53% of senior leaders expect new leaders to be performing with-in 6 months.
60% of first line and 57% of mid-level leaders believe new leader support is very or extremely ineffective.
Over 50% of high-potential moves are perceived to end in failure.
Only 16% of leaders fully transition without additional support.
Individuals experience many changes in their careers and whilst most managers and organisations have the best of intentions in supporting people, they may lack the time or skills to really offer this support at an individual level.
This can result in individuals taking longer than necessary to make the transition, or fail to make the transition at all, impacting on personal motivation and engagement and undermining potential contribution to the organisation’s performance.
Providing support in a way an individual really needs can ensure this transition happens in the shortest possible time and can help ensure the transition happens more fully to maximise individual contribution to organisational performance.
We work with individuals in 1-2-1 coaching relationships or can work with groups of individuals in a workshop format to support transition through any changes people might be going through.
Most typically this includes orienting for the next move, on-boarding and embedding into a new role or working through changes caused by organisational restructuring. Our work also includes transitioning in or out of organisations or working with individuals to improve performance in their current role.
We work in a way that encourages self-reflection as well as providing additional knowledge and skills that can help people work through their own transitions and also ensure they have the abilities and aptitude to succeed in their new role.