Seamless Leadership Transitions From Both Sides 

Most companies handle executive transitions poorly—losing institutional knowledge when leaders exit and watching new executives struggle during onboarding. My bridge coaching ensures continuity for your organization while supporting both leaders through change.

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For Outgoing Executives (Offboarding):

• Succession Planning – Strategic knowledge transfer and successor preparation

• Legacy Design – Document critical relationships, institutional knowledge, and unfinished initiatives

• Stakeholder Transition – Manage key relationships (board, clients, team) through the handoff

• Personal Transition Support – Help departing leaders navigate identity shift and plan next chapter whether if be a new role/company or retirement.

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For Incoming Executives (Onboarding):

• Pre-Start Strategy – 30-60-90 day roadmap before day one

• Culture Navigation – Decode unwritten rules, power dynamics, and organizational norms

• Stakeholder Mapping – Identify key relationships and build credibility plan

• New Team Dynamic Assessment - DISC assessments for new executive team

• Early Wins Framework – Strategic quick wins that demonstrate value without overstepping

• Ongoing Coaching – Regular check-ins through critical first 6 months

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Bridge Coaching (Both Simultaneously): When you engage me to work with both the outgoing and incoming executive, you get:

• Structured Knowledge Transfer – Facilitated handoff of critical information, relationships, and context

• Reduced Disruption – Minimize the typical 6-12 month productivity gap during leadership transitions

• Protected Momentum – Keep strategic initiatives moving while leadership changes

• Dual Perspective – I understand what each leader needs and can facilitate a seamless transition

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Ideal For:

• C-suite transitions (CEO, CFO, COO, CHRO)

• Founder transitions to professional management

• Planned retirements of long-tenured executives

• Leadership changes during growth or transaction periods

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What Makes This Unique: As a three-time Chief HR Officer who's both onboarded into new roles and prepared organizations for my departure, I understand executive transitions from all angles. I know what incoming leaders need to succeed and what outgoing leaders struggle to let go of.  Working with both leaders simultaneously minimized disruption and loss of legacy organizational knowledge, while ensuring a smooth landing for the outgoing and incoming executive and their team. 

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