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Strong Start™: Executive, Business Coaching

Are You Setting Your Leaders Up For Success Or Failure?

The Center for Creative Leadership suggests that 40% of transitioning executives fail in their first 18 months.  And that failure is costly – to the new leader, to the organization and to their customers or stakeholders.

Leaders who have been hired from the outside must quickly adapt to a new organizational culture and build internal partnerships and networks. For those who have been promoted, the challenge is to understand and develop competencies required at the new level. 

Strong Start™ helps managers and executives quickly move into their new position, build credibility with their team, and hit the ground running to meet performance expectations.

By using The Coaching Report For Leaders, we identify the new leader's strengths, target areas that need attention, and generate concrete actions to immediately put into practice.  We also develop a coaching relationship to support the leader in this change process. 

Get Up to Speed Fast

Contact us to maximize the success of your newly promoted or newly hired leaders. Strong Start™ will: 

  • Accelerate new leaders' time to full productivity and contribution.
  • Provide a road map to help them develop a foundation for success.
  • Avoid the Peter Principle- promoting an individual too far, too fast or too soon.
  • Bring added value to your leadership and management development initiatives.
  • Quickly address personal style and other issues before they turn into big headaches.
  • Enhance the new leader's confidence, competence and commitment to the organization.

Coaching Story

A newly promoted executive director was up to her eyeballs in people management issues – low morale, in-fighting, and poor performance. The Coaching Report for Leaders pinpointed top strengths: her ability to work with and through others and her improvement areas: decisiveness and dealing with conflict. She used her strengths to build teamwork among the different departments and learned how to become more direct with her expectations and work standards.

Results

  • Better cooperation around time off, lunch breaks and other personnel issues.
  • A disciplinary process that eventually led to the termination of a poor performer.
  • A self-assured leader with greater confidence in managing performance and leading others.

Do Your Leaders Have the Edge?

Here are other Executive Coaching programs to build your leadership bench strength:

Contact us to explore how Leaders at All Levels can work with you and your organization to be a Force for the Future!

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