You’re transitioning to a new executive role. What are the best coaching services to help you succeed?

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The first step in any successful transition is to assess your current strengths and areas for improvement. This can be done with the help of a coach who can guide you in identifying your core competencies, leadership style, values, and goals. They can also assist you in evaluating your fit with the new role, organization, and culture. By using various tools and methods, such as feedback surveys, personality tests, or 360-degree assessments, a coach can provide you with a comprehensive and objective picture of your profile. This understanding allows you to leverage your strengths, address your gaps, and align your actions with your vision.

Across the more than twenty-five years of providing executive coaching services I've learned how the process of coaching can promote a client's individuality and creativity build trust and address their ability in developing strategies, problem-solving, creating a vision, and ensuring results. Beginning with a comprehensive assessment diagnostic that raises self-awareness we're able to focus on essential strengths and key leadership characteristics. Focus then centers on data driven relationship building skills in order to build an effective high performing team.

While transitioning to a new leadership role, re-assessing your strengths and development gaps is a strategic and integral component of executive coaching for a professional transitioning to a new role. It provides the foundation for a targeted and customized coaching plan, enabling the executive to capitalize on strengths, address developmental needs, and excel in their leadership role.

One thing I found extremely helpful in such a situaiton is to keep a growth-mindset. Not focusing on proving you are the perfect candidate and how good you are for this role. But focusing on what you need to improve in order to make yourself a suitable holder of this job. This would require an open mind, a shift of your focus and a coach:))

Es ist sehr hilfreich, genau zu erfragen, was die Erwartungen sind und zu lernen, zuzuh?ren und die neuen Teammitglieder sprechen zu lassen, um ein gutes Bild von der neuen Situation zu bekommen.

It is mandatory to have in place a job search strategy to have the work very well structured. The strategy can and will change though as the job seeker starts engaging with decision makers and starts gaining more insights.

A well-defined transition plan serves as a comprehensive guide for the executive moving into a new leadership role. It provides clarity, focuses on specific development areas, establishes timelines, allocates resources effectively, incorporates risk mitigation strategies, emphasizes stakeholder engagement, outlines communication plans, integrates feedback loops, aligns with organizational goals, sets performance metrics, and addresses leadership branding. During the coaching, Coach works with executive to set SMARTER Goals around these, take actions, hold executive accountable and provide feedback, celebrate success and keep reflecting and re-assessing to gain clarity and remain on success path.

A transition plan will support you to understand where to focus, what are the priorities and manage the expectations right as of the first day. Being in a new role, there might be quite some pressure and urgency and having a clear plan will enable you to focus on the right tasks waiting for you, instead of feeling the pressure of a new position.

One of the most challenging aspects for new executives is the sense of isolation. Your peer group shrinks, the dynamics have changed and there’s often increased competition and visibility. It can be difficult to know who to trust and feeling lonely is common. Your coaching sessions provide a confidential, professional place you can unpack your challenges and move forward. Having someone experienced and neutral to guide you is invaluable. It reduces the stress and anxiety as you plan your first steps.

Leadership can be lonely. It needn't be. An external coach can be an objective 3rd-party, creating a brave space where you can explore your leadership. Don't limit yourself to exploring only leadership skills. There's so much more that is available to play with. Sure, skills are important, and there are the beliefs you hold, about yourself and others. There are the values that you communicate through your behaviour. Your sense of identity impacts how you show up and what you are capable of. And there's purpose - the thing more important than only you. Skills are important - and much more deep work that will underpin and support your continued expansion as a leader.

Transitioning into roles that require managing difficult people demands enhanced leadership skills. Executive coaches focus on developing skills like effective communication, influence, decision-making, and team dynamics. They also work on emotional intelligence, resilience, and adaptability. Coaches provide feedback and support to foster growth, encouraging stepping out of comfort zones and learning from direct experiences, thus enhancing confidence and effectiveness in challenging interactions.

Build on your strengths and be at your best leadership skills you already have. Might be your executive presence, decision making or influence (often rooted in emotional and social intelligence). Define your own milestones and keep going. An executive coach will be able to give you, with radical candour, the brave space to explore, to understand your own (limiting) beliefs and transform your impact.

Ich erlebe es in meinen Business-Mentorings oft so, dass es den Raum braucht, offen über Situationen zu reflektieren. Sich aus einer pers?nlichen Sicht auf die Sachebene zu bringen. Das ganze System involvierend. Den Blick für seine M?glichkeiten zu sch?rfen und sich letztlich in der Kommunikation zu üben, Themen offen und transparenz anzusprechen. Hypothesen mit einbeziehend, um darüber gemeinsam zu wachsen. Führung fordert meines Erachtens absolute Reflexionsf?higkeit und letztlich Transparenz und Wege der Kommunikation, um Diversit?t im Team zu achten und sich darüber gegenseitig zu befruchten. In externe Reflexionsr?ume - wie ein Coaching - einzutreten, l?sst F?higkeit zur Selbstkritik vermuten und den Wunsch an Situationen zu wachsen.

A coach works closely with the executive to enhance various leadership facets. This includes refining communication skills through targeted exercises in active listening and articulate expression. Executive presence is a key area of focus. Decision-making processes are strengthened by adopting data-driven approaches and strategic thinking. Coach supports the executive in leveraging team collaboration & promoting an inclusive and motivating work environment. Additional avenues such as leadership training programs, mentorship opportunities, and continuous learning initiatives are explored to enrich and expand leadership capabilities.

