Programs

On-Boarding and Transition Coaching

Did you know that 40 percent of executives recruited into high-level jobs fail within 18 months?

Most senior executives find that assimilating to a new organizational culture is a much bigger struggle than they had anticipated.  The actions taken during the first 100 days determine success or failure in a new role as well as credibility with a new boss and organization.

As trusted advisors and experienced executive coaches to senior leaders in multiple industries, ExecutivEdge is uniquely positioned to augment internal “on-boarding” support for your critical new senior hires.
  
We have identified several different Executive Profiles of new hires that may pose the most risk for a successful assimilation:

• Start-up Executive moving to large, established company
• Established company Executive moving to start-up
• Executive who has been with the same company for ten years or more
• Executive who has moved from a different country or region of the country

Our specially trained consultants use a proven framework -- based upon research such as, Michael Watkins, The First 90 Days -- to supplement the work of internal   on-boarding programs.  We help new executives gain credibility quickly, based upon:

Getting Oriented          Building Relationships       Establishing Early Wins

ExecutivEdge uses Customized Tools to assist transitioning executives with the ability to “hit the ground running”

• Influencing Starter Kit (“Do’s” and “Don’ts” of a particular culture)
• Individualized Coaching Tips (Personalized behaviors to accelerate assimilation into a new culture)
• The Credibility Index (Behavioral assessment for one’s credibility as an executive)
• Job Success Profile (Key issues to focus upon in a new role)

 ExecutivEdge Delivers

  Our transition coaching program focuses upon the following outcomes:

• 100-Day Entry Plan
• Identification of key relationships to build for success in the role
• Identification of key expectations from colleagues and boss
• Identification of key challenges to overcome for success in the role
• Implementation of a “quick win” as defined by colleagues

  Process

  The coaching program typically involves:

• 4 to 6 individual Coaching Sessions over the first 100 to 120 days of employment

Each session focuses around immediate problem solving, working on the business and organizational goals identified in the 100-Day Entry Plan. 

• Coaching sessions stress the following topics:
  • Building Personal Credibility and understanding why others will follow you
  • Cultural Do’s and Don'ts to guide behavior
  • Mapping the Territory to build relationships with key “stakeholders”
  • Building Momentum to begin implementing what you came to do
  • Leveraging Your Strengths to plant seeds for change
  • Defining a vision for your new role
  • Ongoing conversations with HR and the boss
  • A three or four-way conversation (boss, coach, HR, executive) to align around the Entry Plan
  • ‘Check-in’ assessments with key colleagues or subordinates to determine progress and hot issues

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