Strategies That Drive Progress, Create Efficiencies, and Build Cohesive Teams
Strategies that Drive Progress, Create Efficiencies, and Build Cohesive Teams
Making It Easy for New Executives to Succeed
According to the Corporate Executive Board (CEB), 50% to 70% of executives fail within 18 months of taking a new role. The financial cost of executive turnover is estimated at over 200% of the individual’s salary.
Would you like to successfully onboard new executives? Are you looking to reduce attrition at executive-level attrition?
5 Step Proprietary PLANS Method™
Here is a proven process that leads to success for leaders transitioning to new roles, and higher levels of employee retention and engagement.
- Create your plan for onboarding in your new leadership position.
- Figure out what you need to know about the company culture.
- Start making important connections.
- Build trusted relationships with stakeholders.
- Get clarity on the company’s strategic goals and priorities, challenges, and opportunities.
- Find opportunities to seize the moment.
- Recognize the early wins for your team.
- Solicit informal feedback from trusted colleagues.
- Find opportunities to make the role your own.
- Address future team structures.
- Assess capabilities, engagement, and potential development gaps.
- All of this work will culminate with a strategy and business plan for next six months.
- Seek input on the strategy and ensure a global perspective.
- Create your plan for onboarding in your new leadership position.
- Figure out what you need to know about the company culture.
- Start making important connections.
- Build trusted relationships with stakeholders.
- Get clarity on the company’s strategic goals and priorities, challenges, and opportunities.
- Find opportunities to seize the moment.
- Recognize the early wins for your team.
- Solicit informal feedback from trusted colleagues.
- Find opportunities to make the role your own.
- Address future team structures.
- Assess capabilities, engagement, and potential development gaps.
- All of this work will culminate with a strategy and business plan for next six months.
- Seek input on the strategy and ensure a global perspective.
The Process
1. Identify executives who would benefit from coaching
2. Schedule a conversation
3. Proposal submitted and reviewed with manager and HR business partners
4. Client-driven coaching sessions
5. Review progress, celebrate successes, and determine next steps
Certified and Experienced
My passion for serving people and watching them light up in the discovery of what is next, or transitioning to their dream job and helping them navigate a new role, landed in the right moment of time for me to start Talent Activators.
I’m focused on helping executives and organizations successfully integrate new leaders into the hearts and minds of their teams. I’ve supported over 200 leaders navigate their new roles and now I get to do it every day; I guess you could say I’m living the dream.
I’ve been fortunate to have worked in multiple industries including automotive, hospitality, medical devices, pharmaceuticals, healthcare and startups.
I have also I received my PCC (500 hours of paid coaching) coaching certification from the International Coaching Federation. I am also certified in Hogan Assessments, Leadership Versatility Index 360, Cultural Intelligence and GROW Coaching.
Talent Activators is proud to be certified as a Women’s Business Enterprise (WBE) through the Women’s Business Enterprise National Council (WBENC), the nation’s leading third-party certifier of businesses owned and operated by women.
When new executives feel supported, it benefits the organization as a whole.
We all deserve a chance to prove ourselves, and with the right support, new leaders will be able to achieve great things, even if they are unfamiliar or scary.
Director of Portfolio Marketing
“I was able to evolve my leadership style, motivating the team to have new ideas to improve operational efficiency,”
Director of Portfolio Marketing
“I was able to evolve my leadership style, motivating the team to have new ideas to improve operational efficiency,”
SVP of Compliance
“Using the tools she provided we were able to focus our goals to successfully perform as a cohesive team.”
VP of Pharmacy Operations
“With Dawn’s coaching I increased productivity, minimized multiple meetings, and reduced time to deliver results.”
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Top 5 Things to Know When Starting a New Role
