We are driven by an understanding that hot landings by senior leaders are pivotal events, and a belief that we can make a difference for the good on those occasions. With that in mind, we have single-mindedly focused on building PrimeGenesis' team, tools and perspective to a level that allows us to make high leverage, high impact, high value contributions helping new leaders and their teams deliver Better Results Faster. This is a good thing on its own, and because it has reduced the rate of failure for these new leaders from 40% to 10%.
We are senior operating executives and organizational development specialists with deep and varied business experience. We formed PrimeGenesis in 2002 then wrote The New Leader’s 100-Day Action Plan (Wiley, 2006) to change the way senior executives start new roles and undertake their critical first 100 days as new leaders. We come from many industries: finance, consumer packaged goods, media, apparel, direct marketing... Review partner experience and get partner email addresses on our team page.
Why Executive Onboarding and Transition Acceleration?
Executives have very little time to deliver significant business results. A new leader who enters on day one without a well-researched and structured plan is already behind, with the odds stacked against him/her. PrimeGenesis' proprietary executive onboarding and transition acceleration process prepares executives for a high-impact day one, then takes the executive and team through a 100-day process that establishes a high performing business group aligned around shared purpose and a results-driven strategic action plan. The process kicks off all key strategic, operational, and organizational management processes.
Leadership Transition Overview
It is always essential to get the right leader in the right role. Increasingly, that's not good enough. Even the best new leader can benefit from support during the transition period, particularly if the situation is especially complex. There are many helpful tools and resources for senior leaders transitioning into new leadership roles:
Mentoring | Coaching | Transition Acceleration | |
Objective | Knowledge Sharing | Leadership Development | Jumpstart Team Performance |
Approach | on the job network access, moral support, communication | behind the scenes advice and counsel, scenario planning, role playing | in the room, with the team driving better results faster, hands-on work on strategy, operations and people |
Urgency | time to learn | balanced | acute need to act |
Authority | company knowledge | process knowledge | operational experience |
Source | internal | internal or ask for a referral | PrimeGenesis area of expertise |
The more complex the situation and the more urgent the transition, the more intensive the intervention should be:
Internal Mentors are the least intensive kind of help, and appropriate when all the new leader needs is on the job knowledge sharing.
Coaching is behind the scenes leadership development.
Transition Accelerators are called for in those few, most complex situations where hands-on operationally experienced help is necessary. Analogies help here. Professional golfers have coaches AND caddies. Their coaches serve as behind the scenes advisors between tournaments. Their caddies, like harbor pilots and mountain climbing sherpas, provide advice and counsel, but their real value is in their tangible contributions on the field of play. They accelerate progress through what they do as well as what they say. In the most complex transitions, that extra leverage can make all the difference.
We are privileged to be able to help many top companies and public service organizations accomplish complex leadership transitions. With each executive onboarding and transition acceleration assignment we deepen our knowledge and evolve our tradecraft. Every opportunity to learn rewards us deeply. Among our clients.
