Ten months ago, I began developing Root-to-Result®, a structured, outcome-led coaching model designed for senior leaders navigating complex transitions. This month, it became an officially registered trademark, and it’s ready for the leaders who need it most.
In earlier editions of The Elevatexec Brief, I’ve written about the invisible pressure senior leaders face during transition: the expectation to perform before they’ve fully landed. Root-to-Result® grew directly from that insight, recognising that capability and confidence don’t automatically align the moment a new title is announced.
That insight is grounded in more than 35 years of senior, cross-sector/cross-discipline experience, including the rare combination of Chief People Officer and Chief Technology Officer roles. Working across both disciplines taught me that leadership success depends as much on self-awareness and alignment as it does on strategy and execution.
Across those years, I saw the same pattern repeat. Senior people step into demanding new roles or critical business moments where expectations rise sharply, yet structured support often falls away. Coaching is offered, but too often it’s open-ended, personality-led, or overly reflective – useful for insight but limited for those accountable for commercial results and cultural impact.
And here’s what I’ve observed: leaders often wait to be offered coaching rather than seeking it themselves. They assume support will be provided, or they hesitate to ask for what they need. Meanwhile, organisations delay investing in coaching until problems surface, rather than proactively supporting transitions from day one.
Root-to-Result® was created to bridge that gap. It offers a practical, measurable framework that connects personal growth with business performance. The process starts where most coaching ends – with the outcomes that matter most – and then works inward to identify the context, beliefs, and behaviours driving them. It helps leaders move from symptoms to causes, creating a clear link between mindset, alignment, and results.
That structure delivers stronger ROI for organisations but also deeper confidence for the individual. Root-to-Result® gives senior leaders a high-trust space to explore what they’re expected to know but haven’t yet had the room to test. It’s a rare environment to think openly, challenge assumptions, and strengthen judgment without fear of losing credibility.
Each stage of the model ties back to performance – sharper priorities, stronger alignment, and more consistent impact under pressure. Boards and sponsors see tangible outcomes, not just anecdotal growth.
Over the past ten months, Root-to-Result® has been discussed and refined with academic peers, business leaders, and fellow executive coaches. Their feedback sharpened the model and reinforced its practical relevance across sectors. Initial trials have confirmed what I believed from the start: when leaders have a structured framework to make sense of their own growth, the return on investment multiplies.
Root-to-Result® is now formally recognised, and the validation comes from the leaders using it. It’s structured, measurable, and human-designed to help you perform at your best when the stakes are highest.
The First 90 Days: Transition Readiness Checklist
Before you step into your new role – or sponsor someone who is – ask these critical questions:
☐ Have you validated your key outcomes? Can you name the three most important results you need to deliver in the first 90 days, and have you confirmed them with your key stakeholders?
☐ Do you know which values will be tested first? When pressure hits, which of your principles will be challenged? What stays constant when everything else shifts?
☐ Can you identify the beliefs that might limit you? What assumptions are you bringing into this role? Which inherited narratives might need examining?
☐ Are your habits aligned with new demands? How you showed up in your last role won’t automatically work here. What patterns need to shift?
☐ Do you know how you’ll build influence quickly? Who needs to trust you first? How will you establish credibility with unfamiliar stakeholders?
☐ Have you planned your 90-day checkpoint? What will success look like at the end of your first quarter – and how will you measure it?
If you checked fewer than four boxes, you’re navigating your transition by instinct, not design.
Root-to-Result® provides the structured framework to answer these questions – and turn clarity into confidence.
Whether you’re stepping into a new role yourself or sponsoring someone who is, Root-to-Result® provides the structured support that makes the difference in the first 90 days.
Explore the methodology and download the framework overview: [elevateexecutivecoaching.com/transition-coaching]
