Navigating the transition to the Senior Leadership Team (SLT) is one of the most challenging steps in a leader’s career. It involves a shift in mindset, responsibilities, and influence. Leaders who excelled in their previous roles can find themselves struggling with this leadership transition. In fact, research shows that nearly 60% of new leaders fail within their first 18 months in senior roles (Corporate Executive Board/Gartner), largely due to the rapid learning and adaptation needed. So, what makes this transition so challenging? And what can organisations do to support leaders as they step up to this critical level?
Key Challenges Leaders Face in the Senior Leadership Team (SLT) Transition
Shifting from tactical to strategic thinking
Moving into the SLT requires leaders to broaden their perspective. While they may have excelled in managing teams and executing plans, the SLT role demands a focus on long-term strategy, organisational direction, and cross-functional collaboration. This can be daunting for leaders who are used to immediate, tangible outcomes. To succeed, new SLT members need to learn how to think beyond daily operations and make decisions that align with the organisation’s overarching goals.
Navigating new team dynamics
As part of the SLT, leaders often go from managing teams to working alongside other senior leaders, each with their own established styles, priorities, and agendas. This can make it challenging to find their place and contribute effectively without stepping on toes. Navigating these dynamics requires adaptability, emotional intelligence, and the ability to influence peers rather than direct reports.
Influencing without direct authority
At the SLT level, leaders must often achieve results through influence rather than authority. Rather than directly overseeing every initiative, they need to work collaboratively across functions and influence decisions that impact the entire organisation. This shift requires new skills in persuasion, negotiation, and relationship-building that may be unfamiliar to leaders accustomed to direct control.
Balancing visibility and pressure
The SLT operates under a different level of visibility and scrutiny. Decisions are closely watched by employees, stakeholders, and even the public, which can increase the pressure to perform and project confidence. This heightened visibility requires leaders to strike a balance between being transparent and projecting confidence to instill trust.
Driving organisational change and culture
SLT leaders play a central role in shaping organisational culture and leading change, which demands resilience, adaptability, and the ability to inspire others. This responsibility can feel overwhelming for leaders who are new to the SLT, especially if they’re expected to initiate significant changes. Adapting to this level of responsibility often requires a shift in leadership style and a heightened awareness of organisational impact.
Effective Strategies to Support a Smooth Senior Leadership Team (SLT) Transition
While the challenges are real, there are practical strategies that can help new leaders with the SLT transition:
- Develop a strategic mindset early
Encourage new SLT leaders to invest time in understanding the organisation’s strategic goals, financial health, and long-term vision. Mentorship from experienced SLT members can provide valuable insights into strategic thinking and help new leaders see the bigger picture from the start. - Enable peer relationships
Building relationships with other SLT members is essential. Organisations can facilitate these connections through team-building sessions or peer-to-peer partnerships, helping new leaders integrate into the team and understand their peers’ working styles and priorities. - Encourage self-reflection and personal development
Moving to the SLT often requires leaders to refine their leadership style and personal approach. Encouraging self-reflection through tools like 360-degree feedback, psychometric assessments, or coaching can help new SLT members gain a clearer understanding of their strengths and areas for growth. This self-awareness is essential for adapting effectively at the senior level and building trust with their teams and peers.
Set clear expectations and provide role clarity
Ambiguity can increase stress during transitions, especially at the SLT level, where responsibilities are often broader and less defined. Providing new SLT members with clear expectations about their roles and responsibilities helps them understand where to focus their energy and how they’ll be measured. Regular check-ins with their mentors or managers can further clarify expectations and provide support as they settle into their new roles.
Equip leaders to drive change and culture
Provide training that emphasises the importance of change management and culture-building. Leaders who understand how to inspire, motivate, and guide their teams through change are better positioned to make a positive impact at the SLT level.
Supporting Your SLT Leaders with Ascend
The transition to the SLT is challenging, but with the right support, leaders can navigate it successfully and make a lasting impact. That’s why we developed Ascend, a comprehensive leadership development programme designed specifically to support leaders in their SLT transition and help them excel in their new roles.
Ascend offers a structured blend of workshops, 1:1 coaching, psychometric assessments, and 360 feedback, equipping new SLT members with the skills, confidence, and insights they need to succeed. By focusing on strategic thinking, influence, communication, and resilience, Ascend helps leaders overcome the common pitfalls of the SLT transition and step into their roles with confidence.
Ready to Begin?
The SLT transition doesn’t have to be overwhelming. With the right leadership development programme and support, your leaders can thrive in their SLT roles and bring lasting value to the entire organisation. Join the Ascend waitlist today, or get in touch with us to learn more about how we can help your organisation build strong, adaptable senior leaders.
Let’s Tackle These Challenges Together
At Willow & Puddifoot, we’re passionate about helping businesses overcome these common people challenges. Whether you’re looking to develop stronger leaders, improve employee wellbeing, or strengthen team dynamics, we’re here to support you every step of the way.
Check out our website at willowandpuddifoot.com to explore how we can help your organisation thrive.
About the Author
Louise Puddifoot is the founder of Willow & Puddifoot, a training provider for those seeking transformative learning and development experiences. With a vibrant learning and development career spanning over two decades, Louise’s expertise lies in leadership and management development. She is passionate about enabling potential and catalysing growth in individuals and businesses alike.