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Most of the tasks associated with a career transition are the responsibility of the executive. Consultants guide executives toward resources, but do not actively participate. |
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One-to-one consulting time is often inadequate - the average client/consultant ration is over 50 executives to one consultant. Most traditional firms rely heavily on group workshops. |
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Personal introductions to executive networking contacts and job lead connections are rarely provided or are generally inadequate. |
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Consultants do not have the time to fully understand the executive's situation, and therefore are prevented from delivering a thorough, high-quality career transition campaign. |
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Consultants assigned to executives typically do not have senior executive operating level backgrounds. |
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Service delivered is typically formula (textbook) driven an not customized to the executives's specific requirements and level of expectations. |
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Confidentiality and emotional support that promotes optimism, momentum, a strong sense of confidence and self-assuredness throughout the career transition process |
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If an executive has special needs for resources or services that fall outside of the traditional firm's program definition, it is difficult for the firm to satisfy the executive's request. |
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Most programs offered have time limits, regardless of the executive's re-employment status. |
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