Organisations almost always face the challenge to effectively manage employee transitions.
These transitions come from employees returning to the workforce post 1) Maternity 2)
Sabbaticals 3) Choice career breaks.
Global Generations - A global study on work-life challenges across generations
The way a manager handles the transition and how the employee is made to feel when planning
to take a career break – the emotional maturity with which the dynamics of this context are
handled by the manager and the employee, becomes a critical factor for the successful
outcomes of any transition.
Our belief to address this need, allows us to suggest a comprehensive approach that takes
into account multiple stakeholders who need to integrate and address employee transitions.
Our belief also reiterates the power of coaching that can transform the way each and every
stakeholder plans, addresses, and successfully charts out the transition.
Three words that might initially spell unparalleled joy, cheer and euphoria for most women
could very well change to worry, anxiety and stress in no time, considering the multitude
of changes that the phenomenon of maternity brings along. Soon, the magnitude of this
“good news” dawns upon not just the woman herself but her family, near and dear ones and of
course her employer if she happens to be a working professional.
At Global Coaching Lab, we realized the futility of simply coaching the women professionals
without involving their environmental stakeholders. After months of thorough research we have
identified 4 powerful components for optimum impact of the Program – The manager, the HR, the
expecting professional and the returning professional.