Know what you are going to market with before you go to market.

Your Next Move gives you the skills audit, the positioning, and the plan. Three formats. Same outcome.

Most people in the first weeks after redundancy move too fast. They update the CV before they know what they are positioning for. They go to market before the narrative is clear. They consider two options when there are seven.

Your Next Move addresses this before any of it becomes a problem.

Three sessions. A structured arc. You leave with a positioning statement, a clear direction, and a 30-day plan you can act on.

Your Next Move Group - CHF 1,250

Three 90-minute sessions with a cohort of up to eight senior professionals. Structured arc across three sessions. Peer perspective is part of the value.

You leave with a positioning statement, a clear direction, and a 30-day go-to-market plan. Written position summary delivered within five working days of the final session.

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Clarity Call - Free

Not sure which one is right for you?

Let's get on a 15 minute call and discuss which offering makes the most sense for your personal situation.

Your Next Move Self Paced - CHF 495

The complete Your Next Move programme as a self-directed course. Work through it at your own pace, in your own time.

Skills extraction and evidence base. Full options map. Positioning statement. CV and LinkedIn guidance. 30-day go-to-market plan.

Right for people who want the full programme framework without scheduled sessions.

Your Next Move Individual CHF 2,000

The same arc as the group programme, delivered 1:1 with Lisa. Three 60-minute sessions. All outputs delivered as written documents.

Session 1: Skills audit and evidence base. Session 2: Full options map and constraint audit. Session 3: Positioning narrative, exit story, and search strategy.

Includes written position summary with compensation anchor.

Right for people whose situation requires individual attention or who prefer not to work in a cohort.

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THREE OPTIONS

THE PROGRAMME

Three sessions. One clear job each.

01: Orient The acute phase. Name what is actually happening. Separate productive from visible. Build your skills audit and evidence base outside of your former employer's framing.

You leave with a scaled account of your professional contribution, your 30-day priority filter, and your "I am the person who" sentence.

02: Options Expand what you think is possible before assessing any of it. Most people arrive having considered two paths. You leave having considered all of them.

You leave with a complete map of every realistic path at your level, your constraint audit, and a direction named or the full landscape held open with clarity.

03: Strategy Direction has formed. Convert it into movement. Narrative built and sharpened. Search strategy sequenced correctly. The conversations you are dreading, worked through.

You leave with your exit narrative, your positioning narrative, and a search strategy based on your direction.

YOUR WRITTEN POSITION SUMMARY

Personalised. Not a template.

Within five working days of the final session, Lisa sends each participant a written position summary. Your specific situation read. Your recommended path. Your 30-day action plan confirmed in writing.

This is the document you return to when the noise gets loud again. If you continue into 1:1 advisory, it is the starting point.

WHAT THIS ADDRESSES

The mistakes that cost the most at this level.

Mistake 01: Applying before you are ready

The people who take two to three weeks to get clear before going to market consistently outperform those who start in week one. Volume is not strategy.

Mistake 02: Confusing productive with visible

Most of what feels productive in the first 30 days is visible activity, not useful activity. References, runway, and narrative come first.

Mistake 03: Considering only two options

Corporate re-entry or independent practice. Fear and urgency narrow the field before the assessment begins. There are seven realistic paths at this level.

Mistake 04: Taking the wrong next role under pressure

The pressure a redundancy creates pushes people toward the first available option rather than the right one. Evaluating an offer under these conditions requires stricter criteria, not looser ones.

Mistake 05: Getting the narrative wrong

How you talk about what happened shapes every conversation that follows. Getting it wrong in the first month is hard to undo.

Mistake 06: Navigating it alone

At this level the isolation is significant. The people around you do not understand the specific stakes. A room of equals changes that

LISA MAYER

The person who designed the process you are navigating.

I have been inside calibration rooms where promotion decisions were made before anyone called them final. I have sat in retention conversations for people who had already decided to leave. I have designed the redundancy processes, written the communication templates, and structured the settlement terms that senior professionals are now on the receiving end of.

I left UBS on my own terms eighteen months after the merger. Not during the chaos. After it, when the situation was clear and the timing was right. That experience, combined with everything I observed from the inside, is what this programme is built from.

Background

• Head of Technology Reward, UBS

• Head of Technology HR, Credit Suisse through time of CS/UBS merger

• Ran executive calibration and compensation committees

• Designed redundancy programmes and retention strategy at scale

• Founder, Next Position Advisory

WHAT THIS IS NOT

Not outplacement. Not coaching.

Advisory. From someone who designed the process you just went through. Every piece of content in these sessions comes from inside the machine, not from observing it.

Not this: A CV workshop or LinkedIn profile review.

You do not need that yet. That is Session 2 territory at the earliest. Starting there now costs you.

Not this: Generic networking tips.

Every piece of strategy in these sessions is sequenced for your level, your situation, and this market.

Not this: Motivational content.

No one will tell you this is an opportunity. You will get an honest read on what is actually in front of you.

Not this: Role play exercises.

Real situations, worked through together. You leave with the actual words and the actual approach, not a rehearsed script.

QUESTIONS

I was made redundant a few months ago. Is this still relevant?

Yes. The eligibility criterion is the psychological moment, not the calendar. If you are still in the window of figuring out what comes next, unclear on your direction, or not yet moving with confidence, this programme is for you.

Is this confidential?

Yes. All participants are Director level or above. The group is capped at eight. What is shared in the room stays in the room. This is stated clearly in the registration process and agreed by all participants.

How is this different from outplacement?

Outplacement is typically CV workshops, interview coaching, and job board access. This programme covers the strategic layer that outplacement misses: what is actually happening in this process, what your real options are, and how to navigate the first 60 days without making the mistakes that are hardest to undo.

What is the written position summary and how does it work?

Within five working days of Session 3, Lisa sends each participant a personalised written document. Not a template. It contains your situation read, your recommended path, and your 30-day action plan confirmed in writing. It is informed by your pre-work, what emerged across the three sessions, and Lisa's direct advisory read on your specific situation.

What is the CV and LinkedIn review credit?

A review credit included in the programme and redeemed when you direction is clear. Once you know where you are pointing just let Lisa know. Ther review is returned within 5 working days and covers the sections that determine wether the right person keeps reading. Valid for 6 months from your session 1 date. One review, used once.

My situation is moving quickly. Is this the right product?

If you are in the very early days after announcement and a decision is imminent, a Decision Call is the faster entry point. It is 45 minutes on one defined issue, with written observations within 24 hours, and credits in full toward this programme or any advisory engagement within seven days.

Is this relevant outside Switzerland and the UK?

Yes. The strategic framework applies wherever large organisations manage redundancy at senior level. The process dynamics, what is negotiable, and how decisions are made are consistent across jurisdictions. The programme notes where local legal advice is relevant.