Whether recruited from the outside or promoted from within, senior leaders are expected to learn fast, transition smoothly, and start producing results. By nature of the role, a new senior leader’s action or inaction will significantly influence success or failure and the course of business. Many leaders are unprepared for their transitions and are under-supported by their organizations. As a result, some have suggested that nearly half of leadership transitions fail.

Leadership transition coaching focuses on the special set of issues leaders face when they take new leadership positions, including:

• accelerating the value the executive brings to the new role, team, and culture  

• improving the effectiveness of the executive in the new role

• assessing and learning the culture and norms of the organization

• integrating into the culture and teams

• building relationships with key stakeholders

• creating a plan of action to achieve positive, visible impact

The goals of leadership transition coaching include:

• Increasing the speed of onboarding and decreasing the time to integration and execution

• Reducing executive missteps or mistakes that lead to slow or failed transitions

• Creating a transition that is smooth for the executive and leads to executive and team engagement

• Minimizing organization effort to facilitate the transition