There are moments when an Executive needs to evolve or move into a new position. Whether it's a new role in a different organization, a larger role that resulted from a promotion, or a lateral but expanded position within the same company - these transitions provide an opportunity to deepen and improve leadership skills in order to make meaningful impact and change.
Too often a Leader approaches a transition with the same tactics as in the past. However, every move into a larger or more advanced position requires new skills and a thoughtful approach.
Transition coaching will provide a structured framework to enhance the transition effectiveness.
Transition Planning
Your transition begins way before your first day in the new role. In fact, many times it actually starts the moment you realize that you are being considered for a new role. With structured planning, you position yourself with a well thought out strategy as you approach the opportunity. You will have a higher chance of success in the position while also strengthening your personal brand and leadership effectiveness. There are 6 areas that we focus on in our transition plans. While they are all distinct, the type of transition you are experiencing may put heavier emphasis on different areas.
Plan + Prepare (Before Day 1)
Your transition starts way before you have actually started your new role. In fact, the process starts the moment you realize that you are being considered and going through the selection process. Take this time to diagnose the situation and the type of transition it may be. It's also the right time to assess your leadership strengths and potential vulnerabilities in order to plan your approach.
Establish Strong Relationships
(0 to 3 Months)
After you've determined the type of transition you're about to experience, you can determine how to approach each relationship with the team members, peers, and stakeholders. It's important to establish a strong connection that will enhance the level of trust and engagement. With each interaction you have, you are building your brand and reputation within your powerbase (the network in which you operate and get things done).
Listen + Learn (0 to 3 Months)
Leaders tend to want to jump right into making decisions and implementing changes to show quick impact. It benefits the organization more if you spend time learning from the team first. Develop a learning plan that takes into account the sequence of your meetings because the order in which you obtain information can determine what you hear and how you assess it. Review their processes and ways of operating. What is the history of the team and what's going on behind the scenes?
Design Your Communication Strategy
(2 to 4 Months)
Everyone will be eager to hear what you have to say, so craft your message well. Prior to each interaction, evaluate what you want to accomplish from the meeting, how do you expect them to react to your message, and how do you want them to feel at the end of each discussion. How you communicate tells everyone who you are as a Leader and what you stand for.
Lead + Change (3 to 6 Months)
As a new Leader, it's a delicate balance between taking action too quickly and waiting too long. Assess the organizational readiness for change, determine the business structure, and create buy-in while navigating the varying politics and agendas. Socialize your vision so that others can get energized and committed. Leading change is the core of your leadership work.
Build A Winning Team (5 to 18 Months)
It's impossible to be successful without having the right team in place. Personally, I feel this is the most critical part of your job. Assess your team's capabilities and determine if you have the right talent. Identify potential gaps for both your current needs as well as your projected ones. Then strategically search for the right talent while building a strong bench for future growth and succession planning.
Every Transition Requires Planning
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 you already know everything you need to know in order to be successful. What you've accomplished in the past may not always apply. An executive transition is the moment to listen, be open to learning new behaviors, and approach each situation with a carefully crafted plan.
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