Navid Nazemian has over 25 years of professional experience in high-pressure, complex roles, which he has used to support and guide others to reach their highest potential. Mr. Nazemian holds his title as the World's #1 Executive Coach for another year as an ICF accredited executive coach, having completed coach training programs in Africa, America, and Europe, using his expertise to support fellow executives to maximize their leadership impact, create high performing teams and create admired organizations. Navid has been recognized as HR's Most Influential Practitioner by the HR Magazine, named as 101 Most Iconic Coaching Leaders by ET World & CHRO Asia, and has received the Outstanding Leadership Award from Education 2.0. Next to all of this, he is also an internationally bestselling author of Mastering Executive Transitions: The Definitive Guide, which offers deep and practical insights for executives to implement transition best practices in their roles and organizations.
We have the pleasure of hearing more from Navid Nazemian and learning more about the value and impact that he keeps creating.
Navid, can you expand on your coaching style and what it was that drew you to transition coaching?
It's hard to describe one's own style. But suppose I were to read through the many executive client testimonials that I have received over the years. In that case, they describe my coaching style as hands-on and collaborative, whereby I am an active thinking partner, linking business strategy to people development while focusing on maximizing leadership impact to facilitate successful career transitions. My methodology emphasizes overcoming obstacles quickly and fostering high-performing teams, drawing from my own extensive experience in executive leadership positions across various industries.
In your experience, when should a CEO or organization know they need to bring in an executive coach to support them, and is there a point when it could be too late?
Based on my own experience as an executive and a coach who's worked with hundreds of executives, there are several key signs that indicate when a CEO or organization should consider bringing in an executive coach:
- Feeling stuck or stagnant in their career progression to break into, or advance within the C-Suite into more complex roles
- Struggling to effectively lead other executives or manage interpersonal dynamics effectively
- Seeking guidance on navigating organizational politics or dealing with complex multi-stakeholder situations
- Desiring to enhance specific leadership skills or behaviors
I'd also like to emphasize that executive coaching is most effective when senior leaders proactively seek support rather than waiting until problems become severe and insurmountable. I firmly believe that executive coaching should be seen as a targeted instrument for continuous leadership improvement and organization growth, not merely a solution for leadership crisis management.
You've worked with leaders in multiple industries and across various continents. How do cultural differences influence leadership transitions, and how do you tailor your coaching accordingly?
Cultural differences can indeed significantly influence leadership transitions by shaping leadership styles, decision-making processes, and communication dynamics.
I must emphasize here that if we were to group the top 10 reasons for executive transition failure, 'culture' ranks among the three grouped reasons for failure. Hence, its impact (both positive and negative) can't be overstated.
In my coaching practice, I try to tailor my coaching to address cultural nuances by utilizing:
- Cultural Intelligence: I help leaders develop cultural intelligence to navigate diverse environments effectively
- Adaptation of Leadership Styles: I adjust my coaching to align with the cultural context, whether it involves hierarchical or consensus-based decision-making
- Cross-Cultural Communication: I emphasize the importance of understanding and adapting to different communication styles, including direct and indirect approaches
- Inclusive Leadership: I try to foster inclusive leadership practices that respect and leverage cultural diversity to improve both leader and leadership team performance
By focusing on the above, I ensure that my coaching clients can lead effectively across different cultural settings.
In your book Mastering Executive Transitions: The Definitive Guide, you emphasize planning over luck. Could you share a key strategy from the book that leaders often overlook when transitioning?
In my book, I emphasize the importance of structured onboarding processes, a key strategy that executives often overlook during transitions. I do highlight that effective onboarding is crucial for setting the stage for success and reducing the high failure rate of executive transitions, which is about 40% during the first 18 months. By focusing on intentional planning and support, executives can better navigate the complexities of their new roles and avoid common pitfalls associated with executive transitions. This structured approach helps not only to acclimate to the organizational culture but also to build essential relationships and establish credibility quickly.
An often-overlooked key strategy is the importance of initiating the onboarding process before the official start date, commonly referred to as Pre-Boarding or Pre-Onboarding. In my book I call this phase 'Discover'. This proactive approach allows executives to build relationships, understand the organizational culture, and align expectations early on, which can significantly enhance their effectiveness and smooth the upcoming transition even before day 1 in a role.
Over a quarter of a century that you have spent working in various industries across several continents and organizations, what are some of the developments that you have witnessed and have these generally helped or hindered CEOs?
