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Executive Retiral Coaching
Using Paragon's exclusive visioning model, tools, and assessments, we support individuals and leaders in clarifying and achieving their goals in the next phase of life.
Common Pain Points
Executives face a fear of retirement, therefore creating a barrier in the organization's succession.
Organization not being aware of desired retirement timeline or plan.
Organization risks losing historical knowledge and intellectual capital needed for a smooth transition.
Retiral 3R Coaching Model
Reflection
Reality
Redirection
1
Reflection
While still in role, focus is on open dialogue with company and executive.
2
Reality
Transition plans are implemented with focus on a smooth successor transition and individual personal vision.
3
Redirection
Focus on supporting the individual during this critical new phase in one's life.
Frequently Asked Questions
Ideally, retiral transition planning should begin 12 to 24 months before the anticipated retirement. This allows sufficient time for open dialogue between the organization and the executive, a well-planned knowledge transfer, successor development, and a smooth transition that protects organizational continuity.
Succession planning focuses on identifying and developing the next leader for a role. Retiral coaching focuses on the outgoing executive — supporting their personal transition, ensuring institutional knowledge is transferred, and helping the organization manage the change effectively. The two services are complementary and are often engaged together.
Both. Paragon's model includes three phases — Reflection, Reality, and Redirection — and the Redirection phase is specifically focused on supporting the individual during this critical personal transition. The coaching helps the executive develop a personal vision and plan for life after their current role.
