Leader Transitions
Selecting the right leaders for the mission and ensuring they can transition well
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Awareness   Step 3: Assessment

Hopefully, the development plan that is created would be realistic (as the SMART acronym requires) but the pressures on a new leader often change these plans and the realizations that occur in the first few weeks may also re-shape the priorities.  During the first 3-6 months of transition, progress on the leader’s development plan should be monitored and assessed by the assigned coach or mentor, and the necessary adjustments made.  It may well be that anticipating particularly the areas of stress has been effective in itself.  Other areas of challenge may only emerge as time in the new role progresses.  These areas can be added in to (or swapped for others in) the development plan as opportunities for growth are identified, and plans to address them created. 

Although assessment by the coach should be a regular feature of the transition period, it’s important to formally assess progress on the development plan at the end of the agreed transition period.  Assessments should include self-assessment by the new leader as well as assessments by the transitions coach. It is helpful for the transitions coach to submit a final report on progress made and suggestions for further development.  If necessary, an additional development plan can be made and monitored.
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