Are You a Leader in Transition Who is Looking for Coaching, Training, or Support? Here’s What to Consider

What is a Leader in Transition??

If you are a leader who is considering what is next, who is in the process of actually making a change, or who - having recently made a big change - is trying to figure out what to do now, you are a leader in transition.

Allow me to elaborate a bit. Think about our careers as leaders...????

There are times of relative calm, where we feel in control and everything and everyone seems to be thriving - a stable state. Those times are easy and enjoyable, and we can appreciate them when they happen.?Change is barely even on the radar.

But then we begin to feel a call towards something else: Something more challenging. Something new. Something different. Here, we are asking ourselves, “What’s next?” Our focus and energy are increasingly taken up with the idea of change.

Eventually our focus and energy are all about the change. We can barely focus on anything else. And then we make that change, that transition. While this change is often marked by an external change in circumstances (e.g., a new role, a new company, a newly energized team, or maybe even starting our own business), the change is primarily internal. We as leaders are changing: who we are, how we lead, and what we desire to accomplish.???

And once we make that transition, we are faced with a whole new set of challenges - some of which we anticipated and prepared for, but many of which are a surprise. Basically, we are asking ourselves, “Now what?”

Eventually, we figure enough of it out to return to a period of relative calm - and then, at some point, the cycle begins again.

What Kinds of Support Should Leaders in Transition Consider?

If you are a leader in transition, chances are that you are seeking some support: training, coaching, or connecting with others in a similar situation.?

I’m also betting that you might be feeling a bit overwhelmed by the endless array of choices available.??

I get that. I keep my finger on the pulse of the multi-billion dollar leader development industry, and even I sometimes feel bewildered.

But I’ve gained some insight that has helped me sort through the choices. Maybe it will help you, too.?

For over a decade, I have been in a unique position to observe various ways to support leaders in transition. As a professor, I have conducted thousands of hours of leadership training in settings across the globe, from seasoned executives to undergraduate university students. As a researcher, I know the science about leaders in transition: what actually does and does not work, and why. And as a coach, I have spent hundreds of hours in 1:1 coaching sessions and facilitating group coaching - mostly with mid-career professionals in transition.??

In my experience, leader development programs and support come in one of three flavors, and I’ve discovered the strengths and shortcomings of each option. Here is what I’ve found:

Option A: Learning / Training?

A well-designed learning experience (e.g., a course, program, or book) can provide an efficient and enjoyable way of presenting new information, new skills, and new ways of thinking. However, even the best training is limited in its ability to provide opportunities to put the training into practice and to provide feedback in the leader’s actual, day-to-day world, and to take into account the dynamic nature of a leader in transition.

Option B: Groups?

Having a formal or informal group of peers can expose a leader to different ideas, provide needed support and accountability, and allow the leader to practice new ideas and skills in a safe and supportive environment. However, such groups can also devolve into ongoing complaint sessions or, even worse, a forum for giving one another not-so-helpful advice - practices which might feel good in the moment, but are not truly helpful for leaders in transition.?

Option C: One-to-One Coaching?

A relationship with an experienced coach can help a leader by providing focused learning and practice experiences, as well as personalized, real-time feedback. ? A good coach takes the general and makes it specific to the leader and their unique situation, and can act as a guide through the process of transition. However, any particular coach -no matter how good - is limited by time and their own set of particular experiences. Moreover, coaching always runs the risk of migrating into consulting (problem solving) or therapy (a strong focus on past experiences). While both of these things are important, neither belongs in a coaching relationship - especially for leaders in transition.???

Which Option is Best for Leaders in Transition??

My answer to this question is: pick “All of the Above”?

An “all of the above” strategy engages all three approaches at the same time. It involves finding and completing solid training and learning. It includes finding a group of like-minded peers to share the journey. And it is about establishing a relationship with an experienced coach. If all three approaches are thoughtfully integrated, together they can provide a sturdy, three-legged foundation for support and development for leaders in transition.

Now, you might be wondering: can’t a leader find each of these elements separately??

Well, of course. There are many great training programs to choose from. There are many leaders who would like the support of other leaders. And there is no shortage of coaches who would like to work with you.??

The key, though, is to find and do these things efficiently.? How many bad training sessions do you need to sit through to find a good one? How many groups do you need to join (or start yourself) before you know these are “your people” who are in similar situations?? How many coaching “interviews” do you need to conduct before finding the right fit?

And, once you find all of these elements, you will need to pay for them. Good training is not cheap. Good coaching is not cheap, either. And groups require investments of time and energy, even if they have low or zero financial cost.??

Given these challenges, my best thinking - my best advice, if I may be so bold - for leaders in transition is to find an “all in one” solution that covers “all of the above”.

This is why I have created the Leaders in Transition Academy. It is designed as an “all-in-one, all-of the-above” program that combines research-based, graduate-level training, supportive peer-to-peer relationships and group coaching, and focused, empathetic 1:1 coaching.?

It’s flexible but substantive, and it is available to begin anytime -because leaders in transition need help right now, not 6 weeks or 6 months from now.?????

If you are interested in learning more about support for leaders in transition, let’s talk. Send me a DM or book a 15 minute call with me: https://calendly.com/mp2l/15intro

I look forward to speaking with you!

Mike?