Leadership Edge Coaching
Strengthen New and Transitioning Enterprise Leaders
Leadership Edge is our executive coaching service designed for leaders currently in or transitioning into enterprise roles, typically one to three levels below the C-suite. As leaders progress, the complexity of their roles, responsibilities, and challenges increases.
Our coaching supports leaders in navigating these complexities, enhancing their capabilities, and maximizing their impact. We help leaders build new insights and adopt new behaviors through an intentional approach grounded in behavioral science.
How new leaders can survive and thrive.
Learn how to help leaders successfully integrate into their new roles, teams, and environments with our Integration Coaching guide.
Coaching Solutions for Different Leadership Challenges
Edge Coaching can be used either to enhance leadership performance (Performance Coaching) or to support role transitions and onboarding (Integration Coaching). Both solutions are rooted in a company’s strategic priorities, the role expectations, team dynamics, and the leader’s development needs.
Performance Coaching
We begin Performance Coaching with an upfront leadership assessment and discovery of the leader’s context. This helps us identify key focus areas to enhance their performance or build critical leadership capabilities. We then focus on challenging underlying assumptions, shifting mindsets, building skills, and embedding leadership habits for greater success and impact.
Integration Coaching
Leaders face novel challenges and expectations as they step into new roles. Often, the skills upon which they built their past success are not sufficient to succeed in the new role. The challenges are amplified when a leader is new to a company and must navigate not only their new role but also the company’s landscape and culture. Our Integration Coaching – based upon our proven integration framework – ensures leaders are best positioned to succeed in their new roles and with their new teams and stakeholders.
Leadership Edge
Performance Coaching:
Aims to boost overall leadership capabilities, performance, and impact.Leadership Edge
Integration Coaching:
Assists leaders transitioning or onboarding into new roles, whether from internal promotions or external hires.
Our Approach to Executive Coaching
RHR’s approach to executive coaching blends psychology and neuroscience to develop leadership perspectives, mindsets, skills, and habits. Our coaching combines evidence-based leadership development with business acumen and focuses on the individual, their team, the organization, and broader contextual factors. Our coaches act as advisors, mentors, teachers, and facilitators to offer both support and candid feedback.
Although every coaching engagement is tailored to the leader’s and the company’s needs, we ground our coaching in this framework:
Why Work with RHR?
The strength of RHR lies in our people. Our full-time consultants, most of whom hold doctorates in psychology, bring an average of 18 years of coaching experience. We excel in managing coaching programs and consistently ensure high-quality processes and insightful measurements that inform further development efforts. Our clients report being highly satisfied with their experiences:
- 100% of clients agree RHR is committed to delivering excellent work.
- 98% of executives would recommend RHR coaching to others.
- 95% of sponsors would recommend RHR coaching to others.
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What Our Clients Say
“She was a terrific coach and mentor who helped me think through difficult business and leadership challenges. She maximized employee performance and guided me in making informed decisions.”
“My RHR coach understands the industry, the company’s challenges, and the senior executive role in advancing performance.”
“My RHR coach took the time to listen deeply and address patterns I had avoided. He knew when to push hard and when to hold back.”
“My RHR coach provided practical techniques to enhance my leadership capabilities in a challenging new role.”
“My RHR coach helped me understand my perception and develop a plan to improve my interaction with my manager.”
Let’s Talk
If you have leaders currently in or transitioning into enterprise roles, discover how RHR’s executive coaching can enhance a leader’s impact and long-term success.
Robert Abramo
Head of Business Development
rabramo@rhrinternational.com
+1 215 237 8620
Why Performance Coaching?
Similar to athletes, executives benefit from coaching to enhance performance. We assist leaders in identifying strengths and areas for development, refining their leadership skills, and navigating complex organizational ecosystems.
Common applications include coaching high potentials and preparing leaders for future roles.
How Does It Work?
Our process begins with a comprehensive discovery to understand the leader and their context that includes psychometrics and feedback from key stakeholders. We then debrief the discovery findings with the leader and their manager to build a development plan that articulates the areas of focus for the coaching engagement.
Through the coaching sessions, we explore motivations for change and support mindset and behavior shifts. We find it imperative to involve key stakeholders for feedback, alignment, and accountability throughout the process.
We also measure progress from the perspective of the executive’s key stakeholders.
Measuring Progress
We use goal attainment scaling to track progress toward coaching objectives.
This technique allows us to use a common framework for measuring progress leaders have made on their unique development goals – combining consistency (the measurement technique) with flexibility (the leader’s unique development goals).
As a result, we can build and share insights based upon aggregate coaching and development data that can inform a client’s talent strategies.
Let’s Talk
If you have leaders currently in or transitioning into enterprise roles, discover how RHR’s executive coaching can enhance a leader’s impact and long-term success.
Robert Abramo
Head of Business Development
rabramo@rhrinternational.com
+1 215 237 8620
Integration Coaching
An astounding 30-50% of leaders fail to effectively integrate into their new roles/organizations within the first 12 months. Integrating into a new role, whether it’s at a new or existing company, has many challenges. We help leaders currently in or transitioning into enterprise roles, typically one to three levels below the C-suite, navigate the inherent challenges of their new leadership environment for greater success and impact.
Why Integration Coaching is Vital
The high rates of new leader failure is attributable to increased role complexity, unfamiliarity with team dynamics, difficulties with new expectations, and a lack of understanding of team culture. Our tailored coaching ensures leaders are equipped to make a strong impact and successfully navigate their new environments.
53%
of leaders cite grappling with the complexity inherent in their new roles as a significant challenge
50%
report difficulties in engaging their teams virtually
47%
struggle with internal company dynamics and organizational politics
The cost of replacing an executive can be anywhere between 2.5 to 10 times their salary—often exceeding a $1 million price tag
How Does It Work?
Based upon our extensive experience and empirical research, RHR has identified integration stages, prevalent challenges, and critical success factors.
From these findings, we structure our integration coaching to provide the best outcomes by focusing on critical success factors such as role clarity, trust building, cultural navigation, accelerated learning, and securing early wins.
We support leaders through the entire integration life cycle and provide customized focus areas that help leaders have more impact and success in their new roles. Integration coaching typically lasts for six to 12 months.
Measuring Progress
We use goal attainment scaling to assess progress and measure integration outcomes associated with successful transitions.
This approach ensures a consistent measurement technique for all leaders, regardless of their individual integration needs and objectives.
We also have options to attain progress feedback from key stakeholders after the leader has been in role a significant amount of time.
Survive and thrive in a new role
Learn how to help leaders successfully integrate into their new roles, teams, and environments.
Download the new white paper to review our latest research on what defines effective leader integration and how a program of RHR integration coaching can help your organization’s new leaders successfully manage their roles, teams, and environments.
Let’s Talk
If you have leaders currently in or transitioning into enterprise roles, discover how RHR’s executive coaching can enhance a leader’s impact and long-term success.
Robert Abramo
Head of Business Development
rabramo@rhrinternational.com
+1 215 237 8620