Supporting the transition from individual contributor to people leader
This case shows how ontological coaching can help leaders to step back and reflect, identifying what helpful behaviors to continue and what new approaches to develop to build resilience during times of change.
- One-to-one ontological coaching for leadership transition
- Supporting the shift from individual contributor to people leader
- Delivered through confidential, individual coaching sessions
The Situation
The coachee had been very successful as an individual contributor in their role. As a result of this success, they were promoted into a regional head role, where a new set of challenges emerged that they felt unprepared for.
The Challenge
The coachee had previously been highly effective at managing their own workload, engaging with external clients and navigating internal stakeholders. When they moved into a role that involved managing others, their initial strategy of working harder was no longer effective.
This began to impact their confidence, and they sought support to re-energise themselves, their team members and overall performance.
The Approach
Through one-to-one coaching sessions, the coachee was supported to identify the strengths they could continue to draw on, as well as recognising where previously successful behaviours were becoming limitations in their new role.
Underlying this was a mood of anxiety and fear of not being successful in the opportunity they had been given. By exploring this, the coachee was able to build on their past success while developing new approaches to engaging more effectively with their team as a leader.
The Outcome
The coachee recognised that their role was no longer about working harder, it was about recognizing what to keep doing, what to stop doing and what new approaches were required as they adjusted to new expectations.
They also became aware of the role anxiety had been playing and were able to shift towards a mood of curiosity. This began with deeper self-awareness and expanded into greater awareness of others, enabling them to adopt different approaches to leading their team.
The result was a more resourceful, focused approach to navigating the career transition.
Client feedback
“I’ve worked with Oliver Love since 2010 and it feels like every step forward I’ve taken in my career has been with his guidance and support. From company-sponsored programs as a high-potential employee, to determining that I wanted to manage my own learning and development roadmap, Oliver has been my go-to for everything from structured executive-level workshops to just-in-time coaching sessions.
“Highly recommend him for anyone looking for a coaching boost and/or working towards longer-term goals.”
Next steps
Leadership transitions can be both exciting and challenging. Having the right support at key career moments can help leaders build confidence, clarity and resilience.
If you’re stepping into a new leadership role or navigating a period of change, one-to-one coaching provides the space to reflect, refocus and develop approaches that support both performance and wellbeing.
