CEO Transition and New Leadership Roles
Taking on a new leadership role is the moment of highest leverage and greatest risk. Those who win stakeholder trust in the first six months lead effectively long-term. I support CEOs and executive team members in this phase with structured coaching on a Pay-for-Results basis: you pay for measurable change, assessed by superiors, peers and direct reports.
Book a Strategy CallTypical Situations
- CEO taking over an organisation with its own history, a board with expectations and a team watching closely
- Executive team member stepping up to a new function with unclear mandate and competing stakeholder interests
- Leader who has been in the role for six months and senses that the initial trust is eroding
- CEO who must navigate a board conflict in the first year without losing authority
- Executive who has taken over a turnaround mandate and needs to set clear signals quickly
How the Mandate Works
Stakeholder mapping
We identify your key stakeholders, their interests and expectations – and the signals you need to send in the first 100 days.
100-day agenda
We define your priorities, your decision architecture and the alliances you need to build.
Critical conversations
We prepare the conversations that will determine your authority: with the board, your team and key peers.
Progress assessment
After six months, your stakeholders assess your leadership. Their verdict is the basis for the success-based fee.
Measurable Criteria and Limits
Success is measured when your board, peers and team assess your leadership as clear and effective after six months. Not suitable for mandates where goals cannot be assessed by stakeholders.
A Practical Example
A newly appointed CEO of a mid-size industrial group faced a board with divided expectations and a leadership team with established loyalties. In coaching, we clarified the 100-day agenda, prepared the first board presentation and worked through the critical one-on-ones. After six months, the board assessment was positive.
Questions and Answers
How quickly can coaching start?
Usually within two weeks of the strategy conversation. The first session focuses on the immediate situation and the most urgent decisions.
Can coaching also work remotely?
Yes. Most sessions take place via video. For the first session and key milestones, I recommend meeting in person.
What if the transition fails despite coaching?
Coaching improves the probability of success – it does not guarantee it. If the stakeholder assessment is negative, I waive the success-based portion of my fee.
Do you also work with the board?
Only when it makes sense and is requested by the client. My primary mandate is the leader, not the board.
How many sessions are typical?
Usually 8 to 12 sessions over six months, every two to three weeks, plus brief exchanges between sessions.
Ready for a no-obligation strategy conversation?
Book a Strategy Call