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.

• 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.