LEADERSHIP ADVISORY
The leadership transition risk organisations are facing
Leadership roles are expanding in scope, visibility, and organisational consequence.
Senior leaders are expected to step into new mandates quickly, operate with confidence under ambiguity, and sustain performance through continuous change. At the same time, organisations face heightened exposure when senior leadership transitions occur.
Traditional leadership development, succession planning, and talent processes are rarely designed to support leaders at the moment of transition, when judgement, identity, and direction are most at risk.
The result is often not visible failure, but slower decision-making, quiet disengagement, leadership burnout, and avoidable loss of senior talent.
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When organisations engage Consult For Growth
Organisations typically engage us when executive transition risk becomes tangible:
Promotions and expanded mandates
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When senior leaders step into broader or more complex roles and are expected to perform immediately, often without time to recalibrate.
Organisational change and restructures
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When leadership stability, confidence, and judgement are critical to maintaining direction through uncertainty.
Leadership continuity risk
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When organisations sense increasing exposure to disengagement, derailment, or loss of senior talent during transition.
Executive transitions and outplacement
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When senior exits require structured, dignified executive outplacement support that protects confidence, reputation, and employer brand.
What organisations are protecting
Leadership transitions are moments of both opportunity and risk.
When senior roles change, organisations are not simply supporting individuals. They are protecting decision quality, credibility, leadership continuity, and long-term performance.
In practice, this means protecting four interdependent areas that determine whether leadership transitions strengthen or weaken organisational outcomes:
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Leadership capability
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Protecting leaders’ ability to operate effectively at the level their role demands during transition.
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Continuity and stability
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Reducing disruption caused by uncertainty, misalignment, or loss of confidence at senior levels.
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Retention of senior talent
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Reducing avoidable executive attrition driven by confusion, overwhelm, or loss of direction.
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Sustainable performance
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Supporting leaders to manage pressure and responsibility without burnout or disengagement.
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When these areas are left unsupported, the cost is rarely immediate, but it is cumulative and difficult to reverse.
Our framework
A structured response to executive transition risk
The Executive Growth Accelerator™
​The Executive Growth Accelerator™ (EGA) is Consult For Growth’s structured framework for supporting senior leaders during periods of transition, expanded mandate, and career inflection.​
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It was developed to address a persistent organisational gap:
most leadership and talent interventions focus on development outside transition moments, while most outplacement support begins after exit.
EGA sits in the gap.
It provides applied, in-role support that helps leaders stabilise identity, direction, and effectiveness while responsibility is being carried, not before or after.
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Why this framework is different
The Executive Growth Accelerator™ integrates four disciplines that are typically addressed in isolation:
Career and role strategy
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Leadership performance and influence
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​Executive identity, presence, and positioning
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Mindset and sustainability under pressure
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During executive transitions, these dimensions cannot be separated without increasing organisational risk.
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The framework is delivered through a sequenced, seven-stage structure, designed to reduce ambiguity early, establish credibility and confidence, and support sustainable leadership performance over time.
EGA is typically engaged when executive coaching alone cannot fully address the complexity of leadership transition.
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While experienced individually, the framework is anchored in organisational outcomes, not personal development goals.
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Where organisations apply the Executive Growth Accelerator™
Organisations apply EGA at critical leadership moments across the executive lifecycle:
Senior promotions and role expansion, to reduce leadership transition risk and accelerate effectiveness
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Leadership pipeline pressure points, where readiness, confidence, or retention is at risk
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Periods of organisational change, where leadership stability and judgement matter most
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Executive transitions and outplacement, to support dignified exits, protect reputation, and maintain leadership continuity
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This enables HR teams to rely on one consistent executive transition framework across entry, movement, and exit, rather than fragmented interventions.
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How we work with organisations
We work in close partnership with CHROs, HR leaders, and senior business sponsors, with a strong emphasis on discretion, rigour, and professional boundaries.
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Engagements are:
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Grounded in real leadership
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Applied within organisational context and real leadership decisions.
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Confidential and well-governed
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Clear boundaries between organisational sponsorship and coaching conversations.
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Selective and time-bound
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Focused on high-impact leadership transitions rather than broad-based programmes.
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Most organisations begin with a small, targeted pilot engagement, allowing suitability and impact to be assessed before broader adoption.
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We complement existing leadership development, succession, executive search, and outplacement partners.
We do not replace them.
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About Consult For Growth
Consult For Growth is a leadership advisory firm specialising in executive transitions, career-performance integration, and sustainable leadership capability.
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The firm was founded by Liina Fadaee, an executive career and leadership advisor supporting senior leaders navigating complexity, change, and inflection points across sectors and geographies.
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Her work is grounded in professionalism, ethical practice, and long-term perspective, with a strong emphasis on trust, discretion, and integrity.
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Consult For Growth partners with organisations to protect leadership effectiveness during moments of transition.
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Values
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Fairness · Integrity · Perspective · Excellence · Sustainability
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