Onboarding is the process that facilitates a smooth transition for new leaders by providing them with information, resources, and clarity on their job requirements and objectives.
Onboarding starts with two components: induction and orientation.
Induction refers to introducing the new leader to the organisation, its mission, values, services, products and competitive advantages.
Orientation focuses on the leader’s role and responsibilities, communicating goals, deliverables, and performance expectations, and arranging meetings with team members and other stakeholders.
These activities help leaders become familiar with the business, but there is more to do to ensure full integration and optimal performance.
Best practice onboarding
Leadership transitions can be challenging for individuals and organisations. Studies have shown that many newly promoted leaders fail to meet expectations in their first 18 months.
External hires are at an even higher risk, and a failed hire can cost more than 2.5 times the job’s annual salary, considering lost productivity, reduced team morale and replacement costs.
So, why is this the case? There are many reasons, such as a lack of clarity in role expectations, inadequate support and resources and a failure to adapt to the role’s demands.
Organisations must create a comprehensive onboarding plan to mitigate these risks beyond the initial weeks of the executive’s arrival. It involves immersing them in business activities, engaging with stakeholders, and participating in special events.
The early days in a new job are critical for new leaders as they learn the ins and outs of the business and align their capabilities to the task at hand. An effective transition strategy allows leaders to leverage their strengths and improve areas needing development.
Each leadership transition is unique due to various factors, such as the nature of the job and business context, the organisation’s culture and the people involved. In addition, new leaders bring their own distinct set of skills, experiences and perspectives.
So, providing personalised onboarding support is crucial to preparing them for the task ahead and setting them up for success. Transition coaching equips leaders with the necessary insights.
Mentors with specific industry knowledge can provide helpful guidance in the early days in a role, whilst coaches encourage leaders to take a step back to consider the job’s complete requirements and identify aspects of the job for which they are well-prepared and those for which they need preparation.
Experienced onboarding coaches provide a structured approach to help leaders assimilate faster into their new roles, become more productive sooner and foster a positive impact on their teams and the broader organisation.
By investing in onboarding coaching, organisations can empower new leaders to navigate opportunities and challenges well during the transition, ultimately enabling them to reach their full potential.
With many years of experience in onboarding coaching and development, we have developed a proven process to help newly appointed leaders master the essential aspects of understanding the business, building strong working relationships, setting a vision and strategy, and cultivating high-performing teams.
Our coaches have diverse experience gained across many industries and geographic locations. They have supported individuals taking on important roles, including global executives, general managers, functional leaders, and regional managers.
We have successfully customised and rebranded our onboarding program content for specific organisations to deliver a tailored onboarding experience oriented to their business strategy, culture, values and ways of working.
Our point of difference
Our onboarding services offer valuable benefits for individuals and organisations in the post-pandemic world. With businesses facing constant change and uncertainty, effective onboarding has become a factor in managing the impact on people and the organisation.
LDN International coaches deeply understand the challenges that leaders face in today’s business landscape and offer vertical development strategies to help them operate at a higher level to contribute significantly to the business.
We take pride in our coaches’ flexibility, adaptability and strategic thinking. They tailor their coaching style and approach to meet each executive’s specific needs and preferences and establish an effective coaching relationship.
By providing LDN International onboarding programs and coaching, organisations can speed the integration of new leaders into their jobs and accelerate time to performance, ensuring smooth leadership transitions and promoting professional development and growth.