Supporting Employees in Transition

US-based employers: over the next few weeks, you're either working around the clock with your managers to protect the healthy norms you've worked hard to create—or watching in dismay as your workplace falls apart. You might have your norms written down on a wall somewhere, and think that's enough to weather this storm. Not even close. You can say the words "collaboration," "respect," "inclusion," and "kindness" all you want, but it's what happens in every team when those norms are violated that defines what kind of organization you are. ⚠️ When team members refuse to communicate with their colleagues who voted for a different candidate, are your managers prepared? ⚠️ When people denigrate or insult their colleagues in Slack or Teams messages or in the chatbox on a video call, are your managers prepared? ⚠️ When a "high performing employee" decides to express prejudiced, exclusionary, and discriminatory ideas about protected groups, are your managers prepared? In workplaces around the country and around the world, these kinds of incidents are far from novel. But when flashpoints happen, like a major election, the fragile balance of a workplace culture is easily upended. Each and every violation that occurs is a test of the norms that workplace leaders purport to have, and when employers fail that test, the consequences can be disastrous—disrupting everyday work, destroying trust in leadership, poisoning team morale and culture, and more. Managers make or break that possibility. 🌱 Your managers must be prepared to mediate conflict. ⛔ Your managers must be prepared to articulate what behavior is tolerated and what isn't. ⚖️ Your managers must be prepared to hold others and themselves accountable for when harm occurs and norms are violated. ⛈️ Your managers must be prepared to support and manage negative emotions, anger, frustration, and grief among their teams. 🚀 Your managers must be prepared to lead by example, even through their own strong opinions or feelings. 📢 And every executive must be prepared to support their managers by establishing expectations from the top, communicating transparently about resources and support options, and coaching managers who need help reaching that standard. If your workplace has taken this challenge seriously, it's already been preparing in this way for weeks and months. But even if you're only starting today, it's never too late to lead.

Hiring managers will not connect the dots for you. If you leave it up to the hiring manager, they will not make the connection between your experience and their needs. Your resume, cover letter, and LinkedIn profile must spell it out for them. - Clearly. - Simply. - Quickly. Here's how to do that. 𝐑𝐞𝐯𝐢𝐞𝐰 𝐭𝐡𝐞 𝐣𝐨𝐛 𝐝𝐞𝐬𝐜𝐫𝐢𝐩𝐭𝐢𝐨𝐧 𝐜𝐚𝐫𝐞𝐟𝐮𝐥𝐥𝐲 and note the key hard skills and experience the company values. I recommend that you identify at least 3 major needs the employer has that this position will address. 𝐓𝐚𝐤𝐞 3 𝐨𝐟 𝐲𝐨𝐮𝐫 𝐩𝐚𝐬𝐭 𝐚𝐜𝐡𝐢𝐞𝐯𝐞𝐦𝐞𝐧𝐭𝐬 that align with the needs you’ve identified and demonstrate an example of how you’ve met them in the past. Use the CAR format to make it easy for employers to see how you’ve solved similar problems. 𝐂𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐞: What problem did you face? 𝐀𝐜𝐭𝐢𝐨𝐧: What steps did you take to address it? 𝐑𝐞𝐬𝐮𝐥𝐭: What was the outcome? 𝐏𝐥𝐚𝐜𝐞 𝐭𝐡𝐞𝐬𝐞 3 𝐚𝐜𝐜𝐨𝐦𝐩𝐥𝐢𝐬𝐡𝐦𝐞𝐧𝐭𝐬 𝐟𝐫𝐨𝐧𝐭 𝐚𝐧𝐝 𝐜𝐞𝐧𝐭𝐞𝐫 at the top of your resume. I recommend a Signature Accomplishments section separate from the other content, perhaps set off in a shaded border. 𝐇𝐢𝐠𝐡𝐥𝐢𝐠𝐡𝐭 𝐓𝐫𝐚𝐧𝐬𝐟𝐞𝐫𝐚𝐛𝐥𝐞 𝐒𝐤𝐢𝐥𝐥𝐬. If you're looking to switch industries or roles, identify the skills that are transferable. List these prominently and provide context for how they can be applied in the new role. 𝐈𝐧𝐜𝐥𝐮𝐝𝐞 𝐢𝐧𝐝𝐮𝐬𝐭𝐫𝐲-𝐫𝐞𝐥𝐚𝐭𝐞𝐝 𝐤𝐞𝐲𝐰𝐨𝐫𝐝𝐬. It’s so important, especially if you’re switching industries, that you make sure your resume isn’t full of jargon from the industry you’re leaving. Use the language of the industry you’re trying to transition into. I also strongly recommend that you choose 3 high-priority keywords and place these at the top of your resume right underneath your target job title. 𝐏𝐫𝐨𝐯𝐢𝐝𝐞 𝐩𝐫𝐨𝐨𝐟. Add metrics to quantify your results. Even if you’re not responsible for revenue generation, you can add in how much, how many, size, time, or comparison to work in numbers. 𝐒𝐩𝐞𝐚𝐤 𝐝𝐢𝐫𝐞𝐜𝐭𝐥𝐲 𝐭𝐨 𝐭𝐡𝐞 𝐜𝐨𝐦𝐩𝐚𝐧𝐲’𝐬 𝐧𝐞𝐞𝐝𝐬 𝐢𝐧 𝐲𝐨𝐮𝐫 𝐜𝐨𝐯𝐞𝐫 𝐥𝐞𝐭𝐭𝐞𝐫. Explicitly draw lines between your experience and the company’s needs. State specifically what they need and how you have relevant experience doing that. Give an example. This leaves no room for doubt that you are a fit for the role. How do you connect the dots? #resumes #Careers #LinkedInTopVoices

