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First 100 Days 'TRANSITION FOR SUCCESS! ©' Programme.

How many times have you come across someone who has been promoted into a new leadership role only to flounder in six to twelve months? This may have been due to lack of technical ability to do their job but more often than not, it may be due to a feeling of isolation, uncertainty in their new role or failure to understand the need to develop their relationship skills or adaptability in a new role.

Lack of focused and relevant leadership guidance can be extremely costly for organisations if the right people are not in the right jobs.

PEOPLE RESOURCES works with newly appointed leaders to help then transition successfully into new roles as part of our First 100 days © 'TRANSITION FOR SUCCESS!' Programme.

A recent survey conducted among over 400 senior executives by Performance Consulting, (June 2010), found that respondents were overwhelmingly positive about the opportunity that a new position brings. Executives were eager to meet new challenges, take charge and were eager to work with their new teams and seek out opportunities to be creative and innovative.

However, the findings showed that certain people processes sometimes acted as obstacles to newly-appointed managers. The effectiveness of the entry process in the first 100 days was found to be hindered substantially by a general lack of clarity, a lack of personal introductions, bureaucracy, ambiguous goals and expectations, and communication failures.

Performance Consulting found that Executives were frequently faced with unexpected people and cultural issues in the first 100 days. Despite being confident in their respective roles, complex situations required a deep understanding by the Executive of the culture and history of the organisation. There was a sense of being of the Executives being 'on their own' and not having the resources to improve the situation.

Areas that the survey recommended for improvement were:

1. The business - Creating clarity about strategy and results: For 43% of respondents, the expectations of what they should deliver in the first year were not clear. 50% of executives did not have a clear picture of the strategy for the new organisation.

2. The organisation - Further clarity was also needed on values, better processes to build relationships and new ways of integrating executives in shaping the organisational culture.

3. The person and role: Better HR processes were identified as being a key issue to ensure that leadership skills and capabilities can be demonstrated.

Source: Borderless Executive Search and Performance Consultants International (June 2010).

Our First 100 days 'TRANSITION FOR SUCCESS! ©' Programme accelerates the leadership skills of the newly-appointed executive helping him/her to transition smoothly into the new role and gain greater confidence and performance over a short, focused period of 3 months.

The executive would complete a number of psychometric assessments to give then greater INSIGHT into their own personal leadership and learning style. Confidential one-to-one feedback would be given over the course of this period and the coach would work closely with the individual to provide the resources and support to help them succeed in their new role.

For more details on the First 100 Days 'TRANSITION TO SUCCESS!©' Programme, please contact Tel: 00 353 1 283 2540 or email Deirdre at deirdre@peopleresources.ie