Picture this:
You’ve appointed your next superstar executive. The decision is made after months of searching, interviewing, testing and assessing.
So what are you doing to underpin their success?
You might be surprised to learn there’s a 40% chance they will fail in the first 18 months.
And if you’ve hired a woman, the failure rate is higher.
Then there’s the cost of this failure – often more than $2,000,000.
Why?
Because 90% of executives are dropped into roles and left to sink or swim.
No process, no strategy, no relationships, no visibility and no clear focus for those crucial first 100 days.
This is where the cycle of failure begins.
This situation manifests doubt, lost confidence, second-guessing, lack of insight and the clarity needed to achieve what they’ve been hired (or promoted) to do.
Simply put, executives aren’t being set up for success in a what is a golden – and very limited – window of opportunity for a business to achieve great things.
And organisations are taking on risks they didn’t anticipate.
The impacts are significant – and they come in waves, not ripples:
- Poor board relationships – the executive becomes fearful of looking needy or incompetent so doesn’t engage in the right way, if at all.
- Customer frustration mounts and sales decline – the executive doesn’t appear to know enough to instil confidence or is not engaging with customers – they are even sometimes deliberately kept hidden…
- Investors disengage and your share price slumps – the executive isn’t building key investor relationships nor are they communicating effectively to assure the market of their competence and strategic capability.
- Board credibility erodes and market influence diminishes – your stakeholders question the appointment and speculate on likelihood of success, many step back.
- Team frustration and disengagement mounts – connections are broken, intelligence flows stop, secure power bases are thrown up for grabs and uncertainty takes the place of continuity.
- Strategic processes slow and productivity is lost – instability and cultural impacts filter through the organisation.
And on we go.
The first 100 days are a golden opportunity to establish a new order and the general readiness to listen, learn and act is at its height, yet this window is underappreciated, overlooked and ultimately squandered.
When your organisation is buzzing with the expectation of change and excited about what’s possible, you are being presented with a unique opportunity to reset your company’s rhythms to the requirements of the future.
To help businesses fix this, today I am announcing our 100-Day Executive Transition Program
It provides leaders with critical early support and strategy development to accelerate success over first 100 days in their role and create a foundation for long-term success.
Executives create a strategy in their first 100 days that demonstrates their competence and provides the clarity and influence they need to succeed early in their new role while bringing people with them to get things done as efficiently as possible.
New leaders: ramp up faster, create an environment for stronger team cohesion and achieve early, visible wins by building trust, credibility and strong stakeholder relationships from day one.
Organisations: dramatically reduce risk, minimise downtime and enable strategic outcomes sooner.
With over 25 years of expertise in executive transitions, we’ve empowered hundreds of leaders across organisations of every size to thrive in their new roles.
It’s a bold promise, but because our process is proven, we guarantee a successful transition for every executive who follows our approach.
If you’re interested in learning more about our 100-Day Executive Transition Program, feel free to reach out to me or share this with someone you feel would benefit.
Talk soon,
Nina
PS. Programs like this aren’t built in a vacuum. I would like to thank the many people who’ve been incredibly generous with their time, insights, experiences and feedback. You have been instrumental in the thinking and design of what is now a standalone 100-Day Executive Transition program.
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