Leadership Development and Transition Coaching

Many newly appointed top executives fail in the initial year of their appointment due to their inability to:

a. adjust to the new roles

b.develop strong relationship

c. lack of understanding of the business imperatives.

Organisation can utilize the transition coaching to assist the newly appointed leaders to settle down.

Making the transition

Transition coaching differs from the executive coaching as it is time-bound and normally last a shorter duration. It normally has three main goals:

1. To accelerate the transition process by providing just-on-time coaching.

2. Prevent mistake that will harm the business and the future of the leader.

3. Assist the leaders to develop valuable action plan that will bring positive result to the company.

The coach and the leader will develop a credible transition action plan such as the 30 days plan and 100 days plan that focus on quick wins in order to establish early wins.

Frequently, the coach will conduct a pulse check on the relevant plays to get the feel of the positions of the leaders. The feed back will give the leader ample opportunity to correct the situation