Supporting Individual Transitions
53% of senior leaders expect new leaders to be performing with-in 6 months.
Hay Group
60% of first line and 57% of mid-level leaders believe new leader support is very or extremely ineffective.
DDI
Over 50% of high-potential moves are perceived to end in failure.
Hay Group
Only 16% of leaders fully transition without additional support.
Emerge Group
Why?
Career advancement is often a result of an outstanding track record – however we believe ‘past performance is no guarantee of future success’.
The Abilities that made you stand out and be seen as Talent or High Potential or C-suite, most likely will not be the Abilities that will make you successful in any new role.
“What got you here won’t get you there”.
The go to response is usually a training course – however whilst a training course might give you more knowledge it is your Aptitude in applying this knowledge that will set you out from the crowd going forwards.
Your ability to integrate new knowledge in a way that changes how you Think, Do and Be is the difference between ‘holding a title’ and ‘owning the role’.
Integrating new knowledge requires internal, psychological work and often involves reframing your Attitude – how you see the world – to make decisions to create long-term value for all your stakeholders.
“A promotion is an external change, performing in the role requires an internal transition”.
Failure to make the internal transition is why 50% of high potential moves as perceived as failures and only 16% of leaders fully transition without support.
what!
Stretch People offer two levels of intervention working at the individual level – Executive Coaching and Group Coaching.
Executive Coaching
Executive coaching is typically 10-12 hours of 1-2-1 coaching over a period of 6-9 months.
We tend to work with senior leaders in a variety of situations.
Leaders who already manage teams who feel their teams are perhaps ‘treading water’ and recognise that there is potential for their teams to add significantly more value to the wider organisation and stakeholder groups,, but are unsure how to make the shift.
Leaders who recognise the complexity of the system they work in and are starting to understand the need to work differently across boundaries to add value to all the teams they are members of, but aren’t quite sure how to make their own shift.
Leaders who are preparing for a transition to an even more senior role and need support in preparing their mindset to ‘hit the ground running’.
All our 1-2-1 coaching is underpinned by robust neuroscientific and psychological theory, follows a ‘systems thinking’ approach, and starts with a principle of ‘what is it the world needs that you are uniquely positioned to deliver’.
Group Coaching
Group Coaching is typically with groups of leaders from the same organisation, operating at a similar level but from across the business where there is no direct team relationship.
These interventions are usually a 1-day introduction to systems leadership, with a focus on getting under the surface of ‘who you are’ as a leader and what might need to be different about your Attitude to be even more effective.
The 1-day intervention is supported most usually by 2 Action Learning Sets over the following 3 months where the focus is on bringing your own leadership challenges to a peer support group. These are initially facilitated by an experienced Action Learning Set Facilitator with the intention of the group being self-supporting after two sessions .
We do run group coaching as open programs through our strategic partners.
Contact us here to discuss individual or group coaching.