TRANSITIONS ACCELERATOR

Transitions Accelerator: A Proven Framework for Leader Integration

Grounded in research and best practice, Transitions Accelerator is a structured, high-impact methodology designed to support leaders as they navigate new roles. This framework guides leaders through a nine-month integration journey, focusing on key behaviors that drive long-term success.

The process is structured into three distinct ninety-day phases, each targeting the most critical integration behaviors for that stage. Leaders use the Transitions Accelerator Participant Guide to create a customized, context-specific plan at the start of each phase. Periodic multi-rater pulse-check surveys provide timely feedback, equipping leaders with actionable insights to refine their approach and sustain momentum.

Our data shows that leaders who engage with Transitions Accelerator — especially when paired with coaching — achieve over a 90% success rate as rated by key stakeholders. This framework is flexible and scalable, supporting individual leaders or entire cohorts of new managers, whether external hires or internal promotions.

Contact us today to get started or download our brochure to learn more about the Transitions Accelerator.

Up to 50%* of leaders fail within the first year of transitioning to a new organization. These trends are common, but avoidable. Transitions Accelerator is about building positive habits that last. Invest in your leaders so they can continue to be a good investment for your organization.

EXECUTIVE INTEGRATION, EQUIPPING TRANSITIONING LEADERS FOR SUCCESS

A quick, targeted, pulse-check TOOL
delivered in three phases

ASSESSMENT AT THREE MONTHS

THE FOCUS: BUILDS RELATIONSHIPS, SEEKS UNDERSTANDING, ADJUSTS & ADAPTS, AND BUILDS TRUST

There is truth in the familiar adage “You never get a second chance to make a first impression.” Leaders in new roles need to establish themselves first by building relationships and understanding the systems in which they are operating. In addition, they must adjust and adapt to the new responsibilities and expectations inherent in their role and work to establish trust in their relationships. Failure to establish these competencies early on makes it very difficult to transition successfully.

ASSESSMENT AT SIX MONTHS

THE FOCUS: STRATEGY & DIRECTION, DEVELOPS TALENT, DRIVES PERFORMANCE, AND CULTIVATES COLLABORATION

By the sixth month mark, new leaders should be driving performance within their function. They should be able to describe what’s working well and what’s not in their areas of influence and articulate a compelling vision and direction for their areas of responsibility. They should have a clear sense of the systems that they lead and understand the development needs of those that report to them. They should demonstrate success in executing on performance and have established confidence in their leadership.

ASSESSMENT AT NINE MONTHS

THE FOCUS: INFLUENCES OTHERS, DRIVES RESULTS, ESTABLISHES ACCOUNTABILITY, AND BUILDS SUSTAINABILITY

As leaders look to finish their first year, they should be able to document the impact of their leadership. Others should describe them as influential, having aligned people and established results. They should have clearly documented metrics and standards of accountability for those they lead and feel confident in the abilities of those around them. In addition, leaders that have transitioned well have established systems and processes that can be replicated and sustained over time.

HOW IT WORKS

The new leader identifies co-workers (usually Peers, Direct Reports, and Supervisors) who agree to provide pulse feedback throughout the first year of the new role.

Those co-workers then anonymously provide feedback when prompted by the online system through their computer or handheld device. The survey is quick and easy to use and takes less than 10-minutes to complete.

Feedback results are then compiled and presented to the new leader by a professional who is qualified to assist in the understanding and debriefing of the feedback.

The new leader then uses the feedback to adjust and guide his or her behaviors to maximize their effectiveness and to develop as a leader.

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