New Company Transitions: Successfully transitioning into a new company has a myriad of challenges for Senior Executives. In most cases, the interview process falls short of fully appreciating the culture of the new company and more importantly what it takes to be successful in that culture. Additionally, the interview process rarely provides an accurate understanding of C-Suite, Peer and/or Board of Directors dynamics. More often than not there is also a steep learning curve on the health of the business, need and readiness for change and effectiveness of the existing team. Therefore, while it is critical for the Executive and their Coach to focus on improving core leadership skills, that is usually insufficient. It is also often imperative to help the Executive effectively navigate a new culture, successfully implement a new strategy, build a high performing executive team and prepare to lead some degree of change. Internal efforts to help the onboarding process typically fall short of providing the transitioning Executive with the perspective, tools and coaching necessary to be successful. Having an external Coach/Advisor that has the real world experience and perspective of the transitioning Executive only increases your chance for success.

Existing Company Transitions: C-Level and Senior Executives who are transitioning into a new role within their existing company are presented with a few similar and at the same time, several different challenges. In most cases, the Executive will have to come up to speed on their new function which typically involves a larger and broader scope. These type of transitions also means that the Executive, has a history within the company and therefore perceptions of the Executive, both positive and negative exist throughout the organization. Team, Peer (old and new), and Board of Director dynamics play a significant role in these transitions. Often times, it is these perceptions and dynamics that can either propel or limit an Executive's effectiveness in an organization. Additional challenges also center around the ability of these Executives to drive change in a company or organization, especially if they are not viewed as a credible, change agent. At Leader Onboard, we focus on leveraging an Executive's leadership strengths, while addressing areas of development by helping the Executive fully understand perceptions and providing specific guidance and ideas to reach their full potential. Equally important, we will work together to develop a specific transition plan to establish, improve and strengthen key constituent relationships while helping to define the need and plan for change. Finally, we work with the Executive to assess the scalability and effectiveness of their leadership team and develop a game plan to put them on the path to becoming a high performing team.