses!

Excellent - so you've been with us a while and I'm sure you have lots of stories to tell, so what has been your favourite moment in Connect Three so far?

I love the relationships that I build with my clients and seeing and experiencing their growth while working together. It is a real privilege to be able to work with such a wide range of people in this way.

When I think of our Connect Three team, I am blown away by the energy, insight and talent of my amazing colleagues! And I really appreciate their creativity, optimism and kindness too.

One of my favourite moments as part of the Connect Three team was when we supported Social Bite by raising money and taking part in the world’s biggest simultaneous sleepout to support homelessness. It was so inspiring to hear Josh Littlejohn (co-founder of Social Bite) speak about how Social Bite came to be and how, almost by accident, it stumbled across its purpose of supporting homelessness in such a hugely practical and impactful way.

Love it! Thank you for that, so what are you reading right now?

I find reading at the moment a great way of focusing attention and opening doors to enter another world, especially at this time.

I’m reading two very different books at the moment….one is ‘The Graveyard Book’ by Neil Gaiman, a classical coming-of-age children’s fantasy novel which focuses on the perennial themes of love and friendship. This is the first time I have read one of Neil Gaiman’s books and it’s a very welcome Christmas present.

The other book I’m also reading at the moment is ‘The Promise that changes everything: I won’t interrupt you’ by Nancy Kline. I’ve read a couple of Nancy Kline’s other books and was intrigued when I heard of her most recent book that explores how interrupting reduces us, and reduces our thinking, our decisions and our relationships. I am curious about the impact of agreeing these three simple things that Nancy suggests: begin to give attention, remain interested in where each other’s thinking will move to next, and take turns at sharing the ‘stage’ equally.

These ideas are potentially world changing, and apply to professional, personal and political relationships.

I am a huge fan of both of these authors, so I am loving these choices.  Back to business now, which leader would you like to have a cup of tea with?

It would have to be Marcus Rashford! Marcus is an extremely talented, elite footballer who is at the top of his game with Manchester United and who has improved the lives of millions of people with his campaigning on food poverty, child poverty and free school meals in the UK.

As someone who benefited from free school meals, his earlier struggles have clearly impacted on his purpose and drive to give back to the community that had helped him to get to where he is today. The gratitude to and admiration for his mother as his role model is so humbling. Marcus started reading at the age of 17, and has also launched a literacy campaign for children whose families can’t afford to buy books. He has a passion to protect our most vulnerable children.

Marcus has wisdom and maturity beyond his years. He is a role model to us all, and the tone with which he engages is with eloquence, respect and integrity. Marcus values diplomacy, collaboration and teamwork.

I would love to have a chat with him about his motivation and passion behind his campaigning. We are so fortunate to have a leader like him in our midst.

What a great choice. Finally, if you could only give one piece of advice to the leaders and future leaders reading this, what would it be?

There are many paths and everyone’s path is different. Compete against yourself. Yes, there will be setbacks as well as great achievements. Always focus on the bigger picture and long-term view.

Believe in yourself!


Amazing Fiona, thank you so much for taking the time to speak to us.  There's one last spot until we complete our 'Connect with...' series - so keep your eyes peeled for the final chapter!

January 8, 2021

Career Ready Scotland 2021

2021 marks the third year Connect Three will be involved in Career Ready Scotland mentoring scheme.  This year's programme launches on Monday and it aims to help progress young people (S5/S6 students) to positive post school destinations by equipping them with the skills necessary and giving them access to a support network.

Throughout the programme we work on developing skills that the students have identified as improvement areas, as well as abilities that we can give them experience in to help add to their repertoire. After a series of coaching, masterclasses and potentially workplace visits, the programme is finished with a four week paid internship where the students can experience first-hand what it is like to work at Connect Three.

This is a hugely rewarding programme for both the students and for myself, I believe that it is extremely important that opportunities such as these are offered to young people to help provide them with the skills and experience they otherwise may not have access to. Find out more information on the Career Ready website.

~ Craig

January 6, 2021

Top 5 Workplace Trends for 2021

Let us not say much more about 2020. It was not a great year for most; however, it did offer a plethora of learning opportunities for us on both a personal and business level.  COVID-19 has certainly been a catalyst for change, and we should not expect this to slow down even when we return (sooner rather than later we all hope) to a feeling of suspended ‘stability’.

