The Altru Advantage
The Co-Boarding engagement will focus on Five Specific Areas which require the greatest integration support for new senior management hires.
1 Assuming Operational Leadership
New leaders are not expected to have a complete picture of the business – Its strengths, weaknesses, opportunities and threats. Many of today’s business challenges are fluid, but the goal remains constant – grow the business. Business leaders can no longer rely exclusively on their technical expertise. They must develop new ways to shape strategies, solve problems and seize opportunities
2. Taking Charge of The Team
New leaders also need to gain the support of people over whom they have no direct authority, including their manager, their peers, and other colleagues. They must take time to understand their stakeholders’ expectations and develop a plan on how and when to connect with people. That means understanding how decision making works in the organisation, who has influence over it and where the centres of power reside.
3. Aligning With Stakeholders
New leaders need to demonstrate that building relationships is a priority for them. At the outset they focus on their direct reports and it is necessary that this be done without coloring his or her views in advance. The goal is to create a safe environment so that relationships remain productive to drive business efficiencies. Building trust early with the team enables the new leader to make key decisions with confidence, so that people will follow through on them.
4. Engaging with Culture
It is also critical for new leaders to understand the values, norms and guiding assumptions that define acceptable behavior in the new organisation. Missing out on this can create wrong perceptions of the new leader’s intentions and capabilities.
5. Defining Strategic Intent
Typically new senior management leaders are hired not only for their technical expertise but also to innovate and develop new strategies to drive operational efficiencies. This requires associated elements of the organization – its structure, its talent management and performance measurement processes – must also be transformed to execute it. The new leader must be clear about the path ahead.
A higher level of engagement
A quicker path to productivity
Increased retention over time
Why The First 90 Days
Research has shown that a leader’s actions in the first 90 days are critical as they lay the foundation for a successful tenure.
Altru Advisors supports organisations and their new leaders navigate this journey with insightful evidence-based coaching, thereby ensuring that potentially choppy starts get converted into powerful take-offs.
This ultimately mitigates transition risks for the organization, and swiftly enables, for the new leader:
- Identifying the critical attention areas
- Gathering the relevant data points
- Asking all the necessary questions
- Charting the challenges
- Identifying the low hanging fruit & securing crucial early wins
- Navigating the demands of the new role cohesively, holistically & powerfully