Executive Coaching: Ensuring New Leaders are more than One Hundred Day Wonders

 

The Purpose

Moving into a new job represents both an opportunity and a challenge. The first hundred days are the time to take stock of the organisation from the perspective of the leader, and to ensure understanding of the new role and its boundaries.

 

Meeting the challenge of hitting the ground running, making an impact and securing early wins is as much about understanding as taking immediate action.

 

Working with an executive coach during this period can significantly accelerate the speed with which a new incumbent assimilates the ways in which the organisation works, and identifies opportunities for maximising their contribution to the strategic needs of the business. For most senior managers this is a time of adjustment as well as action, and having the time and space for reflection on what’s really required with an external sparring partner adds focus and direction.

 

Depending on the seniority of the role, there is also a benefit for the participants’ boss/Chairman in the form of an agreed and open process to support their own management of, and support for, a new colleague.

 

The Content

For any senior role there will have been discussion during the selection process on what the key aspects and deliverables of the job are; an initial, preparatory meeting, reviews what “success” will look like after three months and the potential barriers to achievement.

 

In addition to the explicit deliverables agreed at the outset – and indeed in the context of ensuring that they are appropriately delivered – other issues may well be discussed during the coaching sessions. They typically include:

• Reflections on the organisation
• Managing upwards
• Building the new team
• Strategic networking
• Communication
• Personal feelings on the move
• Managing one’s career in the new organisation

These are all potential determinants of effectiveness in the job and successful assimilation into the role.

 

The Process 

The coaching process is based on sessions of between two and three hours duration with the coach over a three or six month period. These would normally take place at two weekly intervals; where face to face meetings are not possible telephone or video conferencing may be used.

The coaching process helps the participant to focus on:

• What they need to do.
• Begin to contemplate what this requires.
• Prepare to take action.
• Engage in new behaviours.
• Maintain consistency in their approach.
• Manage potential relapse – ensuring stickability through ongoing support and feedback.