Executive Transition Coaching — ETC
Executive Transition Coaching

From search
to sustained
value creation

A structured, end-to-end programme that de-risks senior hiring, accelerates executive performance and delivers measurable ROI — from the moment of search to proven impact.

Start a conversation Our approach
5–27×
Annual salary cost of a mis-hire at senior level. ETC removes that risk from the start.
40%
Of new C-suite leaders are fired, forced out or quit within 18 months. ETC changes that trajectory.
70%
Longer time to productivity when onboarding fails. ETC compresses that curve.
The Problem

Hiring a CxO is one of your most expensive, highest-stakes decisions

You back leadership change to deliver results. You can't afford mis-hires, slow starts, or misaligned expectations. The improvements need to begin immediately — yet the systems most organisations rely on leave everything to chance.

🎯
Vague briefs, wasted search
Boards lack a sharp, shared view of what value a new CxO must create. Search partners receive conflicting guidance and shortlist quality suffers.
⏳
Onboarding treated as an afterthought
Most organisations treat onboarding as "day one plus a few intros." The first 90 days shape how a leader is perceived — and a disjointed start creates lasting scepticism.
📉
No shared definition of success
Cultural mismatch and strategic misalignment are the primary reasons executive hires fail. Without explicit value plans, the story defaults to opinions — not evidence.
The numbers don't lie
5–27×
The cost of a mis-hire at the top, measured against annual salary — a risk that compounds with every week of delay
40%
Of C-suite leaders leave within 18 months due to poor fit, poor delivery or poor adjustment to the organisation
70%
Increase in time to productivity when executive onboarding is not structured and deliberate
90
Days that define how a new leader is perceived by their team, board and peers — and the window ETC is built to maximise
Our Approach

A de-risked route to rapid value creation — not just coaching

ETC brings together management consulting rigour, executive coaching expertise and senior leadership advisory to support C-suite transitions end to end. Where others start at onboarding, we start at search.

01
De-risk
Senior Hiring

We build a tailored, unambiguous role and value profile — then a recruitment scorecard that assesses candidates against business priorities, not generic competencies.

  • Board-level fact finding & value alignment
  • Tailored role and value profile
  • Recruitment scorecard for panel use
  • Probation & incentive design integration
02
Accelerate
Performance

We map key issues and organisational drivers — culture, capabilities, constraints — to shape a 90-day and 12-month plan. Onboarding becomes a deliberate, multi-dimensional process.

  • Organisation driver & culture mapping
  • ExCo & Board strategic alignment
  • Value plan creation coaching
  • Structured stakeholder socialisation
03
Deliver
Tangible Value

Your new CxO arrives with a detailed value plan linked explicitly to EBITDA and key metrics. Ongoing transformation coaching supports delivery through the pressure of the first year.

  • EBITDA-linked value plan
  • Transformation coaching programme
  • Progress visible from day one
  • Transformation & ROI assessment
What makes ETC different
Recruitment meets performance acceleration
Scorecard built around value-creation, not generic competencies
Two forms of structured coaching: plan creation and transformation
Designed to match demanding pace, pressure and PE-backed expectations
Programme Structure

A 9–12 month journey, from search to proven value

Each stage is structured, sequenced and supported. Nothing is left to chance.

Phase 1
Organisation Readiness
Fact finding with ExCo/Board. Role and value profile. Recruitment scorecard produced. Expectations aligned before search begins.
Phase 2
Successful Landing
Organisation driver assessment and culture mapping. Value plan creation coaching between offer and start date — two half-day workshops with C-level facilitation.
Phase 3
Supported Development
Six coaching sessions over the first nine months in post. Structured support through delivery pressures, stakeholder dynamics and cultural adjustment.
Phase 4
Proven Value
Transformation & ROI assessment within 12 months. 360-degree feedback, progress confirmation and organisational learning consolidated.
Phase 1 · Before
Fact Finding & Scorecard
Three structured interviews with ExCo/Board members — typically CEO/Chair, CPO and one other. Outputs: one-page value-based role profile and recruitment scorecard that steers the entire search.
Prior to initial search commencing
Phase 1–2 · Before → During
Culture & Driver Mapping
Organisation driver assessment and culture mapping with 2–5 internal participants. Surfaces strategy, culture and organisational dynamics to inform both candidate assessment and onboarding design.
Ideally before search goes public; latest at onboarding
Phase 2 · During
Value Plan Creation Coaching
Two half-day workshops with the selected candidate to fully brief them on findings and co-create their 90-day and 12-month plan. One follow-up review after stakeholder feedback. Facilitated by an experienced C-level adviser.
Between offer acceptance and start date
Phase 3–4 · After
Transformation Coaching & ROI
Six 1.5-hour coaching sessions over nine months in post. Concluded with a transformation assessment using fact-finding and culture mapping outputs plus 360-degree feedback to confirm ROI and consolidate organisational learning.
First 12 months following onboarding
Return on Investment

