How You Treat People on the Way Out Defines Your Organization
Human-Centric Outplacement for Purpose-Driven Organizations
Brand Integrity
Values Alignment
Employee Morale
Workforce Transitions Reveal True Leadership
Every separation sends a message. What will your decisions say about your company?
Principles Under Pressure
You choose to make responsible business decisions without compromising your commitment to dignity, respect, and compassion.
Reputation at Stake
Your retained staff, your customers, and the public will all form opinions based on how transitions are handled, so there’s a lot at stake.
Consequences That Linger
Future productivity and engagement, customer loyalty, and long-term unemployment costs are strongly linked to the support you provide.
Hi, I'm Rachel MacDonald.
Career Coach and Founder of Silver Lining Strategy
I founded Silver Lining Strategy because I’ve spent over 20 years sitting on your side of the table. I understand the quiet crisis that purpose-driven leaders face during a restructuring and the heavy moral weight of wanting to protect the company’s future while fearing erosion of the culture and trust you’ve worked so hard to build.
Having led HR and Operations through high-stakes transitions at private, corporate, and non-profit organizations, I know that for people-centric brands whose aim is to do more good and maintain positive social impact, a layoff isn’t just a logistical task. It’s a test of your purpose and mission. I’m here to support organizations because I understand the tension of the moment, and I know that the way you say goodbye is just as important as the way you hire.
A Human Approach to Outplacement with Care & Dignity
Traditional outplacement firms focus on resumes and job listings. That’s fine, if it’s still 2019.
We believe there is a better way. Our approach focuses on the individual navigating the transition.
First and foremost, we support the mental well-being of departing employees, so they can process the change, build capacity for what’s next, clarify their strengths, and move forward with intention and direction while leaning into career strategy and execution.
The result is healthier, steadier re-entry into the workforce and leadership decisions that support the principles on which your business is built.
We believe that respect is foundational to all interactions, and clarity is the tool that gets us where we want to go with speed and accuracy. “Slow is smooth, smooth is fast.”
“Rachel helped me reframe my experience to better highlight my strengths and skills, which gave me so much more confidence in my applications. I can't thank Rachel enough for her invaluable help and highly recommend her services to anyone looking to advance their career.”
Ivy Doan, South Carolina
Three Steps to Lead Well Through Transition
1
Clear. Responsible. Effective.
Start the Conversation
Book a Discovery Call to discuss your organization’s needs, timeline, and priorities.
2
Select a Support Level
Choose the transition package that fits your budget and leadership goals.
3
Honor the Exit
Provide your separated employees with meaningful guidance that protects their future and your sterling reputation.
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The Financial Case for Strategic Outplacement
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