What:  Designed to accelerate effectiveness of the new hire within the new organization.  Typically, this engagement is undertaken by the sponsor company and is included in the executive’s hiring package. The objective is to establish leadership rapidly within the organization or division, build a strong team early in the transition, and ultimately meet or exceed expectations discussed at the time of hire.

Why:  Given the high failure rates of executives and managers who switch companies (30% to 40% within the first 18 months), this engagement is critical to establishing success immediately. 

Duration:  6 to 12 months

New Manager- Individual Performer to Team Leader

Who:  Newly hired or promoted managers who have little or no managerial experience.

What:  The objective of this coaching is to assist the newly promoted managers in their transition from an “individual" or "technical" performer into the role of manager/leader of a team. Delegation, goal setting, accountability, performance reviews, team building and effective communications are just a few of the areas covered.  Various assessments will be administered to create high degree of self-awareness, which is essential to the success of the new manager/leader. Training, coupled with coaching to integrate the material is fundamental to this program.

Why:  Too often assumptions are made that a high performer at the individual or technical level will transfer into success at the managerial level.  The skills that enable success at the technical level do not directly translate into the new managerial role.  Failing to develop the new manager will ultimately lead to poor results, low employee engagement, high turnover, low customer satisfaction, and often termination of the new manager.  Providing a solid foundation for growth in a management role is essential to the long term success of the individual and the organization.   

Duration: 12 months

Managing Teams to Managing Managers

Who:  Managers transitioning from leading small teams in their current organization to “managing managers” in larger operating groups or divisions.

What:  Moving from the role of managing or leading a team of “individual performers” to managing a larger group or division managed by “managers”, requires new skills and techniques for success.  Communications, goal setting, accountability, motivation and team building are just some skills that must be stepped-up to a new level to effectively manage and lead other managers. Our program assists the manager/leader by enhancing the application of existing skills while learning new methods to become a more effective manager/leader. Assessments will be administered to give the new manager greater personal awareness of their strengths and weaknesses and a development program will be designed to capitalize on the strengths and minimize weaknesses while leading the team.

Why:  Transitioning to “managing managers” in larger operating groups or divisions can be challenging.  This new role has the potential to greatly impact the success of the organization on a much larger scale.  It is imperative that the new manager/leader has the necessary skills and self-awareness to effectively manage higher level employees while providing the necessary leadership to successfully meet company objectives.

Duration: 12 months