Over my 26-year career across five countries and seven organizations, I have indeed witnessed several key developments:
- Increased Complexity in Business Environments: I have noted that the rise of global interconnectedness and technological advancements continue to create more complex business environments in return
- Focus on Emotional Intelligence and Soft Skills: Although fellow author Daniel Goleman's seminal book titled Emotional Intelligence (EQ) was published back in 1995, there continues to be a growing recognition of the importance of emotional intelligence and interpersonal skills in effective leadership. This shift emphasizes the need for leaders to connect with their teams on a more human level, fostering collaboration and engagement
- Talent Management Evolution: The shift from employer driven to employee-driven job markets has made attracting and retaining top talent even more challenging
- Focus on DEIB and Sustainability: There is a growing emphasis on diversity, equity, inclusion, belonging and sustainability, which has become crucial for organizational reputation and success
You have held the position of a Nominating Committee Member on boards where you have a key part in choosing who they hire as executive, what goes into making that decision?
I had the honor of serving for four years as a nominating committee member of the International Coaching Federation (ICF). A thoughtful, transparent, and independent nomination process is critical for building an effective governing body. Without getting into the actual details of how we measured candidates, here are some high-level considerations for an effective nominating committee member, whether it is for the ICF or generally speaking:
- Board Composition and Balance: We must consider the overall composition and diversity of the board to ensure a variety of perspectives and skills are represented (especially for a global organization such as the ICF)
- Nomination Process and Policies: We must adhere to a well defined nomination process and conflict disclosure policies to maintain transparency and integrity in our candidate selection process
- Timing and Communication: We have to coordinate the timing of the nomination process and communicate decisions and rationales promptly to all stakeholders. (In my role at the ICF we always looked at the time window for the board of director candidates to be put on the ballot for ICF members to vote on, and then work the process and respective timelines backward)
- Independence and Expertise: We must ensure that any nominating committee comprises of independent, non executive directors with the relevant expertise necessary to evaluate board candidates effectively and eliminate bias as much as possible by bringing in objective tools. (During my time at the ICF, we switched our interview methodology to competency-based interviewing and introduced the Hogan Assessment as an additional filter and date point).
What would your advice be to those applying for a board position?
For those applying for a board position, my general advice would be to apply only if they match the selection criteria to a high degree. This will avoid potential disappointment for being screened out of the process and ensures that strong candidates are being put forward for board positions.
More specifically, and when working on behalf of the ICF, next to highlighting relevant board experience, candidates who'd like to be considered for a board of director position need to demonstrate a strong commitment to coaching ethics and a desire to advance the coaching profession. Furthermore, we were looking at prior engagement with the coaching community, e.g., as a President or Director at one of the local ICF chapters or any other service delivered to the profession of coaching, next to showcasing strategic vision and DEIB.
By focusing on these areas, applicants can strengthen their candidacy for a board role.
How does transition coaching benefit a CEO, and are there indirect advantages for others within the organization too?
I can indeed think of multiple benefits for a CEO to work with an executive transition coach, such as:
- Smooth Transition: Transition coaching helps CEOs navigate the complexities of their new roles, ensuring a smoother integration into the organization and minimizing disruption during the critical early stages of their tenure by de-risking it by 50% or more
- Enhanced Leadership Skills: Transition coaching focuses on refining the specific skills and behavioral shifts that are required for the new role, enabling CEOs to meet and exceed expectations early on, effectively
- Increased strategic Self-Awareness: Through guided reflection, CEOs gain deeper insights into their strengths, preferences and dark side traits, allowing them to make informed decisions and build authentic relationships with their teams and having the strategic self-awareness of knowing how to behave more effectively during times of stress, pressure, and conflict
- Accelerated Productivity: Through structured transition support, CEOs can reach baseline productivity levels much more quickly, often up to 50% faster than those without transition support, which enhances their overall effectiveness in return
On top of the above, the advantages for the organization are notable too:
- Improved Team Dynamics: Successful transitions foster better alignment between the CEO and their leadership team members, which leads to increased engagement and overall business performance improvement
- Reduced Turnover: Organizations benefit from lower attrition rates among top team members, as successful transitions are linked to a substantial decrease of 13% in executive turnover risk
- Cultural Integration: Transition coaching aids in understanding and reshaping organizational culture, helping the newly appointed CEO foster a supportive environment that aligns with strategic goals and enhances trust within the organization
- Last but not least, Stakeholder Confidence: A well- supported CEO transition can instill confidence among board members, external stakeholders and investors, by demonstrating proactive leadership and an unwavering commitment to organizational success
With the rapid evolution of leadership expectations, what traits do you believe will be most important for successful executives in the next 5-10 years?
