new appointment coaching

It is an increasingly accepted fact that over a third of all new appointments (internal or external) fail or fail to deliver the anticipated results.

Improved talent management and recruitment processes can help a great deal, but in many cases the ‘failure’ in not so much due to the appointment of the wrong person, but because the organisation has not been sufficiently clear as to the real performance expectation and has not recognised and given the support the new appointee needs. In most cases even the new appointee does not recognise these shortcomings until it is too late.

This is not a problem that either the company or the new appointee can afford to ignore. The cost of replacement, resulting de-motivation of others and perceived failure by the organisation are too high! Businesses cannot afford to be seen to ‘get it wrong’ too often.

Our New Appointee Coaching Programme helps newly appointed leaders to be more effective from the beginning.

What we do

As soon after the appointment as possible we meet with the client organisation, the new appointee’s boss, and the new appointee themselves to help define performance objectives, support and development needs and ‘what good looks like’. Based on this and our experience of many similar situations we design a one-to-one coaching programme to help the appointee make an impact quickly and to ensure success. The initial coaching programme will usually be delivered during the first 100 days, but may often be extended to ensure lasting optimum benefit and lasting results.

The Programme

Designed to support the new appointee through the transition stage of the new role, the programme is designed with the client and the individual, but is also flexible to changes according to perceived developing need.

The programme can be tailored to suit :

• Those taking their first real leadership role,
• Those taking on new or wider areas of leadership responsibility at whatever level
• Those appointed to positions in new organisations – external recruits

Our Approach

The initial exploratory meetings will explore needs and priorities. Our New Appointee Coaching Model will be used as a framework for discussion. In this we target four focus areas:

• What am I here to do? - organisation & own objectives
• How equipped am I to deliver? - personal capability and needs
• What environment will I be operating in? - organisation culture and values
• What resources do I have? - team resources & capability

Consolidating success and Moving Forward

Towards the end of the first 100 days coaching, and in order to help the individual consolidate and plan their ongoing strategy and needs, the final stage of the programme will focus on :

• Developing strategies and initiatives to achieve business and personal targets
• Developing networks and dealing with internal politics
• Building a 12 month ‘road map’
• Achieving a healthy work/life balance and
• Defining any further coaching needs