A Leader's transition process into a new role or company can determine their potential for success as well as provide an opportunity for leadership growth. During this moment of transition, thoughtful planning is typically overlooked. Once a new Leader has been selected for the role, too many are all too eager to jump right in and do what they do best. The challenge with this approach is that they do it with the exact same approach they've used in the past. But each organization is unique, so what's worked in the past may not work in the new situation. When Leaders overlook their transition planning, they can miss out on so much opportunity or, even worse, find themselves in the middle of a failed transition.
Side Note
To clarify, in this post, the term "executive transition" refers to the moment when a Leader is transitioning from one role to another. Sometimes the move is to another organization, another business unit, or just a larger span of responsibilities. In this post, I am not referring to the career planning or job search aspects of a transition. While those processes need a strategic approach and thoughtful planning, they occur at a different stage in the process.
The Difference Between Transition and Onboarding
In the Executive Recruiting process, many organizations view the transition and onboarding phases as one and the same. It's important to clarify the purpose and distinguishing value of each.
Executive Onboarding
This is the program that starts once the Leader joins the company and focuses primarily on familiarizing the new Leader with internal processes and systems. There is a lot of value to this program as it covers the framework on which things get done, how the organization operates, how the business is structured, the technology and tools being used, broad policies and regulations, as well as the benefits and compensation programs. In a more extensive approach, it can also cover the talent management philosophy, history and culture, and details on products and services. In essence, the onboarding program covers what is needed to get a new Leader assimilated.
Executive Transitioning
This is a more strategic aspect of the Leader's move and can begin well before the Leader starts his/her new role. Imagine that you are a product leader who is getting ready to introduce a new product into the market. To have a successful entry, you have to set clear goals, develop a strategic marketing and communication plan, articulate the value proposition, connect with your audience and understand their emotions and interests, and adapt your style and approach throughout the process. It is important that Leaders apply the same strategic approach to their own transition (or entry) process.
Each situation will bring its own challenges and nuances, but the transition requirements remain mostly consistent for each scenario.
Before the transition, define your goals and vision.
Build your transition strategy.
Leverage relationships during the transition.
Manage effectively during the transition.
Lead well, now and into the future.
The Value of Having an Executive Coach Through This Process
Executive Coaching provides space for creative and thought-provoking dialogue while working on individualized goals that are important to a Leader's success. With transition coaching, a Leader gets support as he/she defines their vision, their goals, and their transition strategy. A coach can also keep him/her accountable and on track to avoid potential derailment from their plan and work through unforeseen obstacles along the way.
Pull down menu to view common areas (and questions) that a transition coach can support.
Provide space for a more thoughtful and designed approach before embarking on the transition.
What are your personal and professional goals?
What is your leadership transition strategy?
What does success look like?
Challenge current beliefs and assumptions that might be getting in the way.
Keep the Leader accountable.
Encourage self-awareness to leverage the right skills and develop what's needed.
Provide structure and organized discussions to remain focused and on track.
Create open and safe environment to explore ideas and possibilities.
Help to identify key stakeholders and influences that are present.
Derailment during the executive transition can result in a lot of damage, both to the business as well as to the Leader's reputation. We tend to see signs of possible derailment but choose to ignore them as we are typically moving at a high pace just to keep up. Working with a transition or executive coach can help identify these challenges real-time and work through them.
Below are a few potential signs of derailment, although it's important to note that I'm not including situations that are business or job specific. For example, it goes without saying that a Leader may need to remain informed about market trends, global influences, competitive landscape, and technology shifts. Without remaining informed in these areas, a Leader can easily fail at delivering results but these situations are not included below and are outside of the executive transition planning.
Signs of Potential Derailment
When a Leader does not adjust their approach or style but repeats what they've done before. Defaulting into already established behaviors is incredibly common but every situation is unique.
Failing to develop trusting relationships with the right stakeholders (or understanding who the real stakeholders are).
Stepping out of learning mode too quickly and just jumping into making decisions. Things will come up that will need immediate attention and tends to distract Leaders as they transition.
Being too eager to make changes before understanding how the business really operates or how the work is currently getting done.
Not understanding the corporate political and social aspects at play. There's a lot going on behind the scenes that needs to be noticed.
Not having a long-term plan or vision that can be articulated well. While trying to work fast, many Leaders make rash decisions that solve the immediate issues but ignores the longer term goals.
Every Transition Requires New Behaviors
In a time when things are continuing to move at a fast pace and becoming increasingly competitive, we need to make room for a strategic and thoughtful transition. Moving into a larger or broader position is not the time to become complacent and assume that what you've done in the past will work in the new situation. An executive transition is the moment for leadership growth, skills enhancement, and new behaviors. So take this time for yourself and invest in your own growth, you deserve it!
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