Making a new hire is a pivotal moment for any business. When this hire is going to form part of your executive team, it is undoubtedly going to have a major impact your organization at large. Of course, you are going to want to set them up for success. However, this often does not go beyond the standard introductory meetings and file sharing.
Executive transition coaching is an overlooked tool that can set new hires up for success. It can help leaders transition from their previous role and start to think about what the first 90 days looks like in the new role by giving them a safe space to work through the transition. Helping new hires, especially executives, feel prepared and mentally ready to get going on day one is critical for success.
Consider these key benefits of executive transition coaching for both the individual leader and the wider business.
Executives Feel Supported From Day 1
Whether they are a seasoned executive or a new, emerging leader, transitioning into a new role can be daunting. Whether it’s an internal promotion or joining a completely new organization, there is lots to learn, new processes to understand and new people to build relationships with. Newly hired executives may be excited, uncertain or fearful as they embark on a transition which they may find stretching, challenging or difficult.
By offering executive coaching, you can give your new leaders a supportive environment free from judgement in which share their feelings, as well as being encouraged and constructively challenged so that they develop as a leader. Space to breathe, think and assess what lies ahead ensures your new leaders act with clarity and are in the strongest position to guide their teams.
It is important to note that transition coaching is not a “one-size-fits-all” solution. Every individual has different needs, just as every coach has a different style. An emerging leader is going to need different support to an established one. Building bespoke transition coaching plans is key. These coaching plans should develop as the leader develops and be flexible to the ever changing demands of leaders. Work with your new hire to understand their preferences before matching them with an expert coach that will both support and challenge them.
Supporting the Individual and the Business
When transitioning into a new role, executives are busy learning about your organization just as much as you are learning about them. You are both trying to find out how to get the best out of each other. Rather than “trial and error,” you can use executive transition coaching to discover the most effective processes to get executives up to speed. This safe space is a prime opportunity to work out how the new leader works best and their leadership style so you can ensure their working conditions are optimal. Constructive partnerships are the best relationships, executive coaching can provide an ideal conduit for building this two-way conversation.
However, an emerging leader might not yet know their best working style or what kind of leader they want to be. This is not uncommon in the early days of leadership. Coaching can provide a space outside of the day-to-day workflow to help leaders understand their priorities and values. When leaders are clear on their values and priorities, and how these align with the organization, they are in the strongest position to deliver their best work. So, giving leaders time to do this “discovery work” is a win-win.
Encouraging Leaders To Be Their Authentic Selves
We are witnessing a transition from “stiff upper lip” leadership toward leaders who embrace authenticity and vulnerability. Leaders are growing more comfortable with sharing their personal and professional challenges to encourage their team members to do the same. This builds stronger relationships and a more supportive company culture. However, this does not come easily to all executives, especially if the working environments they previously were a part of actively discouraged authentic, vulnerable conversations.
Executive transition coaching can help to instill authentic leadership in emerging executives right from the start of their careers by providing a safe space to work through their challenges. Similarly, more established leaders will feel encouraged to open up and rewrite those learned behaviors that prevented them from sharing their concerns in the past if they are encouraged to embrace vulnerability.
Thus, executive transition coaching is a proactive step to encouraging the vulnerable and authentic leaders of the future.
Demonstrate Your Commitment To Professional Development
We know the importance of building a strong employer brand in 2023. In our social media-dominated world, dissatisfied employees or even publicly mismanaged events can prevent talented applicants from applying to work at your organization. Finding new ways to demonstrate your active commitment to individual growth is vital to standing out in a crowded marketplace. Including executive transition coaching as part of your offer package — to both emerging and established leaders — could be the deciding factor for a potential employee. It clearly demonstrates you understand the support required for new leaders to succeed and are committed to their personal development beyond the standard key performance indicators (KPIs). If you then create a case study for how that leaders subsequently succeeded in their first 90 days at your company, it could prove a lucrative lead magnet for future executives.
Don’t Stop There
Executive transition coaching certainly provides invaluable support during the first 90 days of an executive’s new role, but it does not end here. The relentless pace of change and uncertainty continues to intensify in the modern business climate. Leaders must learn to navigate themselves and their teams through these uncertain times if they want to continue succeeding.
In times of change, and opportunity, experienced coaches are a great sounding board and support system for business leaders. When executive coaching is prioritized by individuals and their employers throughout the employee lifecycle, leaders are in the strongest position to motivate their teams, uncover new ideas and deliver sustainable results.