Making Job Transitions Successful

I guide high potential leaders to successfully transition into bigger roles. Research involving hundreds of CHRO´s showed that more than 90% agree that these transitions are the most challenging times on the professional lives of leaders. 75% agreed that success or failure in the first 90 days is a strong predictor of overall success or failure in a new job.

Research also shows that 70% of high potential leaders are promoted because of their technical prowess and individual results, which are almost irrelevant for their performance in their new roles and for future growth – replaced by leadership skills: resilience, influencing, strategic thinking, emotional intelligence. Statistics show that 43% of new-to-role leaders underperform in their new roles.

The cost of failure is huge for the executive and the company. This is the reason I developed a methodology which increases the probability of a successful transition in a significant way.

The Process

My process usually starts with a personality assessment which evaluates potential derailing behaviors when the executive is under stress – something that will happen in the new environment. We then apply my OPA methodology (Onboarding, Positioning, Accelerating), which will enable the executive to effectively prepare, start and be successful in the role. We may apply a 360 review focused on Emotional Intelligence three months after the executive starts in the new position, in order to understand potential issues and develop mitigation plans. The standard process takes 6 months, but it can be extended until the executive feels confident in the new role.

Role changes which include expatriation or relocation are tougher because they usually involve family issues as well, doubling down on the stress for the executive. More and more companies are facilitating access to emotional support for the executive and the family in these situations. This is why I partnered with Noelia Leite, PhD, LMFT, a successful psychotherapist, so she can provide emotional support for the executive and the family, in case it is needed.

Return on Investment – ROI

The financial return of a coaching investment to support executives transitioning into bigger roles is very high. The financial cost of a failed transition is more than 10 times higher than the cost of coaching. If we are talking about relocation or expatriation, then this number will be in the range of 20–50+ times. Other costs associated with failure that are not included in this calculation are the risk to the company performance, the professional impact on the executive career, and the emotional trauma for the leader and other teams involved.

Please contact me to discuss how I can better support your company needs.