Navigating Transitions

When leaders transition into a new job, they are in a situation of vulnerability as well as opportunity. The actions they take in the first three months will put them on a trajectory of success or failure. We coach transitioning leaders and provide tools and tactics to set them up for success.

tran-si-tion: movement, development, or evolution from one form, stage, or style to another—Webster’s

More times than not, the fact that a leader has been asked to transition signals the organisation’s confidence in his or her ability to stop, make a major turn, reorganize, refocus, and produce results with all due speed.  

But the dirty little secret is that, in practice, all these transitions typically take longer and cost more than anticipated.  

At just the time when the organization needs the leader and team to add value quickly, the transition creates a drag on resources and takes longer than it should. 

Statistics indicate more than fifty percent of leaders who have transitioned fail to deliver on expectations.


Who is it for?
  • Senior leaders who are about to or have recently transitioned into a new role. They receive one-on-one coaching and a toolkit to support their transition.
  • Mid-level leaders who have recently been, or about to be, promoted into a new leadership role. This is typically delivered through a series of small group facilitated workshops but can also be delivered through one-on-one coaching.

Our approach

Through one-on-one coaching or group workshops, our focus is to provide strategies and tactics for leaders to accelerate their on-boarding and set them up for success in their new role.


We help leaders:

  • Diagnose and accelerate their transition by applying a framework and tools to their situation
  • Address the risks and challenges that hinder transitioning leaders and teams from delivering value to the organization
  • Identify their team’s transition needs and help team members quickly align action with the situation
  • Create a shared, clear understanding of their transition situation and priorities with their manager and team
  • Enhance critical working relationships and gain support from their peers, team, and manager
  • Enable high levels of agility in their team