Why do newly promoted leaders struggle more than expected, despite being your top performers?
Most organizations assume that once someone earns a promotion, they’re automatically prepared for the expanded scope, pressure, and complexity that comes with it. But in my 20+ years of executive coaching, I’ve found the opposite is true:
- Growth is uncomfortable.
- Promotion almost always activates insecurity.
- And most companies dramatically underestimate the transition gap.
A promotion isn’t just a change in title – it’s a psychological, emotional, and skill-based leap. Leaders suddenly notice gaps in their abilities, confidence wavers, and hidden insecurities surface. Unfortunately, very few organizations proactively support this transition.
But the ones that do?
They create faster ramp-up, stronger leaders, and healthier cultures.
The Hidden Reality: Promotions Trigger Insecurity
When someone is promoted or given a larger scope of responsibility, one of the first experiences they have is discomfort.
They begin to notice:
- gaps in their strategic thinking
- pressure to perform at a higher level
- fear of disappointing senior leadership
- imposter syndrome or comparison
- uncertainty about how to influence at their new altitude
These reactions are normal, but most companies interpret them as performance issues, not adjustment dynamics.
This is one of the biggest blind spots in organizational leadership.
As I discussed in “Leadership Reset After a High-Intensity Quarter,” leaders often push through stress without fully understanding the psychological toll of new responsibilities.
What the Best Organizations Do Differently
Some of the most effective leadership cultures, including Berkshire Hathaway, take an entirely different approach.
They understand that promotion alone does not equal preparedness, and they plan for the discomfort.
Instead of assuming a leader will “grow into it,” they:
- Pair newly promoted leaders with a transition coach
- Build in reflective time to recalibrate mindset and priorities
- Clarify new expectations and leadership identity
- Help the leader identify personal and professional gaps
- Shorten the learning curve and reduce costly mistakes
Transition coaching dramatically accelerates readiness, confidence, and organizational impact.
A Real Story: When a Promotion Created Hidden Strain
Take Jenna, a VP who was recently promoted to oversee an entire division.
She was brilliant and trusted, but within weeks, she felt overwhelmed.
Her symptoms were typical:
- She second-guessed her decisions.
- She worried she wasn’t “strategic enough.”
- She hesitated to delegate.
- Her communication became reactive as pressure increased.
Her organization assumed she was simply adjusting.
Jenna assumed something was wrong with her.
But neither recognized what was actually happening:
Her internal capacity had not yet caught up to her external responsibility.
Through transition coaching, we addressed:
- The identity shift required to lead at this altitude
- the emotional insecurities that surfaced
- the specific skill gaps she needed to close
- the leadership patterns that no longer served her
Within 90 days, Jenna was making more confident decisions, aligning her team effectively, and leading with clarity, not fear.
Her CEO later shared:
“We underestimated how much support she needed. Coaching accelerated her success by at least six months.”
Why Transition Coaching Provides Extraordinary ROI
Multiple studies show that executive coaching, especially during role transitions, yields a 500%–700% return on investment. Why?
Because leaders who receive coaching during promotions:
- Ramp up significantly faster
- Make fewer costly mistakes
- Build healthier team dynamics
- Experience less stress and overwhelm
- Contribute strategically at a higher level
Forbes — Top Leadership Skills to Prioritize in 2025
This article outlines the leadership competencies that matter most in today’s rapidly evolving workplace, including emotional intelligence, empathy, and adaptability – all of which are critical for leaders stepping into expanded roles after a promotion.
The Blind Spot No One Talks About
Here is the leadership truth I wish more organizations understood:
Promoting someone does not prepare them. Supporting them does.
Growth is uncomfortable—but it doesn’t have to be overwhelming.
Your highest performers deserve more than a new title.
They deserve a foundation that allows them to succeed at that next level.
This connects directly to insights from past articles, including:
The Leadership Debrief: Questions to Ask Yourself Before 2026
Where leaders learn to evaluate their readiness and mindset for the next stage.
Emotional Agility: Why Leaders Can’t Afford to Overlook It
Which explains why adaptability, not confidence, is the real predictor of leadership success.
FAQ: Supporting Newly Promoted Executives
Q: Why do strong performers struggle when promoted?
Because past success is not predictive of readiness for a more complex role. Promotions require new thinking patterns, emotional skills, and strategic abilities.
Q: Should every newly promoted leader receive coaching?
If the role expansion is significant, yes. Coaching reduces risk, accelerates readiness, and protects the organization from execution gaps.
Q: How long does adjustment usually take?
Without support: 9–18 months.
With intentional coaching: 3–6 months.
Q: What does transition coaching actually focus on?
Identity shifts, emotional regulation, strategic thinking, communication, decision-making, and confidence-building.
Q: Isn’t coaching expensive?
Not compared to the cost of a stalled leader, poor decisions, team disengagement, or delayed strategy execution.
If you want your promoted leaders to thrive, not just survive, support their transition intentionally.
Let’s talk about how transition coaching can accelerate growth, confidence, and impact for your leaders.
Book your complimentary 20-minute conversation here.
