The organizational context and the goals of the coaching process: department director in a multinational organization contracted an executive coaching process to develop communication skills in the context of transition to a regional role in Europe in an experienced team of leaders.
Duration of 12 face-to-face sessions of one hour each for 6 months.
The transition from a local director role to a regional role, where the contribution is at the level of the results of a few countries, is a challenge that demands new skills. At local level, the executive built a beautiful team with great results, invested time and attention in the development of a successor and had a lot of satisfaction from the contribution he had brought. He was promoted to a truly multinational regional team of experienced leaders. Now he leads teams from several countries and “plays in the upper league”, as he likes to say. His promotion was stressful, because it was a change that came after a long period of solid performance, leading the same team in the same environment. The new role has brought new challenges, demands to added value to a high and extremely demanding level and to think strategically in the real sense. These were “new muscles” that had not been trained so far. During the coaching process, he realized that there are things that are not taught at management schools or in leadership programs, there are more subtle and profound aspects, but the satisfaction of reinventing at a different level was much greater.