Executive Coaching Empowers New CEO During Leadership Transition at a For-Purpose Organisation
The Brief
An Australian for-purpose organisation, focused on providing housing and support services for people who are homeless or at risk of homelessness, was undergoing a leadership transition.
The current CEO was moving into a Group role, and through succession planning, the COO was being promoted to her first CEO position. While the COO was highly capable, the outgoing CEO sought executive coaching to help the new CEO build her capability, develop her leadership style, and effectively navigate the transition during a time of significant change.
Improvement in Performance
Studies show that executives who receive coaching report a 70% improvement in work performance, according to the International Coaching Federation (ICF).
Increase in Employee Retention Rates
Companies that offer coaching and transition programs during restructuring or layoffs see a 60% increase in employee retention rates, as reported by the Human Capital Institute (HCI).
Faster Reemployment
Outplacement services and career transition coaching can reduce the time it takes for displaced employees to find new jobs by 50%, according to a study by RiseSmart.
Higher Return on Investment (ROI)
The ICF reports that companies receive an average return of A$11.85 for every dollar invested in executive coaching.
The Process
Future Leadership followed a stakeholder-centered coaching approach in designing and implementing this 12-month coaching program. This included:
- Meeting with key stakeholders to understand the coaching needs and goals for the program.
- Organising a ‘chemistry’ meeting between the coachee and the recommended coach.
- Conducting a triad conversation involving the key stakeholder, the coachee, and the coach to agree on “success measures,” including ROI metrics.
- Utilising a range of tools and assessments to understand the coachee’s style, strengths, and areas for development.
- Introducing models and frameworks to support the coachee’s development goals, with direction for skills practice and application.
- Checking in mid-way through the program and at the end with the stakeholder and coachee to review success and metrics.
- Following up with a feedback questionnaire to gain performance improvement effectiveness and feedback on the coaching experience.
Future Leadership's Average Participant Indices Across Coaching & Transition Clients
43% Increase in Self Awareness
Individuals’ awareness of motives, values, strengths and development needs
27% Increase in Motivation
Individuals’ motivation to apply learning, insight and further develop
29% Increase in Confidence
Individuals’ confidence in their abilities and impact as a leader
32% Increase in Role Clarity
Individuals’ clarity around success factors associated with their role
The Outcome
The new CEO benefited from the opportunity to stop and reflect on her purpose and leadership approach.
Her leadership confidence grew, and the success metrics established at the start of the program were achieved. The coaching empowered her to express herself confidently, lead with discipline and decisiveness, and remain true to her authentic leadership style.
Coaching has assisted and allowed me to be more empowered with my voice, ability to express without fear and lean into the uncomfortable and the comfortable and lead with discipline, decisiveness, and influence whilst remaining true to the authentic leader I pride myself on. It was a great experience and I reflect on it often."
