This story is a personal recollection by Wesley Hui, Founder of Wisenet Asia.

Everyone has those emotional moments at work—those times when memories linger because they are so profound and heart-wrenching. Despite the expectation to remain composed, feelings can become overwhelming, especially when working on outplacement/talent transitions projects. At our company, we specialize in outplacement services, and I often reflect on my early experiences in this field.

I remember vividly my twenties at a recruitment company, where I managed talent transitions for multinational corporations as a third-party consultant. One case, in particular, remains etched in my memory. The client was an expat in his forties, a towering figure at over six feet tall with a large frame. When we sat down to discuss his career transition, he began to cry even before our conversation officially started. Caught off guard by the emotional outburst of such a strong man, I was initially unsure how to respond.

Instead of attempting to impose structure in that moment, I chose to connect with him on a personal level. I casually asked about his story in a conversational manner and listened empathetically as he shared his experiences. It became clear that he needed someone to truly hear him, someone who could offer an external perspective. As he opened up, we gradually regain control over the emotional tide that had swept through our meeting.

As we navigated this challenging period together, we engaged in a series of reflective exercises that allowed him to explore his feelings and thoughts. Our actual framework for outplacement consists of several phases of written and consultative exercises.  However, in this particular case, our approach was less about rigid frameworks and more about creating a space for self-discovery and clarity.

Exploring Possibilities: We discussed his past roles and the experiences he enjoyed most, highlighting the aspects of work that truly ignited his passion. This exploration allowed him to envision a future that aligned with his authentic self.

Reflecting on Core Values: We took a step back to identify what truly mattered to him in his career—beyond just job titles and salaries. By understanding his core values, he could prioritize what he wanted in his next role.  This part of our discussion was light and brought some real laughters, especially when we tackled the $50 million question that revealed his real personal values.

Unpacking Strengths: Rather than focusing solely on his skills, we examined the unique qualities that made him who he is. This conversation illuminated his strengths and how they could be leveraged in future opportunities.

Navigating Emotional Terrain: We acknowledged the emotional aspects of his transition, discussing how feelings of uncertainty and fear were natural. By normalizing these emotions, he found a sense of relief and empowerment.

Envisioning a New Path: Finally, we envisioned what his ideal work environment would look like. This creative exercise helped him picture not just a job, but a fulfilling career where he could thrive.

In my experience, the journey of talent transition is as much about emotional support as it is about strategic planning. It’s essential to create an environment where individuals feel safe to express their emotions and uncertainties. By doing so, we empower them to navigate the often tumultuous waters of career change with clarity and confidence.

Embracing the human side of outplacement allows us to help individuals transition successfully while fostering resilience and growth in their professional lives.

Looking back, each successful client transition brings me immense satisfaction; they are a part of my blessings.

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