You’ve heard the stats from me before– 40 to 50% of all new leaders fail to meet the expectations of the role for which they were recruited. Leaders of Colour face particular challenges in integrating into the organization, demonstrating their worth, and finding internal role models and mentors. Progressive organizations go to great lengths to acquire the best and brightest talent possible. Then they are often disappointed to find that many of their talented visible minority recruits end up leaving within the first year.

In the first 90 days after joining a new organization or being promoted, it is critical that a new leader gain support of key stakeholders, listen and show appreciation for the organization’s own culture and create early wins. During a time of intensive performance pressure, these leaders also often experience considerable dissonance about joining the new organization and have fears about whether they are right for the new role. Leaders of Colour deal with further obstacles at both the conscious and unconscious level.

My colleague, Gina Columna of G-force International, and I are currently conducting research into effective transitions for Leaders of Colour. Gina is an Asian American coach and consultant based in Charlotte, North Carolina. Our research will be shared at the upcoming North Carolina SHRM Annual Conference on September 19th, 2006.

We are passionate about supporting individual minority leaders, their managers and the organizations who are committed to their success.

Gina and I invite contact from Leaders of Colour at the executive level as well as emerging leaders to arrange for an interview with us. We are interested in looking at generational patterns between Baby Boomers, Gen X and Gen Y. We are curious about success strategies for both new hires and internal promotions. We are eager to have rich conversations about what works well and what doesn’t.

If you, or someone else you know would be interested in a conversation to support this research, please send an email to