Executive on-boarding/Integration

Executive onboarding or integration is a unique leadership development service designed to protect and enhance the investment made in a leader entering a new role. The program features one-on-one coaching focused on the critical point in a manager/leader's career when he or she joins a new company or is given expanded leadership responsibilities. The program helps assure success through accelerated learning, and helps the leader avoid the common pitfalls and barriers that often derail leaders in transition.

Participants

This service is appropriate both for newly appointed managers and for veteran managers and executives who have accepted new, challenging leadership positions in promotional, lateral, developmental, temporary, "turnaround", and start-up assignments. Executive Integration is particularly relevant and helpful for:

• Executives hired from another company or industry
• Newly promoted leaders with expanded responsibilities
• Leaders transferred from another department or division

Components

Assessment
Completing a comprehensive set of psychological instruments and leadership inventories (skills, behaviors, and style), including a 360 degree survey, if appropriate. Each participant is evaluated on a number of leadership dimensions, with benchmarking and comparison to successful leaders. This data is synthesized, analyzed, and fed back to the participant.

Customization of the Program
Deciding on areas of concentration, both for personal growth and development and for making a successful transition into the participant's new role. In particular, any or all of the following may be emphasized:

• Aligning expectations between the leader and the organization
• Quickly building a focused team
  - Sharing background and expectations
  - Developing priorities as a team
• Developing solid stakeholder support
• Bringing in innovation and new ideas effectively
• Learning quickly to close significant knowledge gaps
• Being attentive to critical success factors and common "derailers"
• Leveraging strengths and improving weaknesses

Goal Setting & Action Planning
Determining priorities, objectives, strategies and specific actions.

Coaching
Providing one-on-one assistance in achieving goals for the first 12 months on the job, with heavy concentration during the critical first 90 - 120 days.

Benefits

• Accelerates the leader's transition, so he/she quickly becomes effective in the new role and achieves fast results.
• Reduces the probability of high failure/disappointment rate of these managers/leaders. On average, 25% to 40% are either terminated, self-selected out of the new position, or are assessed as not meeting expectations (disappointing performance) after six to twelve months in the position. Some organizations report even higher rates.
• Supports and guides the leader in initiating new ideas and innovation. We are particularly adept at assisting with cultural issues, working with the participant to assure an appropriate balance between assimilating into the new organization and influencing positive change.
• Provides personal assistance in effectively dealing with difficult people, situations, and circumstances during the first vulnerable year.
• Provides an independent and objective temporary mentor, sounding board, and counselor (particularly valuable when the leader is new to the company).
• Helps the leader "own the business" and lead in a way that makes everyone think like an owner.
• Helps the leader develop and implement a 12-month strategic blueprint aligned with business objectives, to include key goals, strategies, and initiatives.