Tuesday, 27 February 2018

Transition Coaching—Internals Only Need Apply?



If an organisation uses external coaching, most often it is transition coaching—helping an executive step into a new role.   Why then are external hires typically left to their own devices when entering an organisation?   

Recently Talent Futures hosted an evening roundtable discussion on the topic, drawing on the expertise of our senior executive coaches and representatives from three organisations with deep coaching practices. 
   

It’s tough to succeed as an external hire.

In 2010, Harvard Business Review pegged the externally-hired executive failure rate at 30-40% after 18 months.  In the 2013 update to Michael Watkins’ seminal book The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter, up to 50% of external hires “fail to achieve desired results.”  Factor in the recruitment costs, lost opportunity of a poor hire, ill will that is generated in the organisation as a result of a poor hire, and the cost is easily a multiple of the executive’s annual salary figure.   So why do so many organisations fail to support executives with their own transition coach upon entry?