Almost 90% of senior HR leaders agree that transitions into new roles are the most challenging periods in a leader’s professional life. However, organizational appetite to invest in these transitions remains minimal.

As business leaders, we seem to accept a 40% failure rate among newly appointed executives as an unavoidable risk.

The consequences of these failures are significant for both the individual and their organization.

For the individual, a failed transition damages their professional reputation and potentially their livelihood. For their organization, it results in direct financial costs (recruitment), opportunity costs, diminished employee engagement, and a degraded Employer Value Proposition (EVP).

In the 37th episode of the Leadership 2.0 podcast, I speak with Navid Nazemian—my brother-in-arms in the Executive Transition Coaching space—about how organizations can mitigate the risks of executive appointments by engaging an executive coach.

During our conversation, we discussed:

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