Some leadership transitions are not about learning new skills.
They are about crossing a threshold of authority.

When leaders step into CxO or CEO roles, the context changes fundamentally:
– decisions become systemic
– visibility increases sharply
– peers replace bosses
– authority becomes symbolic, not just functional

What worked before often stops working—quietly, then suddenly.

This service exists for that moment.

The real risk in C-suite transitions

Most derailments at CxO and CEO level are not caused by lack of expertise.

They stem from:
– over-reliance on past success patterns
– invisible political and relational shifts
– filtered or incomplete feedback
– unresolved value conflicts
– internal pressure that has no legitimate outlet

The cost is high:
– loss of credibility
– strained executive relationships
– slower decision-making
– premature exit

The Leadership Transition Navigator™ protocol is designed to reduce those risks early. We replace uncertainty with a rigorous, data-driven roadmap for navigating the shift from excellence to strategic impact. We don't offer advice; we provide a structured process to help you build the new mindset and behaviors required to thrive in the complex world at the top.

Who Is This Program For?

Senior leaders who are:
– stepping into their first CxO role
– expanding scope within the C-suite
– transitioning from CxO to CEO
– newly appointed CxOs or CEOs in their first 6–12 months

These leaders:
– are already competent and high-performing
– do not need leadership “training” or "coaching"
– understand that the real challenge is identity, authority, and systemic impact

What the Executive Leadership Transition Protocol is

A structured, evidence-based 6–9 month transition process that supports leaders in:
– stepping into executive authority with clarity
– recalibrating behavior under increased pressure
– integrating feedback without defensiveness
– stabilizing a sustainable way of leading

This is not therapy.
This is not skills training.
It is a high-level transition protocol focused on behavior, awareness, and systemic impact.

Our process is designed to diagnose the gap between past success and future requirements, build the behavioral bridges to cross it, and measure the success of the transition.

Program structure

1. Entry Gate – Readiness & Coachability

We assess whether the timing and conditions are right:
– capacity for self-responsibility
– ability to work with feedback
– clarity of the transition stakes

The process begins only when there is a strong likelihood of meaningful impact.

2. Defining the Leadership Threshold

We clarify the transition as an authority shift, not a title change:
– what no longer scales from the previous role
– what executive authority requires now
– which decisions and relationships will define success

Outcome: a clear Transition Statement (“From ___ to ___”).

3. Reality Mapping

Stakeholder Feedback (MGSCC) + Barrett Leadership Values Assessment

We establish a factual baseline through:
– structured stakeholder feedback focused on observable behavior
– values alignment and value-based tension analysis
– identification of gaps between intention and impact

This creates a credible, non-defensive foundation for change.

4. Ego & Shadow Awareness

Enneagram used for personality awareness, not labeling

We explore:
– automatic patterns under pressure
– core motivations and fears
– shadow dynamics amplified by executive authority

The aim is increased self-regulation and reduced reactivity—especially in high-stakes interactions.

5. Behavioral Commitments

Marshall Goldsmith Stakeholder Centered Coaching

We define:
– 1–2 critical executive-level behaviors
– explicit commitments to key stakeholders
– regular feedforward and follow-up

Change becomes visible, measurable, and system-supported.

6. Selective Shadow Coaching

Targeted observation and feedback in moments that matter:
– executive team interactions
– critical meetings
– symbolic leadership situations

Feedback is precise, minimal, and impact-oriented.

7. Integration & Exit

We consolidate:
– clear decision criteria
– a mature relationship with authority and pressure
– a sustainable leadership rhythm

The process closes without dependency, leaving a clear internal compass for the next phase.

What clients gain

– faster and safer transition into executive roles
– increased credibility and trust within the C-suite and beyond
– improved decision quality under pressure
– reduced internal noise and reactivity
– sustained performance without personal erosion

Engagement details

– Duration: 6–9 months
– Format: 1:1, confidential
– Entry: by readiness assessment only
– Investment: premium executive transition engagement

Final note

This work is not about becoming a better manager.
It is about becoming capable of holding executive authority without losing clarity, judgment, or self.

The Next Step

Ready to accelerate your next strategic move? Here are four recent case studies.

Leadership Transition Navigator™

CxO & CEO Transition Protocol

When functional leadership is no longer enough.