There has been much focus in recent years on the importance of ‘onboarding’ new appointees; ensuring that they successfully integrate into the organisation and amongst other things start adding value in the shortest possible time. But what about the new hire – they also have a role to play in the process. After all, it is not just the responsibility of the employer!
At the recent Annual Global Conference of IRC Global Executive Partners in New York, one of the speakers was Mr John Lawler, Managing Partner of PrimeGenesis. PrimeGenesis is a leading executive onboarding firm and Lawler is the co-author along with George Bradt and Jayme Check of the soon to be published 4th edition of the book The New Leader’s 100-Day Action Plan.
Lawler contends that in complex environments, in times of rapid change and where expectations of new leaders are high, an incoming executive needs to preplan for his or her first 100 days in the organisation to maximise chances of success.
Lawler suggests that four key elements should be present as part of the executive’s personal onboarding plan:
According to Lawler, rather than just ‘showing up on day one’, the leader of today needs to preplan and prepare. This will ensure that the first 100 days are most effectively spent on delivering on the ‘what and how’ as the leader sets up the organisation, division or function for long term success.
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Notwithstanding substantial gains made in the West over the past several decades to level the playing field and bring about greater equality between men and women, pay gaps persist, and in many countries, corporate leadership remains heavily dominated by men.
Having spent many years at KPMG as a partner and finally as Head of Corporate Finance, Midlands, Richard Boot currently chairs and holds directorship of various companies associated with staffing and recruitment. He is also a former board member of IRC Global Executive Search Partners.