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Transition Coaching

Starting a new role? Looking to make a positive impact and quickly establish credibility?

Transitions are opportunities, a chance to make needed changes in an organisation. However, executives' success in their careers to date does not prepare them to operate as successfully in a different culture and way of doing things. This is where RYLN Coaching steps in.

"It isn't the changes that will do you in; it's the transitions. Change is situational. Transition, on the other hand, is psychological. When a change happens without people going through a transition, it is just a rearrangement of the chairs."

 - William Bridges



My philosophy is that transitions are essential for leadership development and crucial for business success. However, in the fast-paced, rapidly evolving business environment, hiring top talent is no longer enough. Outside hires often fail to integrate into new organisations because they are not familiar with the culture or way of doing things and lack a support network. 


Transition Coaching is ideally placed to help prepare and support executives as they face new and challenging experiences. The Transition Coaching offering focuses on integrating executives into a new culture and way of doing things, reducing the risk of “organ rejection” and accelerating their time to becoming fully effective in the new role.​

​My approach has been designed to help new leaders mitigate those risks associated with transition and reach maximum performance faster. I work closely with the hiring organisation to support new executives and provide intensive coaching to accelerate learning, build relationships and implement change.

Transitions can be vulnerable times. As the adage goes, you don’t get a second chance to make a first impression.


The program has been designed to support new leaders to reach their full potential faster and mitigate the costs of failure. Click the button below to get in touch and find out how Transition Coaching can help you.

Begin before you begin

The best way to recover from a false start is to avoid one in the first place. Our work together starts before you first walk in the door of your new office.


It is essential to recognise

that there is a team history,

a shared journey that has brought the business to this point.


Don’t assume to have the answers. The only way to gain the knowledge, insights and solutions is from talking to people who have critical experience.


A new leader builds their credibility by demonstrating awareness of important operational issues and swiftly solving urgent problems.


My original goal of working with Robert was to take stock of and reflect on my current leadership style at work and more generally, how could I increase impact. However, as the coaching program started, I took on a new, more senior role in a new country. The coaching before, during and now ongoing since that move helped me focus on how to ready myself to be as impactful as possible in a new role but also leave the old team in a strong position as I transitioned out. For me, what was critical here is that Robert pushed to understand the specifics of the organisation and my thoughts to provide clear, actionable feedback. As I have continued to work with Robert now, he acts as a trusted sounding board as I think both about specific business issues or more broadly my career.

MD / FinTech

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