Your career is full of transitions. Talent management teams usually do an excellent job with getting new recruits and graduates integrated through various new joiners orientation programs etc.
Any hard skills you did not pick up at university can quickly be learned via the numerous online and offline single topic courses available.

When you expand or change responsibilities and the scope of your role you also need to update your professional skills. What previously made you successful as a single contributor salesperson is not going to make you a successful head of sales. Or when you transition into a regional, global, or divisional role, you have to learn how to manage across cultures to be effective.

Our situations and needs are unique, but many firmwide training programs have to be very general to suit a broad audience. One lesson from the Goldman Sachs Pine Street initiative was that “two-day, one-size-fits-all training programs could never be the primary vehicle for
developing senior leaders.”*. Content and courses have to be structured to meet the unique needs of specific businesses and individuals.

The same is true for our career transitions. Coaching is effective because it is personal, behavior-focused and customized for you. A coach can work with you when you transition into a new role, in or out of a company or step up to new responsibilities. It is also important to remember that it can be lonely when you are in a new situation. A trusted external coach can help you get through issues and ensure you make the most out of your new opportunity.

* HBS 9-407-053 November 14, 2006