Leadership Transition

Effective Transitions Don’t Just Happen

They are the result of a careful plan, well executed

Start off on the Right Foot

Executive derailment often occurs after a big transition. It can happen after an internal promotion to a position of greater scope and scale, or after coming into an organization from the outside. And even in successful transitions, getting fully up to speed often takes longer than expected.

We can do better. We start with a plan that maps the critical success factors in the role to the new executive’s capabilities. This map reveals the trap doors and potential pitfalls. As the transition progresses, we provide timely, nuanced feedback to show the executive what they are doing well and what they need to do better. After the initial transition period, we coach and advise to ensure continued learning and high performance. Through a straightforward, yet rigorous, process we can get your new leaders up the learning curve — and delivering results — faster and smoother.

Three Steps To Success

1 | Pre-Board

Set Shared Expectations
Provide Tools & Resources

2 | Assess

Measure Achievements
Outline Adjustments

3 | Coach

Develop A Roadmap

Start before the new leader starts

The sooner everyone knows what it will take to work well together, the faster they can start getting results. Our process begins with pre-boarding: setting shared expectations with the new leader, their manager, and other key stakeholders. Then, over the first 100 days, we provide the new leader with the tools and resources they need to quickly read the lay of the land and manage the intense pressure of learning a new role. In parallel, we help the organization adjust to their new leader. The result: Everyone knows how to start winning together quickly.

External hires face different challenges than those promoted from within. For executives coming in from the outside, we focus on providing an understanding of the new culture and its often-unspoken rules, establishing a trade route of relationships with key stakeholders, and building a high performing team.

For internal promotions, we provide guidance on what skills and mindsets to rely on, let go of, and add on as they grow into their new position. Plus, we coach the new executive on how to elevate their game to a more senior organizational leadership role.

For external and internal transitions alike, this mutual assimilation process provides a clear picture of where they are and where they need to go. It raises questions they may not know to ask. And it identifies the actions that will move them, their team, and the organization forward together.

Assess progress and identify opportunities

As we move out of the introductory phase, we measure what the executive has achieved and outline necessary adjustments. This assessment forces conversations that may not otherwise happen. It shows the new leader how well they are fitting into — and changing — the culture. It helps them calibrate the formation, dynamics, and effectiveness of their new team. It lets them know whether and how they are building relationships with the right stakeholders. And it clues them in on the impact of their communication, style, and decisions across the organization.

By surfacing potential problems, we empower the leader and the organization to prevent them now rather than solve them later. And, by increasing the leader’s ability to succeed, we protect the organization’s investment in the individual.

Keep getting better

Moving forward with a firm understanding of the new leader’s impact on the organization, as revealed through targeted assessment, we guide them through adjustments needed to take command of — and deliver results in — their new role. We look for and create opportunities for continued learning and growth. We set a roadmap for development, and coach the executive to become even more effective in this role, with this team, for this organization.

By working with the leader and stakeholders, we go beyond achieving effective transitions. We empower your organization to create a continuously improving culture that is not just exceptional, but exceptionally difficult to imitate.