Let’s face it - current headlines spell a recipe for employee stress. Raging inflation, recession worries, international strife, social justice issues, and overall uncertainty pile onto already full work plates. As business leaders, keeping teams motivated despite swirling fears matters more than ever. Here are 5 strategies I lean into to curb burnout and boost morale during turbulent times: 1. Overcommunicate Context and Vision: Proactively address concerns through radical transparency and big picture framing. Our SOP is to hold quarterly all hands and monthly meetings grouped by level cohort and ramp up fireside chats and written memos when there are big changes happening. 2. Enable Flexibility and Choice: Where Possible Empower work-life balance and self-care priorities based on individuals’ needs. This includes our remote work policy and implementing employee engagement tools like Lattice to track feedback loops. 3. Spotlight Impact Through Community Stories: Connect employees to end customers and purpose beyond daily tasks. We leveled up on this over the past 2 years. We provide paid volunteer days to our employees and our People Operations team actively connects our employees with opportunities in their region or remotely to get involved monthly. Recently we added highlighting the social impact by our employees into our internal communications plan. 4. Incentivize Cross-Collaboration: Reduce silos by rewarding team-wide contributions outside core roles. We’ve increased cross team retreats and trainings to spark fresh connections as our employee base grows. 5. Celebrate the Humanity: Profile your employee’s talents beyond work through content spotlight segments. We can’t control the market we operate in, but as leaders we can make an impact on how we foster better collaboration to tackle the headwinds. Keeping spirits and productivity intact requires acknowledging modern anxieties directly while sustaining focus on goals ahead. Reminding your teams why the work matters and that they are valued beyond output unlocks loyalty despite swirling worries. What tactics succeeded at boosting team morale and preventing burnout spikes within your company amidst current volatility?

