Transition Coaching

Our coaching is closely integrated with our talent search services, which invariably means we bring pre-existing knowledge of both the individual and their organisation. Our coaching is also highly bespoke, focusing on practically applying learnings in the individual’s work setting.  As well as drawing upon the best global research and latest tools, our coaches can also tap into insights and data from Robert Walters’ broader Talent Advisory network. 

Our processes are meticulous and informed by decades of collective experience in this space. So, while no hiring decision in history ever came with a 100% guarantee, our assessment really increases the prospects of your decisions hitting the mark.

We’re proud of the fact that most employers who work with us once, later choose to work with us again. Clients consistently tell us that the rigor of our analysis and advice has helped them make informed decisions that have led their organisations and their people towards success.

In short, with a transition coach on their side, an employee is better equipped to make a positive impact sooner, and to continue doing so for years to come. 

When someone steps into a new role, there is always risk for the individual and for the organisation. Our coaching mitigates this risk by identifying any gaps in experience or knowledge, then empowering the individual to bridge those. The transition is then smooth for the individual themselves, as well as for their colleagues and their organisation.  

We tailor our coaching to the circumstances of the individual and their organisation, so every coaching program is unique. However, typically we might include a process of self-discovery, understanding the new role and responsibilities, identifying existing competencies, and addressing potential gaps. Along the way, we often use tools such as lifeline charts, psychometric analysis, and practical action plans. 

Our coaches come from a variety of fields and international locations, but what unites them all is the ability to create and execute action-oriented plans, tailored to each person’s changing circumstances. Many of our coaches are certified (e.g. International Coaching Federation) and all of them are highly experienced in coaching people through change.  

Some are former c-suite leaders, others are specialists in change management strategy, theory and practice. All have access to insights and data from Robert Walters’ broader talent advisory services. 

Before we propose any individual coach, we listen carefully to clarify your circumstances and ambitions. Then we recommend a coach with the profile and expertise to suit the particular employee.  

We think outside the box, too. We don’t automatically pair someone with a coach with the same industry background. Above all, our priority is to connect your employee with the coach who can offer fresh perspectives and unlock that individual’s self-discovery.  

Duration varies based on individual needs and transition complexity. We often deliver programs that include 4-6 coaching sessions of 1–2 hours each, delivered over a 4–6 month period. 

Frequently, coaching relationships are so effective that organisations and employees opt to renew them beyond the initial transition period. But irrespective of the duration, the action plans and professional development continue to deliver a sustained return on investment that lasts years. 

Our coaches are flexible and they deliver sessions in-person or online, depending on the preferences and needs for each person being coached. 

Absolutely. We often coach professionals to identify transferable skills and develop strategies to navigate from one industry to another.  

Our coaches specialise in helping individuals to recognise their existing competencies and how these can be applied in their new roles. Together, we develop a plan to bridge knowledge gaps and give someone the confidence to apply their existing skillset in a new industry.