The lifecycle of a leader involves multiple significant transitions, from expanding responsibilities and promotions to retirement planning. During a transition into a new leadership role, the right support can be the key to success or failure, as Michael Watkins highlights in his book The First 90 Days (Harvard Business Review Press, 2013).

HR professionals can play a pivotal role in guiding leaders through these critical milestones by leveraging the STEPS model: Scan, Tailor, Explore, Plan, and Stay Connected. This five-step method has been proven to help leaders navigate their transitions effectively. Transition coaching doesn’t require professional certification; any HR professional invested in a leader’s success can implement this model within their organization.

The STEPS model, developed through extensive experience in supporting leaders throughout their lifecycle, was featured in a recent episode of the People + Strategy podcast. The optimal time to implement these steps is within the first 90 to 180 days of a leader’s transition, a crucial period for setting the foundation for long-term success.

Here is how to apply the STEPS model effectively.

Step 1: Scan

Identify where transitions are occurring within the organization and determine the most effective method to support leaders. This can be approached informally or through formalized processes.

• Informal approach: Monitor the leadership landscape for individuals undergoing transitions. Collaboration with internal HR partners is valuable, as they often have insights into leadership changes.
• Formal approach: Establish a structured transition support program for newly promoted or externally hired leaders. Integrating the scanning process ensures a systematic and repeatable method for identifying and engaging with transitioning leaders.

Regardless of the method chosen, the best time to support a leader is during moments when they are actively facing the challenges of their transition.

Step 2: Tailor

Develop a list of customized topics based on the specific challenges a leader might encounter during their transition. This step focuses on empathy and understanding rather than assumptions or prescriptive advice, providing a solid foundation for meaningful support.

For example:

• A first-time leader might struggle with managing former peers.
• A newly promoted leader could face challenges in leading other leaders for the first time.
• A retiring leader might grapple with letting go and ensuring knowledge transfer to their successor.

Step 3: Explore

As support begins, collaborate with the leader to discuss the tailored topics and explore additional concerns.

This step emphasizes active listening to understand the unique challenges the leader faces and align support with their current needs. Input from the leader’s manager can also provide valuable insights into additional areas to address.

Sample questions to guide exploration:

• What do you need to let go of?
• How are you applying past experiences to your current situation?
• What beliefs or assumptions might be holding you back?
• What skills or competencies do you want to develop?
• How are you growing and learning in this role?

Step 4: Plan

Create a tailored transition plan incorporating topics identified during the Tailor and Explore steps.

Leaders should be provided with a clear outline of the topics to be addressed, along with an explanation of the roles of the coach, the leader, and their manager throughout the process.

It is important to emphasize that coaching is client-driven, and leaders should feel encouraged to bring up new concerns or priorities as they arise, rather than strictly adhering to the initial plan.

To maximize the value of the support process, consider scheduling checkpoint meetings with the leader and their manager at the beginning, midpoint, and conclusion of the engagement. These meetings provide opportunities to celebrate progress, reflect on lessons learned, and plan for the next steps.

Step 5: Stay Connected

As the support engagement concludes, take time to reflect with the leader on their growth and look forward to their future journey. This step fosters a long-term relationship and sets the stage for ongoing collaboration during future transitions.

Strategies to maintain connection:

• Offer quarterly check-ins for continued support.
• Leverage HR processes, such as succession planning, talent reviews, or leadership development programs, to stay engaged.
• Keep detailed notes from coaching sessions to revisit in the future, especially for leaders nearing significant career milestones.
• Highlight leaders who have benefited from transition support in forums, panels, or leadership programs, showcasing the impact of such initiatives while maintaining connections.

Conclusion

Leadership development requires collective effort. The more support a leader receives during a transition, the greater their likelihood of success. By implementing the STEPS model, HR professionals can play a critical role in guiding leaders through pivotal moments, ultimately contributing to the success of the teams they lead and the overall organization.

SHRM