Coaching through transitions

In my coaching program, I advise that every time a new Executive steps into a new role, a three to six months transition coaching be offered by the organisation. It helps on several layers, but most importantly it is meant to help the person to not feel alone in the transition, especially in the adjusting period.

It is known that a transition has three stages:

  1. The ending of a previous context, position,
  2. The in-between period – of distress and some confusion,
  3. The adjusting to the new context.

Coaching the Executives throughout all three stages, but especially in the 3rd one, helps to clarify certain expectations about the new position or roles, as well as any limiting beliefs that could blur the new professional context. Having a coach assigned will boost the executive self-confidence that he is able to excel beyond current potential. All future career plans are being drafted in the presence of the coach.

The new role can be a new position of managing a team of which the Executive used to be part of. Hence, feelings of anxiety, exposure, some confusion on how to communicate with colleagues – previously peers, presently subordinates.

The coach will address if there are hints of the impostor syndrome showing up in the coaching sessions, or any inadequacy feelings related to the new professional path.

He or she will assist in the new career strategy by helping the Executive define the new mission and vision for the new role. The system of values is re-visited, new goals and plans are discussed, along with multiple stages of emotions emerging from the new context.

In the end, for the ROI of the coaching program, most of the time there is evidence of its success if the Executive shows improved soft skills, is adjusting behaviours, perspectives and the team performance increases.


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