Step Three: Transition

• Coach the candidate for the the resignation meeting
• Confirm candidate is prepared to handle counteroffers
• Involve client in the transition process
• Confirm start date and onboarding process
• Establish 90-day “glide path” and performance benchmarks

Step Four: Performance Management

• Establish training and development goals for the first 90-days and beyond
• Assign a business coach to work with the new executive to achieve corporate, business and professional objectives
• Deliver a coaching schedule that aligns personal development and business goals for the first 90-days and beyond

We are in the business of broking long-lasting, meaningful and profitable relationships between our clients and their new executives. This requires an approach that at the outset establishes the values of mutual trust and respect, professionalism and shared aspirations for the future.

In addition to our systematic approach, we consider ourselves to be expert in facilitating this process through authentic relationship building and a tenacious work ethic.

To discuss how we might serve you, please contact us today.