A few weeks ago, my phone started sending me endless alerts—Memory Full. System Malfunction. Unable to Save New Data. The simplest solution? I inserted a high-capacity memory card. Problem solved, right? Not quite.
Files didn’t transfer seamlessly, some data disappeared, and new media failed to save properly. I could have spent hours troubleshooting, but I knew the answer: format the memory card first.
The process was simple but essential:
Prepare the card for data storage.
Remove any old, incompatible files.
Establish a new, optimized file system.
Only then could the card work as intended, seamlessly integrating with the phone’s system.
A Leadership Transition is No Different
When leaders step into new roles—whether as first-time managers, seasoned executives in a new organization, or even high performers taking on greater responsibility—the experience often mirrors my phone’s memory crisis.
These leaders arrive with a wealth of capacity, untapped potential, and valuable past experiences. Yet, if not properly integrated, they can experience:
Decision fatigue from balancing new and old ways of thinking
Friction when their leadership style conflicts with the organization’s culture
Resistance from teams accustomed to previous leadership styles
A sense of losing themselves in the process of adaptation
Without the right approach, even the most capable leaders can struggle, just like an unformatted memory card in an overloaded system.
This is where executive coaching comes in. But not as a “quick fix” or a mere adaptation process—it’s about helping leaders strategically align their capabilities with the organization's ambitions while maintaining their authenticity.
The Three Phases of Leadership Integration
Drawing from my coaching practice and research, I see three critical phases that parallel the memory card “formatting” process:
1️⃣ Preparing for the System: Understanding the Context
New leaders don’t operate in a vacuum; they inherit a landscape of expectations, power dynamics, and cultural norms. In coaching, we begin by mapping the system:
What are the explicit and unspoken expectations of this role?
What strengths does the leader bring that align—or clash—with the culture?
What legacy behaviors from their past roles need to be re-evaluated?
This phase prevents “culture shock” and helps leaders proactively shape their leadership approach rather than simply react to the system.
2️⃣ Clearing the Old Files: Rewiring Mindsets & Behaviors
Marshall Goldsmith famously wrote: What got you here won’t get you there. Many successful leaders unknowingly carry outdated mental models from previous roles—strategies that once worked but no longer serve them in the new environment.
Through coaching, we identify:
Habits that limit effectiveness in a larger or more complex role
Decision-making patterns that no longer fit the scale of responsibility
Biases that affect how they engage with new teams and stakeholders
This is not about erasing the past but about refining what serves them and consciously letting go of what doesn’t.
3️⃣ Establishing a New System: Leadership Identity & Influence
Transitioning leaders must build credibility, establish influence, and create sustainable impact. Yet, the most successful ones don’t just conform to their new environment—they reshape it through intentional leadership.
In this final phase, coaching supports leaders in:
Strengthening executive presence while staying authentic
Crafting a leadership vision that inspires and aligns teams
Navigating complexity with greater ease and self-trust
Integrating personal and professional growth for long-term resilience
Why This Matters for Organizations
Leadership transitions are high-stakes. Research shows that nearly 50% of newly hired executives fail within their first 18 months. Yet, organizations that invest in leadership transition coaching see greater performance, engagement, and retention.
Coaching during a leadership transition isn’t about making leaders “fit” the system—it’s about helping them evolve in a way that enables both personal and organizational success.
So, if you’re a leader stepping into a new role, ask yourself:
Am I adapting intentionally, or simply reacting?
What leadership habits do I need to refine—or leave behind?
Am I shaping the system, or is the system shaping me?
And if you’re an executive coach, how are you supporting leaders not just in adapting but in transforming their leadership impact?
I’d love to hear your thoughts—what challenges have you faced in leadership transitions? Drop your insights in the comments below.
Key References for Leadership Transitions & Coaching
Goldsmith, M. (2007). What Got You Here Won’t Get You There: How Successful People Become Even More Successful. Hyperion.
Bridges, W. (2009). Managing Transitions: Making the Most of Change. Da Capo Lifelong Books.
Kegan, R., & Lahey, L. L. (2009). Immunity to Change: How to Overcome It and Unlock the Potential in Yourself and Your Organization. Harvard Business Press.
Watkins, M. (2013). The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter. Harvard Business Review Press.
Stokes, J., & Jolly, R. (2018). Executive and Leadership Coaching. In E. Cox, T. Bachkirova, & D. Clutterbuck (Eds.), The Complete Handbook of Coaching (pp. 247-261). Sage.
O’Neill, M. B. (2007). Executive Coaching with Backbone and Heart: A Systems Approach to Engaging Leaders with Their Challenges. Jossey-Bass.
Rock, D. (2009). Your Brain at Work: Strategies for Overcoming Distraction, Regaining Focus, and Working Smarter All Day Long. Harper Business.
Ibarra, H. (2015). Act Like a Leader, Think Like a Leader. Harvard Business Review Press.
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