05 June 2010 - Accelerating Success in the New Executive Roles - Patricia Wheeler

8/3/2019 05 June 2010 - Accelerating Success in the New Executive Roles - Patricia Wheeler

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15th June 2010 HPCA Monthly Learning Event


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Patricia Wheeler, Ph.D.

Managing Partner, The Levin Group LLC

For Hyderabad Professional Coach Association

June 5, 2010


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Success and Failure in Senior Executive Transitions:

Alexcel / Institute of Executive Development Research

Phase 1: 2007-2008

Web-based survey with selected interviews

Targeted leaders in top 5% of their organizations

152 respondents

107 organizations 12 countries 21 industries Average size = 2,500 employees and $650M revenue



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Even Senior Leaders Fail

External Hires Internal Transfers

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Source: Alexcel Corporation and the Institute of Executive Development, 2008



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What Drives Failure at the Senior Level

68

45

15

0 25 50 75 100

Interpersonal leadership skills

Personal skills, including the

need for better self-

management and focus

Technical or business skill

Reasons for Failure




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What is the Real Learning Curve?

7%

18%

3%

25%

47%

25%

37%

29%

8%

1%

0% 10% 20% 30% 40% 50%

< 1 month

1 - 3 mts.

3-6 mts.

6-9 mts.

> 9 mts.

Internal Transfers

External Hires


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How many months does it take in your organization for asenior executive in a new role to reach full productivity



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Resources Provided

Internal External

Whats done What Works Whats done What Works

Pre-employment activitiesn/a n/a 26% 8%

Orientations with other new executives22% 11% 46% 19%

Mentoring/informal buddy networks47% 30% 48% 46%

Executive coaching33% 43% 28% 36%

Customized assimilation plans33% 38% 33% 38%

What Worksand What Doesnt




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Key Transition Stakeholders:

What drives success

Manager

New Leader

Human Resources

Understand your role

Listen and listen some more Know how your performance

will be measured

Know how decisions are really

made

Seek multiple points of view

Be resilient

Provide a roadmap for

success

Help keep the manager

involved and engaged inthe process

Help the new leader find:

A mentor to help build

a strong network

Buddies to answer

basic questions in aninformal way

An External Executive

Coach to address

sensitive and

confidential issues

Support both external and

internal hires

Give clear role expectations

Help set realistic milestones

Provide timely feedback

Help leaders connect with

new peers

Invest in coaching andmentoring as appropriate

Stay engaged!



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Manager

New Leader

Human Resources

Doesnt clarify role,objectives and culture

Doesnt create new

stakeholderconnections

Is overconfident in skillsand abilities

Assumes past successautomatically leads tofuture success

Doesnt know leaderstrengths and

challenges

Doesnt provide earlycorrective feedback

Assumes the manageriscoaching/developing

effectively Doesnt help new

leader identify keystakeholders and buildrelationships

Doesnt clarify roleexpectations/timelin

es Expects the new

leader to succeedwithout sponsorshipand support

Waits too long tosuggest course

corrections



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Suggestions to maximize transition success:

Measure qualitative skills in your

hiring process

Set reasonable expectations fortransitioning leaders

Support internal transitions as well

Invest in coaching and mentoring

Find mistakes early and take decisive

action



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Visit Our Website: TheLevinGroup.com

+01 404.377.9408

[email protected]



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Upcoming Events

Monthly Virtual Learning Events

19thJune 2010 Saturday, 10:00 am IST

Prabha Chandrasekhar, PCChttp://www.kingsolutionsinc.com/about/prabha-chandrasekhar/

24thJuly 2010 Saturday, 7:30 pm IST

Marshall Goldsmithmillion-selling author of What Got You Here Won't Get You There & MoJo

Watch out for more.


05 June 2010 - Accelerating Success in the New Executive Roles - Patricia Wheeler

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