New roles are nerve-racking.
When ranking life’s challenges, “making a transition at work” ranked above “coping with bereavement” and “dealing with a divorce.”
The True Start Solution gives confidential support to new leaders while safely challenging them, encouraging them and holding them accountable as they engage with their team, boss, peers and the challenges of new responsibilities.
True Start elevates planning, decision-making and deployment, so leaders get better results, faster.
Many onboarding plans fail to address the needs of a leader in a new role. Our onboarding coaching helps leaders identify and work through stressors and roadblocks early on by addressing nine transition engagements.
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Wellbeing
• Preparing to thrive
• Developing resilience
• Sustaining emotional health
• Maintaining/strengthening physical health
Family
• Balancing work and family needs
• Giving and receiving support
• Shifting responsibilities
• Prioritizing time
• Managing stress from change
Self
• Exploring my “WHILL”
• Handling competing priorities
• Acknowledging and leveraging performance pressure
• Managing time stressors
• Flourishing in the ambiguity of new environments
Team
• Establishing team management system
• Acknowledging and supporting ambiguity
• Considering and supporting wellbeing
• Aligning goals
• Defining and building team culture
• Understanding and evaluating capability
• Developing trust
Company Culture
• Being effective in the culture
• Supporting the culture
• Understanding the present
• Appreciating history
Boss
• Supporting his/her leadership
• Developing trust
• Understanding goals and priorities
• Building the relationship
The Foundation: My WHILL
New roles not only confront leaders with immediate challenges, but present the perfect time to imagine bigger things. True Start helps leverage this opportunity to rethink and reconsider who they are as a leader and the impact they want to make and even possibly recast the vision for their life.
How does it work?
While the coachee’s manager is not directly involved with the coaching process, they have a critical role in defining the new leaders’ objectives and what success would look like. Managers support the new leader’s understanding of the organization, its priorities, history, resources and culture. Coachees are encouraged to share learnings, observations, plans and needs with their manager, but are not required to disclose the nature or detail of coaching sessions. The coach will hold the content of the coaching sessions confidential at all times.