Autonomy is often wrongly confused with independence. This mistake negatively affects accountability. People sometimes mistakenly think that giving people autonomy means leaving them completely to their own devices (this is independence). In the organizational sense, autonomy is not the opposite of structure—it’s the freedom to operate WITHIN a structure that supports continuous improvement and accountability. A Lean mindset and approach helps leaders to understand how to foster BOTH accountability and autonomy. Lean leaders do this by intentionally moving away from making people feel like they are "being held accountable" (which feels imposed) and inspiring them to "take accountability" (a sense of ownership that naturally fosters autonomy). Here’s how you can adopt this approach in YOUR team: 🟢 Be clear about goals, roles, and responsibilities: Use tools like RACI charts or visual management boards to clarify who does what. 🔴 Define success together: Involve the team in setting performance standards or KPIs so they have a say in what they’re working toward. 🟣 Encourage regular 1:1 check-ins and team huddles: create spaces for discussing challenges without fear. 🟡 Engage people in problem-solving: Use structured techniques and Kaizen to involve the team in addressing inefficiencies. 🔵 Ask for their ideas first: Instead of directing what needs to change, coach them with powerful questions like, “What do you think is the best next step?” 🟤 Use visual management: Team dashboards or Kanban boards make progress visible, reduce micromanagement and highlight areas needing attention. 🟠 Review metrics as a team: Make this part of regular meetings, so progress and accountability are a collective effort. ⚫ Own your commitments: If you make a mistake or miss a deadline, acknowledge it openly. ⚪ Model humility: Admit when you don’t have all the answers and seek input from the team. (This makes people feel valued!!) 🤔Reflection time for leaders... Are you balancing structure and flexibility in your team? Which of the above could you act on to shape a culture of autonomy?

I sold HomeServe for £4.1 billion in 2023. The hardest part wasn't the deal. It was what came after. I spent 30 years building and scaling HomeServe into a global company. And even though I was prepared to sell, it was still a bit of a shock when it really happened.  Most founders spend years preparing for the sale. They hire advisors, negotiate terms, and structure the deal. But almost no one prepares for what happens the day after you sign. That's why this Exit Countdown framework is so helpful. It's a blueprint to exit feeling more confident and settled: Two years out, start rehearsing your future. - Where will you live?  - How will you spend your time?  - What causes matter to you?  - Which relationships will you prioritise? These are questions founders should be thinking about well before they exit. One year out, clarify the how. - Diversify your wealth.  - Move assets from the business into pensions and investments.  - Plan your cash flow for post-sale life. Six months out, start living elements of your future. - Test your freedom.  - Spend time in the places you might live.  - Explore new routines.  - Shift your mindset from accumulating wealth to using it strategically. After the exit, take it slow. Give yourself at least six months before making significant commitments. In my experience, the founders who handle exits well are the ones who planned for life after, not just the transaction itself. When I sold HomeServe, I had a plan. I knew I wanted to inspire breakthrough. That led me to: - Investing in other entrepreneurs through @Growth Partner.  - Helping UK founders scale through @Business Leader.  - Sharing what I'd learnt through my book, How To Make a Billion in 9 Steps. But even with that clarity, the adjustment took time. You spend decades with one identity. Then overnight, you're something different. Being prepared for that transition is something every founder should do for themselves. If you want to learn more about this framework and much more about business in the UK today,  Check out the latest issue of Business Leader Magazine: You can learn more here:  https://bit.ly/BLMagazine If you're planning your exit, drop a comment down below.  I'd be interested to know if you've started planning. ♻️ Repost for founders in your network.  And for more on how build and scale billion-pound businesses,  Follow me Richard Harpin

