Taking on a new job is exciting, especially if it is a job you have longed for. Yet, the stakes are high. Studies show that more than 40 percent of newly transferred or promoted executives fail to meet expectations in some way in the first eighteen months in their new role. And, the risk is even higher for those coming in from outside.
What causes keen, motivated individuals to stumble at the senior level? Perhaps the strengths that got them where they are today are no longer relevant, or they face unfamiliar challenges for which they have no frame of reference. Or, maybe they miss an important step in orienting themselves to a organisation, its people and its culture.
From an organisational perspective, supported onboarding greatly enhances employer brand. It has been shown that people generally make up their minds if they have made the right move within the first four weeks.
Many executives we have met have enjoyed career success because they had a high level of energy and a track record for making things happen. This makes it quite natural for them to focus on doing at the expense of listening, assessing and planning. Combined with pressure to perform, they can easily overlook some critical requirements for successful transition.
Time in the first 90 days in a job is precious. Priorities for new leaders must be learning about the organisation, developing a plan for the business and building relationships to establish trust. The good news is that there is a proven process for making the most of these early days.
A new job inevitably means finding new ways of thinking and behaving. This takes effort and focus as the newly appointed leader measures him or herself against the true requirements of the role and builds the capacity to succeed. We have found that leaders are particularly open to self-development at this time, especially if they are faced with unfamiliar challenges.
The opportunity to have a skilled onboarding coach to help speed the process of mastering new skills can be a particularly welcoming experience.
An unexpected benefit of a structured onboarding program became evident when a newly appointed leader said that it had changed the way he would manage people forever. He turned the principles of analysing a job, assessing personal capacity to deliver and planning for success into a lifelong practice.
For more information on onboarding and the 90-Day Plan™ program for leaders, please call us on +613 9667 9100 or email email@example.com