For the most part, we are all craving positive news and being able to return to meet in person again but not as we knew it before. Here are 5 Workplace trends that I anticipate seeing in 2021: 

  1. The Hybrid Workplace
    A term used more frequently over the last 3 months. Do not expect employees to return to the office 5 days a week and back to some sort of 9-5pm working hours.  We anticipate that this could be a 50/50 split with employees commuting for only essential meetings where it requires more collaboration, strategic or creative input. We have already seen workplace spaces been redefined and streamlined and we expect to see less office desk space and more collaborative working spaces. It goes without saying that there will be an uplift in flexible working and remote working, given that we have been forced into it for most of 2020.

  2. Role of HR
    I have read many articles about HR now having a seat in the board room and the CHRO title being popularised more. However
    , in reality, HR (or ‘People’ as it more often referred to now) is still not considered a strategic contributor to many executive teams in both large and smaller businesses. With HR being more integral in 2020, through workforce planning, there will be a huge need for talent and skills mapping, upskilling, increasing focus on mental health and well-being as well as a increasing diversity and creating an inclusive workforce. If there is a year to invest in your people, then 2021 should be it.

  3. Diverse & larger talent pools
    The door has opened to casting a larger net for talent with the adoption of flexible and remote working. We expect to see much more of this in 2021, even with Brexit. In addition, businesses need to innovate and increasing the diversity of their talent (age, background, education, experience etc) is going to be essential to help drive this for many, especially those businesses who have a long-serving workforce.  We expect to see new jobs created and companies hiring out with their previous boundaries and broadening their views on who could be considered for the job.

  4. Antifragility (beyond resilience)
    We really like this term, not just because we are trailblazers, but resilience refers to coping with, whereas antifragility is about getting better. We expect to see a shift in focus around ‘resilience’ where it is no longer about creating coping mechanisms, but it is about making marked change for the better especially if we are not returning to our previous known way of working and living. We will see a change in many company cultures through revised value systems and desired behaviours resulting in more expectations around bravery and boldness.

  5.  ‘Skills First’
    With more of a focus on innovation in 2021 
    and a real acceleration through digital transformation, employees need to be upskilled to do jobs differently, more efficiently and add more value than before. The tide will turn, and it will no longer be acceptable to coast along in roles, the bar has been lifted and this will require a monumental focus on skills and training forin some cases, entire teams within the workforce. The skills agenda will be on the table at all Executive meetings as without this relentless focus you cannot innovate further and compete in a new and changing marketplace.   All said, this relies on businesses having a clear vision of what their future looks like and this being understood in relation to current and future capability. 

If you found these trends helpful, please share with others.  

At Connect Three we help businesses and people change. Please get in touch if you would like to discuss these trends further or if you are looking to see how we could help support you with any of these trends in 2021. 

Thanks for reading, 


December 10, 2020

Connect with Jill

Next up in our Connect with' interview series is...me!  Jill, the person who does all the interviews.  Time for a taste of my own medicine...

What's your role at Connect Three and what do you do?
I run all things Marketing at Connect Three and offer marketing and digital training for clients through the Digital Boost, Business Gateway and LESL programmes.  No two days look the same and the guys keep me on my toes with new things to promote or teach pretty regularly!

What has been your favourite moment in Connect Three so far?
There have been a lot of understated lovely moments which spring to mind - kind messages from other people in the team when I help them out, or people checking in when I'm having a rough week, or 'send to all' compliments when I do things they like.  I've worked in marketing agencies for nearly 20 years and I can count on one hand the number of companies I've seen where the people support each other 'out loud' the way that these guys do.  Everyone gets involved - they all genuinely care about the company, how it's promoted, and I never have to chase for content.  If I ask them all to do something strange (like pass a pen across a screen and film it...) they all volunteer and get on with it!

What are you reading right now?
I am a self-confessed bibliophile, in fact before I got an Audible account I used to read actual paperbacks while walking…it led to plenty of comedic falls.  I have a stack of books on the go at any one time, and you can usually find them scattered round my house (much to my husband’s “delight”).  Right now I’m reading Carrie Fisher’s Princess Diarist, Peter May’s The Noble Path and Seth Godin’s The Practice.

Which business leader would you like to have a cuppa with?
I don’t know if he counts as a business leader, but it has to be Jon Favreau.  He has written, directed, and produced some of the best movies and series of the last 2 decades and I would love to find out how his brain works – how he sells the original ideas he has, and how he balances all the roles he works in.  It would be difficult to ask him the hard hitting questions though, as I would more likely act like a complete fan girl than a journalist…

If you could only give one piece of advice to the leaders and future leaders reading this, what would it be?
Plan, plan and then plan some more.  If you know what you want to achieve and why, it’s a lot easier to get there, and to get others on board to help you.