That's a great question. And I could elaborate on the need to have a strategic vision, be adaptable, show empathy, stay resilient, etc. However, if I am certain about one thing, it is that future predictions are rarely accurate, at least when judged in hindsight! How many people were predicting Large Language Model Prompt Engineering to become a thing, even three years ago?
Allow me to go back to the original advice that I received from one of my early mentors. His name is Michael Klein and he was the leader of two stores next to being an Advisor to the Founder and CEO of the same retail chain store. At the time, I was a newly hired Sales Associate in one of their retail stores in Germany that sold sporting goods and fashion items. Given that I was new to sales and sales is a very transparent function, I was keen to work on my sales capabilities and improve quickly. So, I asked him what advice he would have for me to eventually become the best Sales Associate at the city and eventually at country level.
And to my surprise, he said to me that I didn't have to be the best at anything. I was intrigued and asked him how I'd become the best then. And he told me that I needed to do two things to eventually rise to the top. 'Put yourself into the shoes of your customers,' and 'be the best at becoming better every day.' Since then, I have taken these two simple but profound mantras to heart in everything that I do.
How do you practice a work-life balance, as someone with clear ambition, do you actively plan time away from the office?
There is a lot that's already said about work-life balance, work-life integration, work-life harmony, work-life equilibrium, or whatever one prefers to call it. Personally, I very much like the approach that Tony Schwartz and Catherine McCarthy proposed when they wrote their famous HBR Article ÒManage Your Energy, Not Your TimeÓ back in 2007. I appreciate their thinking so much so, that I embedded it into the Double Diamond Frameworkª of Executive Transitions. In a nutshell, their concept emphasizes that prioritizing personal energy managementÑacross physical, emotional, mental, and spiritual dimensionsÑis crucial for achieving sustainable high performance and well-being, rather than merely focusing on (more) time allocation.
As someone with various achievements and accolades, what is coming next for you, are there any projects you are planning or hope to begin in the future?
I spend a considerable amount of my available time reading articles and leadership studies, as well as learning about new concepts and methodologies. But rather than coming up with a new idea, concept, or book every other year, I'm a huge fan of refining existing ideas and thinking of productizing them.
To be more specific, Mastering Executive Transitions: The Definitive Guide launched as an eBook and Paperback just over two years ago. One year later, I published the relevant Workbook, a Hardcover edition (which includes a very kind foreword by Dr. Marshall Goldsmith and a bonus chapter on How to Select the Right Executive Coach), as well as the Audiobook version, which I narrated myself in a recording studio in Dubai.
In 2024, I have launched my book as a text and sound summary on Blinkist and very soon on getAbstract. Very recently, I launched the Certified Transition Coachª Training program, which is designed specifically for accredited coaches who'd like to deepen their coaching expertise to become impactful transition coaches.
In 2025, I would like to launch an immersive eLearning program on Mastering Executive Transitions that's going to be designed for executives who would like to experience a product that delivers substantially more value than reading or listening to my book but may not be prepared to invest in a 1:1 coaching program yet.
Can you tell us what this award means to you as a third-time winner of the CEO Today Executive Coaching Awards?
I would like to express my deep gratitude for this recognition. For me, it emphasizes the importance of collaboration and the invaluable support and partnership with clients, colleagues, and mentors who have guided me along the way. You know who you are!
I would also highlight the significance of this award as a testament to the value of executive coaching in fostering leadership excellence and enabling executives and organizations to create admired cultures that are primed for success.
I would convey my dedication to elevating the coaching profession and empowering executives to overcome obstacles, eliminate unproductive thinking, and solve their most complex challenges.
If, through my life's work, I am able to help clients achieve transformative results and, at the same time, inspire fellow coaches to continue innovating and adapting in service of their clients and the broader leadership community, then I've achieved all that I could possibly wish for, professionally speaking.
Last but not least, I'd like to highlight my ongoing commitment to elevating leadership standards and fostering high-performing teams. Thank you very much; this is a true honor and one to cherish for years to come.
