MAKE THE FIRST YEAR AS DELIBERATE
AS THE HIRE

Transition infrastructure and coaching for leaders of leaders

Left to chance, the first year costs quietly:

Relationships that never become alliances
Caution where you hired conviction
Pushback they never saw coming

None of it looks like a crisis. All of it compounds

A structured first year compounds the positives instead.

Let's Talk --->

THE REAL REASON YOUR LEADER OF LEADERS

The Transition Year

The Sequence

A twelve month engagement built specifically for the first year of leading leaders. Not open-ended coaching, and not a generic curriculum. The year moves through four phases, each with its own questions, at the pace of the leader rather than the calendar.

Orientation: Making sense of what they've entered; the organization as it actually works, and the leaders and peers around them.
Positioning: Establishing how they lead at this level: what stops being their job, what now counts as real work, and how influence is earned here.
Navigation: Working the middle of the transition: the end of newness, what the friction is made of, and the leader they are becoming
Integration: Making it durable: developing the leaders they inherited, taking honest stock of who they have become, and sustaining the work after the year ends.

The Tools

Every topic in the year is anchored by a tool built specifically for this program: The Expectation Audit. The Shadow Cast. The Shared Root. The Trade. The Value Trace. The Currency. The Friction Forecast. The Fault Line. The Mirror Shift. The Bench Read. The Strata Reading. The Forward Letter.

The Notebook

The journey is captured in a notebook designed for exactly this work: The Transition Year Notebook. Individually bound booklets for each phase of the year enclosed in a leather cover. The leader writes by hand, between our sessions, in a space that belongs entirely to them.

Built by a practitioner

I'm Lisa Dunnigan. I've spent more than 25 years in leadership development, and I built The Transition Year because the first year of leading leaders is the most consequential and least supported. Every tool in this program was designed for it specifically.

Certified Executive Coach. Certified Hogan Assessment Practitioner. ICF member. MBA in Leadership.

Two ways to run the year.

The Transition Year Partnership - $20,000

The complete engagement for organizations that want the hiring manager fully in the architecture.

The complete Transition Year Notebook system
Biweekly coaching across 12 months
The Hogan assessment with a full facilitated debrief session
Both structured listening rounds, with the full stakeholder circle
All 3 hiring manager touchpoints
Additional coaching session access up to weekly, on topics of the leader's choosing
Dedicated transition coaching for the hiring manager: the briefing partnership and reserved working sessions on your own role in the transition

Not sure which fits? That is part of the first conversation.

The Transition Year - $12,000

The complete program, for organizations where the leader's development is the funded scope.

The complete Transition Year Notebook system
Biweekly coaching across 12 months
The Hogan assessment with a full facilitated debrief session
Both structured listening rounds, focused voice set
All 3 hiring manager touchpoints