The first six months after a new executive is hired are crucial for his/her as well as the company’s success. That is why in recent years interest has been constantly growing in onboarding that is specifically custom-tailored for executives, so called executive onboarding. So how can you offer new executives sufficient support when they arrive at your company? The trainingjournal.com website offers the following advice:
Create individual plans
If you have the same plan for integrating all employees without regard for their experience and roles in the various parts of the company, start working together with the individual team leaders to create individual plans.
Link onboarding to the company’s strategy
Proceed based on what your business goals are. The onboarding programs for new managers should include both the long-term as well as short-term ones.
Begin before the new manager starts his job
Make sure that new managers receive important materials even before they first arrive at the company as employees. Talk to them about the company’s culture, their role and immediate goals.
Introduce the company’s culture thoroughly
Make sure that new managers know the company’s history as well as how it has been managed so far. This includes everything from behavior, opinions, relationships and values, all the way to the company’s physical environment.
Provide feedback
The key part of onboarding is regular structured feedback, which should show new managers what their teams, colleagues as well as superiors expect of them.
Actively manage the transition to the new role
Be a coach, mentor or friend who understands the emotional aspect of the transition to the new role and who helps new executives manage their energy.
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