{"id":3968,"date":"2025-05-26T18:45:09","date_gmt":"2025-05-26T18:45:09","guid":{"rendered":"https:\/\/dev.psicotec.com\/?p=3968"},"modified":"2025-05-26T18:45:09","modified_gmt":"2025-05-26T18:45:09","slug":"lets-talk-about-career-transition-counseling","status":"publish","type":"post","link":"https:\/\/www.psicotec.com\/en\/lets-talk-about-career-transition-counseling\/","title":{"rendered":"Let&#8217;s Talk About Career Transition Counseling"},"content":{"rendered":"<p><strong>Let&#8217;s talk about Career Transition Counseling.<\/strong><\/p>\n<p>Uncertainty, fluctuating markets, constant price increases, digitalization, and the scarcity of raw materials, only confirm the reality that this environment, formerly VUCAH and now BANI, forces and pushes companies more and more to seek constant formulas for adaptation and optimization of structures.  costs and processes.<\/p>\n<p>All this translates into organisational changes that can cause movements among our professionals, whether they are:<\/p>\n<ul>\n<li>Due to a <strong>change of role\/area within the organization<\/strong> (Upward Movement, Promotion, Lateral Movement, Functional Change&#8230;<\/li>\n<li><strong>Disengagement from the organization<\/strong>.<\/li>\n<\/ul>\n<p>In both cases, it is essential to provide these professionals with the best tools to take on the new challenges. But why? <\/p>\n<p>There are two main reasons for an organization to support people in the face of this type of change. Firstly, the <strong>commitment to People, Training and Continuous Improvement<\/strong>, a commitment that must be anchored in the DNA of organisations to ensure their evolution and adaptation in the future. <\/p>\n<p>But on the other hand, there is a second and increasingly important motive: Employer Branding. When an organization helps its employees to adapt and professionals in the process of leaving to find new professional opportunities, it is betting on the <strong>generation of a strong employer brand committed<\/strong> to People. <\/p>\n<p>For both reasons, at <a href=\"http:\/\/www.psicotec.com\">Psicotec<\/a> we propose a proven methodology, oriented to the objectives and expected results:<\/p>\n<p><img fetchpriority=\"high\" decoding=\"async\" class=\"size-full wp-image-8782 alignleft\" src=\"https:\/\/dev.psicotec.com\/wp-content\/uploads\/2022\/06\/ATP.png\" alt=\"Career Transition Counseling\" width=\"300\" height=\"228\"><\/p>\n<p>This methodology is based on three distinct phases: a starting point for analysing the person and self-knowledge, a setting phase for personal and professional objectives and a personal action plan with activities and tasks appropriate to each individual.<\/p>\n<p>For this <strong>Action Plan<\/strong> to be effective, it is important to adapt it to the casuistry of each individual and, therefore, it is essential to draw up an Individual Development Plan that combines training actions, informative actions, coaching and mentoring sessions&#8230; all of them coordinated in a personalized menu and tailored to the needs of the person.<\/p>\n<p>But as with any plan, as important as the plan itself is the ability to generate adherence to it to achieve the fulfillment of the objectives set. <strong>The follow-up of the teaching and research staff is the cornerstone on which we will build the successful future of the professional<\/strong>. A follow-up that will mark specific moments for the review of the milestones and commitments acquired, an analysis of the evolution of personal KPIs and the definition of new commitments in later stages. <\/p>\n<p>And last but not least, when designing this type of program there is something that we must never forget: the work focus in these projects is to motivate action, through the real vision of the market. To this end, there are some elements that have proven effectiveness: <\/p>\n<ul>\n<li>Tips and menu of actions both in personal and professional development actions, as well as in the search for opportunities.<\/li>\n<li>Develop a realistic action plan that is appropriate to the needs and expectations of each person in order to achieve commitment as a means of mobilizing action.<\/li>\n<\/ul>\n<p>In short, people-orientation is the key to the efficient development of organizations; Moving forward by supporting the development of the people who are or have been part of the organization is a <strong>real recognition of their commitment and involvement<\/strong> , which in turn will have a positive impact on the <strong>employer&#8217;s brand image<\/strong>, helping to attract the necessary talent for each moment. To support this task, there is a tool that is often forgotten but that, <strong>due to its effectiveness, we should not miss: the Professional Transition Counselling programmes.<\/strong> <\/p>\n<p style=\"text-align: right;\"><em>Vanessa Hernanz.-Director. Development of Psicotec<\/em><\/p>\n<p style=\"text-align: right;\"><em>Carmen Rodr\u00edguez- Director. Selection and Evaluation of Psicotec. <\/em><\/p>\n<p>&nbsp;<\/p>\n<hr>\n<p>At <a href=\"http:\/\/www.psicotec.com\"><span style=\"color: #003a89;\"><strong>Psicotec <\/strong><\/span><\/a>we firmly believe in People and, by vocation, we are convinced that the main tool for the growth of people and organizations is development. People and organizations are not static entities and in the face of change, our organization&#8217;s effort must be aimed at supporting the adaptation of professionals in their internal changes or in their disengagement processes. If your organization is considering changes in the workforce or the organization of work, perhaps a Professional Transition Advisory Plan is what you need. Do not hesitate and contact <span style=\"color: #003a89;\"><strong>Psicotec <\/strong><\/span>.   <\/p>\n","protected":false},"excerpt":{"rendered":"<p>Let&#8217;s talk about Career Transition Counseling. Uncertainty, fluctuating markets, constant price increases, digitalization, and the scarcity of raw materials, only confirm the reality that this environment, formerly VUCAH and now BANI, forces and pushes companies more and more to seek constant formulas for adaptation and optimization of structures. costs and processes. All this translates into [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":2928,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[41,51],"tags":[],"class_list":["post-3968","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog-en","category-psicotec-en"],"_links":{"self":[{"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/posts\/3968","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/comments?post=3968"}],"version-history":[{"count":1,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/posts\/3968\/revisions"}],"predecessor-version":[{"id":4242,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/posts\/3968\/revisions\/4242"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/media\/2928"}],"wp:attachment":[{"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/media?parent=3968"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/categories?post=3968"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.psicotec.com\/en\/wp-json\/wp\/v2\/tags?post=3968"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}