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Career Corridors-helping people to exit organisations with a ...

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Career Corridors-helping people to exit organisations with a ...

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    1. Career Corridors-helping people to exit organisations with a positive mindset during a transformational reorganisation Ruth Ball Talkchange Ltd

    2. Career Corridors Global pressures for Telco’s Fierce competition Growing customer expectations Lower prices hitting revenues Need to reduce cost base Demand to reduce workforce Different skill mix required Sluggish cultures Poor management skills

    3. Career Corridors Huge challenges Merger & acquisition plans High customer + employee churn rate Debt - world-wide approaching $1T Key skills difficult to acquire Employees facing too much change Legacy systems & technology Little experience of improving customer perceptions

    4. Career Corridors Internal problems... Work based around functional silos Low skill level of management teams Internal processes are ill defined Much duplicated effort Poor utilisation of resources Leading to a frustrated workforce

    5. Career Corridors Value of people? Many companies manage costs, not people Costs are easy to see... Value creation is not! Intangible assets form a major source of company value

    7. BT Transformation Right time for BT to make changes Traditional Telco-ICT services Narrowband-Broadband Building most advanced network Creation of Openreach UK-customers in 170 countries Performing well-no better time to make changes

    9. Career Corridors New organisational model in place Phased transition Positive selections to resource jobs Resource pool of career changers created Priority for internal job opportunities Short term roles resourced with career changers

    17. Career Corridors Why develop this programme? Give people realistic options Break out of current mindset Focus on the future and resolution Help people to create a vision for the future and plan to achieve it Train and develop managers to coach their people Develop more resilient work force

    20. Career Corridors

    21. Career Corridors Manager training and development Involvement from Day 1 as key support Manager workshops on process as well as skills training for coaching Ongoing conference calls/workshops as programme developed Manager involvement from Director to first line

    22. Career Corridors Developing a more resilient workforce Raising awareness of ability to bounce back Understanding own areas of resilience Exploring behaviours, automatic thoughts, underlying assumptions and beliefs Developing approach to overcome obstacles Reviewing progress and learning

    23. Career Corridors

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