New Leader Onboarding
Assimilating new leaders as soon as possible in your organization’s challenges, teams, and culture will help maximize their contribution to your goals.
Challenges of new leader assimilation
Telling statistics from the 2011 version of the study "Executive Transitions" sponsored by IED and Alexcel contains data from over 150 participants across 18 industries and 22 countries. Among the key findings:
- Ramp up time for new external hires is most commonly between 6-9 months, according to 36% of respondents; 30% of respondents report it takes over 9 months.
- Ramp up time for those executives making internal transfers within the same organization was expectedly less, but not by a huge margin. The most commonly cited period was between 3 - 6 months, according to 41% of respondents; 34% said it takes longer than 6 months.
- 30% of executives who join an organization as an external hire fail to meet expectations in the first two years. 27% of new executives are actually gone from the organization within two years.
- 23% of executives who make internal transfers fail to meet expectations in the first two years.
- The techniques deemed as most effective to support transitions are often not the ones most frequently utilized by organizations.
Our new leader program
The Piras Group has a program specifically targeted to new leaders – from inside or outside the organization, or leaders who assume a larger organization or expanded function due to merger/acquisition. This process is ideally suited to a VP, or high-level director and is designed to:
- Create a first 90 day plan to quickly assimilate into the organization and culture
- Accelerate productivity on business imperatives and mission-critical initiatives
- Build relationships with key stakeholders (customers, team, peers, strategic partners)
- Jump-start engagement and team assimilation
- Align priorities and create a first year plan
This program enables a leader to accelerate his/her contribution, quickly coalesce the team, and integrate more quickly into the company culture and with key constituents.