As all organizations continue to seek ways to optimize talent and ensure success in the future, leaders are turning to tools and processes that help identify and develop potential leaders quickly and cost effectively. One area of focus for many organizations today centers on the selection and quick-start assimilation of leaders into new roles within an organization. Whether the leader is an internal or external candidate, getting the right person up and performing quickly in the new job helps ensure the individual, team and organization’s success. The activation of this intentional process is called Accelerated On-Boarding.
Why is accelerated leadership on-boarding important?
Effective on-boarding is important in getting leaders acclimated to all aspects of the job and culture as quickly as possible. Although eager and very capable, research shows that more than 75% of the time, it takes at least three months for new leaders to become “productive” contributors to an organization. A more likely scenario is that new leaders need six months to be truly effective and instrumental in their role. Astonishingly, this research also indicates that at least 1/3 of top leaders do not meet company expectations even within the first 2 years on the job. With well designed accelerated on-boarding, companies create an environment where productivity comes about more quickly. This is even more important when considering the impact leaders have on those around them, including direct reports and peers.
What does accelerated on-boarding look like?
Firstly, the organization must specify the role and competencies needed for the leadership position. These core competencies will align with the vision and mission of the organization. Secondly, the leadership candidate must FIT the job requirements specified. This fit includes the right match of both hard and soft skills. It is common for hiring panels to hire on technical skills and then later release ineffective leaders due to interpersonal gaps and issues. See our website at www.thetalentjourney.com for additional insight in to common hiring mistakes and ways to avoid typical hiring pitfalls. Lastly, proper assimilation of leaders requires providing tools and resources to ensure success. Assimilation includes, but is not limited to an effective company orientation, formal/informal mentoring, executive coaching, and other informative resources.
The power of accelerated on-boarding cannot be overstated.
Every organizational culture is unique. The people, the nuances and even the challenges are all important components of the culture. Cultures are never easy to master. If you can remember what it was like when you first integrated into your spouse’s family system, it will remind you of how unsettling it can be to move into a new culture. In a familiar situation (our own family system, for example), things seem easy to navigate. Insiders understand the unconscious systems, ways of being, and acceptable patterns of interaction. People new to the culture do not have this subtle knowledge without intentional information sharing from those that do. Again, even if the leader is transitioning from within to a new leadership position, there are often many distinct subcultures that operate within a company. Learning to navigate those systems is absolutely critical to successful on-boarding efforts.
What are some best practices for accelerated on-boarding?
The institute of Executive Development in conjunction with Alexcel Group just released a comprehensive study regarding some best practices for accelerated on-boarding. The research indicated that executive coaching, customized and proactive internally developed assimilation programs and mentoring or “buddy” networks are the most effective methods to accelerate productivity and success. These processes involve time and effort by those invested in the new leader’s success. This early investment pays dividends in rapid productivity, reduced turn-over, enhanced team morale and overall organizational success.
Bringing it to Life (A Testimonial)
A leader friend of mine just transitioned from a start up organization into a large manufacturing organization. As you can imagine, she left a rapid-paced, feet to the fire, everyone does everything type work environment and transitioned into a slower paced, more regulated, and role defined organization. The change in dynamics was not a surprise and by virtue of size, was expected. What did come as a surprise to her was the degree of cautious decision-making in the new organization. Within the first six months, she learned that chain of command was a powerful force. When a leader above made a decision, those below implemented, often without much discussion or information. Mavericks were heavily frowned upon. After about eight months, she learned the rules of navigation with the system, got alliance and support, and successfully learned to manage up. She said, “there are so many subtle patterns that I misread early in my transition. Had I understood this sooner, I could have generated significantly more positive contribution within my team. I’m just thankful that my peers were patient and forgiving while I learned the system.” Not everyone is as fortunate or street wise as this leader. Good on-boarding assimilation programs help mitigate against frustration and productivity loss. It is best to be intentional about accelerated on-boarding so that your new leaders are poised for rapid success.
Worldwide Copyright TJ Associates, LLC Diane Brown
