Leadership Transition

Twenty-five percent of managers in the United States are in new roles each year. Only 20% of companies report they are satisfied with their leadership succession planning. Harvard Business Review reports that 40% of newly hired executives fail due to inadequate assimilation planning. The cost of an unsuccessful executive is estimated to be two to three times his or her annual compensation.

In the past five years, valuable research has been conducted and published on the critical factors in successful senior leadership transition.

The common themes of the research point to several important findings:

The most common error made by hiring executives and boards is believing their job is done when the hiring decision is made and the new leader begins in his/her new position.
The first 180 days are the most critical time in a new leader's tenure in a new position.
Successful leadership transition needs to be planned for and managed proactively to be successful.
Clarification and alignment of stakeholder expectations during the first 60 days in the new position are critical for the new executive.
Regardless of how well you plan, there is an emotional component that is key and will drive much of the transition process.

The successful transition of a senior leader into a new role is critical to all stakeholders. The hiring manager wants to ensure a smooth transition for the continued financial and cultural health of the organization; the departing senior leader wants to leave a healthy team and a positive legacy; and the newly appointed leader wants to successfully launch his/her new position and be a positive contributor to the organization.

The inTransition process includes planning, coaching and facilitation with three important constituencies for new leaders: superior(s), peers and direct reports. Meeting the expectations of all three groups is critical for the successful assimilation of the new leader into the organization.

The Goal of Leadership Transition:

To double the probability of success and decrease the time for assimilation by 50%.

Outcomes of Leadership Transition:

Accelerate the effectiveness and positive impact of the new executive through team assimilation sessions with the new executive and his/her direct reports.
Define stakeholder business and leadership expectations for the new leader by implementing a 360-degree expectation analysis.
Develop a 180-day plan for the new executive that includes business, leadership, values/culture, and personal objectives.
Develop and execute a communication plan with key stakeholders that includes feedback on progress during the transition period.
Provide monthly coaching sessions to monitor progress against the assimilation plan and modify actions and behavior as needed.

Learn more:
Team Transition
Ownership Transition
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