Every promotion is a risk

We all know that a person’s current success does not guarantee future success. The best engineer in the team may turn out to be the worst team leader. The best Sales Executive may turn out to be the worst Sales Head. . There is no interviewer or test that can guarantee the person promoted to a leadership role will perform. At best we take an educated guess and then hope for the best. This means that at best every promotion is a risk.

Some organizations mitigate this risk by complementing each leadership promotion with a skills training program in the hope of supporting the new leader in his new role. But the fact remains that even with training people may not scale-up

What is the alternative?

While we cannot completely eradicate the risk involved in promoting someone we can increase the probability of the success of the candidate that is hired by helping them work on their own development

Excellence by Design is our flagship program to help up and coming leaders in the organization to step up to their new role. We believe that every role requires the following

1. Change in Beliefs
2. Change in Purpose
3. Change in Identity

The above 3 when combines lead to changes in behaviors of an individual.

To help you understand how this is useful. An individual may go through training on presentation skills where he learns the basics of presentations, creating an effective PowerPoint slide deck and sharing information effectively. However, training will not guarantee that the person will become a great presenter. What could go wrong? They may have stage fright. The person may be uncomfortable with being in the limelight. The person may be afraid of making mistakes. All these get addressed in this coaching program

Here is howI canhelp

Working with me is the difference between “doing your best” and “achieving your best”? I believe people are extremely resourceful and creativity thrives when noise is removed from a person’s mind. In the Excellence, By Design Group Coaching Program I help young leaders

1. Building a clear picture of the best version of themselves.
2. Get clarity on their individual strengths and how to leverage THEM
3. Getting clarity on where they are now vs where they want to be.
4. Get their fears, apprehensions, and roadblocks out in open and create strategies to address them.
5. Understand limiting beliefs and self-sabotaging behaviors at a conscious and subconscious level.
6. Build a step by step, a manageable action plan with an accountability system.