Welcome to Compass Career Management Solutions
We Help Employers/Employees Proactively Venture Into the Future: Riding the Winds of Change & Opportunities
Since 1994 Compass Career Management Solutions has supported a diverse list of companies across the United States. Our clients named us, expressing their appreciation for giving them direction and creating solutions to their challenges. Compass Career partners with company leadership to help them take proactive steps for a healthier future.
Experts in Business & Career Transitions, Talent Management/Development, and Outplacement
What is "Outplacement"?
Compass Career Management Solutions has always provided “Outplacement”. The term “Outplacement” has been used since the 1980’s, and yet many still are not clear about its definition. Plus, there are more organizations/businesses who say they provide this service, and yet it usually varies. Outplacement was initially a Career Transition service, which was hired by a company going through various transitions and releasing employees, who were taught how to manage an effective job search. The Outplacement firm is different from “Head Hunters, Recruiting Firms, and Staffing Services”. Outplacement firms were/are hired by employers to instruct or assist the exiting employee how to develop his/her resume, to research and determine the position to seek, how to successfully market themselves, to research potential employers, prepare for interviews, etc. (Our firm does have a “retail” version for those individuals needing this same Career Transition support but who did not receive this from their employer.)
By hiring an Outplacement firm, the transitioning business can not only help the exiting employee to move forward, but this assistance can also avoid or reduce the chance of legal entanglements with upset employees. Our Outplacement firm also provides “confidentiality”, which is a matter of professionalism, keeping their Candidate’s exchanges to themselves, and refraining from sharing the candidate’s comments onto the ex-employer. This Outplacement service is used by all industries and all levels. Each Outplacement program has general services, though the higher-level executives often are allowed more time with the Coach/Consultant and/or additional services at a higher rate.
- The Reality of a Job Loss - September 9, 2020 1:25 pm
- Exercise Proactive Efforts and Use Credible Resources to Pursue a New Future - August 27, 2020 2:59 pm
- One Big Transition: The Decision to Start Your Own Business - July 25, 2020 10:21 pm
Recent Blog Posts
- Challenges for Human Resources Today - September 27, 2020 1:58 pm
- CREATIVE, STRATEGIC & SAFE PLANS FOR TODAY’S ACTIVITIES - September 20, 2020 7:55 pm
- Which is More Valuable: To Be Rich or Successful? Being Successful Delivers its Own Wealth - September 13, 2020 3:14 pm
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COMPASS CAREER MANAGEMENT SOLUTIONS
Our Executive HR Coaches have over 20+ years in business and human resources experience. Our clientele recognizes and values the insight, exposure, and high integrity we share with their organizations. Our executive coaching enables their leaders to make sound, strategic decisions, which places them on the continued road of success.
Performance Culture: A Program To Create A Fully Engaged And Productive Workforce
Finally, a resource that promotes focused communication, effective training and development to strengthen the workforce with an excellent approach and mindset that encourages collaboration and team spirit. A CREDIBLE TOOL THAT BRINGS OUT QUALITY CHARACTERISTICS, ALONG WITH THE SKILLS AND STRENGTHS OF THE WORKFORCE, WHICH ENHANCES THE POTENTIAL CAPABILITIES OF AN ORGANIZATION.
Each employee adds his/her special gifts, with which other employees’ contributions help to deliver even more benefits to the company and eventually, to the world. One person makes a good contribution, but combine those with others’ efforts, and a business can produce a much bigger impact, which could improve a region or a state.
This resource was designed to address key areas that was detrimental to the “Employer-Employee” Relationship. Instead, reasonable goals were set and accomplishments were produced that served the vital necessities for local and global requirements.
Compass Career Management partnered with this strategic organization, as we believed this tool along with professional coaching would enable your organization to fulfill your goals. This resource, PERFORMANCE CULTURE, will enable you to develop a much more effective, productive workforce, improving employee engagement and creating “clear expectations”, while developing a much more efficient and effective organization. Help your company leaders to learn more facts, which will greatly improve your Bottom Line.
Good Leaders Command Respect and Trust
“A Critical Investment in the Future”
Not everyone is meant to be a “LEADER”. When asked what characteristics or competencies you expect in a “Leader”, many would say: Honest, Dependable, Responsible, Hard-Working, Intelligent, etc. All of these are good descriptions of a “valuable employee”, BUT are these enough to make a “good LEADER”? Secondly, does this person WANT to be a LEADER? Leadership is a HUGE responsibility, and there are many who do NOT want this on their shoulders. So what does make a good LEADER?
This topic is the first part of LEADERSHIP TRAINING – to discuss and ask if a person is really ready for and wants to be a LEADER? One young professional told me that she didn’t have “confidence” in her Leader. That is definitely a bad sign. Leaders need to possess a personality and behavior that emits high expectations and is trustworthy. If the Leader does not possess these two traits, it should cause an employer to doubt the person’s leadership potential.
Through a well-developed Leadership program, there are several phases in “developing a strong, effective leader”. Our process also includes actual experience in “decision making”, as well as learning the specific skills needed to provide “good leadership”. A person may appear to possess good leadership characteristics, UNTIL they encounter a crisis and are unable to perform the role. At Compass Career Management our Leadership Development program includes exposure to events that should identify possible “weak links”. We also believe in the use of occasional “refreshers”. If a Leader is able to motivate a person to defeat his/her fears in performing a task, it is a good sign of “TRUST”. Contact Compass Career Management to learn more.
The Importance of Leadership Traits
Effective Management Training
Employers, do you select inspiring/motivating Managers, or do your Managers cause your “good employees” to leave?
Most employers know that each part of a machine must receive regular maintenance, attention and care in order to continue functioning at its best. Without that cleaning or greasing of the wheels, the machine will stall and eventually come to a halt or break down. Employees are no different – they need regular TLC to perform effectively and efficiently, which Compass Career Management can provide.
Everyone is different, but most persons are hard-working and yet still benefit from clear structure and directions. In addition, employees also respond well to encouragement, support and respect. To further invest in good employees, it helps for them to understand “clear expectations” and receive occasional training to strengthen their abilities to do their very best. With this type of employer-employee relationship the mutual respect and support delivers superior results.
Unfortunately, when employers inadvertently hire a Manager, who is more interested in his/her paycheck or boosting his/her ego by using degrading attitudes and behavior to accentuate “authority”, this is a MAJOR PROBLEM. It is hard enough to locate “good employees” without having an overzealous “manager” imposing his/her low self-esteem on them. Therefore, Compass Career Management encourages Employers to be careful about hiring poorly trained managers with negative attitudes. It is understandable that employers want employees who are dependable and willing to give a hard day’s efforts but only when treated with respect.
Therefore, be selective about those you choose to be managers, and make sure those managers receive a “healthy dose of good management training”. The training is worth the investment.