Data-Powered Transition Readiness Assessment & Development
The executive route to success isn’t based on guesswork; it’s based on data. We utilize the global standard in personality assessment to predict performance and derailment.
Why Data Matters?
When a senior leader fails to integrate, it isn't just an HR headache. It is a massive financial bleed. Most organizations track Recruitment Cost but ignore Failure Cost.
The cost of a failed executive hire is estimated at 2.7x to 20x their annual salary* when you factor in lost productivity, damaged team morale, and missed strategic opportunities.
Behind that number is a team that has lost trust. A strategy that has stalled for 12 months. A high-potential leader who has left the building, taking their institutional knowledge with them.
*Source: The Corporate Executive Board (CEB) / Gartner
Systemic failure happens in the gap between hiring and performing.
We solve the three most common organizational oversights:
Internal Promotion
The reality: 60% of first-time managers and executives underperform in their first two years.
The oversight: Leaders get promoted for their technical competence and leadership abilities, but are judged on their systemic influence.
The risk: Without a bridge — data-backed coaching and development — they revert to what they know: doing the work themselves.
The result: Bottlenecks and team burnout.
External Senior Hire
The reality: It takes an external executive twice as long to be effective as an internal hire if not adequately supported.
The oversight: A star performer in Company A will be a star in Company B, immediately. The new organization's unique political and cultural system is overlooked.
The risk: Without support that can help the leader assess and decode the politics, it’s complex and lonely for the leader to navigate the system alone.
The result: The "star" burns out fighting the system.
Systemic Changes
The reality: 70–90% of mergers and acquisitions fail to achieve their anticipated value. The cited reasons? Culture clashes, adoption hurdles, and a lack of transparency.
The oversight: Strategies are integrated on spreadsheets and PowerPoint, but humans are left to navigate the emotional debris.
The risk: Without an alignment framework, the "us vs. them" silos harden.
The result: The value of systemic change is destroyed.
De-Risking the Investment
Transition Coaching isn't a "perk" for the leader. It is insurance for the organization. As your Transition Strategy & Integration Partner, we provide the layer of support that standard onboarding misses:
Accelerate Time-to-Value: Reducing the learning curve by 30-50%.
Protect the Asset: Ensuring your expensive hire sticks and thrives.
Align the System: Getting the team moving in the same direction, fast.
How We Do it
We use the Hogan Assessment Suite, the gold standard in personality assessment, to back every coaching conversation with objective data.
Hogan offers a rare, integrated view of leadership—not just what leaders do, but how they think, behave, decide, and adapt in real time. Each tool reveals a critical piece of the leadership puzzle. Together, they create the foundation for future-proof transition plans and aligned action. Furthermore, the 360° feedback lays the foundation for growth, credibility, and sustained impact, especially for internal promotions.
Tools We Use
HPI (The Bright Side): The "best day" persona.
How leaders work, lead, and interact when things are going well.HDS (The Dark Side): The critical piece most miss.
What happens when leaders are tired, stressed, or under pressure? These are the behaviors that derail careers.MVPI (The Inside): What actually drives your leaders?
This determines if they will be happy and thrive in a role, not just be good at it.Hogan 360: The reality check.
Real feedback from team, peers, and bosses to validate the data.HBRI (The Logic): How your leaders solve problems.
Are they a tactical troubleshooter or a strategic visionary?Judgement (The Decision): How leaders process information?
It connects your thinking style with your personality to predict if you make the right calls when it counts.Team (The Culture): The collective dynamic.
We aggregate individual profiles to reveal the team's shared strengths, blind spots, and the "invisible" culture driving performance.
Know the tools you’d like to use?
Stop leaving your talent investment to chance.
Let's map your current risk exposure.