What strategies can you use to coach individuals who have been laid off or terminated?

Losing a job can be a traumatic and stressful experience, especially in uncertain times. As a career development coach, you can play a vital role in helping your clients cope with the emotional, financial, and professional challenges they face. In this article, you will learn some strategies to coach individuals who have been laid off or terminated, and how to support them in finding new opportunities.

1 Acknowledge their feelings

The first step in coaching someone who has been laid off or terminated is to acknowledge their feelings and validate their emotions. They may feel angry, sad, fearful, ashamed, or hopeless. They may also experience a loss of identity, confidence, or self-esteem. As a coach, you can listen empathetically, express compassion, and avoid judging or minimizing their situation. You can also help them reframe their thoughts and challenge any negative or irrational beliefs they may have about themselves or their future.

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Janet Basile, MBA, SPHR, SHRM-SCP

Helping Professionals Shine | HR Consultant | 20+ Years in HR | Transition Specialist | Guiding Job Seekers to Succsess
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Job loss from a layoff, termination, or sudden resignation can be a kick to the gut, even if it comes as a relief. To some, grieving a job loss sounds absurd, but hear me out. Our jobs can be our identity, such as a nurse, engineer, machinist, or teacher. Losing a job feels like losing part of our identity with feelings of denial, anger, “what-if,” isolation, and shame. Talking through those feelings of job loss with a coach or therapist can help prevent those feelings from becoming unmanageable and help transition through healthy goals, job searches, and even career changes.

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2 Assess their needs

The next step in coaching someone who has been laid off or terminated is to assess their needs and help them prioritize their actions. They may need to deal with immediate issues such as applying for unemployment benefits, updating their resume, or managing their budget. They may also need to explore their options and goals, such as changing careers, pursuing further education, or starting a business. As a coach, you can help them identify their strengths, skills, values, and interests, and guide them in creating a realistic and achievable plan.

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3 Provide resources and referrals

The third step in coaching someone who has been laid off or terminated is to provide them with resources and referrals that can help them in their job search and career development. They may need assistance with writing cover letters, preparing for interviews, networking, or negotiating offers. They may also benefit from joining support groups, online communities, or mentoring programs that can offer them emotional and practical support. As a coach, you can share relevant information, tools, and contacts, and encourage them to use them effectively.

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Janet Basile, MBA, SPHR, SHRM-SCP

Helping Professionals Shine | HR Consultant | 20+ Years in HR | Transition Specialist | Guiding Job Seekers to Succsess
Report contribution
Beyond providing practical resources for job hunting, it's important to address a classic interview question that is often difficult to answer: "Why did you leave your last job?" It's crucial to help clients navigate how to explain their departure in job interviews, as each situation is unique to each person. Coach them to be honest and positive, emphasizing what they learned and how they grew, even in the face of an unwanted job loss. Highlight the good that came with the change. Remind them to rehearse their response out loud a few times, so they are prepared to answer the question honestly and positively. This way, their story will stand out in interviews.

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4 Monitor their progress and motivation

The fourth step in coaching someone who has been laid off or terminated is to monitor their progress and motivation, and help them overcome any obstacles or setbacks they may encounter. They may face rejection, frustration, or discouragement in their job search, or they may struggle with maintaining a healthy balance between work and life. As a coach, you can check in regularly, celebrate their achievements, provide feedback, and hold them accountable. You can also help them cope with stress, build resilience, and stay positive.

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5 Encourage their learning and growth

The fifth step in coaching someone who has been laid off or terminated is to encourage their learning and growth, and help them see the opportunities and possibilities that lie ahead. They may discover new skills, passions, or perspectives that can enrich their career and life. They may also develop new relationships, networks, or collaborations that can enhance their professional and personal development. As a coach, you can help them reflect on their experiences, learn from their mistakes, and embrace change.

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6 Review and celebrate their outcomes

The sixth and final step in coaching someone who has been laid off or terminated is to review and celebrate their outcomes, and help them transition to their new situation. They may have found a new job, started a new venture, or decided to pursue a new direction. They may also have gained more confidence, clarity, or satisfaction in their career and life. As a coach, you can help them evaluate their results, acknowledge their efforts, and appreciate their growth. You can also help them plan for their future, and maintain a long-term relationship with them.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What strategies can you use to coach individuals who have been laid off or terminated?

1

2

3

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1 Acknowledge their feelings

2 Assess their needs

3 Provide resources and referrals

4 Monitor their progress and motivation

5 Encourage their learning and growth

6 Review and celebrate their outcomes

7 Here’s what else to consider

Career Development Coaching

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What strategies can you use to coach individuals who have been laid off or terminated?

1

2

3

4

5

6

7

1 Acknowledge their feelings

2 Assess their needs

3 Provide resources and referrals

4 Monitor their progress and motivation

5 Encourage their learning and growth

6 Review and celebrate their outcomes

7 Here’s what else to consider

Career Development Coaching

Rate this article

Thanks for your feedback

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