You can't be successful in your new role unless you are balanced and you find a way to manage the stress of a new executive role, with all of its challenges. You might have the feeling that self-care has to be a lower priority for a while, and it is important to find a healthy balance between high performance and mental well-being.

Handling difficult people can be stressful. Executive coaches assist in managing this stress by identifying stress triggers and coping strategies. They emphasize mindfulness, self-care, and self-compassion, ensuring that the professional maintains energy, motivation, and health while dealing with challenging scenarios, thus preventing burnout and fostering a balanced approach to professional challenges.

The transition journey can and will get disheartening at times. It will feel sometimes that all attempts are just futile and that landing an Executive role is really far fetched. I am here to tell you that it might take longer than you thought yet it will happen provided you do what you need to be doing. Have faith in the process!

Recognizing the importance of well-being and supporting the executive through exploring grounding and centering so they overcome the stress of transitioning is a key role the coach plays. They co-create a holistic stress management plan with the executive. Mindfulness practices, regular breaks, and the establishment of healthy boundaries are incorporated into daily routines. Physical activities and lifestyle adjustments are integrated to promote overall well-being. The coach emphasizes the significance of self-care practices, building a supportive network & fostering resilience as part of effective coping mechanisms. Regular check-ins and adjustments ensure the sustained well-being of the executive in the demanding new role.

Networking has become the buzz word when in a transition. This can be totally correct provided you do the right networking with the right outreach message that would result in a meaningful conversation. Not all networking should be considered in your progress report, and yes you would need to keep one.

I wish I would have known earlier in my career how important our network and relationships are. Often are more important than (business) results. As a coach now I do explore this important dimension with my clients and let them see what it takes to build on credibility, trust and meaningful relationships.

Leadership is about relationships, not the work. Networking is vital. When you network you gain access to more resources that you can bring to bear to create more value for your people. The bigger your network the more emergent opportunities you create through serendipity. And the broader the impact you can create personally. A strong network is a vital support system for a leader. Leadership needn't be lonely!

Building a strong network and positive relationships is crucial in managing difficult people. Coaches help in assessing existing and potential connections, planning engagement strategies, and fostering trust and collaboration. They offer guidance on handling tough conversations, providing feedback, and resolving conflicts, thereby aiding in creating a supportive and effective professional network.

Ich pers?nlich halte ein Netzwerk für unglaublich hilfreich und wertig, vorausgesetzt ich wei? es zu bedienen und sehe es als ein "Geben" und "Nehmen". Es macht aus meiner Sicht absolut Sinn, sich im Vorfeld zu überlegen mit wem ich mich vernetzten m?chte. Ausserdem finde ich, dass man das 5-Menschen-Prinzip von Jim Rohn ein Stück weit im Hinterkopf behalten darf. Du bist die 5 Menschen die dich umgeben, und die dahinter, und die dahinter... Wer sind die Menschen, die sich in deinem unmittelbaren Netzwerk "tummeln"? Wie denken sie? Wie handeln sie? Sind sie dir Vorbild, sch?tzt du sie, ob ihrer Einstellung, ihrer Haltung und Werte? Wenn nein, welche Perspektiven bringen sie erg?nzend ein? Ein klares ja zu reflektiertem Netzwerken!

I have two critical considerations for an executive transitioning. The first one is focusing on the first 90 days. The executive needs to be a detached observer, scope the current situation, power dynamics context, culture during the first 30-90 days. Ideally at the end of the first 30 days, there is a draft on what the leader will work. The next 30 days are socializing observations, consulting and including key people into the vision creation. The next 30 days are for finalizing the leader's mandate. The second important consideration is the leader having a clear personal North Star and understanding how to align with the organization's North Star. In both situations the executive coach helps the leader navigate the transition.

The most important thing to leverage a coach for as you transition to an executive role is getting clear on your intrinsic motivators for the work. And then letting those drive your goals, and your approach to all the other sections laid out in this article. Without doing this you can become wrapped up in the status quo and trying to perform to your extrinsic rewards, which do not actually leave you feeling fulfilled.

Performing well, consistent learning and building a network come along with any promotion to an executive role. What’s more important above all is to consistently ask questions that help you grow. Ask your subordinates what can you do better. Ask your mentor for advice on how to operate well at a senior level. Ask senior leaders for 1:1 time to seek guidance on career specifics. Ask yourself why do you want to be at an executive position, what is your purpose. Asking questions consistently helps you grow with humility.

The journey is not the destination. The map is in your hands and mind to design. There is no one way to the highway, there is surely your way that waits to be created. When you find your spark and trust into your executive coach you are ready to create your best map to your journey.

These are all good suggestions for Coaching services that can support with transitions, though you could not do them all at once. In my experience a great coach will help you to set goals and prioritise. Where you start with will be driven by organisational context, your experience, and the horizon that you want to look at for the transition, for example, a leader transitioning into a larger executive role within a known division will need to pay attention to different things to a brand new leader coming in to a new leadership team. This will be different again to a leader looking to retire and transition into a portfolio career and is planning two years out.