There are four scenarios where the label Transition Coaching suits.
A new role in a new organisation
A new role in the existing organisation, most often a promotion
Preparing to go to the next level
A career change
The first two scenarios are often called ‘First 90 Days’ coaching after the great book of the same name by Michael Watkins. Ideally, starting well in advance of the transition itself, I work with the client around a structured plan to ensure the best chances of success. This can be a critical investment with clients reporting they’re 6 months ahead of where they would be without the coaching.
Sadly, not every organisation has the foresight to engage a coach in advance of a promotion and the new leader then needs support to handle the additional levels of challenge that were unforeseen. What is seen as the issue holding the leader back is rarely the element that really needs to change and it is the open transparent exploration that coaching provides that allows the significant change to happen. This is most common in scenario 2.
Scenario 3 is often part of succession planning, talent is identified as being ‘nearly ready’ for the next level but are still seen to be ‘missing something’. This is often something like confidence, leadership presence, communication style or strategic capability. Maybe as an individual, you know that you need something else to get to that next level, or maybe you need to decide whether or not that career path is right for you.
And lastly, the career change. This is a more structured approach like the First 90 Days where we particularly look into life values and test the various options under consideration before any significant choices are made.
Transitions coaching is often supported by the use of psychometrics like the MBTI® or Hogan’s MVPI (Motives, Values and Preferences Inventory).
Please contact me for more details.