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Articles & Press Releases > Article 17

How Can Executives in a New Position Ensure Their Success?


If you landed on this page after a search on the search-engine-of-your-choice, welcome! This article was written by Glory Borgeson, an executive coach, author, and speaker. Schedule her to speak at your organization's next event:
Personal Branding Speaker; Emerging Leadership Speaker; Entrepreneurial Speaker



Did you know there is a high failure rate for executives in the first two years of a new position? Even if they have experienced many successes in the past, a new position brings its own set of challenges. How can an executive (whether a manager, director, vice president, or president) ensure that he or she will not be counted among those who did not perform well within the first two years of a new position? Read on to find out more!


Manchester, Inc., a research firm on the east coast, found that 40% of newly hired or promoted managers and executives fail within 18 months of starting their new position. By "failure", they mean:

  • Termination for performance
  • Performing below expectations
  • Resignation

For new recruits, the highest failure rates within the first 18 months on their new job were the following:

  • Senior-level executives - 39%
  • Sales executives - 30%
  • Marketing executives - 25%
  • Operations executives - 23%

What are the main reasons for failure in a new job?

  • Failing to fit into the culture - 75%
  • Failing to build teamwork with staff and peers - 52%
  • Lacking clarity regarding what their bosses expect - 33%
  • Not having the right internal political savvy - 25%
  • No process in place to assimilate new executives into the company - 22%

Assimilating into the new company is crucial to overcoming the other reasons noted for failure.

How do you do this?

It depends on many factors.

The Wall Street Journal reported on October 22, 2002 that many newly hired executives get an outside coach these days to work with them through the assimilation process. The process itself is so customized for each particular executive; that's why my answer to the above question, "How do you do this?" is, "It depends". How we help a client get there depends on the particular executive: how they prefer to take in information, process that information, and make decisions, for example. Each individual gets there in a certain manner, by a certain process.

As business coaches, we are into "acceleration", not remediation. Coaching helps executives to accelerate through issues and come to clarity, making better decisions sooner. If you or someone who reports to you is new to a position, consider working with a coach to increase the likelihood of assimilation and success.

Contact Glory Borgeson today to find out more about accelerating your learning curve in your new position. And click the Case Studies page on the left side of your screen to read about how others have achieved more success in their management and leadership roles!

Glory Borgeson, President
2008 Borgeson Consulting, Inc.

Contact us to find out how to get started.
By e-mail: info@borgesonconsulting.com
By phone: 630-653-0992
By fax: 630-653-3993