Many years back, I hit a professional wall. I had tried everything to make my role work and continue contributing to the organization, but I eventually concluded that it was time to move on... I confided in my former line manager, who had since become a good friend and mentor (Neeraj Sinha), telling him I was ready to spend a short time wrapping up and make my exit. His response wasn't what I expected as he is known for his unique ability to "flip the question" and take a different perspective. He didn't just ask about my next steps. Instead, he asked a penetrating question: "Is this feeling showing up in your work, your relationships, your meetings, and your behaviors?" He validated my situation, explaining that it is completely normal to feel disconnected when you’ve made the internal decision to leave. However, he shared a piece of advice that has stuck with me throughout my career as a leader: No matter your intentions to leave, it is critical to show up professionally every single day and deliver well beyond expectations. Why? Because checking out mentally often leads to checking out behaviorally. Senior leaders notice when standards slip. Letting your performance or relationships fray as you head for the door is counter-intuitive and can severely damage the professional equity you've worked so hard to build. If you ever find yourself ready for a transition, here are a few tips I used to ensure you finish strong: a. Protect Your Professional Brand: Your reputation doesn't reset when you change companies. People remember how you exit just as much as how you enter. b. Keep Your Foot on the Gas: It takes discipline to operate at 100% when your mind is on the next opportunity, but continuing to over-deliver ensures you leave a legacy of excellence. c. Stay Present in the Room: It’s easy to zone out of meetings or dial back your input when you know you’re leaving. Actively engage until your very last day. d. Prioritize the Handover: Make it your mission to leave your team, peers, and successor better equipped than when you started. e. Nurture Your Network: The colleagues you leave behind today might be your clients, partners, or even hiring managers tomorrow. Leave on a note of grace and gratitude. True leadership and professionalism are often defined by how we navigate the transitions. Have you ever received a piece of advice that completely changed how you handled a career move? I'd love to hear about it in the comments. 👇 #Leadership #CareerAdvice #Professionalism #Mentorship #CareerGrowth #viewsarepersonal

🔄 Feeling stuck in your career but unsure how to pivot after years in one field? You’re not alone. Many professionals crave a new challenge but don’t know where to start. Here’s how to make a smooth transition: 1️⃣ Identify Transferable Skills Your experience is more valuable than you think. Even if your industry is different, your core skills—problem-solving, leadership, communication, project management—are universal. ✅ Action Step: Make a list of your key skills and match them to roles in your target industry. 💡 Example: If you’ve worked in finance but want to move into tech, your analytical skills and data interpretation experience are still highly relevant. 2️⃣ Reframe Your Experience for Your New Audience Hiring managers in a new industry won’t automatically connect the dots—you have to do it for them. ✅ Action Step: Rewrite your resume, LinkedIn profile, and elevator pitch to highlight how your background applies to the new field. 💡 Tip: Focus on outcomes, impact, and skills rather than job titles. Instead of: ❌ "10 years of experience in pharmaceutical sales." Try: ✅ "Experienced relationship builder skilled in consultative sales and market expansion." 3️⃣ Expand Your Network & Learn From Insiders Changing careers isn’t just about applying online—it’s about getting in front of the right people. ✅ Action Step: Connect with professionals in your target field and request informational interviews. 📩 Example message: "Hi [Name], I’m exploring a career transition into [Industry] and really admire your experience at [Company]. Would you be open to a quick chat about your journey and insights?" 4️⃣ Gain Targeted Experience (Without Starting Over) The biggest fear in career pivots? “Do I have to start from scratch?” The answer: No. ✅ Action Step: Look for ways to gain relevant experience while still in your current role: ✔️ Take on cross-functional projects ✔️ Volunteer for industry-related work ✔️ Freelance or take short-term contracts 💡 Example: If you’re transitioning into marketing, start by managing internal communications or social media for a nonprofit. 5️⃣ Be Ready to Tell Your Career Pivot Story Hiring managers will ask: “Why are you making this change?” You need a clear, compelling answer. ✅ Action Step: Craft a confident pivot story that focuses on why this shift makes sense and how your skills align. 📌 Formula: ➡ Past: What you’ve done so far ➡ Present: Why you’re making this change ➡ Future: How your skills translate & add value 💡 Example: "After years in operations, I realized my passion lies in product management—solving customer pain points and driving innovation. My experience in process optimization and stakeholder management gives me a strong foundation, and I’m excited to bring these skills to a product-focused role." Making a career pivot is challenging—but absolutely possible with the right approach. 💬 Have you ever pivoted careers? What worked best for you? Share your experience below! 👇

