History and Mission

MacLeod Career Management, Inc. opened its doors in 1987 as the Assessment Center, providing professional consulting services to persons making career changes due to work related injuries. Since then, we've broadened our scope, expanding to outplacement services in 1992, and teaming with Right Management Consultants shortly after that. All of these efforts are consistent with our mission: Helping persons and the organizations they work for effectively manage career changes.

Often, these career changes are due to staff reductions, reorganizations, mergers and acquisitions, individual performance, or other reasons why a person can no longer stay at their position. Other times, a worker or their organization desires change for proactive reasons: career growth or advancement, a desire for change or better fit. We help persons and companies effectively manage career change prompted by any of these reasons.

Services

Over the years, we have grown to encompass several primary areas, all supporting our original mission:

Re-Employment services, including Outplacement Services and Vocational Rehabilitation services.

Consulting services for organizations, including Screening and Selection, Employee Recruitment and Retention, Performance Evaluations, 360° Evaluations, Training, Leadership Development, Coaching and Goal Setting.

Individual services, helping persons making career changes and choices.

Forensic services, offering expert opinions on employment issues.

Philosophy

Here are the secrets we've learned from years of helping people in career change, and that we apply to our work:

People each have unique needs. For instance, some people need stability and prefer to perform work they can count on. They don't care as much about the novelty of a new situation. Other people need new experiences and get bored with repetitiveness. That boredom can affect their effectiveness in their job. Problems occur when individual needs aren't ignored.

The minimum-wage laborer, the professional, and the executive experience similar reactions to job loss and career change, some of which are destructive and need to be overcome: fears of failure, a narrow belief that they have to work in the same occupation or industry, and other limiting thoughts. They often need outside help to see beyond the limits they unnecessarily place on themselves.

One difference between the successful vs. the underemployed worker is that the successful people invest time in their career development and treat it with respect. For instance, the less successful persons tell us they can't make a phone call to a prospective new employer until they get off work, or maybe during their lunch break. The successful people take time from their working day to make that phone call to promote their new career.

You can make money, or go broke, doing just about anything. The secret is to do the thing you want to do, and then live by the professional standards you set for yourself.

Most people know in their hearts what they want to do before they take a test. Most people identify their goals through insight and conversation and informational interviews, not from tests. Still, tests can be of value to help stimulate that thought and discussion, and we use them for that purpose, rather than for a single new answer.

We believe in getting the goal accomplished. If it takes us writing the resume, we do it. If it means we call an employer on the client's behalf, we do it. We just want results, and we like to work as a partner with the job seeker in the process.