Leadership transitions are high-stakes moments—and when not managed well, they can cost organizations up to 15% in lost opportunities. In The First 90 Days, Michael D. Watkins notes that transitions are a crucible for leadership— moments when leaders are most vulnerable, and organizations most at risk
This month, we spotlight how NamanHR is helping organizations support leaders in role transitions — from first-time managers to senior successors.
Shaping First-Time Managers into Confident People Leaders for a Global Healthcare Technology Leader
We partnered with the India GCC of a global healthcare technology leader, supporting their Go-to-Market team of 5,000+ employees, to deliver a transition program for 385 first-time managers. Conducted across 16 batchesover 3 years, the 2-day intervention helped new managers build clarity,confidence, and influence—laying the groundwork for people leadership in a high-performance, customer-facing environment
Empowering Mid-Level Leaders at a Global Glass Packaging Pioneer
We partnered with a 39+ year-old global glass packaging company with a presence in 60+ countries to deliver a 2-year leadership development journey for 25 mid-level managers. Through a blend of classroom learning, digital content, coaching, and structured mentoring, participants were equipped to shift from managing operations to leading transformation across business functions.
Building Business-Ready Successors at Asia’s Largest
Gearbox ManufacturerWith over 70+ years of industrial expertise, this engineering leader collaborated with us to prepare 25 senior leaders for business head roles through an 18-month succession program. Using strengths-based coaching, CliftonStrengths, and live business projects, participants achieved outcomes like a ₹450 Cr revenue milestone and 45% production growth, while strengthening leadership continuity.