I was laid off twice, including once 3 days after adopting my first child. Now we are seeing mass layoffs of government workers. Tariff turmoil promises more change. Whether you are in the government or not, here is some advice and help. First, for government employees, recognize that you likely have skills that are valuable in the private sector. If looking for other government opportunities is impossible or undesirable for you at this time, take time to think about how you can frame your experience and skills for private companies. Then, make sure these skills are highlighted on your resume. Second, build and leverage your network. Reach out to contacts from your industry who have either come from, or switched to, working in the private sector. Ask them about their experiences making the switch and learn from them. If you have a strong relationship with them and they work somewhere you would like to work, ask them for a referral. Third, when you get an interview, be prepared to explain why you were laid off. Hiring managers want to know this information so they can assess the risk associated with hiring you. Luckily, if you are part of mass layoffs related to federal policy decisions, it’s unlikely anyone will suspect poor personal performance. Regardless, do this: → Tell the truth quickly and concisely — “I was affected by the large layoffs within department/project X.” → Transition the topic to a positive, forward-looking statement about what you will contribute. “ In the public sector, I specialized in X. Now, I’m excited to learn Y at your company. I love to learn (grow, contribute, etc.), and I’m excited about this new opportunity with you.” → Bring the conversation back to what skills and impact you’ll bring to the company. Fourth (and especially important now), never badmouth your old boss, company, or employer in an interview. This includes the federal government. You may hate Trump, Elon Musk, and DOGE, but an interview is not the place for political fury. You never know who your interviewer supports, and you don’t want to alienate them. Even if they agree with you, no one wants to hire someone angry. They want to hire someone who’s motivated to help them. To help anyone who needs a new job, I'm discounting my two relevant classes by 50% ($150 rather than $299): Leadership Networking" and "Leadership Resumes That Get Results." Both classes are highly rated and have delivered proven value to many past students. Our motivation is to help those hit hard in layoffs, but this discount is available to anyone. It is valid for the next 10 days. Leadership Networking (use code NETWORKNOW at checkout): https://buff.ly/dOBvJnU Leadership Resume (use code LEADERSHIPRESUME at checkout): https://buff.ly/2DzEVK4 Readers — if you know someone who needs help finding a job, please forward this to them. And if you have a good tip or approach for displaced government employees, share it!

If your LinkedIn says ‘Open to work,’ but your mindset still says ‘stuck,’ you are NOT yet ready for the real transition Because a career change begins from ‘YOU’, it’s psychological. The thing is, You can update your title overnight. But reprogramming your identity takes work. And that’s where most people struggle. I’ve helped professionals across industries navigate this and every successful shift came down to 10 non-negotiables: 1. Get clear on your ‘why’ If you don’t know why you’re leaving, you’ll repeat the same mistake again. 2. Audit your strengths Not the ones on your resume, the ones that energize you. 3. Redefine success The next role might not come with the same title or paycheck, and that’s okay if it aligns with growth. 4. Craft your new narrative Tell your story like someone connecting dots, not changing directions. 5. Rebuild your network before you need it The best opportunities come from conversations. 6. Refresh your digital presence Your LinkedIn should reflect where you’re heading, not where you were. 7. Prepare emotionally for uncertainty. Transitions test patience, so ground yourself before you take the leap. 8. Permit yourself to pause Big shifts drain energy. Step back to process the change so you can step forward with intention. 9. Seek feedback, not validation. Ask, “What can I improve?”, not “What do you think of me?” 10. Prioritize your mental stamina You can’t create clarity from burnout. P.S. Which of these 10 do you think most professionals forget? #LinkedIn #Work #Lifestyle #Careergrowth #ProfessionalGrowth