New leadership transition that gets you up to speed and off the ground
The work doesn’t stop just because you assume a new leadership role or the external environment around you is changing. An effective leadership transition plan begins with knowing your starting point, and then creates a clear and logical runway out of the thousands of decisions that follow.
Setting new leaders up to thrive
For incoming leaders, the parallel tasks of resetting the workplace while keeping day-to-day operations moving with minimal disruption can feel overwhelming. After all, not many have experience managing a change in leadership of this magnitude. Fortunately, Eagle Hill does. Through Leadership Launch, we amply prepare clients to manage the pivotal adjustments of leadership transition with clarity and confidence, so their organizations can soar.
Leadership Launch is Eagle Hill’s guidance process through which incoming leaders become quickly equipped to achieve sustainable success in their new roles and environment. We set up new leaders to thrive, guiding them through a supportive process of assessment; interactive problem-solving workshops; and action planning—all structured to achieve substantial results on a small timeframe.
Why leadership transition plans are critical
Leadership changes often
“Whatever the election results, turnover is about to skyrocket.”
Source: Fed Health IT
“Almost 50% of the largest American firms will have a new CEO within the next four years.”
Leaders often do not feel equipped to successfully manage transition-associated change
“About 40% of executives who change jobs or get promoted fail in the first 18 months”
A 2019 global study by BlueSteps found that a majority of U.S. executives received no formal workplace onboarding in their most recent roles.
Source: HR Executive
Time is of the essence
Transition quality depends largely on two factors: time to prepare and readiness to lead. The more you compact one factor, the more the extensive the other needs to get.
Organizations rarely have the luxury of a leisurely transition, which means the leaders taking over need to build the right capabilities, fast.
Organizations that do not transition effectively risk time, resources, and morale
“Every failed transition—whether outright derailment or less dramatic underperformance—exacts costs from the organization as well.”
The First 90 Days: Proven Strategies for Getting Up to Speed Smarter and Faster, by Michael D. Watkins (Harvard Business Review Press)
What makes our approach different?
New leaders must quickly chart a course forward while the work continues. That can be an overwhelming proposition, especially when the environment they’re coming into is volatile and the risk is high. Eagle Hill’s Leadership Launch solution gives new leaders the structured framework they require—to innovate, plan, and execute a clear vision, calmly and competently.
We help clients:
Focus on what will forward the mission
Our Discovery phase helps leaders discover what matters most to their organizations. We quickly gather data (through direct surveys and interviews of leadership and employees) and build knowledge (external research), which heavily shape the subsequent workshops, analysis and recommendations.
Hash out the issues through hands-on instruction
Our Workshop phase creates a “safe space” to conduct engaging exercises designed to focus on priorities, opportunities, risks, and critical actions in six key areas: the mission, the stakeholders and customers, leadership, organization health, essential functions and services, and tools and technology.
Turn learnings into action
During our Insight phase, EHC takes all the knowledge and outputs developed across the first two phases and finalizes the leader’s prioritized, tailored 30/60/90-Day Action Plan. During several rounds of review and iteration, we stress test the plan with internal experts at the leader’s organization and Eagle Hill.
Our Call to Action phase delivers the action plan, opens it to discussion and gains commitment. At this point, it becomes a leader’s planted guidepost (supported by access to a variety of Eagle Hill ready references), with Eagle Hill subject matter experts available to provide additional post-takeoff support if desired.
Our latest research & thinking
Keep your finger on the pulse of the trends impacting your organization and your industry with actionable insights and best practices based on our proprietary research.
By Dave Witkowski
To lead their workforce through a successful government transition plan, new federal leaders should emphasize everyone improvising together.
You can’t have one without the other: Resilient work cultures and resilient workforces go hand in hand
Even in the best of times, the federal workforce negotiates immense pressure to achieve their mission. Learn more about how federal managers can start building a culture of resilience, even amid uncertainty and disruption.
By Melissa Jezior
As we take our first tentative steps into a new work reality, federal agencies still must fulfill their missions as the workforce navigates change and uncertainty. Read more about how federal leaders can champion consistency in the workforce.
By Melissa Jezior
Losing our in-person interactions isn’t easy, including with coworkers. But extreme teleworking is an opportunity to develop a new appreciation for our colleagues’ humanity and forge even stronger connections.
The realities of business are constantly changing. Our capabilities can help you meet today’s challenges while laying the foundation for a sustainable and flexible future.
The future of work is changing fast. Is your organization ready?
Eagle Hill helps our clients align their workforce with the needs and priorities of their business. Through workforce planning, they get the right people in the right roles at the right time to power future success.
Virtual change management
Bring your people through change—no matter where they are working.
More people are working from home because of COVID-19. So we’ve reinvented change management for remote work so you can still achieve your strategic initiatives.
Team based change
Are your teams driving change?
From our unconventional philosophy to our innovative practices, Eagle Hill brings needed shifts to traditional change management through Team Based Change Management.
Unconventional consulting leads to unbelievable results
Here are a few examples of how we provide impact for our clients. From boosting employee retention to planning market entry, our years of creative and strategic experience have helped clients across industries reach their potential.
Public Service: Impact Statement
We helped one agency create their first-ever 5 year strategic plan to find new ways to attract, retain, and develop a motivated workforce—creating a winning, repeatable process for workforce planning.
Public Service: Narrative
When organizational responsibilities shifted between agencies, we helped smooth the transition and plan for a successful merging of resources.
Public Service: Narrative
When the number one grant-making organization in the government faced sustainability concerns, we brought employees at all levels together for collaborative solutions to increase engagement, strengthen culture, and improve retention.