“Last year, my employers offered me a promotion into general management. I accepted the position without hesitation. After all, who wouldn’t accept an upward career move accompanied by increased income?
They told me their motivation for promoting me was my excellent past performance as an energetic and successful deal clincher. I was really excited by this opportunity to advance myself!
After my promotion, I realised I was totally unprepared for the new role, and no-one had time to guide me. My reporting lines and business relationships changed. My former work buddies no longer included me, and my peers didn’t take me seriously as a newbie manager. I was miserable and lonely and had only a vague idea of what was expected of me. After a few months, I resigned.”
These words from a current coaching client really say it all. She recently approached me to help her overcome her fears around taking on another management position after this bad experience.
Too many companies overlook the fact that there is a need for a comprehensive onboarding strategy, even when an individual is promoted from within.
To be successful newly promoted managers and leaders need to develop different ways of doing things. They need to make the shift from task level thinking to strategic thinking. And as reporting lines and expectations change, they need support to develop new relationships inside and outside the organisation.
Being a new leader can be lonely. A new role comes with a new set of unknowns. And no matter how much support the organisation provides, bringing in an external coach can be very effective to accelerate the adaptive process and help the newbie executive through the transition.
A skilled coach will help new executives integrate in a more structured way. The coach can work with the executive to set their agenda for the first three months and practice their newly acquired leadership skills in a confidential and supportive space.
At Idea Alive SA we work with corporate organisations and entrepreneurs to help them successfully onboard their new hires by clarifying and managing the expectations of key people involved in the process.
Losing new senior hires can be an expensive loss for any organisation, bringing in a skilled coach can help you retain your new talent.
Lynne Fros - Idea Alive SA