November 19, 2020

What is OK Positive?

We’ve introduced a brand new tool into the Connect Three team’s daily lives that we are really excited to tell you about. Katy has been the driving force behind it, so we’ll let her explain in her own words:

“I am delighted that we will be using OK Positive in Connect Three as part of the benefits that we offer our team members.

It is a tool that is for personal use designed to help people be more aware of their own happiness levels. The thing that I love the most is that it gives you lots of tools and resources for you to explore what strategies work to help you build emotional strength and wellbeing of your mind.

There is yoga, mindfulness colouring, meditation, breathing, as well as budgeting tools.

We will use these to host team events to encourage more team activities and open up communication on mental health at work.

I am so proud that we are taking this on and we hope to encourage more businesses to invest in their team’s mental well-being by us using this app.”

If you’d like to find out more about this or any of the other tools that we use to keep our team happy and motivated, get in touch with any member of the team today.

November 19, 2020

Connect with Laura

With so much uncertainty, distance and disconnection in the world right now, what better time for another chapter in our 'Connection Series'? Each post in the series shines the spotlight on the work of a member of the Connect Three team, and hopefully gives you a little insight into what we do, and how we can help you.

This week in the hot seat is the regal Laura Royal!

Morning Laura! As always, lovely to speak to you. Let's kick off with an easy one: what's your role at Connect Three and what do you do?

I am an Associate Organisational Development Consultant, it's one of those titles that sounds very fancy pants and often people say, 'well that sounds great…but what is it you actually do?!' I'm a person who helps businesses bring out the best in their people through training, coaching and development programmes. I genuinely get to do a lot of really fun things with people at the heart of it all.

That is a great description! So what has been your favourite moment in Connect Three so far?

Oooh, that’s a toughie as there are a lot of moments to choose from. I’d have to say though that it was the opportunity to design and lead the Scottish Enterprise backed Managing People for Growth and Essential Leadership programmes. They are both fabulous programmes and I loved every minute of designing them and even more the delivery of them to the many people that have successfully completed these industry leading programmes so far.

It's a brilliant achievement, and an amazing thing to be part of. Right, on a less serious note - what three things would you take with you to a desert island?

The three things I would need on a desert island would be my gorgeous Cockapoo Tillie, she’s so adorable, I’d need my favourite Spotify playlist as I couldn’t live without music – I’m always singing. And lastly, I’d need a large supply of tea bags and a kettle as I drink at least 12 cups of tea a day, sometimes more. I’m like a chain smoker but with tea drinking.

That is a fair ol' habit you have! So, which business leader would you like to have a cup of tea with?

I’d love to have a cuppa with Jacinda Ardern…what a power house she is…compassionate, collaborative, savvy, inclusive, human, empathetic, strong…I have so much admiration for her and I’d love to have a good old blether with her.

She's definitely a favourite in the Connect Three team. I know you are a big reader, what are you reading right now?

I've just finished reading, for the second time, Atomic Habits by James Clear. I often find that I'm soooo good at the discipline of my bad habits that I like to map across the strategy and replace the bad habits with good ones instead. I thoroughly recommend the book. I'm just about to begin reading A Mindfulness Guide for the Frzzled by Ruby Wax – I absolutely adore her work bringing Neuroscience (which I am a student of) and life experience together in her uniquely witty and humour filled style. I'm even more so looking forward to this one as it's all about finding stillness in the middle of chaos and I think we can all agree that we're slap bang in the middle of that at the minute.

Absolutely! OK, final question, if you could only give one piece of advice to the leaders and future leaders reading this, what would it be?
Look after your people, even more than you do already…it's so important. Put your people at the heart of everything you do. And lastly take breaks and get outdoors…I think we've forgotten how to do that at the minute as we are consistently at our machines in our home offices. Oh and this time, last one…tell people you care, a simple heartfelt and genuine thanks goes a very long way.

Love it - thank you so much for taking the time out of your schedule for us Laura, and I'll see you at virtual happy hour on Friday!

Look out for our next Connect with interview coming soon...

November 18, 2020

We are Employee Ownership Advocates

Connect Three is proud to be an SfEO Advocate for employee ownership in Scotland!  Yey! No idea why we’re so excited? That’s ok, let us explain:

What is Employee Ownership?

