Onboarding coaching for newly hired leaders

Onboarding coaching for newly hired leaders

Executive leaders new to your organization face a steep learning curve as they enter the unfamiliar and uncharted waters of your business and the industry within which it operates. They must quickly get up to speed on the competitive landscape, the implications of corporate strategy, identify key stakeholders and forge productive relationships—at the same time they must assess and build their team.

Beyond needing to learn the organization, expectations for results and performance are high. New executive leaders are expected to resolve long-standing issues and produce significant results in a short time frame.

A study by the Harvard Business Review showed that the average amount of time to reach full performance — making critical decisions with the right information in hand and having the right people in place to help execute — can be reduced by one-third, from six months to four, when new leaders are successfully onboarded into the new organization.

How New Leaders Effectively Influence Their Team

While power through authority is an important component to leading others, great leaders know that it’s really their ability to influence others based on their personal power that brings success.

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Our onboarding coaching can support your new leader with a customized, systematic process that helps them:

  • Co-create a structured 100-day plan to jump start their readiness and accelerate their contributions
  • Build credibility by demonstrating an awareness of important strategic and operational issues, resolving urgent problems, and identifying and achieving quick wins
  • Understand expectations of their boss, peers, and other partners,and develop a plan for consistent communication and interaction
  • Get up to speed on the values, norms, and guiding assumptions that comprise the new organization’s culture
  • Identify key stakeholders and develop a plan for effective influence
  • Take a fresh look at their direct reports, balancing their own impressions with insights from others about individual team members’ performance and development
  • Evaluate their own organization’s structure and talent, determining the changes that might be needed