For senior leaders stepping into bigger roles
Executive Transition Coaching for Senior Leaders
Build credibility, align stakeholders and gain early traction when the role is bigger, the visibility is higher, and the first 90 days matter.
London-based, global delivery | ICF PCC | EMCC Senior Practitioner | Hogan Certified | MSc Coaching & Behaviour Change | Former Fortune 100 transformation, innovation and leadership development
Trusted by Leaders Across the World
Common reasons organisations sponsor this coaching
This coaching is often sponsored when a senior leader is:
Promotion into a bigger role
Greater visibility, broader scope and a higher-stakes leadership context.
External hire into a senior post
Landing well in role while building trust, credibility and momentum.
First 90 days in role
Creating early traction without overreaching or losing strategic focus.
Broader stakeholder exposure
Influencing effectively across senior relationships and competing priorities
Increased board or ExCo visibility
Showing up with greater presence, clarity and confidence at senior level.
What makes leadership transitions difficult
Leadership transitions are rarely difficult for one simple reason. More often, several challenges are interacting at once.
A leader may be trying to understand a new power map while also proving value quickly. They may need to lead a team they did not choose, inherit legacy tensions, or influence peers who once felt like equals. They may be expected to look confident before they feel fully grounded. In some cases, they are still relying on strengths that served them in the old role, even though the new role requires more range, steadiness and strategic judgement.
This is why transition coaching needs to go beyond practical tips. It needs to help the leader think clearly about the system they are entering, the identity shift the role requires, and the patterns that could either strengthen or undermine their impact.
When this coaching helps most
Executive transition coaching can be particularly valuable when:
expectations are high, but not always explicit
the leader needs to build stakeholder trust quickly
the role requires stronger executive presence or broader influence
old strengths are no longer enough on their own
the political or cultural dynamics are not yet clear
the leader is carrying pressure, visibility and uncertainty at the same time
there is a narrow window to establish credibility and early momentum
This is not remedial coaching. It is support for capable leaders navigating a demanding stretch in their career.
Unsure if this fits your situation?
Share a brief outline of your role and context and I’ll respond honestly about whether this programme is right for you.
First 90 days coaching priorities
The first 90 days do not determine everything, but they often shape how a leader is perceived, trusted and supported.
Typical areas of focus include:
Clarifying expectations and success criteria
Getting clear on what success really means, not just what is written in the role description.
Reading the culture and political landscape
Understanding the formal and informal dynamics that shape influence, decision-making and credibility.
Building stakeholder trust quickly
Identifying key relationships, listening well, and establishing confidence without overpromising.
Shaping your leadership narrative
Communicating who you are, how you lead and what others can expect from you in role.
Prioritising early wins wisely
Creating momentum without chasing visibility for its own sake or spreading effort too thinly.
Leading with steadiness under pressure
Strengthening judgement, presence and self-management when scrutiny is high and time is limited.
How executive transition coaching works
Executive coaching should be tailored, but it should not feel vague. Whether the coaching is sponsored by an organisation or initiated by an individual leader, the process begins with clarity on the context, the outcomes that matter, and the best way to work together.
01. Initial clarity call
A confidential first conversation to understand the leadership context, the challenge, and whether coaching is the right fit.
02. Contracting and focus
We agree the coaching goals, practicalities and measures of success. Where appropriate, this can include sponsor input, stakeholder perspectives or Hogan assessment insight.
03. Coaching engagement
Sessions focus on the leadership priorities that matter most, such as executive presence, stakeholder influence, transition and change.
04. Review and close
We review progress against the original focus, capture what has shifted, and agree the next steps.
Typical engagement shape
Coaching is delivered in person in London, virtually, or in a hybrid format for UK and international clients. Some engagements are focused and time-bound, such as support through promotion, a role move or the first 90 days in a new post. Others run over a longer period to support broader shifts in judgement, influence, confidence and leadership effectiveness.
Why clients choose Eve Coaching & Consulting
Clients often choose this work because they want more than generic transition advice.
They want a coach who understands the realities of senior leadership, organisational complexity and high-stakes visibility. They want practical support, but also the depth to explore how pressure, identity, perception and system dynamics affect their effectiveness. They want someone who can work credibly with both the leader and, where relevant, the sponsoring organisation.
My background in senior leadership, transformation and leadership development, combined with professional coaching and psychological depth, allows for both. The work stays grounded in the realities of business, while also making room for the deeper patterns that often determine whether a transition succeeds.
Is this transition coaching right for you?
This may be a strong fit if you are:
stepping into a bigger role with greater visibility, broader scope or higher expectations
joining a new organisation and needing to establish credibility quickly
moving from functional, technical or operational leadership into a more enterprise-wide role
under pressure to build trust, read the culture and make sound decisions early
finding that influence, judgement and executive presence now matter as much as expertise
leading through ambiguity, stakeholder complexity or a politically sensitive transition
looking for coaching that is practical, psychologically informed and grounded in the realities of senior leadership
It may be especially relevant if the question is no longer simply, Can I do this role? but rather, How do I lead well, and land well, in this role?
Executive Coaching Results (in numbers)
- 4.9/5.0
- Client Satisfaction
- 333+
- Senior Leaders Coached
- 63+
- Nationalities Coached Worldwide
- 102+
- Organisations Partnered With
- 803+
- Participants Trained in Transformation & Behaviour Change
Updated:
Client Testimonials from Enterprise & High-Growth Leaders
“I highly recommend Edwin for any organization or individuals who truly wish to transform.”
Christina S. Vice President (Tax) USA
“Edwin has been able to bring out a more refined leader in me.”
Jaipal, S. Supply Chain Ldr. DE&I & STEM Advocate
Frequently asked questions
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Executive transition coaching supports senior leaders as they step into a bigger role, broader remit or new organisational context. It helps them establish credibility, make sound decisions, build key relationships and gain traction early.
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No. The first 90 days are often important, but the coaching can begin before a move, during the early landing period, or later when the reality of the new role becomes clearer.
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No. It is equally valuable for internal promotions, succession moves, expanded remits, and leaders taking on more complex or visible responsibilities.
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Yes. Many engagements are organisation-sponsored, particularly where a leader is moving into a critical role, taking on greater scope, or navigating a demanding transition.
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Some clients want short, focused support around the first 90 days or a specific transition challenge. Others benefit from a longer engagement that supports deeper leadership shifts over time.
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No. Coaching is delivered in London, virtually, and in hybrid formats for UK and international clients.
Step into the role with greater clarity and credibility
Hi, I’m Edwin, a Professional Certified Coach (ICF) with an MSc in Coaching & Behaviour Change, and decades of business experience in one of the worlds most innovative Fortune 100 global conglomerates.
A leadership transition is not just a change in title. It is a shift in visibility, expectation and responsibility. If the role is bigger, the context more complex, or the first 90 days matter, executive transition coaching can help you navigate the move with more confidence, judgement and traction.
