For Organisations
Sometimes the person who most affects your results is a single leader at the moment that matters most.
A newly promoted executive stepping into a role the business cannot afford to get wrong. A senior leader under pressure you would rather develop than replace. A CEO whose top team has the right people but is not yet pulling in one direction.
I work privately with that leader, one to one. The focus is not general development. It is on their situation and what it will take to move forward : the decisions, the relationships, the way they operate in the role. The work stays anchored to what the business needs from them.
How sponsorship works
When a company sponsors the work, the organisation needs to stay accountable without intruding on the trust that makes the work possible. So we set the expectations clearly, at the start.
We agree on the objectives, the measures of success and the form of progress reporting in writing at the outset. You receive updates against those agreed points. What is said in our one to one conversations stays between the leader and me. Any exceptions are set out in the engagement agreement.
This keeps the work accountable to the organisation and safe for the leader. Both matter.
What it at stake
The cost of having a senior leader who does not make the transition is real, even if no one names it. It comes to lost momentum, delayed decisions, good people leaving and eventually the search, the empty seat and the expense of replacing them.
Getting it right means helping a leader the organisation has already invested in to succeed at the level the role now requires.
How to discuss an engagement
If you are considering advisory for a leader in your organisation, email me with a brief outline of the situation and the outcome you are looking for, or fill in the form and I will get back to you shortly.