Employee Ownership (EO) means that all employees have a ‘significant and meaningful’ stake in a business.  That means that employees must have both a financial stake in the business (e.g. shares), and a genuine say in how it is run.  Right now, there are around 120 employee-owned companies operating in Scotland, with approximately 7,500 employee-owners generating a combined turnover of around £950million. (Source: CDS Database)

As well as having obvious benefits for employees, EO allows business owners to manage their exit and achieve fair value while safeguarding the long-term future of the company.

Who are the SfEO?

Scotland for Employee Ownership (or SfEO) is an industry leadership group launched by Scotland’s First Minister in 2018.  The group wants to make Scotland the best country in the world for establishing and growing employee-owned businesses.

The group has created an industry strategy that supports the advancement of thriving, self-sustaining employee-owned businesses in Scotland to the benefit of all present and future employees, and the economy where these businesses operate.

The group is made up of senior figures in the Scottish business world (including representatives from Scotland’s top employee-owned businesses), as well as key organisations including the Scottish Government, Co-operative Development Scotland and the Employee Ownership Association.

Their vision is that Scotland will be the global EO centre of excellence and success, and to see 500 employee-owned businesses operating in Scotland by 2030, as well creating the best environment for EO businesses to thrive.

So what’s an SfEO Advocate?

All these great ideas will only be implemented if there are people across Scotland who are willing and able to help.  As part of the Advocate Programme, the Connect Three team is here to share the success stories, raise awareness and help to equip businesses with the key information, data and tools that they need.

If you would like to find out more about Employee Ownership, please get in touch with Connect Three today by emailing hello@connectthree.co.uk.




October 7, 2020

Working from Home – Not One Size Fits All

The UK government is fluctuating between telling people to work from home, and encouraging companies to send their staff back to the office but do they really want to return?  Netflix Chairman, Reed Hastings, is quoted as calling working from home “a pure negative”[1]; do other big brands share his beliefs?  What about the small businesses out there; has the pandemic been a blessing or a curse?

To prepare for this article I have spent hours poring over the research to get some answers on how successful working from home has been for people and businesses in the UK so far.  If I’m honest, the articles on the benefits of working from home are starting to get my hackles up, and it’s for one simple reason – the generalisations.  It is wild to assume that if a cross-section of the population is interviewed they will give the same answers on:

  1. Have you enjoyed working from home?
  2. Would you like to continue working from home?
  3. How productive have you been?

Let’s take our own company as an example.  We are a team of 13, made up of remote workers and core office staff; some of us are working parents, some of us live with our parents, and some of us live alone.  We have blended families, single parents, and nuclear families in our group.  Our ages range from early twenties to…well, let’s say 40+.  Our job roles are split amongst creative, operational, strategic and coaches/trainers so our day-to-day working lives looked very different even before lockdown.

Just as no two employees have the same experience, no two companies will have approached the ‘working from home’ process in the same way.  Many companies had been taking a proactive approach to flexible working long before the pandemic hit, while others were forced into it with no preparation for their teams on emotional or practical levels.  At Connect Three we were lucky that none of us were new to working from home.  Like many other fair work focused companies, we have had a long term strategy implementing flexible working.  That means most of our team entered into this with previous experience of working at home, and established spaces at to work from.  However, there are many teams and businesses who may have dipped their toe in the flexible-working-water before, or may have never considered it.

All  things considered, how could people possibly write overarching statements on whether working from home has been a positive or negative experience for any team or agency?  Before we run after naysayers like Reed Hastings with pitchforks, let’s look at what he said.  Firstly, he was clear that his staff would not be returning to regular office hours until after a COVID-19 vaccination was available.  Second, he said that: "Not being able to get together in person, particularly internationally, is a pure negative.”  While it’s a strong statement, it’s not necessarily wrong, is it?  Being unable to get together in person could not be classed as a positive thing.  The impact on company growth and individual well-being is obvious.  Other big brand bosses, however, are more than happy to embrace the changing models of working and the benefits they bring.

With mounting financial pressures, the idea that companies do not need a city centre skyscraper office to attract the best staff is incredibly appealing.  The pandemic has proven for many companies that a dispersed workforce is an effective method for finding and retaining diverse talent.  Imagine a future where companies can still pay you ‘big city’ wages but move their headquarters to cities where their rent, and yours, will be much lower.

