transition
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Vivien’s transition coaching is
for high quality professionals not borderline cases. It is most
effective for executive management hires, senior staff being
transferred geographically, and for professionals taking on wider
management or regional responsibilities.
It is also highly effective where a recently appointed executive is
experiencing challenges. Her clients include companies, and individual
who choose to invest in their own success.
New Executive Management Hire
Well tuned transition skills are vital and can be learned. Vivien uses a well proven methodology to. help the client clarify their situation and cultural environment, design their strategy, focus on real priorities and key alliances, obtain visible wins, and execute on a deliberate and clear strategy. Ideally, such coaching starts when the assignment commences or even before. However, it can be even more vital when challenges arise later on.
A high level newly hired executive is usually under pressure to produce immediate results whilst at the same time having to absorb a great deal of new information, establish new relationships, and absorb a new corporate culture. This situation is compounded when a geographical move or new ethnic culture is involved.
The importance of first impressions cannot be over emphasized, and securing some early wins to buy time whilst more fundamental changes can be considered. It is tempting to rely on the modus operandii that has served the individual well in the past, however this approach may be ineffective or even hazardous in the new environment.
The coach will work with the client to clarify pressure points, think clearly, and establish a strategy and milestones to address such vital issues.
Statistics show that it takes up to 6 months for a professional in a new position to become a net contributor, and up to 18 months for a new senior hire to adjust to a new organizational culture. The failure rate for new senior hires is up to 40%.
Transition from Technical to Management role
The skills needed to succeed in management will usually be different from those that made the coachee successful as an individual contributor. Expectations of colleagues and management will also be different, creating additional pressure. The coach will explore with the coachee how they wish to be perceived in the new role, what strengths and skills will be needed, and how they can be developed and demonstrated.
A game plan will be developed and the coach will support the client to transition effectively and be up to speed in the new role as rapidly as possible. The risk of failure will be much reduced.
Corporate Culture Transition
The corporate culture can vary tremendously within different parts of an organization, e.g. between operational and commercial divisions. An executive moving to a different division needs to be very clear as to how he needs to be perceived in the new role, what alliances will be needed and what pitfalls avoided to be successful, and how to build his new position in order to be effective as soon as possible. Such pressures are compounded when a geographical move is involved, possibly combined with operating in a new ethnic environment.
The coach will work with the client to understand the new cultural environment, diagnose the situation and develop the right strategy, and establish expectations and crucial alliances.
Senior Executive Transition
The respected traits and well honed skills that have brought a senior executive to his present position may not be those that will be most effective in a new broader role, e.g. when moving into a CEO position. Expectations will be higher, and it will be tempting to fall back on the modus operandii which has served successfully to this point. It will be vital to avoid being drawn into the minutae and multiple demands of the new position by setting aside time to diagnose the overall situation and develop a clear and broad based strategy for success.
The coach will be a neutral sounding board and listener to help the client think through the broader nuances of the new role, and consider aspects that may not otherwise be presented to him. An external coach is particularly valuable in such a situation since there are no vested interests involved.
For more information and to discuss your personal situation phone Vivien at Tel: (852) 25 280 280 or
send an email and download Vivien's professional bio.
Find out more about Career Coaching.
New Executive Management Hire
Well tuned transition skills are vital and can be learned. Vivien uses a well proven methodology to. help the client clarify their situation and cultural environment, design their strategy, focus on real priorities and key alliances, obtain visible wins, and execute on a deliberate and clear strategy. Ideally, such coaching starts when the assignment commences or even before. However, it can be even more vital when challenges arise later on.
A high level newly hired executive is usually under pressure to produce immediate results whilst at the same time having to absorb a great deal of new information, establish new relationships, and absorb a new corporate culture. This situation is compounded when a geographical move or new ethnic culture is involved.
The importance of first impressions cannot be over emphasized, and securing some early wins to buy time whilst more fundamental changes can be considered. It is tempting to rely on the modus operandii that has served the individual well in the past, however this approach may be ineffective or even hazardous in the new environment.
The coach will work with the client to clarify pressure points, think clearly, and establish a strategy and milestones to address such vital issues.
Statistics show that it takes up to 6 months for a professional in a new position to become a net contributor, and up to 18 months for a new senior hire to adjust to a new organizational culture. The failure rate for new senior hires is up to 40%.
Transition from Technical to Management role
The skills needed to succeed in management will usually be different from those that made the coachee successful as an individual contributor. Expectations of colleagues and management will also be different, creating additional pressure. The coach will explore with the coachee how they wish to be perceived in the new role, what strengths and skills will be needed, and how they can be developed and demonstrated.
A game plan will be developed and the coach will support the client to transition effectively and be up to speed in the new role as rapidly as possible. The risk of failure will be much reduced.
Corporate Culture Transition
The corporate culture can vary tremendously within different parts of an organization, e.g. between operational and commercial divisions. An executive moving to a different division needs to be very clear as to how he needs to be perceived in the new role, what alliances will be needed and what pitfalls avoided to be successful, and how to build his new position in order to be effective as soon as possible. Such pressures are compounded when a geographical move is involved, possibly combined with operating in a new ethnic environment.
The coach will work with the client to understand the new cultural environment, diagnose the situation and develop the right strategy, and establish expectations and crucial alliances.
Senior Executive Transition
The respected traits and well honed skills that have brought a senior executive to his present position may not be those that will be most effective in a new broader role, e.g. when moving into a CEO position. Expectations will be higher, and it will be tempting to fall back on the modus operandii which has served successfully to this point. It will be vital to avoid being drawn into the minutae and multiple demands of the new position by setting aside time to diagnose the overall situation and develop a clear and broad based strategy for success.
The coach will be a neutral sounding board and listener to help the client think through the broader nuances of the new role, and consider aspects that may not otherwise be presented to him. An external coach is particularly valuable in such a situation since there are no vested interests involved.
For more information and to discuss your personal situation phone Vivien at Tel: (852) 25 280 280 or
send an email and download Vivien's professional bio.
Find out more about Career Coaching.
