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Go from reactive to proactive in your new role.

35% of internally promoted executives fail. So do 47% of externally hired ones.*

Position yourself for success in just five executive coaching sessions with the Role Ready Onboarding Path.

*Development Dimensions International, Inc. "Leadership Transitions Report." 2021.

The Onboarding Path 

This five-session coaching package helps executives, whether promoted internally or hired externally, become fully aligned with their role, team, and organization.

Session One:

Establish your readiness

We begin by identifying what success looks like in your new role, uncovering the transition risks that matter most. Using a brief assessment, we compare what your new role demands across both organizational and personal leadership dimensions versus your current readiness, surfacing your most important areas for development.

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You then identify the one to three performance areas that matter most to your success, along with the actions and learning areas that should shape your early focus.

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You gain a:

  • Clear list of transition risks

  • Prioritized list of capabilities to develop

  • Focused learning agenda to guide your focus

Session Two:

Develop your success hypothesis

We use what you know now to articulate a clear, testable hypothesis of what the organization most needs from you in your role. You define one to three goals that are grounded in what your manager cares about, what your stakeholders are signaling, and what the role fundamentally requires, along with interim steps to achieve each one.

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You also complete an initial culture assessment, identifying how decisions are actually made, what behaviors are rewarded, and where the real sources of truth live in the organization.

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You gain a:

  • Clear, written success hypothesis for your role

  • Concrete goals with sequenced interim steps

  • Initital read on the culture you are stepping into

Session Three:

Build your stakeholder strategy

Leaders succeed through influence. In this session, you identify the stakeholders whose support is essential, evaluate the current state of each relationship, and develop a targeted plan to engage them.

 

You will also examine your own relationship-building tendencies and identify any personal patterns that could get in the way.

 

You gain a:

  • Stakeholder map with key insight on each person

  • Honest self-assessment of your relationship-building strengths and gaps

  • Concrete commitments for how you will invest in your network

Session Four:

Build your execution plan

We translate your priorities into a clear operating approach by defining how decisions get made, how you will spend your time, and where your resources are currently over- or under-deployed. Using a structured decision-rights framework, you will clarify who recommends, who decides, and who needs to be in the loop on your most critical decisions.

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You also diagnose any execution breakdowns already visible in your organization, identifying root causes, impact, and what must change.

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You gain a:

  • Decision framework for your most critical choices

  • Personal operating rhythm aligned to your priorities

  • Insight into what problems you should focus on

Session Five:

Reflect and commit

We step back from the work of the previous four sessions to consolidate your thinking and leave with a clear path forward.

 

We revisit your success hypothesis, examining what you have learned since you first wrote it and how your understanding of the role, the culture, and your stakeholders has evolved.

 

We then examine any risks or blind spots that still need your attention. The session closes with a clear set of forward commitments: how you will measure your progress, where you still need support, and what accountability looks like going forward.

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You gain a:

  • Refined success hypothesis grounded in what you have learned

  • Clear view of your top priorities going forward

  • Specific commitments for how you will measure progress

Win your first 100 days with coaching that works:

Stakeholder-aligned

By mapping key relationships early, you gather critical insight and build alignment, reducing risk and building credibility fast.

Clear direction

We begin with a diagnostic to define what success looks like, so you know exactly where you stand and where you need to go.

Don't just start a new role.

Most leaders in new roles do not fail due to lack of intelligence, qualifications, or motivation.

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They fail because they:

  • Can not adapt to the new culture

  • Do not build a strong support network

  • Fail to quickly figure out how to get things done

Elevate your impact.

To be successful in your new role, you need a different approach.

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With a Role Ready executive coaching plan, you can:

  • Rapidly acquire critical insights

  • Quickly assess your team

  • Build your strategy and gain early wins

Excel at your onboarding

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