Q: When would I call in Transition-Path?

A: Many of our engagements occur when someone resigns or moves on unexpectedly. You are now short staffed yet burdened with the extra work of finding a replacement, calming the waters and determining the reasons for the departure.
Mapping out the scope and status of the departing person’s tasks, internal and external relationships and priorities is also very important but in the real world gets less immediate attention.

Q: What does Transition-Path do?
A: We quickly and methodically collect and organize information from departing employees in Business, Government and Health Care. We capture the scope and status of the departing person’s tasks, internal and external relationships and priorities.

Q: What is the Business case for using Transition-Path?
A: The Business Case for Transition-Path is based on two simple ideas – Speed and Value over Effort.
Speed refers to quick reaction and quick delivery of results and findings.
Value over Effort refers to the extra value of effortlessly acquiring critical information in time to be used.

Q: How quickly can Transition-Path respond?
A: We can respond within one business day in most cases.

Q: How is the information collected?
A: We have a proprietary, structured interview methodology and reporting technology that is both quick and thorough. An initial interview lasts one hour for what we call a “BroadScope™”.
Follow up interviews that explore specific aspects of a job in more detail we call a “Detailed Discovery™”.

Q: How long does it take to produce a report from a Transition-Path structured interview?
A: Reports are provided to management on the same day as the interview.

Q: Is the report difficult to understand?
A: No. A Transition-Path report is highly visual, graphic and self explanatory.
A great deal of effort has gone into matching the reporting technique with the interview technique and streamlining both. Your Transition-Path partner can show you a sample output.
Transition-Path fills this gap and reduces the burden on the manager by providing the “value” quickly while reducing the demand on the manager’s time and resources.

Q: How does the manager use the Transition-Path report?
A: In the case of a departing employee, the manager can immediately assure that every project, task and relationship has someone assigned to cover it.
Later the manager can map the existing job description against the snapshot of the departing employee’s activities. This will reveal any gaps and help refine the skills and experience criteria of the replacement.

Q: Is Transition-Path only appropriate for unexpected resignations?
A: No. Mapping out a job, at any time, provides surprises to everyone involved.
Every Business, Government and Health Care group has a different culture and its own ways of doing things. No standardized “Job Description” has ever captured the full scope of the tasks, relationships, touch points and juggling of priorities required to actually do the job well.
Transition-Path can add value in Mergers and Acquisitions in assigning responsibly without overlap.
Growing organizations find it difficult to split jobs and duties and people become overburdened. Transition-Path Job Maps are a useful tool for decision making in a growth organization.

Q: What other services does Transition-Path offer?
A: On request, Transition-Path can look across a series of structured interviews and Job Descriptions and make recommendations for change.
We experience many responses to the BroadScope™. Often the manager will ask for a Detailed Discovery™ on risk areas of the BroadScope™. This involves another 1 hour session to isolate and expand the particular area, or a “Deep Dive”.
Transition-Path can facilitate Knowledge Transfer sessions using the Transition-Path Job Maps and Knowledge Transfer Workbooks. A two way exchange with highly interactive clarifications is a typical result.
The Job Map becomes a common format, documentation and reference manual for future needs including job descriptions and performance management disciplines.