Situation
Promoted from a functional role to leading a major business unit, this high-potential leader needed a structured plan to step up to his new role where he had to drive an aggressive change agenda.
Solution
We followed a two-step coaching process. Step 1 focused on the organizational context and getting prepared to “hit the ground running”. Step 2 concentrated on solutions to overcome “getting stuck” situations and implementing a detailed “first 100 days” plan.
Results
This leader started successfully in his new role, emphasizing team work and communication with a participative style, while taking swift action on specific and high priority change decisions. Encouraging open dialogue and upward feedback through individual and group discussions in a conservative and hierarchical corporate culture was the first step towards enabling change. Using these discussion forums to clearly explain his strategy and share his "philosophy to win" in the challenging situation that the business unit was facing, this leader helped his management team better understand the "what and why" about business imperatives and priorities. This resulted in boosting morale and strengthening resolve through the ranks. Leveraging a renewed sense of purpose and accountability in his organization, this leader succeeded in implementing smoothly a series of sensitive restructuring initiatives that drove significant efficiency and productivity improvements within six months.