I asked you what you thought. This is what you said.
Jeanette Botha
Founder @ Pursue-it. Specialising in Career Advancement for Sales Leaders. Land Your Next Level Sales Leadership Role with a 40K Pay Rise.
In the HBR article “How to Succeed Quickly in a New Role”, the author shares that “McKinsey reports 27% to 46% of executives who transition are regarded as failures or disappointments two years later.”
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(ps. The companies that Gartner surveyed said that 49% of executives are underperforming for the first 18 months.)
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I asked you why you think that is. This is what you said:
Let’s take one by one.
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??? Inadequate Onboarding of Executives
This would’ve been my choice.
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There’s a belief that because you joined the executive ranks that you must know exactly what to do. No more training needed here!
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Someone once said to me “Jeanette, you’re now a VP. Why do you need coaching?”
My answer: “I always have a coach.” I really do.
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If you have execs reporting to you, my advice is to make sure they get the coaching from you that they need.
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If you’re a new in your role, DEMAND the coaching and onboarding you need. Because who wants to be a disappointment for 2 years.
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??? Extreme Expectations on Executives
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I understand why this one is also high up on your list.
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I’ve never felt this level of pressure in my 27-year career. It’s rough out there at the moment. And I can't be the only one who feels that way.
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??? Poor Stakeholder Management
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There’s a link here to the HRB article. The author found that the reason so many executives were seen as failures and disappointments was because they didn’t use their networks.
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They didn’t use their networks for ideation and implementation. Going at it alone.
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I know this is only one part of stakeholder management. But many of us don’t collaborate enough with the people in our network.
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??? Executives’ Resistance to Change
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One of my favourite quotes: “Nothing fails like success”. When you experience a lot of success, it’s shockingly easy to get comfortable and believe the way you do things is the “right and only way”.
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Always be learning.
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What advice can you share? Comment below any suggestions you have that’ll help the lot of us.
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Jeanette ??
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Ps. Did you download my Career Advancement Checklist?
Step 3 in the checklist is about getting your network to help you with your career advancement.
Here's the checklist:
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F??ck Being Stuck coaching ?? Women in risk mgmt - earn respect with your Leadership Communication ?? Facilitator, 6K workshop pax / Ex-Strategic Lead, Women in Security, ASIS Europe / 2x Author
7 个月sounds like a lot of dropping the ball ... and calling it something else
Leadership & Career Mentor/Coach | Helping Aspiring Managers & Professionals Navigate Career Transitions | Former Fortune Top 50 VP
7 个月I would also have gone for Inadequate Onboarding.... Not just at Exec level, from first line management upwards. All too often companies are missing opportunities to prepare people for future roles and then, especially if it is an internal hire, forget to onboard them altogether. As you said "There’s a belief that because you joined the executive ranks that you must know exactly what to do. No more training needed here!"
Vice President / Commercial Leader / Board Member / Chairman / Business Advisory & Coaching
7 个月Some interesting conversations to be had Jeanette, nice post!