Leader Transitions Program

The Leader Transitions Program is designed to assist firms with both onboarding and succession planning and implementation. Our program is designed to assist the firm leadership with approaching and repositioning senior talent and to provide clarity in targeting mutually agreed upon objectives. The customized, firm-specific program engages senior executives to ensure adequate addressing and planning for continued productivity, knowledge transfer, client transition and planned exit.

Mayer | Leadership Group

The Transitions program is geared to serve the firm, partner and clients. As such, it addresses client transition and retention, while also looking at opportunities for continued involvement in adjusted capacities. In the longer view, it also serves younger partners as they advance to augment and fill the vacuum created by the ever-growing numbers of senior workers.

Some obstacles to successful transition are psychological in nature and call for navigational support. This can include resistance to confronting issues of aging, talking with peers about these subjects and not wanting to project an image of “being too old” to contribute. To that end, it is importance to normalize such conversations within companies and within the lifecycle of one’s career.

Program Elements

  • Custom program design includes initial meetings with firm management and interviews with select pre-retirees, follow-up meetings with cohorts and firm management to ensure ongoing alignment.
  • Targeted discussions which aim to create comfort with retirement discussions and destigmatize engagement around role transitions and firm exit. From a practical business standpoint, we seek to ensure that incentives for client transition are broad enough to advance the interests of the firm and sensitive enough to reflect individual needs and preferences.
  • Individual and Group Coaching to address and optimize memory and attentional realities and integrate work lifecycle concepts. While fundamental values generally remain constant, personal motivators, reward orientations and attitudes about the purpose of work can vary in relation to age. Together, we integrate the challenges and the associated strengths of the “Third Age”, exploring techniques and tactics for keeping sharp.