Executive transition and turnover in leadership roles are major concerns for organizations. While the long term outcomes of key management changes are often beneficial, the short-term effects can be disruptive – productivity suffers, employees are dissatisfied, customers are frustrated. Furthermore, while the selection processes are usually done with care, few organizations have developed a strategy that helps new leaders achieve a great alignment with the new organization once they are on board.

As the market becomes more competitive for leadership talent, organizations are realizing the value of developing a strategic leadership transition process. A strategic process is one that addresses a variety of issues related to building the firm’s leadership brand and incorporates culture, relationships, performance expectations, values, and community. It is the first step in the new leader’s on-going learning and development.

Wingate Consulting works with organizations to develop a comprehensive on- boarding process that involves a broad cross section of the organization’s leaders. The process includes regular feedback from key stakeholders and coaching; and it focuses on the long term – building successful relationships, clarifying expectations and defining critical priorities. It is an excellent opportunity for unraveling on-going communication needs and responses for the new leader, and it drastically reduces the time it takes for a new executive to become productive.

There are multiple components to this process:

  • A written plan that outlines objectives, timeline, milestones and a list of key stakeholders the individual needs to get to know.
  • A facilitated new leader-team integration meeting between leader and staff members that provides staff an opportunity to share feedback anonymously.
  • A key stakeholder check-in with feedback on strengths and development areas.
  • A new executive orientation program hosted by the CEO that includes networking with other executives.