Career Development Partners, Inc.

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Career Development Partners, Inc. Providing Solutions. Impacting Lives. Because people are worth the investment.

When an organization reduces staff, two groups are watching: the people who are leaving and the people who stay.How you ...
09/30/2026

When an organization reduces staff, two groups are watching: the people who are leaving and the people who stay.

How you handle that moment says more about your culture than any values statement on the wall. That's why outplacement is more than a kind gesture. It's a sound business decision.

Here's what it does for your people and your organization:

1. Shortens the path to what's next. 75% of the people CDP supports land their next role faster than the national average.

2. Strengthens your employer brand. Former employees talk. The way you treat people on their way out shapes whether tomorrow's best candidates say yes.

3. Lowers risk. Clear communication, prepared managers, and real support reduce the chance of claims, disputes, and costly missteps.

4. Steadies the team that stays. Remaining employees notice how their colleagues were treated. Care builds trust, and trust protects engagement and productivity.

5. Supports managers through a hard conversation. Delivering difficult news is one of the toughest parts of leadership. With experienced transition coaches beside them, managers can stay focused on leading.

6. Treats people with dignity. Outplacement gives people a clear next step and shows everyone watching that your organization means it when it says people matter.

7. Delivers a measurable return. 96% of the people CDP supports maintain or increase their salary in their next role. When transitions go well, everyone benefits.

People are worth the investment, even when they're leaving your organization.

HR leaders, what's one thing you wish every manager knew before a layoff conversation?

https://careerdevelopmentpartners.com/outplacement/

Most leaders can remember a meeting where they knew exactly what they wanted to say, and it still didn't land.The ideas ...
09/29/2026

Most leaders can remember a meeting where they knew exactly what they wanted to say, and it still didn't land.

The ideas were solid. The delivery got in the way.

For leaders, that gap costs more than it does for most people. Your team reads you in every all-hands, one-on-one, and budget discussion. When your delivery is unsteady, people start to doubt the message, even when it's the right one.

Research suggests people form first impressions in about a tenth of a second, based on nonverbal cues alone. Before a leader says a word, the room has already started deciding how much to trust them.

Here's what the audience notices:

➡️ Uncertainty rushes to fill every silence. Confidence lets key points land.

➡️ Uncertainty talks at the room. Confidence talks with it.

➡️ Uncertainty keeps looking back at the slides. Confidence keeps looking at the people.

➡️ Uncertainty lets body language undercut the words. Confidence lets it back them up.

➡️ Uncertainty hopes the room will follow along. Confidence brings the room along.

The good news is that presence isn't a trait reserved for a lucky few. It's a set of skills, and skills can be learned. That's the heart of Command the Room, a Career Development Partners training that helps leaders show up with confidence and connect with the people they're speaking to.

If your leaders are ready to make a stronger impression in the moments that matter, we'd love to help: https://careerdevelopmentpartners.com/development/leadership-talent-development/command-the-room/

Most managers remember the first time they had to tell someone their job was ending.They remember what they said. More o...
09/24/2026

Most managers remember the first time they had to tell someone their job was ending.

They remember what they said. More often, they remember what they wish they'd said.

These conversations are among the hardest parts of leadership, and most managers get little or no preparation for them. When the words come out wrong, the person leaving feels it, and the team that stays hears about it.

A few things make a real difference:

1. Get to the point quickly. Small talk before bad news makes the moment harder. Share the decision within the first minute.

2. Be clear. Vague phrases like "we're making some changes" leave people confused and anxious. Say plainly that the position is being eliminated.

3. Don't reopen the decision. Listen with empathy, but avoid debating or hinting that things could change.

4. Keep the focus on them. "This is hard for me too" may be true, but this moment belongs to the person hearing the news.

5. Explain what happens next. Share the details on pay, benefits, and the transition support available. A clear next step gives people something to hold onto.

Managers don't need a perfect script. They need preparation, and the reassurance that support is in place for the person on the other side of the table.

HR leaders, how do you prepare your managers for these conversations?

08/12/2026

Cherokee Nation Businesses is investing in its next generation of talent, and we were glad to be part of it.

Recently we spent a full day with 50+ young professionals from Cherokee Nation Businesses, digging into three skills that matter long after any internship ends:

→ Networking with Authenticity, with Christina Federline
→ Confident Body Language, with Joshua Tanusaputra
→ LinkedIn and Interviewing, with Bri Hines

What stood out most wasn't the content. It was the room. Full tables, real conversations, and professionals who showed up ready to learn.

That's what happens when an organization decides early career development isn't optional. Cherokee Nation Businesses didn't have to build this kind of day for their interns. They chose to.

A special thank you to Vince Carr for trusting us with your future leaders, and to Lisa Campbell for the work behind the scenes that brought this day to life. Days like this don't come together without people who care enough to make them happen.

It's a good reminder for any organization: the skills that make someone effective in a career interview, present with confidence, network without feeling forced aren't things people are simply born with. They're built. And they're worth building early.

If your organization is thinking about how to invest in early career talent, we'd love to be a resource.

