Transition Coaching

In addition to mastering new competencies, transition points in the careers of leaders demand mind shifts and changes in how they lead. How well leaders navigate these potentially treacherous junctures often determine their ultimate success, or failure as leaders.

Some transitions are more complex than others. The (significant) challenges of any transition are heightened because of the many thresholds the leader has to simultaneously cross and manage. The more there are of these, the greater are the risks and pressures the leader will have to face. And these in turn impact the time it will take the leader to prove his | her worth to the rest of the organisation.

The significant thresholds the leader has to cross are:

  • Entering a new sector or industry
  • Moving from one organisation to another (but within the same sector)
  • Moving up to a larger functional role from within a function (but where the specialisation has to involve a wider remit)
  • Moving into a senior general management role, where the leader's specialisation is less vital to the content of the role.

Aligned to the Drotter Leadership Pipeline-model, transition coaching is a focused, proactive, guided process that supports leaders to succeed in taking on demanding new roles.

Unlike executive coaching, transition coaching is time-bound and short-term. Many newly appointed leaders fail within their first two years for reasons ranging from their inability to adjust to a new culture, and develop strong relationships, to a lack of understanding of the business imperatives.

The goal of transition coaching is to reduce the time it takes for new leaders to make a net contribution to the organization, and to establish a framework for on-going success. Specifically the (new) leader and the transition coach will consider the challenges of the new or next-level role, and together they will define the key actions and mind shifts that are necessary during the first 120 days - so as to establish credibility, secure 'early wins', and position the leader for long-term success.

Transition coaching has three main goals:

  • Accelerate the transition process by providing just-in-time advice and counsel
  • Prevent mistakes that may harm the business and the leader's career
  • Assist the leader in developing and implementing a targeted, actionable transition plan that delivers business results.

The target population includes:

  • Newly-appointed CEOs and Board-members
  • CEO-designates
  • Identified future leaders
  • High-potential employees, who aspire to leader-roles
  • Any new leader who may require transition support

Please contact Dr Brenda van Staden (mobile +27 82 7711 330, or e-mail brenda@talentinstitute.co.za) for more information on transition coaching. A seasoned clinical psychologist, Brenda specialises in transition coaching and the assessment of candidates for executive-level roles.

As an adjunct to transition coaching, the Talent Institute also offers robust, talent measurement solutions, the purpose of which is to develop a view on individual transition readiness, and organisational bench strength.



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