The case for investing in transition, not just recruitment

ETC is not an additional cost — it is protection against the extraordinary expense of getting a senior hire wrong. Structured transition support pays for itself many times over.

5–27×
Salary cost of a failed senior hire — ETC removes this risk
70%
Reduction in time-to-productivity delay when onboarding is structured
Day 1
Measurable progress visible from the start, with EBITDA-linked planning
12mo
Full ROI evidenced within the first year through structured assessment
"Onboarding at this level is a sophisticated, multi-dimensional process that facilitates integration into the cultural, strategic and relational fabric of the organisation." Ming Hwee Low, Pepperdine University, 2025 · Effective Onboarding for C-Suites
"The first 90 days shape how a leader is perceived by their team, board and peers. A disjointed start can create scepticism and resistance." Novo · Why Executive Onboarding is Make or Break
"Too many organisations treat executive interviews like a box-checking exercise." Warner Scott Recruitment · Executive Recruitment Mistakes
The ETC difference
Accelerated
Alignment
Visible
Results
Sustained
Momentum
What Leaders Say

Trusted by senior executives across sectors

With over 60 C-suite leaders supported across strategy, change and transformation engagements, ETC draws on deep, real-world experience at the point of highest stakes.

★★★★★

"The coaching gave me a level of clarity and confidence I simply wouldn't have had on day one. I arrived with a plan that the Board had already endorsed — it changed the entire dynamic."

CK
Chief Commercial Officer
PE-backed technology business, UK
★★★★★

"The scorecard transformed how we ran our Board search. For the first time, every NED was assessing candidates against the same value case. The hire we made is already outperforming expectations."

CE
Chairman
International professional services firm
★★★★★

"Having six months of structured coaching through my first year was invaluable — not as a remedial measure, but as a genuine performance advantage. I'd recommend it to any incoming CxO."

MD
Chief People Officer
Global telecoms business
Experience spanning sectors including
Professional Services Technology Telecoms PE-backed Businesses Financial Services Consumer & Retail
The Team

Leadership, integration and coaching expertise combined

Together we specialise in helping C-suite leaders in high-pressure, change-heavy environments to create and execute value-creation plans. ETC is a collaboration between Found:Re Ltd and Anvower Advisory Ltd.

Gareth Lewis-Jones
Gareth Lewis-Jones
Managing Director
Found:Re Ltd

Gareth is a qualified executive coach and senior executive with extensive experience supporting C-suite leaders across sectors on strategy, change and transformation. He has directly supported over 60 C-suite leaders, helping them navigate complex organisational environments and translate strategic priorities into measurable delivery.

His coaching practice is grounded in real-world leadership experience, giving him the credibility and insight to work at the most senior levels. Gareth brings a consultative rigour to coaching that connects personal development directly to organisational value creation.

✉ gareth.lewis-jones@foundre.co.uk ☎ +44 7932 692962
Tim Bardell
Tim Bardell
Managing Director
Anvower Advisory Ltd

Tim is a board adviser and senior leader with deep experience in professional services, technology and telecoms. He has led multiple integrations of acquired businesses and scale-ups, giving him a practitioner's understanding of the pressures and dynamics new CxOs face in change-heavy environments.

Tim brings management consulting rigour and board-level advisory experience to ETC, helping organisations define what value creation actually looks like — and ensuring new executives are aligned to deliver it from day one.

✉ tim.bardell@anvower.com ☎ +44 7767 830572
Get Started

Ready to protect your next senior hire?

Whether you're preparing a search, mid-process, or onboarding a new executive right now — ETC can be deployed at any stage. Let's have a conversation.

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ETC is a collaboration between Found:Re Ltd and Anvower Advisory Ltd · London, UK

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A collaboration between Found:Re Ltd & Anvower Advisory Ltd