Seven years ago, Joshua Tanusaputra joined Career Development Partners. This year, he became its owner.Ask anyone who ha...
08/11/2026

Seven years ago, Joshua Tanusaputra joined Career Development Partners. This year, he became its owner.

Ask anyone who has worked with him and you hear the same thing first. He notices people. He is the one who finds a specific, unrepeatable way to mark a milestone or steady someone on a hard day, usually before anyone else has registered that the day was hard. It's a small thing. It says something big.

That instinct is the whole job here. People come to CDP in the middle of a layoff, a stalled career, a transition they did not choose. What they need is someone paying attention. Joshua has been doing that since 2019, and now he is doing it as the person responsible for the whole firm.

So we want to open this up. If it has been a while, reach out. He would rather hear from you than read another congratulations.

Congratulations, Joshua. Seven years in, and the best part is still ahead.

Losing a job is hard enough on its own. What happens next, and how long that support actually lasts, is what people reme...
08/04/2026

Losing a job is hard enough on its own. What happens next, and how long that support actually lasts, is what people remember.

Kirk Walker shared this after going through a career transition with us:

"The staff at Career Development Partners were great. They provided very good guidance during this difficult chapter of my career and were there afterwards offering continued support during my employment-seeking efforts."

That word "afterwards" stands out. Support doesn't end when the program's official sessions wrap up. The job search itself can stretch on, and that's exactly when people need someone still showing up for them.

Thank you, Kirk, for sharing this with us.

Read more reviews from our participants: https://www.google.com/search?hl=en-US&gl=us&q=Career+Development+Partners,+4137+S+Harvard+Ave+%23+A,+Tulsa,+OK+74135&ludocid=16524660669368095632&lsig=AB86z5US_-fD1L8nr9jMv8bPFngo =

This month, we're celebrating five years of Bri Hines as our Director of Human Capital Solutions at Career Development P...
08/03/2026

This month, we're celebrating five years of Bri Hines as our Director of Human Capital Solutions at Career Development Partners.

Bri has spent that time sitting across from people on some of the hardest days of their careers, and helping them see what comes next. Job loss can feel like an ending. Bri has a gift for helping people find the beginning hiding inside it.

That's the work of a great coach. Not promising an easy path, but walking alongside someone until they can see one for themselves.

Outside of work, Bri brings that same warmth home as a mom to two young children, proof that the patience and care she offers her clients isn't a technique. It's just who she is.

Thank you, Bri, for five years of showing up for people when they needed it most. Here's to many more.

If you've worked with Bri, we'd love to hear what she meant to you in the comments.

Most outplacement programs are judged by how they start: the launch call, the resume draft, the coaching session.But the...
07/29/2026

Most outplacement programs are judged by how they start: the launch call, the resume draft, the coaching session.

But the programs that actually work are judged by what happens in the following weeks, when the job search has slowed down and motivation is the hardest thing to hold onto.

Job seekers rarely lose momentum because they lack effort. They lose it because the responses go quiet for weeks at a time, and there's no structure keeping them moving through that stretch.

This is the real test of a transition program. Not whether it gets someone started, but whether it's built to sustain someone through the slow weeks, with consistent check-ins, accountability, and a person tracking their progress when they don't have the energy to track it themselves.

If your organization offers outplacement, it's worth asking whether the program is designed for week one, or for week four.

A resume rewrite can feel like a small thing on paper. For the person searching for their next role, it can be the diffe...
07/28/2026

A resume rewrite can feel like a small thing on paper. For the person searching for their next role, it can be the difference between getting a callback and getting overlooked.

Jack Blankley shared this after working with Joshua:
"The improvement Joshua made to my resume and other insights provided were life-changing. A true guide through the job market. I truly believe Joshua and his team leave zero doubt when it comes to the job search process."

That kind of confidence - walking into a job search with zero doubt instead of second-guessing every application - doesn't happen by accident. It comes from having someone in your corner who knows the market and knows how to position you in it.

Thank you, Jack, for sharing this with us.

Read more reviews from our participants: https://lnkd.in/gwBDjccm

We often hear a version of the same worry from HR leaders before a layoff: "We want to do right by the people leaving, b...
07/23/2026

We often hear a version of the same worry from HR leaders before a layoff: "We want to do right by the people leaving, but we can't afford to lose momentum with the team that's staying."

After 35 years of this work, here's what we've seen. Those two goals aren't in tension. They're connected.

How a company handles an exit tells remaining employees more about leadership than any internal memo could. When people see colleagues treated with genuine care during a transition, trust goes up, not down.

Outplacement done well isn't only a benefit for the person leaving. It's a signal to everyone still in the building about what kind of organization they work for.

Consider how your next transition might be remembered, not just by the person walking out the door, but by the team watching how you handle it.

Address

5200 S Yale Avenue, Suite 400
Tulsa, OK
74135

Opening Hours

Monday 8am - 5pm
Tuesday 8am - 5pm
Wednesday 8am - 5pm
Thursday 8am - 5pm
Friday 8am - 5pm

Telephone

+19182930500

Website

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