Helping employees retire successfully
Demographics in the U.S. and other developed nations point to an aging population as varied as the general workforce.
Some choose traditional retirement paths while others seek options allowing them to remain engaged and involved with their careers. Employees are remaining with their organizations longer and rarely plan for disengagement and how to transition to retirement. This lack in retirement transition planning is leaving a void in workforce planning, impacting succession and critical knowledge transfer, not to mention employee engagement and organizational performance.
- By 2024, 1 in 4 U.S. workers will be age 55 or older…up from 11% in 2000… by 2030, 1 in 5 U.S. workers will be 65+
- 83% of companies report having a significant number of employees at or approaching retirement age (Deloitte, 2018)
Retirement transition planning and coaching support
CCI Consulting’s Retirement Transition Planning helps employees in the aging workforce prepare for retirement so they can enjoy the next chapters of their lives while it helps employers prepare for a changing workforce. Retirement transition marries the need for workforce and retirement planning with employees’ need to think about next steps. By engaging employees and the organization in a meaningful conversation, we promote the dialogue and planning that drives better outcomes for all.
We help organizations honor the legacy and contributions of the aging workforce while also preparing them for retirement and the organization for transition. Our programs and methodology ensure that late-stage career employees will feel valued for their work and supported in their journey, while the organization can more effectively address succession planning, knowledge transfer and continuity.
For over thirty years, the CCI Consulting team has been helping small, mid-sized, and large companies manage older workers and providing helpful and effective services that help make the transition to retirement easier for both the employee and the organization. Contact us today to learn how our team can help your employees successfully prepare for retirement.
The Business Impact of Effective Executive Coaching
- 96% Satisfaction rate among leaders receiving coaching
- 94% Felt better equipped to be a leader as a result of coaching
- 97% Were able to build rapport, trust, and a good working relationship with their coach
(Aggregate survey feedback from participants of CCI Consulting’s Executive Coaching, 2000 – 2019)
96% Satisfaction rate among leaders receiving coaching
94% Felt better equipped to be a leader as a result of coaching
97% Were able to build rapport, trust, and relationship with their coach
A world class technology services organization was experiencing a leadership restructure in the Information Technology Group and had a critical need for combined talent management services. They retained CCI Consulting to conduct an executive search to identify and secure a progressive Information Technology Leader as well as provide Career Transition support to their outgoing IT leader. Within our client’s structure, the IT leader plays an instrumental role in optimizing the partnership of the IT Organization with the business. The client was seeking a dynamic and proven industry professional who would lead the planning and implementation of enterprise information systems, aligning and exploiting technology for the advantage of the organization to lead the digital age. The role needed a visionary who was grounded in state-of-the-art technology; a leader committed to collaborative relationships; a business partner who was passionate about creating pragmatic solutions; and a mentor and coach who inspires others to continually improve, create, and innovate.
After conducting a thorough intake session with the client that identified the experience, competencies, motivation, and cultural fit necessary for success, CCI mapped out a national search strategy. Our research initiative “mapped the market,” identifying companies of similar industry and complexity and individuals whose backgrounds closely aligned with the client’s specification. A comprehensive outreach campaign followed, which included marketing and networking the opportunity to engage the right candidates. We provided compelling information about the company and opportunity along with career management guidance. Seriously interested candidates were then carefully assessed against all factors for success to assure they met or exceeded our client’s need.
Through a collaborative partnership with our client and our internal team’s focused efforts, CCI successfully completed the search within the client’s aggressive hiring timeline. Within a six-week period, the initial slate of candidates was fully vetted and introduced to the client. The hired candidate was a candidate in this initial group. After successfully securing their IT leader, CCI was retained to attract and secure three additional leaders, (VP, Marketing; VP, Commercial Business; and VP, Litigation and Employment Law), all of which had successful outcomes.
A dynamic and growing private equity-owned, multi-site health services organization needed to identify the successor for a highly regarded, long-term member of the leadership team. Within their shared leadership culture, they needed a true strategic business partner to take a sophisticated approach to building organization leadership. The Chief Human Resources Officer needed to be capable of developing technical expertise in key areas of human resources; advancing HR programs and objectives that maximize the investment in employees; and aligning HR initiatives with the organization’s financial and operational goals. The role required a proven, insightful, collaborative, and empathic human resources leader committed to developing a high-performing and engaged workforce amongst the client’s nearly one thousand employees. The incumbent CHRO had provided a firm retirement date and our work needed to align with that established timeline.
CCI partnered with the senior leadership team to gain consensus on the targeted candidate profile, which included having either “first-chair” HR experience; or “second-chair” experience if they operated autonomously. While the client would have considered a promising, high-potential candidate, the challenges of the role required a proven leader who could step right in. Through a collaborative approach, it was agreed that the search would not only focus on the healthcare services sector but also other industry experience we felt was transferrable. We conducted a national search with primarily a local or regional focus. Candidates with a broad range of experience were identified and contacted. Through a comprehensive assessment process, we narrowed the candidate pool to not only the most qualified but also the most likely to thrive and succeed in the role and environment.
A shortlist of candidates was submitted within the anticipated six-week timeline and candidates moved through to final interviews. At the conclusion, there were reservations about candidate style and alignment with the private equity leadership team and additional candidates were desired. We proficiently delivered another full slate of candidates for consideration. Six were interviewed and two finalists emerged, making a tough decision for the client. The selected candidate accepted the offer which we had pre-closed. The start date was more than a month before the retirement date of the incumbent and a smooth transition of HR leadership occurred. The client was very pleased with both the outcome and the collaborative partnership we provided. The hired candidate provided 20 years of experience in varied industries, including the healthcare, hospitality, and services sectors, and had successful experience in entrepreneurial settings, which fit well with the private equity leadership team and organizational direction.