A structured system to set your leader up for success
4 months. Two powerful phases. Every activity designed to accelerate credibility, align stakeholders, and build the momentum your new leader needs to deliver results.
In this program, your leader will:
Gain clarity on their priorities and leadership approach from day one
Develop strong communication, collaboration and trust with their team to shorten the time to high-performing
Create strong working relationships with key stakeholders beyond their team so they can move quickly with support
Understand the team culture they inherited, define the culture they want, and act to close the gap
Receive 360 feedback in month 3 so they can see what needs adjusting early
Build a clear 180-day plan with built-in accountability
Be coached by an expert facilitator to accelerate every step
Ignite Day - a single day that accelerates everything
8 AM to 5 PM. 7 key activities guided by an expert facilitator and coach. A confidential, supportive space to gain the clarity and confidence needed to succeed in the new role.
Your Why
Your goals, worries, legacy
Define your legacy, align ambitions with stakeholder expectations, and gain clarity on the outcomes that matter most. Explore goals, aspirations, and challenges in a confidential space to move forward with confidence and focus.
Confidence that comes from clarity and purpose
A sense of what's most important to you
Strategies for your worries so you can move forward with confidence
Your What
Strategic priorities and leadership style
Counselor
A thoughtful, compassionate measured leader, retaining talent and creating warmth.
Advisor
A meticulously planned, careful leader creating clarity and control through process and data.
Acting-oriented (Urgent)Coach
An exciting, high-energy, people-oriented leader with ambitious big-picture visions.
Driver
An urgent, driven wartime leader with lofty ambitions and a strong sense of urgency, pushing through roadblocks.
The most effective leaders adapt their style to suit different situations. Explore your goals and context to determine which leadership approach - Counselor, Coach, Advisor, or Driver - you need to lean into most often.
Clarity about the leadership style you need to demonstrate
Pre-thinking about situational leadership for different people and circumstances
Your Team
Team Synergy Workshop with your direct reports
A 2-hour REACH profiles debrief that accelerates your understanding of your team's communication styles, intrinsic motivators, and natural trust levels. This engaging workshop fosters shared understanding and enhances collaboration from the start.
Foundation for positive communication and collaboration
Clarity on team members' strengths, delegation, and development needs
Insights that would otherwise take months of observation to learn
Your Who
Team talent plan and key stakeholder mapping
Reflect on your current talent, team structure, and roles. Identify 6-10 key stakeholders outside your direct reports - allies, enablers, and potential blockers - and develop strategies for building supportive relationships.
Evaluate confidence in each team member's capability
Reflect on the needs and aversions of key stakeholders
Generate ideas for effective influence strategies
Your Starting Point
Team Pulse Survey to baseline culture
Understand whether you've inherited a team with the right resources and culture to excel. A REACH Team Pulse survey provides AI-driven insights, benchmarking, and recommended actions to give you clarity on culture by month two.
Clarity on what's driving team culture - putting you in the small percentage of leaders who understand this early
Your Mark
What legacy will you leave?
Before building your plan, reflect on the day's insights - your strengths, weaknesses, opportunities, threats, team dynamics, and stakeholder strategy. Ask yourself: what mark will you make?
A moment of purposeful reflection before committing to action
Your 180-Day Plan
From vision to actionable steps
Reflecting on your priorities, team, stakeholder relationships, and quick wins needed, identify the foundations for your bigger-picture goals. Determine which tasks can be delegated and set up tracking for accountability.
A concrete, prioritised 180-day plan with clear milestones
Delegation strategy aligned to team strengths
Propel Period - purposeful action with accountability
Two 90-minute sessions and one 3-hour session spread over 3 months. Powerful coaching to support purposeful action, build relationships, and develop awareness.
Session 1: Culture and Clarity
90 minutes - Month 2
Team Pulse Results Review (30 min)
World-class insights including traffic-light analysis, benchmarking, sentiment analysis, and key metrics like intention to stay - presented in an AI-driven format with actionable recommendations.
Coaching (45 min)
Focused coaching tailored to the leader's specific context and current challenges.
Stakeholder Session Prep (15 min)
Discussion on who to invite to next month's Cross-Functional Synergy session and how to position the invitation.
Session 2: Progress and People
3 hours - Month 3
Cross-Functional Synergy Session (2 hours)
An interactive session with the leader and strategically selected key stakeholders that builds trust, shared understanding, and alignment. Leveraging REACH profiles to foster synergy and create vital alliances.
Coaching (45 min)
Coaching based on context, challenges, and insights from the Stakeholder Session - emphasising accountability, progress, and strategies for overcoming blockers.
360 Feedback Prep (15 min)
Decide who to include in the upcoming 360 feedback process and set clear expectations.
Session 3: Awareness and Adjustment
90 minutes - Month 4
360 Feedback Debrief (45 min)
The coach debriefs the leader on their 360 feedback - what's working well, potential derailers or blind spots, and purposeful steps to take.
Coaching and Plan Review (40 min)
Review the 180-day plan written three months ago, consider new insights and feedback, and explore any necessary adaptations.
Wrap-up and Reflections (5 min)
Close the program with clarity, confidence, and a path forward.
Three pillars of transition success
Strengths
Gain clarity on your strengths and awareness of your gaps and tendencies. Extend this awareness to your new team and within the context of your organisation.
Strategy
In light of the strengths, gaps, risks, and opportunities in you, your team, and surrounding contexts, develop your strategy and gain clarity on your priorities.
Stakeholders
People are your pathway to success. Develop strategies around your closest stakeholders, peers, managers, and key influencers - ensuring you have a plan to set yourself up for success.
Studies show that leader transition programs can achieve:
+1000% ROI
Set your new leader up for success.
Book a 30-minute strategic conversation to discuss your situation and determine whether Leader Xcelerator is the right intervention.
No obligation - Confidential - Senior-level discussion only