New Horizon for Experienced Leaders
Successful transitions don't just happen, they must be designed and supported.
Why it matters
You've invested significant time and resources into finding the right leader. The expectations are high and so are the risks.
A failed leadership transition costs far more than just the role itself: it affects team morale, business momentum, and culture.
When senior leaders are given the right support from day one, the return on that investment is tangible: faster impact, clearer direction, and stronger alignment with the organization.
Program goal
To support experienced leaders in navigating complex transitions with clarity, confidence, and strategic presence, so they can build trust, deliver results, and lead with authenticity.
This program is not about generic onboarding. It's about helping your leader step into their new role with grounded self-awareness, strong stakeholder alignment, and a clear plan to create long-term impact.
What’s included
Pre-engagement alignment
Takes place ideally 1–2 weeks before the formal start
Clarifying expectations, key success metrics, and organizational context
Goal-setting session between the leader, sponsor (HR/line manager), and coach
Individual coaching
Thorough self-assessment
12 tailored sessions (60 min) via Zoom or in person
Practical tools, leadership reflection, and action planning
Highly customized to the leader’s role, context, and development areas
360 input process
It’s used to refine goals and shape coaching conversations
Qualitative stakeholder interviews or feedback survey (peers, manager, direct reports)
Creates valuable insight into early perceptions, team dynamics, and influence patterns
Double Diamond Framework©
Guidance through a proven process of making sense of the leader’s new environment, finding clarity in what matters most, and translating it into confident, lasting impact.
When it makes sense to bring in transition coaching support
This program is designed for situations where the transition is too critical to leave to chance. Ideal use cases include:
The leader is relocating from another country
There's a tight timeline for delivering early results
The line manager cannot provide hands-on onboarding support
Previous leaders in the role have failed, and this transition must succeed
The leader is entering a politically sensitive or high-pressure environment
You want to accelerate trust-building and ensure cultural fit from day one
You're seeing early warning signs - team resistance, low engagement, unclear direction
Outcomes
By the end of the engagement, your leader will have:
Clarity on how to shape culture and drive meaningful results
Stronger alignment with key stakeholders and team dynamics
A more grounded, empathetic and resilient leadership presence
A strategy to manage pressure and lead with impact under uncertainty
A clear and confident leadership stance in their new environment, aligned with the organization’s purpose
New Horizon for First-Time Leaders
Leading others starts with learning to lead yourself.
Why it matters
Becoming a manager for the first time is one of the most transformative - and vulnerable - moments in a person’s career.
High performers are often promoted for their results and potential, but few are prepared for what it truly means to lead others.
When a new manager learns to lead with clarity, confidence, and presence early on, you’re not just developing one person - you’re shaping the future of your organization’s culture.
Program goal
To support first-time managers in building the mindset, skillset, and self-awareness needed to lead themselves and their teams with authenticity and impact.
The goal is to make the shift from high-performing individual contributor to trusted, resilient people leader with confidence and intention.
What’s included
Pre-engagement alignment
Ideally completed 1-2 weeks before coaching begins
Clarify role expectations and performance indicators
Define clear leadership goals and set a development commitment
Goal-setting session between the manager, sponsor (HR or line manager), and coach
Individual coaching
Thorough self-assessment
Practical tools, leadership reflection, and action planning
12 one-on-one coaching sessions (60 minutes via Zoom or in person)
Highly customized to the leader’s role, context, and development areas
(e.g. around delegation, communication, and team dynamics)
360 input process
Used to co-create focus areas for coaching
Helps identify leadership blind spots and strengths
Qualitative feedback gathered from peers, direct reports, and the manager
Double Diamond Framework©
Guidance through a proven process of making sense of the leader’s new environment, finding clarity in what matters most, and translating it into confident, lasting impact.
When it makes sense to bring in coaching support
This program is ideal for supporting newly promoted managers or first-time team leads who are:
Facing self-doubt or imposter feelings in their new role
Moving from reactive to conscious, embodied leadership
Shifting from doing to leading and unsure how to delegate
Managing former peers and navigating new power dynamics
Learning to lead team meetings with structure and presence
Struggling to balance operational tasks with a new strategic outlook
Developing emotional intelligence, active listening, and conflict navigation skills
Outcomes
By the end of the engagement, your leader will have:
Stronger peer and stakeholder relationships
Greater confidence in their leadership identity
Tools to lead with authenticity, resilience, and purpose
A stronger ability to delegate, prioritize, and think strategically
Clearer structure and confidence in leading team meetings and 1:1s
A foundation of self-awareness, emotional intelligence, and conscious communication