Achievement Through Transition

How are you supporting
your employees through
major transitions?

Stepping into leadership. Taking on wider scope. Moving from competence to authority. Leaving one role for the next. Handing over at the end. Five transitions, each with its own tempo, each co-led by practitioners who have made the same move themselves.

Get in Touch → View the transitions
20+
Years HR expertise
200+
Leaders coached
27
Countries reached
Leadership team

"Julieta brought a rare blend of strategic perspective and personalised support that perfectly complemented my transitional needs."

Shaun Smithson, Managing Partner, Lightwell Advisors
Why this model works

Not a catalogue of topics.
The transition they are actually in.

Leadership development is usually sold as subjects: communication, influence, strategic thinking. But nobody wakes up needing a subject. They wake up in a situation, and the situation is already the thing on their mind. Organising around the passage rather than the topic is what makes the learning hold.

Conventional approach

Topic-led training

  • ×Built around a subject, not around what the person is facing right now
  • ×The same content whoever is in the room, whatever they are going through
  • ×A fixed course length applied to every situation equally
  • ×One trainer, one lens, delivering material rather than lived experience
  • ×Learning happens at a distance from the situation that prompted it
The Achievement Company

Transition-led programmes

  • ✓Built around the passage the person is in, so relevance is immediate rather than argued for
  • ✓Rhythm and length set by the transition itself, from ten intensive weeks to nine measured months
  • ✓Delivered as a cohort or 1:1, whichever the situation actually calls for
  • ✓Co-led by two practitioners who have held the roles your people are navigating
  • ✓Change is practised live: applied concepts, experiential sessions and feedback in a trusting, safeguarded environment
✓

Cohorts, backed by individual attention. Every cohort includes up to three 1:1 sessions per participant, integrating concepts, supporting individual needs, and ensuring the change holds at both the group and the individual level.

You're not choosing group over individual attention. You're choosing an environment that matches where the change actually needs to happen.

How it works

Your leaders grow
through shared experiences.

01
Five transitions that define a career
Stepping into leadership. Widening scope beyond a function. Moving from competence to authority. Leaving one role for the next. Handing over at the end. Each needs more than a compliant process. It needs an ethical, human-centred approach that supports your employees and your organisation.
02
The format follows the situation
An in-company cohort of 3 to 15, an open cross-company cohort, or 1:1 coaching. Live and online, structured over months rather than days, so learning becomes genuine behaviour change.
03
Grounded in your context
Every engagement starts with understanding your organisation, its culture and its stage, so the cases and examples used in the room are ones your people recognise. Format and pricing stay fixed. Content adapts.
04
Evidence-based, immediately applicable
Grounded in leadership research and behavioural science. Participants apply learnings in their roles from day one.
05
Co-led by leaders, not trainers
Every programme is co-led by former corporate leaders, with the participation of special guests. People who have held the roles your employees are navigating, bringing real-world insight to every session.
Co-led session

Live, online, co-led sessions

Two expert facilitators. One focused group.
Real conversations that move the needle.

In her own words

A short introduction

Julieta Timane on the thinking behind The Achievement Company, and why leadership development works better when it is organised around the transition a person is in.

Our Transitions

Five transitions that
define a career.

View all transitions →
01 Stepping Up From doing the work to leading the work 4 months · 9 sessions → 02 Widening the Scope From running a function to running a business 6 months · 9 sessions → 03 Claiming Space From competence to authority 6 months · 12 sessions → 04 Between Roles From the role you had to what comes next 10 weeks · weekly → 05 Leaving Well From holding the role to handing it over 9 months · 10 sessions →
In-company cohort, 3 to 15 Open cross-company cohort 1:1 coaching Every transition, every format
Our approach

Powered by the
Leadership Transitions Network.

🌍
International and multicultural
Our network spans leaders with experience across 27+ countries, bringing genuine global perspective to every cohort.
🤝
Always co-led
Every cohort runs with at least two expert facilitators. Multiple perspectives, no single point of view.
🔬
Expert-led
Led by an HR expert with over 20 years of international experience in leadership adaptability and organisational learning.
⚡
Former corporate leaders
Our partners have held the roles your participants are navigating. They coach from lived experience, not frameworks alone.
Meet our partners →
Julieta Timane
Julieta Timane Co-Founder · 20+ Years in HR
Jasper Warmenhoven
Jasper Warmenhoven Co-Founder · GTM Expert
Theresa Baumel
Theresa Bäumel Partner · 18 yrs HR
What people say

Trusted by leaders
at critical moments.

Help your people navigate
change with confidence.

If you are looking to help your employees navigate disruption with confidence, clarity and dignity, we would love to support you. How employees experience change is often what they remember most about your organisation.

Get in touch → Fill out our form · We reply within 48 hours