On a day when the news is full of election gossip, Presidential debates and economic woes we are delighted to announce some exciting news.
As of April 1, 2016 our business, OSULLIVANFIELD, will merge with The Leadership Circle and Full Circle Group. I will be joining The Leadership Circle and Full Circle Group as a global partner working with my Asia Pacific co Directors and global partners, Roma Gaster and Adelle Richards.
We have had a special relationship with The Leadership Circle over the last five years. As many of you know, I have made presentations at TLC Asia Pacific conferences held in Sydney for the last 2 years. Our organisations have conducted research together and the Foreigner In Charge book series highlights the beneficial insights the leadership circle tools give to senior leaders navigating complexity, such as expat leaders.
There is a 25-50% failure of assignment rate in expats sent to another country to head up the work there. The failure rates among others going through leadership transition such as those who are promoted, move company, move state or change career industry are not much different. Enter the coach.
Padraig O’Sullivan has been helping guide expats through this failure zone into both happiness and corporate success by “insuring” against nine known failure points using executive coaching. We have much to learn from this area.
Using the Marshall Goldsmith model of stakeholder centricity and his own PALDER framework, Padraig shows us how these ideas can be used in any setting of coaching at all when working with leadership transition.
When asked about what a new CHRO could expect in their first 100 days on the job, Padraig O’Sullivan, managing partner of executive transition consultancy, OSULLIVANFIELD, summed it up quite simply: “Everyone’s nice to you but no one wants to be your friend.”
In this HRD Singapore article, Miklos Bolza interviews Padraig about surviving the first 100 days in a new CHRO role.