Moments of Impact – Executive Onboarding

Life offers moments of impact, truth, impact or opportunity or whatever you want to call them to everyone. It is the responsibility of each individual to take full advantage of those moments and the leaders are no different. In fact, leaders get these chances too often in their professional life and therefore, it is their responsibility to make most of these opportunities to excel in their respective field and command compliance and respect not by force but by leading by example. In simple, if leaders fail to exploit these moments, they are not true leaders and don’t deserve to occupy the high status they are enjoying in their organizations.

Unfortunately, almost 42% of new business owners, entrepreneurs or leaders fail to deliver and step down in first 18 months of taking charge of the organization. It is a huge figure and the biggest reason for this failure is that these so called leaders fail to identity the moments of impact while onboarding a new position, nothing to talk about taking maximum advantage of them. In this regard, following is a summary of webinar, “Executive Onboarding” by George Bradt, the Managing Director of PrimeGenesis. In this webinar, George Bradt explains what qualities leaders must develop and what they must do to make most of these opportunities, especially when they take charge of new organization.

According to George, majority of leaders succumb to the pressure and fail because they are not perfect fit for the job or refuse to adjust and mold themselves to suit to new role and responsibilities. It is especially essential for a leader to manage the prelude leading up the moments of impact so that they can determine how important that opportunity is. This will help them to seize that opportunity in time and yield extraordinary results not only for him but for all the stakeholders involved in the likes of his seniors, peers, staff and everyone else. In this regard, the executives or leaders should pay special attention to the following points.

  • The Prelude:
    Moments of Impact – Executive OnboardingUnderstanding and managing the prelude leading to the moment of opportunity will enable leaders to prepare in advance and get started as soon as possible.
  • Moment of Impact:
    Effective management of the prelude will enable executives to manage the moment of impact and take maximum advantage of it in the best manner possible.
  • Follow Through:
    The executives should not only manage both prelude and moment of impact effectively but they should also follow the situation and make it real on organizational, operational and strategic levels.

As a matter of fact, the moments of impacts or opportunities are very critical for an executive onboarding a new position. If he is able to manage these situations effectively, he is going to be a really productive and exemplary leader for his organization otherwise the consequences can be quite drastic for everyone involved.

Executive Onboarding:
Now coming to how executives can enhance their skills and increase their productivity while onboarding a new position, following is a 100 Day Action Plan for the leaders that they can implement in their organizations to accomplish the task perfectly and with utmost ease. This particular model is divided into five distinct steps and all of these steps are extremely important to follow in the given order. Following lines briefly explain all these steps one by one.
Obviously, any person has to align himself to the new surroundings and norms whenever he relocates to a new place and executives should also do the same. They need to align themselves to the requirements of the new position they are taking in any organization. They need to understand what the job mission and their responsibilities are and what is expected of them. They should be aware of their skills and strengths and how to use them for the betterment of the organization they are working in.

As the name suggest, acquiring is the process of hiring best possible workforce for your project or organization from all the available resources. It is important for both the leaders and organizations to identify what type of leaders they want to hire for a specific post and what are their strengths and weaknesses respectively. It will enable both the parties to find a perfect fit for each other that will further assist them in creating a culture that is conducive for better performance and in turn, more outcome.

1 (1)
In the context of above discussion, executives and organizations need to converge into one entity and evolve together in order to work collectively for taking their business to a new heights of success.

In this particular step, the executive needs to accommodate not only himself in the new surroundings but he needs to accommodate all the new people he has hired as his team members. First of all, he needs to make a comprehensive personal onboarding plan for him so that he does not face any problems during starting periods of his reign and take all the challenges with confidence. Similarly for employees, it is important for executives to create an accommodation checklist to ensure that they are being facilitated as they should be. In this regard, Day One Greetings or meeting will definitely increase their moral and encourage them to work hard and with a zeal and zest.

The Assimilation is indeed the most important step of the model under discussion. In fact, higher executives and other employees are heart and soul of any organization and until and unless, they don’t get assimilated or absorbed into the organization, it cannot progress. In this regard, some of the employees are directly impacted by the new surroundings and job responsibilities, some are indirectly impacted, and some are emotionally impacted while others are less impacted or not impacted at all. It is the responsibility of the leader taking new position to access ostentation of all members of his team and devise a comprehensive and effective assimilation plan for them.

2 (1)
The last step of the model is the accelerating the organization transformation in order to incorporate new employees and leaders into the organization process. This is an important step because if the organization transformation takes less time to complete, it will be better for organization as it will enable the new employees to start producing results sooner rather than later. However, organizational transformation is never easy and the employees always take some time to fully integrate them with the job responsibilities and organizational goals.

3 (1)

Concluding, it is always better for executives to get accustomed to the new position as soon as possible. It is also imperative for them to determine whether they are in a right position or not. This is because a leader in right place will help improve the performance of an organization soon and will also develop a good support system. However, if a leader is in a wrong position, he needs to evolve to be better suited to that role over time or if he cannot, he should immediately move to a role that suits him.

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