Other brands have plans for hybrid models of working.  Facebook, for instance, has announced its intention to open small satellite offices where staff can ‘check in’ and meet face-to-face regularly while still working from home when they like.  Coinbase CEO Brain Armstrong says; “… the vision is to have one floor of office space in 10 cities, rather than 10 floors of office space in one city.”[2]

There is no doubt that the cat is out of the bag when it comes to remote working, and that the likelihood of everyone who worked 5 days a week in an office returning to that style of work any time soon is not high; but questions are rightly being raised about whether company culture and innovation is being impacted; about how ‘presenteeism’ will affect career progression for parents and junior staff; about how staff mental health is impacted by isolation from colleagues and face-to-face networking.  As Mark Lund, President of McCann Worldgroup says: “We are missing the charge of physical meetings and collaboration with each other and clients greatly. The serendipity at the heart of the creative process is much harder to achieve via a screen.”[3]

So where do we go from here?  How do we create a model that works for all of our people, enabling them to be productive, while protecting their emotional well-being and securing our company’s future?  Oh wait, were you are expecting an answer?  Like I said, there is no ‘one-size-fits-all’ solution for the ‘working from home’ question.  I do know how you can find your company’s answer though – communication.  Speak to your staff as individuals, make your decisions about the future based on evidence, not assumptions.  Just because surveys and research say that most older people want to keep working from home, while most younger people want back to the comradery of an office; that does not mean it’s true for your staff.  Check in with them and find out what they need.  One thing is for sure, the working from home model must evolve from where it is now.

Those businesses who have yet to plan how a more flexible working arrangement could benefit their organisations for the better need to start now, and those businesses with established flexible working solutions need to review what has worked and what hasn’t during the recent system stress test.

“Even the most ambitious champions of remote working acknowledge that in-person interaction with colleagues is healthy for morale and company culture, and that it enables a greater degree of collaborative innovation not possible with Zoom or Teams, which tech leaders agree is an essential catalyst to growth.” Says Ernest Andrade, Founder of the Charleston Digital Corridor[4].

Nikki Slowey, Founder and Co-Director of Flexibility Works, says: “The demand for flexible working was already outstripping supply here in Scotland and in particular the demand for home working had certainly not been met by employers. Business leaders are now looking at how people in their organisation will work going forward and realising that home working needs to be part of the picture. This doesn’t mean everyone working from home all of the time. There is still a huge role for a physical space, which allows us to connect with colleagues, but we will see a more blended approach to where and when people work.

“And remember, what we’ve been experiencing is not even ‘normal’ home working, as it happened so suddenly for so many people, not to mention the fact many of us have children at home. Just think what can be achieved if we embed flexible working properly as businesses re-set post COVID19. There are, of course, many challenges for organisations and workers because of the pandemic.  But there is an opportunity to make some things better.”

Get in touch to find out how Connect Three can support businesses like yours in engaging with your teams, or the behavioural support required during the challenges working from home gives employees and how we can support managers and leaders.

[1] https://www.campaignlive.co.uk/article/netflixs-reed-hastings-right-call-working-home-a-pure-negative/1694607

[2] https://blog.coinbase.com/post-covid-19-coinbase-will-be-a-remote-first-company-cdac6e621df7

[3] https://www.campaignlive.co.uk/article/netflixs-reed-hastings-right-call-working-home-a-pure-negative/1694607

[4] https://venturebeat.com/2020/09/13/after-covid-a-hub-and-spoke-office-style-could-become-the-norm/

September 28, 2020

Connect with Susan

Next up in our Connection series, is our resident 'people' person - HR specialist, Susan Earle.

  • Hi Susan! Let's start with the basics, what's your role at Connect Three and what do you do?

I am the resident HR specialist at Connect Three and I also support some of the L&D activity. My role is diverse which I love and can be challenging at times which also makes it super rewarding. I tend to do most of the transactional HR support work with our clients and I also get involved with developing and creating best fit people practices for their businesses.

  • What moment in your time at Connect Three makes you the most proud to think about?

This may sound a bit soppy but every time I get together with the Team at Connect Three, I feel extremely proud to be part of it. Unfortunately we have not had the chance to get together face to face over the past 6 months but even on our monthly catch ups and updates in between, I always feel inspired and really proud and privileged to work with such a fantastic group of like-minded but at the same time, diverse group of professional people.

  • Awww, that's so nice! Can I ask, what are you reading right now?

Engage! by Karin and Sergio Volo. This is a book that I picked up pre-lockdown but then put down due to the demands of working from home with 2 small children but I really wish I had kept it going as the ethos is even more important now than ever before. I have always been a champion of the power of employee engagement – no matter how big or small your business is and this book lays out a simplified road map to help create a business that not only your customers but your staff love.

