Take charge of your executive transition, with intent and purpose.
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.
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 behaviors.Transition coaching will provide a structured framework to enhance the transition effectiveness.
6 Phases
Start strong. Stay focused. Set yourself up for success.
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 well to be strategic and thoughtful 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.
6 Phases of
Transition Coaching
01
Plan + Prepare
(From Search to Day 1)
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Diagnose situation
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Assess blind spots and vulnerabilities
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Leader Dashboard
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Assessments (360 and PXT Select)
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Determine approach
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Develop plan
02
Relationships
(Months 0 - 3)
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Branding statement
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Stakeholder conversations
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Evaluate Power Base
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Build trust and credibility
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Establish expectations
03
Listen + Learn
(Months 0 - 3)
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Onboarding program
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Learning plan
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Overall strategy
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Business processes and operations
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People and culture
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Customers and products
04
Communicate
(Months 2 - 4)
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Communication plan
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Share observations
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Craft messages and engage others
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Secure early wins
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Gain credibility
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Negotiate your success
05
Lead Organization
(Months 3 - 6)
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Set direction
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Determine structure
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Get alignment
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Navigate politics and agenda
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Resolve conflict
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Execute effectively
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Lead change
06
Build Team
(Months 5 - 18)
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Team talent assessment
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Clarify roles
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Identify gaps
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Engage employees
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Shape the culture
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Strategic search and retention
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Succession planning
Assessment Tools
It's important to blend each client's unique and personal goals with data-driven strategies for the most impact in a coaching relationship.
01
ProfileXT Select
02
360 Degree Verbal Assessment
