Accelerating Transition

February 10, 2011 at 2:58 PM

Changing jobs and employers - how to guarantee success by using assimilation coaching


Assimilation coaching ensures that executives-in-transition are able to navigate successfully the move to a new job, employer and industry sector. It is offered because the research is clear - four out of ten leaders-in-transition fail and leave within two years while many others survive but do not fulfil their true potential with devastating results to themselves and their organisations¹. 
This highly regarded research into how we succeed or fail shows that it is reliant on the degree to which we successfully make the transition to our new job or company by:

  • Establishing a cultural fit
  • Building relationships
  • Clarifying what is expected

Assimilation coaching provides the framework for structuring the learning for how the leader, the role, and the broader organisational system interact ². During the initial transitional phase leaders-in-transition take the important steps to build understanding of the past, present, and expected future of the organisation they have joined and are now (possibly in part) leading. They start to clarify what is important, plan their goals, and secure a few key early wins in areas that matter to their major stakeholders including their boss, peers and team.

However at some point, all transitions require a radical restructuring of the way we construct our worldview, and it is this that creates the opportunity for personal growth and development.  Success with this takes the leader-in-transition through (what is often known as) the crisis point as shown by the transition curve here.

To navigate this transitional phase (crisis) successfully there is a complex process of inner personal development and ‘this is where a coach becomes an essential element in the growth process’ ³. An executive coach knows that this is the ideal opportunity to use the challenge of being in transition as the doorway to successful self development. It is happening when someone changes “not just the way he behaves, nor the way he feels, but the way he knows – not just what he knows but the way he knows ‘.? 
With this kind of assimilation coaching at least nine out of ten executives will navigate successfully the move to a new job and / or employer. For employers it is the only way to ensure that 90% of your new leaders grow into the job and engage with the organisation, creating the opportunity for enhanced (even great or outstanding) results ?. By any measure this is a significant return on investment. 

Plus Partnership Coach: Liz Buckle  
©2011 Plus Partnership Ltd

 



References:

¹ Manchester Inc research: Why do 40% of new leaders fail Phases and features of the Transition Cycle – Hopson et al
² Michael Watkins: The First 90 Days
³ Daniel Goleman and Richard Boyatzis: The New Leaders
? Robert Kegan: The Evolving self
? Marcus Buckingham: First Break all the Rules

 

 



Tags: Coaching Training Assimilation Coaching
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Please add a comment

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Posted by Forrest on
It is important at the ouestt for the group to have stated what the agreed commitment of the members is and what are the agreed expectations.As a coach, I would ask the group how the participants feel it is doing as a group, what is it doing well, and where could it improve? If the issue isn't raised, I would ask a further question is there any way the group could improve its effectiveness? . If the issue still isn't raised, it would appear that the two missing people aren't missed so maybe it is not an issue in terms of the work of the group?
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