Doing Onboarding Right

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Details: Parent Category: Business Tips; Category: Coaching; Published: 21 April 2014

One of the often overlooked points to remember about the ‘onboarding’ process is that the informal connections are often some of the most crucial. Folding an employee into the team in a real way, where they have people they understand and on whom they can rely, can make all the difference in a new recruit's success.

Don't overlook the importance of relationship building in this early and critical stage. It's every bit as important for a new recruit to focus on building trust as it is for companies seeking to form new relationships with global partners. The relationships form the basis for all future interactions.

For example, newly recruited or promoted leaders in new positions often fail for a few common reasons:

·         due to unclear or outsized expectations,

·         a failure to build partnerships with key stakeholders,

·         a failure to learn the company, industry or the job itself fast enough,

·         a failure to determine the process for gaining commitments from direct reports and

·         a failure to recognise and manage the impact of change on people.

Onboard Coaching of the newly recruited or promoted manager/executive can turnaround this high rate of failure. An onboarding coach helps the executive more quickly adapt to the employer's culture, create rapport with his or her immediate team and find productive ways to achieve necessary goals.

Despite years of experience making complicated, far-reaching decisions, top-level managers can use some guidance when they find themselves in new situations where little, if anything, is familiar. Because as many as 40 percent of new leaders fail in their new roles to meet an organisation's expectations, purchasing executive insurance in the form of "onboarding" or assimilation coaching helps a company ensure that an important investment pays off.

Onboarding involves an intense, protracted period of coaching that's designed to help a new employee - often a senior-level executive or manager - not only adjust to a new environment, but establish a set of priorities.

Giving each one of your employees a fair chance to succeed and give his/her best can be directly enhanced by taking a more strategic approach to welcoming your new hires.

The companies that do it right employ a set process that spans a few months with regular check-ins after the initial period is over.

The process should connect an employee with your team, introduce him/her to the company culture, and give him/her the key to the unwritten rules of your organisation. You should provide clear performance expectations of your new hires and work with them to create a career development plan to achieve it.

With thanks, Coch2Coach e-newsletter, April 8, 2014

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"Just a short note to tell you how we are travelling; We have had our busiest ever summer. This month we took over $100,000 plus accounts. The number sounds good, but more to the point our GP (Gross Profit) is up where it should be.Our accountant rang last week, (shriek), he has just completed last years tax for us. His words were along the line of ”of all the businesses he deals with, he has never seen a business turn around like ours”. Neridah and I attribute this to your time and persistence with us. Thank you."
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"Phil, I want to thank you and convey my gratitude for the excellent standard of professional development and service that you have afforded to my staff and me over the past 8 years. The professional Executive Coaching that you have provided to me has been instrumental in both my personal and professional development and I can say without hesitation that your contributions have greatly shaped and aided my achievements of the organisations that I have worked for. The introduction of the PINNACLE’s professional services has certainly provided a strong return on investment and this has led to a positive flow-on effect in relation to the quality of our services."
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"Whether Phil is providing Executive Coaching to senior managers, facilitating team or leadership development, Phil demonstrates the highest standards of professionalism in his approach, delivery and follow through of the individual projects. Hs ability to deliver an individually tailored solution to any business challenge we presented him with has been an asset to our organisation. He was able to develop a unique understanding of the project brief and deliver a professional outcome that often exceeded our expectations. As a leader of an organisation employing approximately 400 staff and caring for over 700 clients I benefited greatly from his expert and professional guidance."
- Anne Leeson, Regional Director, UnitingCare Ageing – North Coast Region

"Phil facilitated the design and development of our strategic business plan with our management team to take us out of the small business syndrome into a medium business mentality. With Phil facilitating the process it ensured a quality process as he kept our business planning team on track and provided clear direction. Phil provided a very much needed sounding board as his past experiences allowed him to look at the issues pragmatically, making our team look at real issues both from left of field and right in front of us, that are often too easily missed."
- Matthew Denehy, Managing Director, Eagle Insurance Brokers

"Since I have been working with Phil, I have set actions with time frames in place for everything I do in my business...he holds me accountable for them, and I have learnt so much and grown so much as a result of this. I now feel in control of my business and feel confident I can succeed with growing my business and opening another store."
- Sarah, Surf wear fashion retailer.

"Enlightening and Empowering. I have learnt that I know a very small portion of what I need to know and that this is the biggest threat to my financial security.... that business isn’t rocket science and the answers to any difficulties are readily available if you are wise enough to listen and brave enough to re-invent yourself, with the assistance of your coach. Thanks Phil."
- Tania, Retail Music Store Owner

"Phil’s input and support as an external consultant with NORTEC since 2010, has ranged from extended individual executive coaching assignments; team based executive leadership development programs; panel involvement in recruitment and selection processes to broad based organisational development initiatives. The diversity of these assignments for NORTEC is testament to both his effectiveness and broad base of knowledge and experience he offers his clients. Phil’s structured and accountable approach, combined with his highly effective facilitation skills and contemporary management knowledge, ensures clarity in terms of respective accountabilities in the client : consultant relationship and realisation of tangible return-on-investment and value for his clients."
- Paul Bennett, Chief Executive Officer, NORTEC Employment and Training Ltd.

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