Why Do It
In recent years, the complexity in transitioning leaders at the executive level (especially external hires) has grown in difficulty. Most organizations have a strong immune system that rejects almost anything ‘new’ – new ideas, new initiatives, new leadership. A lot of constituencies are involved. A misstep with anyone of them can be fatal to a well-planned and executed hiring or promotion process.
What We Do
Transition coaching is designed to help the new executive maximize impact in the first months on the job. We help the executive identify the most critical areas of focus for quick success in a new role in a new culture. Issues like:
What kind of business environment are you going to inherit?
- Turn around, realignment, sustaining success?
- Each requires a different approach.
- What will be required of the new leader to manage the inherited challenges?
There are always ‘landmines” in a transition situation.
- Where are they?
- Which ones need immediate attention?
- How will you prepare for them?
You need an “early win”.
- What will that look like to your boss?
- The team?
- What resources will be needed?
How Does It Work
Transition coaching includes, but is not limited to the following:
- Interviews with all key stakeholders (boss, peers, direct reports, board members, customers) to identify issues, concerns, and priorities that can derail the transition.
- Create a strategic plan for the first six to nine months (what needs to be done?)
- Understand the culture
- Create a clear and compelling vision
- Build trust and credibility across the organization
- Build an implementation plan (how to do it)
- Identify and utilize team strengths.
- Generate widespread support for initiatives
- Utilize resources effectively
- Regular stakeholder contact and involvement to follow the progress and stay on top of any potential issues.
- Regular coaching calls and visits with the executive.
Testimonials
Dr. John Heaton – President Clinical and System Operations – LCMC Health
“Bill’s vast experience with executives is combined with a proven method and the innate ability to relate to both the subject of his coaching and the team they work with. These attributes lend themselves to a coaching process that is impactful, relevant, and finely tuned to the needs of the executive. His ability to assemble information into insightful, actionable knowledge catalyzed improvement in performance that extended to our entire team- not just the subject of the engagement.”