For the people you promote who are great at the work and still finding their feet as leaders.
It starts with a 15 to 30 minute Zoom conversation. If it's a match, I'll take the time to assess with you.
A few months later, they're still doing the work, on top of leading, and they're tired. They avoid the hard conversation with the person who used to sit next to them. And they check with you on decisions you expected them to make on their own.
of first-time managers named adjusting to people management and displaying authority as a top challenge.
said they never received any training when they moved into their first leadership role.
Source: Center for Creative Leadership, "Understanding the Leadership Challenges of First-Time Managers".
Most of what's offered to new leaders teaches skills. Those skills matter. But if the leader still sees themselves as the person who was great at the old job, they'll fall back on that job when the pressure's on.
Mindset is like an app. Identity is like the operating system.
My work is built on a simple sequence. Identity shapes how a person perceives a situation, what they perceive shapes what they decide, and what they decide shapes what they do.
Underneath the struggles the research names, I see the same question.Who am I in this role now?
It starts with a 15 to 30 minute Zoom conversation. If it's a match, I'll take the time to assess with you.
Each leader is oriented before the work begins.
Built on SHIFT I.O.S., applied to the situations they're facing that week.
Follow-up for the rest of the year, where we look at whether it's holding.
This is leadership development and coaching, not therapy. If something comes up that needs a licensed professional, I'll say so.
Someone who knows their work and sees what they're capable of chooses them for it. That's an honor, and it's where their commitment starts.
What it is, how it runs and what it costs. Take it, forward it, or hand it to the person who makes the call.
PDF, one page
13 pages. Enter your email to get the white paper.
Pilots don't need a referral.
Per seat. Ideally 6–10 per cohort, other sizes considered case by case. Includes quarterly follow-up for the rest of the year.
Per seat. Ideally 6–10 per cohort, other sizes considered case by case. Includes quarterly follow-up for the rest of the year. Enterprise group pricing is available.
I didn't invent human behavior. I spent years observing it. The Performance Identity System grew from those observations. Use it. If it changes your life, it has earned its place.
Bill Foss
Creator of the Performance Identity System™
Our story · The method: SHIFT I.O.S.™ · More about me at billfoss.com
If you've got people who are great at the work and still finding their feet as leaders, ask about a pilot.