Real Leadership in Under a Minute
View our real leadership in under a minute video about New Leader Transition.
After many years of successfully transitioning leaders, we know what every one of them needs. More importantly, we make sure they receive it.
– Successfully Transitioning to New Leadership Roles, Keller and Meaney, McKinsey 2018
“Have I made a mistake?” “Are the assurances they gave me turning out to be empty promises?” “Am I really going to meet my full potential here?”
Fortunately, here’s another fact: the Connect the Dots New Leader Transition Solution not only anticipates these questions, but it also helps to assure that the answers are all in their and your favor.
This is no simple feat. Which is why the program can run up to 12 months. After all, successfully integrating a new leader doesn’t happen overnight.
But the new leader and your organization can enjoy the benefits of onboarding from the day they receive their letter of acceptance, all the way through their forging a long-term career with you.
At the core of our New Leader Transition Solution is our proven on-target® transition coaching program.
Every new leader, and every organization, wants the same thing: quick integration into the organization and the ability to deliver what the new leader was hired to do.
How those dual goals can be achieved is what our on-target® leadership transition coaching was designed to deliver.
Here’s how: First, we assemble the most vital information about the position and the person hired, including objectives and expectations for the first six months. We then help to build a customized plan that includes key stakeholder meetings with purpose, not your typical “meet and greets” that are often not connected to or initiate meaningful work. Also included are primary touch points with the hiring manager and HR Partner to support the leader’s transition.
Next, we organize and apply that valuable knowledge and information into the actionable on-target® coaching plan. This results in far fewer surprises and disappointments, and far more opportunity for what you and the new leader want most: success.
Along the way, we get the new leaders what they need to be successful.
Let’s break it down by the month.
Let’s break it down by the month.
What the new leader needs:
What the new leader gets:
What the new leader needs:
What the new leader gets:
What the new leader needs:
What the new leader gets:
What the new leader needs:
What the new leader gets:
on-target® LEADERSHIP TRANSITION COACHING BENEFITS
are you connected?® gathers invaluable feedback early on — instead of when it’s far too late.
To us, it’s unforgivable if a new leader stumbles or fails primarily because the information needed to make the right decisions and deliver the expected results were never made clear. It’s as if the new leader were set up for failure.
Enter our are you connected?® survey — early on — asks all the right questions that all too many companies don’t.
This vital feedback, gathered in a web-based 27-question 360º survey, gives hiring managers the information and insights at a critically early point in time for the new leader.
Leaders can course correct, get clarity & make adjustments rapidly – all allowing them the full and fair opportunity to deliver the results both of you want and can achieve. are you connected?® provides critical feedback when it matters most.
Organizational Knowledge
Business/Market Knowledge
Cultural Fit
Peer Relationships
Team Assessment
Stakeholder Perceptions
Personal Transition
View our Real Leadership in Under a Minute video about the onboarding a new leader
You only get one chance to successfully onboard your new hires. Learn how to get it right the first time.
View our real leadership in under a minute video about New Leader Transition.
Erika will be a featured speaker at the Gulf Coast Symposium on HR Issues address the topic: Onboard Like a CEO: Strategies from the corner office to engage and develop your new hires
Description:
Onboard new hires like a CEO? What would an “executive experience” look like and how could it impact your new hires’ engagement levels? Per Gallup, 88% of employees don’t think their current organization is good at onboarding and 76% of HR don’t think they are doing a good job at onboarding employees. Robust onboarding addresses organizational challenges – attracting top talent, engagement, productivity, and high turnover . You’ll get six strategies “borrowed” from executive onboarding you can implement immediately, including how to quickly build organizational knowledge; build key relationships and deliver timely feedback to adjust and avoid negative turnover.
Brenda Hampel & Erika Lamont, co-founders of Connect the Dots Consulting, were recently featured on the podcast series: Innovating Leadership: Co-Creating Our Future as onboarding experts.
More than 40% of new leaders fail within 18 months. Why?
Don’t blame the leader; look at the organization instead! Most organizations don’t onboard a new leader well, if at all. They assume a person’s success at one company will automatically transfer to theirs – but there are far too many variables at play to bank on that. Instead, an onboarding plan that goes beyond HR protocols and benefits sign-up is necessary: a plan that considers company culture, history, team dynamics…even quality of life differences if the new leader is coming from out of town!
Brenda Hampel and Erika Lamont of Connect the Dots share tips, tricks, and outright wisdom from years of experience helping organizations maximize the success of their new leaders.
Here’s what Brenda, Erika, and host Maureen Metcalf cover:
Based on feedback Brenda Hampel, Managing Director, Connect the Dots received in her presentation at a recent conference, many organizations continue to look for effective ways to ensure their onboarding practices meet the expectations and needs of new employees.
Over 75 HR professionals attended her session “Disrupt Your Onboarding Experience,” designed to help participants:
The presentation included several real-time feedback polls to assess the current state of onboarding at participants’ organizations and help CTD tailor its content delivery. The following charts outline the feedback we received during the session.
Why “disrupt” your onboarding experience?
HR professionals in attendance were most motivated to improve their onboarding systems to increase retention of new hires and engage employees, and get employees up to speed faster (38% and 33%, respectively). Getting new hires up to speed and improving ease of manager participation were much less likely to be the drivers of participant’s onboarding focus. No participants indicated a specific need to address the multi-generational workforce with onboarding.
What is the current state of onboarding in your organization?
All session participants reported that they conduct some onboarding activities in their organizations; however, about half focused mainly on orientation activities. Nearly 20% also included training activities, and an additional 24% also include some socialization. Only 10% of respondents reported having a formal, structured process with an onboarding plan, defined roles, and feedback.
What type of technology are you currently using for your onboarding experience?
Over half of participants were not using any technology to support their onboarding processes. The remaining participants implemented a branded onboarding website (24%) or email and calendar planning only (24%). No participants reported using social media to connect with new hires or linking their systems to existing HRIS systems.
Your Onboarding Experience
Where is your onboarding program hitting and missing the mark? What best-practice updates can you make to better meet your organization’s needs?
Take a look at our onboarding solutions for the new hire as well as for new leader transition to see how we help dynamic companies effectively onboard their team members
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Email: info@connectthedotsconsulting.com
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