Business Imperative For. LEADER & EXECUTIVE ONBOARDING PART II THE ONBOARDING PROCESS OVERVIEW Part I What is executive onboarding? Why is onboarding a business imperative? Derailment factors Part II Objectives of onboarding executive(s) Onboarding roles (stakeholders) Roadmap for Executive Success
STAKEHOLDERS IN ONBOARDING Executive Human Resources Manager Executive Coach FACING REALITY Faced with the choice between changing one s mind and proving there is no need to do so, almost everyone gets busy with the proof. John Kenneth Galbraith
CHALLENGES FOR NEW LEADERS New executives must quickly understand the unwritten rules, processes, and networks that influence how things really get done in their organization in order to be successful in their role. SAGE START SYSTEM
OBJECTIVES OF SAGE START : Immediate identification of skills most critical for leading in new role. Acceleration of the learning curve so that the executive's leadership style is quickly matched to the new role and corresponds to culture. Development of collaborative relationships with key stakeholders. Executive s understanding of others' organizational point of view and the development of the leader s point of view. Gain understanding of both the "formal" and "informal" decision making power in the organization. Rapidly evaluate the new executive's team to assess the present talent and fill any gaps to ensure success. Identification of early wins to establish credibility. Support new executives challenged with leading change in difficult environments with tactics and strategies for success. Safe harbor for executive communication and exploration. ONBOARDING ROADMAP Day 1 Month 1 Month 2 Month 3 Months 6 /12 re-evaluation
ONBOARDING ROADMAP Day 1 Make connections with the right people Learn specifics of the business Obtain clarification of expectations Clarify and understand the corporate culture Identify key job fit issues at this level Month 1 Identify learning priorities Identify executive's risk profile Identify cultural alignment issues Identify corporate job expectations and devising 90 day strategies Attain clarity of relations with the boss Investigate team restructuring issues ROADMAP MONTHS 2 & 3 Month 2 Identify early wins to help develop a successful career pattern Attain consensus on top priorities Finalize strategy for next 90 day period Clarify job expectations and resource requirements with boss Month 3 Ensure agreement with boss that next 90 day plan is clear Shared vision articulated and that team engagement/alignment agreed upon Action plans are in place to support execution of early wins Alliances in place to support early wins Plan for team re-structuring formulated and agreed upon with HR/Corporate Comprehensive plan for organizational architecture in place Regular & effective communication with peers & manager
HOW CAN YOU MITIGATE RISKS? Leadership succession planning, assessment and readiness Fact-based talent reviews Development programs Executive coaching for accelerated onboarding & assimilation Results: Leaders with the right skills to grow your community Accelerated leadership development More rapid time-to-productivity Improved leadership retention FOR MORE INFORMATION If you would like to learn more about Executive Onboarding or Leadership Coaching for your community contact us directly. Sylva Leduc Sage Leaders Inc. 480-515-5511