Over the years, organisations have adopted some tried-and-true approaches for onboarding senior level executives. In addition to these approaches, there are other, more innovative - even surprising - tactics that can drive even greater results for both the individual and organisation.
Some of the original approaches include, aligning expectations, shaping the new management team, crafting a strategic agenda and publicly endorsing the new executive to set him or her up for success. These tactics are proven, and they help leaders effectively navigate and lead in their new environments.
As for the newer innovations, an organisation can, and should, begin to implement these tactics before an executive joins the organisation, and continue throughout the early months of their tenure - or first 100 days.
First, ensure that your organisation's values align with those of the incoming executive and vice versa. This approach - which, while obvious, is still not always at the forefront of many executive searches - really needs to guide you in your recruiting process. When you know what you stand for, you're far more likely to find and retain senior level people who will fit, contribute and lead in a way that aligns with your organisation and brand.
Second, leverage your new leader's objectivity by giving him access to the people, personalities and politics of your organisation before the first day. Schedule one-on-one meetings with some of the executive's new colleagues and key stakeholders. Your new leader is fresh and objective. Let him or her form his own opinions before sharing too much history and perspective. The cultural immersion will happen naturally once he or she is on board. You will reap the benefits, and your new leader will hit the ground running.
Third, people are more inclined to act and follow a leader if they feel a personal connection to him or her. This is a proven communications point that drives leadership agendas worldwide. So why don't all incoming leaders execute a 'get to know you' communications plan? Because it can be time-consuming and also because it requires one to reveal personal insights and stories - and that can be uncomfortable in a business setting. Nevertheless, when used appropriately, it can be very effective, as personal stories illustrate an individual's values, beliefs and insights on business.
Take Ann Brown, former Chairman of the U.S. Consumer Product Safety Commission. Brown frequently used personal stories whether speaking to the media or testifying before Congress. She's a parent and grandmother, who mastered the art of establishing credibility by telling the stories of her life and creating personal connections. Her statements were often precluded by "as a grandmother myself ...", thereby establishing shared values and interests.
Fourth, we all know that coaching is a well-known and used tactic for helping executives succeed. We recommend that you work with a coach who is familiar and experienced with your organisation. This background knowledge and intelligence can offer an important guidepost for those all-important quick wins in the first 100 days. Perhaps most importantly, it can drive real results.
For instance, in a case study conducted by MetrixGlobal, LLC in 2001, Merrill Anderson, PhD, found that "coaching produced a 529 percent return on investment for a Fortune 500 firm that used the process to accelerate the development of its next generation leaders".
The bottom line... coaching works, and it's particularly effective when your coach has some working knowledge of your organisation.
Finally, we believe that your entire senior management team should take accountability for the success of your new executive. Today's culture for success requires a team approach, and leaders who rely on only one mentor or guide are less successful than those guided by a team. If the entire top management team takes ownership of your new executive's future, he or she has a greater chance for success.
In an effort to help our senior executives succeed, we can't lose sight of our ultimate goal for overall organisational success. When a talented individual wins, we all win - and that's the intent. These tactics will help foster the environment and culture that offers a true platform for success for today's leaders and businesses.