  • Brilliant, thanks for the recommendation! Back to business, which leader would you like to have a cup of tea with?

She isn’t exactly a business leader but is certainly a leadership figure – Michelle Obama. I watched ‘Becoming’ again recently and I just love how she can capture such a diverse audience due to what I believe to be her sincerity, empathy and ability to build trust amongst people. She is a very charismatic figure who has worked hard and kept focussed but grounded over the years, even as First Lady. She also has a great sense of humour and tons of humility which I think are particularly important traits to have in a leadership role as it helps to balance yourself and cope with the daily challenges faced in business.

  • That's a great choice. OK, finally, if you could only give one piece of advice to the leaders and future leaders reading this, what would it be?

Look after your people and the rest will look after itself.

Love it - thank you Susan! It's been a pleasure getting to know you a little better. Look out for our next 'Connect with' interview in a few weeks time.

September 7, 2020

Incredible ways that Career Transition support changes lives

Fiona McMahon
Connect Three Consultant


The COVID-19 pandemic has impacted our jobs and careers in more ways than we may have imagined. It has created uncertainty to our world of work. One option to help us to navigate particularly through these times is career transition support.

Career transition support changes lives – because it’s person-centred, practical and taps into your potential. And when done well, its impact is amazing…

It’s all about you – addressing the loss

Finding out that your job is being made redundant is traumatic. There will be feelings of shock, denial, anger amid plenty of uncertainty. Working on these emotional responses that we all experience is the starting point of career transition support that is done well. By working with you on this loss and uncertainty in a-focused, practical way, your coach helps you to deal with these stresses and strains and to make the psychological and emotional transition through this initial phase.

In my experience, this key aspect of career transition support is crucial in providing a safe foundation before working with you on the nitty gritty of exploring what could be round the corner. I love how this seamlessly uses the research-led practical ideas from Elisabeth Kubler-Ross and David Kessler on the five stages of loss to make sense of emotional responses to change that we experience in life. This can start to make a real practical difference. Career transition support gives hope.

Building on your unique DNA

Then you are able to start to focus with your coach on your journey to explore what might be next. Once we’ve explored this starting point and worked on this, we can begin to look at where your ‘sweet spots’ lie – the things that you absolutely love to do and get a real buzz from. We also explore what your values are, what motivates you and what makes you tick. Career transition support taps into your unique DNA and by working collaboratively with you to help to create your plan and identify possible job areas worth exploring further. All at your pace.

And there’s more. Your coach is on your team. By working with you and supporting you, you may reconnect with a passion from when you were little. Or you may take the chance to create something else, something different, something that resonates with you more strongly than what you’ve been doing more recently.

Promoting yourself

Then there’s working with your coach on the practical steps of creating an achievement focused CV, finding where the (often unpublished) opportunities are, identifying who in your network can give you leads, creating leads, promoting yourself in person, using LinkedIn as your window to the world, preparing for interviews and making the transition to your newly secured role. All while working with you to help maintain your motivation, momentum and resilience during the process. Career transition support secures futures.

For organisations who do this well – it’s fundamentally based on human respect

By providing career transition support to your people, you help to build their confidence and develop them so that they can respond to this unexpected and traumatic change, especially during these challenging times. You demonstrate respect for your people, and show that you value and empathise with them.

In my experience, the organisations that do this best work collaboratively alongside their coaches providing the career transition support to form a seamless team, in a way that suits the culture of the organisation.

Helping their people to transition to whatever’s round the corner is an active, not a passive process. By appreciating the challenges that those whose jobs are being made redundant are going through and by identifying very straight forward and simple ways to support them, you enhance their wellbeing and build their confidence.

Those who are staying within your organisation may experience ‘survivor syndrome’, a guilt associated with having kept their roles whereas their colleagues and friends have lost theirs. Done well, career transition support for colleagues and friends that are leaving can make a positive difference to those remaining in terms of trust, motivation and performance.

Apart from it being the absolute right thing to do from a human respect perspective, you are also enhancing your employer brand and safeguarding your reputation.

Explore more…

If this has sparked your curiosity and you would like to find out more about how we can help your business and your people get the most from our career transition knowledge and expertise then drop me (Fiona) or Shona, our Client Development Director, an email we’ll happily have a conversation with you.

(+44) 0141 370 3339
Glasgow, Hub & Training Academy
2nd Floor, Rogart Street Campus,
4 Rogart Street, Glasgow, G40 2AA
London, Scotland House, 58 Victoria Embankment, London EC4Y 0DS

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