New Role. New Pressure. No Roadmap.

Root-to-Result® provides structured support for the first 90 days - aligning mindset, values, and leadership presence so you lead with confidence from day one. Whether you're in transition or sponsoring someone who is, six stages deliver measurable impact.

Book a Discovery Call
Foggy wood background image
0%
of transitions fail

Why 1 in 3 Executive Transitions Fail

Research shows around 30% of new executives struggle in their first 18 months (Spencer Stuart).

Leadership transitions are celebrated publicly but under-supported privately. Executives rarely fail because of talent – they fail because transitions demand clarity, alignment, and influence faster than most expect.

The gap: New leaders face immediate expectations to deliver results, influence unfamiliar stakeholders, and drive culture – all while stabilising their own foundations. Without structured support, even exceptional talent can derail. That’s where Root-to-Result® Transition Coaching helps. Supporting leaders to succeed where so many falter.

Book a Discovery Call
Download the Executive Transition ROI Guide (PDF)

The Solution - Root-to-Result® Transition Coaching

Root-to-Result® is a structured coaching framework that addresses the hidden architecture of leadership – working from outcomes through mindset and behaviour to ensure sustainable impact.
For executive transitions, this means creating a confidential, commercially fluent space for leaders to work through complexity, align stakeholders, and establish credibility before testing their leadership live.

Book a Discovery Call
1 Fruit

Outcomes & Intent

2 Soil

Ethical Foundation

3 Roots

Beliefs & Mindset

4 Trunk

Habits & Behaviour

5 Branches

Application & Influence

6 Return to Fruit

Tangible, Aligned Outcomes

Foggy wood background image

The Root-to-Result® Framework Applied to Transitions:

  • 1 Fruit

    Outcomes & Intent
    Define success in the first 90 days

    We begin with the outcome – not as the end-point, but as a strategic compass. The true aim often emerges through the work. This stage defines what success looks like for you. Whether it’s sharper strategic influence with boards, greater clarity in ambiguity, or a reset in leadership presence during transformation, this phase ensures your direction is intentional, not assumed.

    Strategic Intent: Without a clearly defined destination, leadership becomes reactive. This stage ensures purpose anchors your leadership decisions from the start.

  • 2 Soil

    Ethical Foundation
    Anchor values before pressure hits

    This is your moral and ethical ground. We examine your guiding principles – not just aspirational language, but what holds under pressure. Here, we define the kind of leader you want to be and the environment you’re committed to shaping.

    Moral Grounding: Provide stability by clarifying values, leadership purpose and intent. Especially vital when facing ambiguity, scrutiny, or stakeholder pressure.

  • 3 Roots

    Beliefs & Mindset
    Surface limiting beliefs early

    What beliefs do you hold about yourself, others, and leadership?
    Here, we surface the assumptions, stories, inner narratives, or mental shortcuts that shape how you lead.
    Some are strengths. Others are inherited or outdated.

    This phase gives you space to reflect on what’s helping, what’s limiting, and what’s ready to evolve.

    Unconscious Drivers: Leaders don’t lead from action alone, they lead from belief. Unexamined mindsets silently drive behavior. This phase brings them into view.

  • 4 Trunk

    Habits & Behaviour
    Establish visible, credible behaviours

    We translate your drivers into visible, repeatable behaviours.
    The trunk represents how you show up – consistently and credibly.
    We identify your patterns, reinforce strengths, and shift what no longer serves your goals.

    Tools like CliftonStrengths® or the 360 feedback® model may be used in this step.

    Leadership Embodiment: Leaders are watched in moments but measured over time. Aligning beliefs with consistent action builds credibility, trust, and resilience. It’s about turning intention into presence – real, repeatable, and rooted in who you are.

  • 5 Branches

    Application & Influence
    Extend influence across stakeholders and teams

    Intent without influence stays internal.This phase ensures your insight becomes visible, relational, and strategic.

    We explore how you communicate, influence, and lead at scale – across systems, teams, and stakeholders. Then, we refine how you present yourself in high-stakes moments: boardrooms, pivots, transitions, and change.

    Scaled impact: Strengthen how you influence, lead through others, and extend your leadership reach with precision and presence.

  • 6 Return to Fruit

    Tangible, Aligned Outcomes
    Measure early impact and recalibrate

    We revisit your original goal – which may have evolved or need refining based on what emerged. This isn’t about temporary success, it’s about whether the growth is real, repeatable, and rooted in who you are.

    Sustainable Integration: Results are built on alignment – not effort alone. This step ensures your outcomes reflect your leadership identity.

Book a Discovery Call

Why Structured Transition Support Works

Root-to-Result® provides the structured framework and thinking space that research shows makes the difference between struggling and thriving.

Book a Discovery Call
  • 30% of new executives struggle within 18 months without adequate support
    (Spencer Stuart)
  • 27–46% of executive transitions are regarded as failures or disappointments within two years
    (McKinsey)
  • 70% of C-Suite leaders report burnout risk, often heightened during transitions
    (Deloitte, 2022)
  • Failed transitions can cost up to 10× an executive’s salary
    (Lucent / Corporate Executive Board)

Who This Is For

  • Boards and investors sponsoring critical C-Suite appointments who want to de-risk leadership investments
  • Newly appointed executives stepping into CEO, CFO, CPO, CTO, or COO roles
  • Internal promotions into significantly different leadership cultures
  • External hires navigating new organisational dynamics
  • Leaders in high-stakes moments such as mergers, turnarounds, or rapid growth phases

Led by Experience,
Not Just Theory

Craig Pattison is an EMCC-accredited executive coach with extensive C-suite and board-level experience, including roles as Chief People Officer and Chief Technology Officer.

He brings:

My story and approach
  • Commercial fluency from decades of P&L responsibility and strategic leadership
  • Operational credibility, having navigated the same transitions his clients face
  • Structured methodology through the Root-to-Result® framework
  • A confidential space for leaders to think clearly without organisational politics
Craig Pattison - EMCC accredited coach providing executive coaching for C-Suite and board-level leaders

This isn’t academic coaching - it’s commercially fluent support, grounded in real executive experience and designed to help leaders succeed under pressure.

Ready to Ensure Your Next Executive Transition Succeeds?

Executive transitions are high-stakes investments. Coaching support increases success rates and accelerates time-to-impact.
Book a Discovery Call

Investment & Engagement

  • 6–8 sessions across the first 90 days, timed to critical moments
  • Additional support between sessions where agreed, such as brief check-ins or feedback.
  • Optional stakeholder tools such as 360 feedback or psychometrics where relevant
  • Always delivered confidentially and aligned to EMCC standards
  • Former CPO & CTO
  • Extensive C-Suite & Board Experience
  • Confidential • Commercially Fluent • Evidence-Based