executive onboarding proposal
TRANSCRIPT
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Executive Onboard & Assimilation Coaching
A Proposal for Executive Placement Services
submitted by
Josef S. Klus, CPCC*
JSK Coaching Associates
*Certified Professional Co-Active Coach® by CTI, the world’s first ICF-accredited coach training program.
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OnboardingOn'-board'-ing [awn-bohrd-eng] -- noun
1. The integration of new senior-level managers or executives into an organization.
Based on 2 key performance indicators:
1. Time to productivity, and
2. Engagement and retention.
2. The process to get a new executive “up to speed.”
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TOP 3 STEPS to Avoid Assimilation Errors:
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1. Provide clear priorities and achievable goals.
2. Assign to the new executive a peer mentor.
3. Develop a formal on-boarding process.
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The Facts About Executive Placement:
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Failure rate as high as 40-50%, for some companies that hire new or relocate executives.
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The Facts About Executive Placement:
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It takes 6.2 months for mid-level managers to hit a breakeven fit for success in new organizations. (HBR)
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The Facts About Executive Placement:
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Actual cost incurred from a poor executive fit is incalculable. (GlobalExec)
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The Facts About Executive Placement:
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Retention rates increase when companies ensure a new executive’s success. (Bristol-Meyers Squibb)
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The Facts About Executive Placement:
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When an executive joins a corporation, the first 6 months are most critical for the success of both.
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that the newly hired executive makes:
Fails to understand organizational dynamics before taking action.
Attempts to do too much too soon.
Misreads the leadership style of the organization.
Fails to build a power base.
Acts on incomplete or inaccurate information.
Mismanages the personal (familial) transition.
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Top 6 Assimilation Errors
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Quicker grasp of the new culture and objectives. Better collaboration and info exchange with leadership team
members. Effective integration into a leadership role in the functional team. Faster insight into decision-making powers in the organization. Focused identification and implementation of critical
organizational initiatives. Early delivery of results. More immediate establishment of credibility. Increase job satisfaction. Decrease chance of turnover.
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Onboard Coaching Focus:
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A Win-Win Solution
for both the new executive and the organization.
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Results:
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Results:
When organizations provide a thoughtful and intentional foundation…
…the new executive is successfully assimilated into the new role,
and both performance effectiveness and longevity increase.
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Organizations that make good partners for executive Onboard Coaching, typically:
1. Know a good deal about executive transition.
2. Possess an intimate working knowledge of real-world executive leadership experience.
3. Value organizational success.
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Partnering
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Phases in the Executive
Onboard Coaching Process:
1. Contracting
2. Assessment
3. Action Planning
4. On-going Coaching
5. Outcome Measurement
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JSK Coaching Associates
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proposes to partner with McDermott & Bull
to offer their corporate clients:
• Executive Onboard Coaching
• For newly placed leaders
• 6-month coaching period
• 1-2 hours/week per exec
• Preferential rates to MB or their clients
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JSK Coaching Associates