It’s no secret that the first year in a new leadership role is pivotal. Whether it’s an external hire or an internal promotion, those early days set the tone for long-term success… or failure. In fact, research shows that nearly 40-50% of leaders underperform or fail within their first 18 months. The good news? Organizations that invest in structured support can dramatically improve leader success rates.
At Table Mountain Consulting Group, we believe every leader deserves a clear, structured pathway to success. That’s why we recommend a three-part framework anchored in practical tools, assessments, and coaching to guide organizations in supporting new leaders from Day 1 to Day 365 and beyond.
Phase 1: Preparing for Success (Pre-Day 1 to Month 1)
Preparation starts before the leader even sets foot in their new role. Laying the right groundwork increases confidence and accelerates impact.
Key Tools and Services:
- WorkPlace Big Five Profile™: This validated personality assessment helps leaders understand their unique workstyle, strengths, and development areas—an essential foundation for self-awareness.
- Transitions Accelerator Kick-Off: This leader integration methodology is grounded in research and practice, focusing on key integration behaviors in three phases. We launch the 9-month Transitions Accelerator™ process with a guided stakeholder alignment session and a first pulse feedback cycle.
- Integration Coaching: Early coaching sessions help leaders clarify expectations, set goals, and begin relationship-building strategies.
Goal: Equip new leaders with insights about themselves, alignment on expectations, and early momentum.
Phase 2: Building Relationships and Influence (Months 2–4)
After settling into the role, leaders shift focus to strengthening relationships and navigating organizational culture.
Key Tools and Services:
- Midpoint Review (Transitions Accelerator): A comprehensive look at progress, including feedback from stakeholders on progress made with key integration behaviors and recalibration of goals if needed.
- Ongoing Integration Coaching: Targeted coaching on influence strategies, team dynamics, and personal leadership presence.
- Optional Team Alignment Session: Many organizations use WorkPlace Big Five to facilitate a workshop helping the leader and their team understand one another’s workstyles, fostering stronger collaboration.
Goal: Build trust, deepen relationships, and refine leadership approach based on feedback.
Phase 3: Driving Impact (Months 5–9)
This phase focuses on translating relationships and early wins into sustainable, high-impact performance.
Key Tools and Services:
- Final Transitions Accelerator Pulse: A closing feedback cycle to confirm stakeholder confidence and celebrate leadership growth.
- Strategic Focus Coaching: Coaching sessions zoom in on business priorities, decision-making, and strengthening leadership brand.
- Follow-Up Pulse Checks: Ongoing feedback ensures the leader continues progressing in alignment with organizational goals.
Goal: Shift from ramp-up mode to high performance, aligning personal leadership style with organizational strategy.
Phase 4: Embedding Long-Term Success (Months 10–12)
By the end of the first year, leaders are positioned not just to succeed in their role, but to thrive and lead lasting impact.
Key Tools and Services:
- Coaching Wrap-Up Session: Final coaching to set a roadmap for Year 2, identifying stretch goals and professional development opportunities.
- Optional Talent Development Planning: Leaders can choose to continue with targeted executive coaching or development planning beyond the first year.
- Leadership Brand Reflection or Capstone Session: A facilitated session to reflect on the leader’s journey, articulate their leadership brand, and share key lessons learned with stakeholders or peers, reinforcing growth and positioning them for broader influence.
Goal: Solidify the leader’s reputation as a trusted, high-impact contributor and create a springboard for future growth.
Why Structured Leader Integration Works
This approach works because it combines real-time feedback with individual coaching and validated assessment tools. With the WorkPlace Big Five Profile™, leaders gain deep self-insight. With Transitions Accelerator™, they receive structured, actionable feedback throughout their first year. And with integration coaching, they have a dedicated thought partner helping them navigate challenges and seize opportunities.
Organizations that follow this roadmap report stronger engagement, smoother transitions, and significantly higher success rates. In fact, over 90% of Transitions Accelerator participants are rated “Effective” or “Highly Effective” after their first year—a stark contrast to typical industry statistics.
Ready to Set Your Leaders Up for Success?
If you’re onboarding a new leader or preparing for an internal promotion, we can help you design a customized integration journey that delivers results.
Connect with us at engagement@thetmcg.com to learn more about Transitions Accelerator™, WorkPlace Big Five™ certification, and integration coaching.
