50% of new leaders fail in their role due to lack of preparation and support.
How supported do you feel in your new leadership role?
Have you developed the skills needed to more effectively lead and manage and team and meet the goals you have been set?
My coaching is designed to support new leaders rise to the challenge of a more demanding role, becoming more effective at decision making, difficult conversation skills, influencing, storytelling and delegation.
My coaching enhances leadership skills during transitions. I’m a “critical friend” who can boost confidence, aiding in good decisions and early wins.
Almost 50% of leadership transitions are considered a failure according to data released by McKinsey – they fail to deliver the anticipated organisational or financial returns.
Sometimes, individuals are unaware of the changes needed in a new role. They continue doing what worked before to avoid discomfort. Alternatively, they may struggle to adapt their experience from a different organisation to the new environment, often overestimating their own capabilities and underestimating the influence of culture.
The biggest challenge for transitioning leaders is moving away from technical expertise as their main authority. Senior leaders must become “generalists,” which can be unsettling, leading to insecurity and feelings of impostor syndrome when contributing outside their usual domain.
Meet Kate Southerby
With a career spanning two decades, I've had the joy of working with leaders at all levels of experience. My approach is vibrant and motivational, energising and insighful.
My coaching sessions are dynamic and intimate, bringing theoretical concepts to life and delivering real, tangible outcomes.
I love making coaching fun, engaging, and impactful, helping new leaders reach their full potential. Find out more about me here.
How my coaching supports new leaders
As a new leader, my coaching will help you excel by boosting emotional intelligence, strengthening relationships, and deepening self-awareness. You’ll make better decisions, actively listen to your team, and handle feedback confidently.
You’ll learn to articulate a compelling vision, tell engaging stories, and build resilience to overcome challenges. Additionally, you'll refine your image and influencing style, presenting yourself confidently and persuading others effectively.
Master these skills to inspire your team, drive organisational change, and achieve greater success in your leadership role.
The results
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If you're a new leader or manager
Moving into, and suceeding, in a leadership role is a big change, and it takes time and support to guide you through the new demands you’ll encounter. Sometimes, simply knowing that these are common challenges faced by new leaders can help you feel less isolated. Contact me if you would like to arrange a free consultation and talk about your current dilemmas.
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If you're an HR or L&D Manager
If you are seeking to support your new to leadership rising talent within your organsation, please contact me to discuss options for how I can provide additional support. I offer in addition to coaching, leadership training courses, workshops and webinars to aid professional developmemt.
FAQS
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New leaders will develop crucial leadership skills tailored to ensure their success, particularly as they transition from operational to strategic roles. The coaching focuses on enhancing their ability to influence, employ storytelling effectively, and manage and motivate teams proficiently. This support is structured in partnership with the leader's supervisors, HR, or L&D departments to align with both individual development needs and organisational goals.
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A minimum of 6 to 8 sessions is required, designed to solidify essential leadership competencies. These sessions are structured around the leader's daily responsibilities to allow for practical learning and application, ensuring skills are not only developed but also retained. This progressive building approach provides a comprehensive framework for developing leadership skills.
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Pricing varies based on the specific outcomes desired and the depth of engagement needed to achieve these goals. I provide a fully bespoke package that supports the leader’s personal growth and development needs. In addition to 1:1 coaching, I provide daily email support and check-ins, strengths assessments as well as monthly reviews with stakeholders. A typical engagement varies between £3,000 to £6,000 depending on the level of development and support required. If you are an individual self-funding your development, or a start-up business contact me for details of my Power Up program.
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This program is ideal for HR, L&D professionals, or senior leaders seeking a talent development partner to support new leaders. It is particularly suited for those new to leadership roles who must navigate the complexities of their positions while establishing a successful leadership presence. The program is also valuable for organizations looking to enhance their leadership pipeline and ensure a smooth transition for staff stepping into more demanding roles.
SUCCESS STORY: PUBLICIS GROUPE
One notable success story from my coaching involves a leader at Publicis Groupe who initially viewed the coaching process with skepticism. Recently promoted, this leader saw coaching as a critique of their capabilities, interpreting it as an indication that they weren’t fully prepared for their new role.
Kate began by shifting this perception, clarifying that coaching aimed to enhance existing strengths and uncover blind spots, rather than focusing on weaknesses. This approach focused on both overdone strengths—traits that, while beneficial, could become liabilities if left unchecked—and underdone strengths—areas needing further development to meet the demands of their new role.
Through a series of targeted sessions that included feedback analysis, self-reflective exercises, and habit adjustments, the leader gained insights into how their behaviour was perceived by others.
As the coaching progressed, the initial reluctance transformed into a proactive engagement with the process. They learned to balance their strengths and address areas of weakness, leading to a more effective leadership style. This not only boosted their confidence but also significantly improved their team’s performance by their greater ability to meet the position's strategic demands.