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TRANSITION COACHING

What's Really At Stake Here?

A survey of 210 CEO's said it takes about 6.2 months for a new manager to reach the "breakeven point"; the point at which new leaders have contributed as much value to the organization as they have consumed from it. The same survey asked for the best estimate of the number of people whose performance was significantly compromised by the arrival of a new mid-level manager. The average of the responses was 12.4 people. This research from the book The First 90 Days confirms what we intuitively know: Yes, there's a lot at stake, and the sink or swim approach is much too risky.

Approach

Whether an external hire or an internal promotion, leaders in transition require support in developing new skills and cultivating new relationships. Often the pressure to deliver immediate results means that new leaders forget to focus on the web of relationships, team development, the group culture, and long-term strategic planning. We partner with new leaders during the first month and create a collaborative 3-way relationship that includes the manager or Board in creating 6-12 month goals to ensure clarity of expectations. This clarity is key to success and provides the foundation for the coaching engagement.

What You Can Expect

  A six to twelve month coaching engagement
  Weekly or bi-weekly meetings in person and by phone
  Formal self-assessments that focus on leadership style and emotional intelligence
  Observation of the leader in action when possible
  Several meetings with the sponsor/manager
  A 360° feedback process after six months in the new role