Your leaders are in transition.
So is your business.
Every senior appointment is an investment: new hires, internal promotions, leaders taking over their former peers, restructures and acquisitions. All put the same pressure on the business: a leader expected to deliver before they fully understand the environment.
When a transition is left to chance, the cost goes well beyond one person.
Why it matters
(Sources: McKinsey: Successfully transitions to new leadership roles and IMD: How transition coaches accelerate executive onboarding )
Only 32% of leaders feel their organisation supports them through a transition.
The usual support rarely works. Standard orientation programs are considered effective by only 19% of external hires and 11% of internal ones.
Customised integration plans double the likelihood of a successful transition, yet only 32% of organisations use them.
And when the transition succeeds, 9 out of 10 of that leader’s teams go on to meet their 3 years performance goals.
How it works
Each leaders starts with a Strategic Diagnostic: a 90 minute session to define the real transitions priorities and the immediate next moves.
Then the leader follows a personalised advisory engagement of 3, 6 or 12 months built around their specific transition.
Whether you support one or several leaders,
each engagement is personalised.
Scope and fees:
Company engagement is scoped to the number of leaders, the type of transitions and timeline.