(Seven rules orienting yourself and setting goals)

One of the highest impact opportunities for executive coaching occurs when managers are making career transitions thanks to an important promotion. Research indicates that when a manager assumes a new leadership role, he or she has a 40% chance of being terminated, showing disappointing performance or voluntarily leaving the position within 12 to 18 months.  Information Provided by Coaching For Impact Workshop Facilitated by Ed Betof, Ray Harrisons: Beating the Odds – February 11 – 13, 2003

The "New Appointed Leader Dilemma" occurs when expectations for results are greater than ever before, but the patience for these results to materialize is at its lowest.

95% of senior executives when surveyed (October 2003 Center for Creative Leadership Newsletter) had experienced a change in jobs or responsibilities in the past three (3) years.

Most common reaction to a promotion is “ Am I really qualified to do this” in the first several months, and the range of emotions felt at the time of the promotion and following months is broad from exhilaration to fear.

It takes many skills, attributes, and circumstances to be successful but very little to derail. One critical mis-step, misjudgment, one broken relationship is all that is needed to severely detract from how others perceive your performance.

Highest reported problems in newly appointed leader transition ...

                  * Building or repairing relationships

                  * Uncertainty of what "the boss" expects

                  * Lack of skill in managing the political landscape

                  * Inability to achieve 2-3 most critical objectives

Individual coaching continues to be the highest / best return on investment.  Many senior level executives are intentionally seeing it as part of their game plan to win the war for talent and in increasing chances for success. Once someone is promoted from outside the company or from within, the senior in charge needs to be seen as fully dedicated to helping that person succeed.  

*  Acquiring new knowledge quickly

*  Building new relationships and alliances with stakeholders

*  Establishing new working relationships (building, creating and  

   redefining.  ie. a peer becomes a direct report)

*  Juggling organizational and personal transition

*  Managing multiple and competing bosses

*  Building credibility and momentum

To participate in the Lunch and Learn

Please print and fax information to 905-847-0103. 

Cost is $50.00 per Person.

Proceeds are being forwarded to Wellsprings Halton-Peel.

For More Information, Please Feel Free to Contact

Palma Robinson Directly - 905-337-0397

Lunch and Learn

When:              January 30, 2003

Time:               12:00 – 1:30 pm

Topic:              Coaching Individuals Assuming a New

                        Leadership Role

Where:             11 – 1155 North Service Road West, Oakville