For the new leader
Clearer expectations, confidence and stronger working relationships, with confidential space to reflect.
Vibe / All products
Leadership Integration Programme
Help new leaders make an earlier impact.
Support external appointments and significant internal promotions. Help senior leaders understand the business, build cross-functional relationships and contribute sooner, with independent support through the transition.
WHAT THIS CAN HELP YOU ACHIEVE
What’s in it for you?
For HR and the sponsor
Earlier visibility of integration challenges and structured support for senior appointments and promotions.
For the business
A leader who understands the organisation sooner, aligns with shared priorities and works across functions.
BEYOND APPOINTMENT
Three stages.
Three different questions.
Recruitment selects the leader. Onboarding enables a start. Integration builds the understanding and relationships needed to contribute.
- Recruitment
Choose the right leader.
Have we selected the right person for this role and this organisation?
- Onboarding
Enable a confident start.
Have we given them the access, information and support to operate?
- Integration
Build sustainable impact.
Are they learning the organisation, building relationships and adapting effectively?
THE LEADERSHIP INTEGRATION FRAMEWORK
Six connected themes.
One practical focus.
Six themes guide the coaching and are revisited as the leader learns about the organisation.
Culture
Decode lived behaviours, unwritten rules and informal influence.
Context
Understand strategy, history, constraints and why the role matters now.
Expectations
Clarify what success means and where stakeholder expectations differ.
Relationships
Build trust and understanding across teams and functions.
Influence
Build credibility and work effectively beyond formal authority.
Impact
Turn learning into priorities, decisions and a meaningful contribution.
Adapted from Stephanie Corking’s evidence-informed practitioner framework.
SHARED OWNERSHIP
The whole leadership system
has a part to play.
The leader, sponsor, HR, peers and coach each help the transition succeed.
Ask questions, test assumptions and build relationships.
Clarify the mandate, share context and remove barriers.
Align expectations and enable feedback and support.
Share knowledge and build cross-functional trust.
Provide independent reflection, challenge and practical support.
YOUR PROGRAMME
Structured support.
From appointment to impact.
An approximately eight-month journey, shaped around the leader, the role and the organisation.
- AT THE START / DIAGNOSE & ALIGN
Build a shared starting point.
A diagnostic, integration conversation and stakeholder input clarify the role, expectations and early priorities.
- FIRST SIX MONTHS / COACH & APPLY
Work with the real challenges.
Six one-to-one executive coaching sessions explore live challenges, relationships and practical changes.
- CONSOLIDATION / REFLECT & ADAPT
Turn learning into everyday behaviour.
Apply the learning at work and review which changes are helping.
- REVIEW / PLAN THE NEXT CHAPTER
Understand how the leader is landing.
A 90-minute 360-degree feedback stage informs reflection and an integration impact plan.
MEANINGFUL MEASURES
Show what has changed.
Agree a baseline, review points and measures with the sponsor at the outset.
For the leader
Role clarity, confidence, belonging, motivation and wellbeing.
Between people
Stakeholder trust, cross-functional understanding and collaboration.
For the organisation
Review agreed milestones, decisions progressed and dependencies resolved. Where financial value can be evidenced, compare it with the full programme cost.
YOUR PROGRAMME SPECIALIST
Stephanie Corking
Developed by Stephanie Corking, founder of Moorings HR, bringing organisational development, executive coaching and leadership-transition research together.
Meet StephanieGive your next senior appointment a stronger start.
Explore the support your new or promoted leader needs through a free, friendly 30-minute initial consultation.
Book your free consultation ↗