SMG is Australia’s premier leadership development advisor. Since 1998, we’ve partnered with exceptional talent to elevate leadership skills and unlock organisational potential.
Speak with someone at SMG
Unlocking executive excellence
0 %
After a restructure, change or downsizing project has been successfully implemented, the business transformation is about to begin. Remaining staff, teams and managers need to adapt to their own changing role and career, which involves creating a new organisation in a challenging environment of uncertainty.
As business psychologists and experts in sustained behaviour change, our validated four-stage behaviour change framework builds and leverages the variables that facilitate success, and removes the anchors and barriers for success.
Career transition is a very personal and private experience, so our career coaches work directly, one on one with each client to understand their unique needs, drivers and circumstances. In this way, each client’s personal career coach can facilitate their specific objectives in a targeted and tailored way.
Having the right people, with the right skills, in the right place, at the right time, requires a thoughtful methodology to understand the career goals, capabilities and development needs of your employees. The best talent mobility initiatives also include support for individuals as they explore and transition into new roles.
Our focus on career and wellness helps our clients to be at their best throughout their transition mentally, emotionally and physically. While achieving their career aspirations, SMG clients experience a 28% boost to their overall wellness profile.
75%
of participants increased remuneration package.
1 in 4
clients receive promotions.
28%
of participants experienced improved personal wellness.
39%
of clients report a boost to self esteem.
We believe everyone deserves support through career transition. By supporting individuals during these moments, organisations can safeguard the culture, engagement, wellbeing and performance needed to adapt and grow.
Transitioning into a new role, team, organisation and culture
Building confidence around career goals
Employees who are clear and confident about their career goals and assets are able to be redeployed across the organisation. This level of agility ensures that the right person is solving the right business problem at the right time.
Enhancing leadership skills for new roles
Being promoted doesn’t automatically instil new leaders with the skills and capabilities required at the next level. They need and deserve support. Mining for talent also provides more opportunity or high potential employees and greater career mobility.
Building adaptability in hybrid environments
Organisations are shifting to new ways of working. Building resilience and change adaptability to thrive in the hybrid work environment is key to facilitate this transition, as is keeping your staff engaged with the business purpose.
Support following role redundancy
Employees impacted by role redundancy need support for career transition and wellness coaching. Successful business transitions require planning for the people side of change and engaging remaining employees to maintain engagement and productivity.
Returning to work after periods of leave
Returning to work after a long period of leave often calls for re-onboarding and is often an opportunity to assess role fit, career goals, training needs and flexible working arrangements. Effective planning is key to supporting parents and other employees to return to work with confidence.
Expert insights delivered
to your inbox
Subscribe to our newsletter for a regular dose of leadership best practices and inspiration.
Subscribe to our newsletter for a regular dose of leadership best practices and inspiration.
