When the recently promoted division president of a Fortune 500 company sought help in his new role, Pivot partnered with him and his team to determine and address key issues, cultivate a culture of success, and chart the optimal path forward.

Entering the Big Leagues

Ensuring the Success of a Newly Promoted Leader and His Team

ii CORPORATE LEADERSHIP PROGRAM: BRINGING A WELL-LOVED CLASSIC INTO THE FUTURE

The newly appointed division president of a Fortune 500 pharma

company recognized his need for support as he entered his new role.

The division he now headed had once been a separate company,

with an entrepreneurial culture quite different from its disciplined,

process-based corporate parent.

The new president wanted to both maintain that entrepreneurial spirit and be a change agent, focused on the future.

© 2015 PIVOT LEADERSHIP, A KORN FERRY COMPANY

The new president had been promoted from within and wanted those he now led to see him as a “servant leader.” So, Pivot started by providing him with one-on-one coaching support. His immediate goal was to convey that he was there to help make people’s lives easier, get them the resources they needed, focus everyone on growth, and invest in their success. Pivot provided him with feedback—sometimes supportive and sometimes provocative—to help him deliver consistent messages and confront key issues.

At the same time, Pivot helped the new president focus on the behavior of his senior team. Together, they crafted both individual assessments of team members and team-based diagnostics, seeking to address questions like: Where should our time and energy go? What would best serve the organization?

Pivot worked with the president and team to develop collaborative workshops that would allow them to adopt new roles and accelerate their effectiveness. Just-in-time learning played a key part as well. Pivot attended senior team meetings on strategy and tactics, coaching team members in real time as they did their work.

The Game Plan

All of these different elements happened in parallel over a six- to nine-

month period, after which everyone had far more clarity about where

the division was going. Today, the senior team views the president as

someone committed to the long-term growth of the business, and the

team has four areas of focus and a set of routines that define what they

do when they get together. Perhaps most importantly, the president

and senior team now have the ability to translate the business’ needs

into the actions required of them as leaders.

An Effective Team

Key questions for our clients included:

Where should our time and energy go?

What would best serve the organization?

Pivot Leadership, a Korn Ferry Company, is a global strategic leadership firm that partners with leaders of the world’s most influential companies to help them lead, innovate, and adapt to volatile markets and changing industries. Our mission is to develop the best leaders for business’ front-runners, with the belief that leadership is the source of strategic advantage in today’s world.

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