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Performance is not in a vacuum, it can only be achieved if there is a challenge. Challenges can only be met by highly developed and motivated people.
From your managers and leaders, you expect high levels of performance. Equally, if they are not ‘performing’ neither the individual or the organisation succeeds.
Managers and leaders have blind spots and in ever changing organisations they are faced with challenges that they may not have the natural capacity or experience to draw on.
Often senior people have ‘got here today’ with certain behaviours that are ill equipped for ‘what will get them there tomorrow’ and worse still may have never considered their development in this future context.
Creating space for your managers and leaders to explore their unique development challenges will ultimately increase capacity for them to ‘learn how to learn’ giving your people the X Factor.
The first 100 days are critical. Done well this will build success that will last for years, not only for your ‘high potential hire’ but also for their direct reports and your organisations performance.
Let’s face it, they have been hired or promoted because you think they have got what it takes, yet it’s always a gamble.
Why not manage the risk? Specialist transition coaching will help them achieve more, sooner than they would alone. Even better if the coaching starts just before they start the new role.
Working with managers, leaders and executives on their agenda for development to drive transformation for both the individual and the organisation.
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