Reality is that executive transitions often fail.
The degree of change experienced by the executive in any transition loosely predicts the likelihood of success or failure.
Mindsets before skills
Our approach to transition coaching and leadership development is to work at a deeper mindset level to enable sustainable behaviour change
Typical development areas for transitioning executives:
Build clarity on:
stated and unstated expectations of their new role
unique business and cultural conditions they face
how to work effectively with their new line manager
key stakeholders and their priorities
Build effective collaborations and relationships with:
their new line manager
their new team
key stakeholders and customers
Avoid an unconsidered bias to action:
moving too quickly to action, before developing understanding
creating resistance instead of collaboration and support
danger of burnout/exhaustion
Establish credibility:
failure to understand the priorities and expectations of line manager and key stakeholders
taking too long to identify promising opportunities and translate them into wins
Accelerated transition coaching approach:
Phase 1: Discovery
Initial meeting between coach and transitioning executive to ensure fit
Coach meets line manager to understand expectations and organisational context
Coach review of recruitment data & psychometrics
Coach review of company strategy & culture
Phase 2: Coaching
3-way meeting with transitioning executive’s line manager to agree coaching objectives, clarify expectations, agree transition plan and agree how to work together
6 coaching sessions over 4-6 months focusing on the 6 transition imperatives
Telephone/e-mail support between formal sessions
Phase 3: Transition to business as usual
Three-way meeting with line manager to assess progress against objectives and identify future direction and priorities
Build a post-transition plan
Agree continuing professional development