Half of new executives fail within 18 months. Surprising? Maybe. But it’s not rare and it’s not because they suddenly forgot how to lead. The shift from manager to executive is bigger than most people expect.
I wanted to know why this happens so often and what leaders can do about it. So I dug into the research, looking for patterns and practical steps that could help anyone making this leap avoid becoming part of that statistic.
Why Executives Fail
Across studies, the numbers tell a similar story. Depending on the source, 40 to 60 percent of executives do not make it past the first year and a half.
One of the most quoted figures comes from Heidrick & Struggles, who found that about 40 percent of leaders were pushed out, failed, or left within that timeframe (PrimeGenesis). In CEO transitions, some research puts the range even higher, up to 70 percent (Innovative Human Capital).
So what is going wrong? It is not usually a lack of talent. It is the combination of new expectations, higher complexity, and the need for a very different style of leadership than most managers are used to.
The Shifts That Matter Most
Korn Ferry and the Center for Creative Leadership have both studied what separates successful executives from those who struggle (Korn Ferry). Their findings point to a few key mindset changes.
Think beyond your department
Your focus can no longer be just your team or function. You need to see the entire organization, connect the dots, and understand how each decision affects the whole.
Balance quick wins with lasting impact
Early wins build credibility, but long-term strategy is what keeps you in the seat. Find a way to do both.
Develop leaders, not followers
Your success is measured by the leaders you create. Make time for mentorship and succession planning.
Anticipate instead of reacting
Spot challenges early and have multiple paths forward before they become urgent.
Stay adaptable
What worked before may not work now. Be ready to rethink your approach.
How to Start Strong in the First 90 to 180 Days
- Align on expectations
Meet with your CEO, board, and direct reports early. Ask, “What does success look like in this role?” and agree on it in writing. - Build relationships right away
Map out the decision-makers and influencers. Schedule time with them to listen, not just talk. - Learn the culture before changing it
Pay attention to how things actually get done. The unwritten rules matter. - Set up a feedback loop
Find someone who will tell you the truth, whether it is a coach, peer, or trusted advisor. - Deliver both short-term wins and long-term plans
Quick results build trust. Big-picture planning builds a legacy.
Bottom Line
An executive role is not just “management, but bigger.” It’s a different game. The rules change. The pace changes. The stakes change. Leaders who make the shift quickly and deliberately are the ones who build lasting impact instead of becoming part of the failure statistic.
If your next step is the C-suite, finding the right role is the first challenge. We help executives present their experience and value in a way that attracts the opportunities they want most. Schedule a call to learn how we can support your search.
