{"id":877,"date":"2017-12-02T10:00:18","date_gmt":"2017-12-02T10:00:18","guid":{"rendered":"https:\/\/www.edwarddrummond.com\/?p=877"},"modified":"2021-12-06T12:34:58","modified_gmt":"2021-12-06T12:34:58","slug":"executive-onboarding-help-new-executives-hit-ground-running","status":"publish","type":"post","link":"https:\/\/www.edwarddrummond.com\/executive-onboarding-help-new-executives-hit-ground-running\/","title":{"rendered":"Executive onboarding \u2013 How to help new executives hit the ground running."},"content":{"rendered":"

The business world can often be filled with clich\u00e9s and buzzwords, but there are certain phrases that are not to be under-estimated or dismissed. Executive onboarding is one such example and describes the process of welcoming and integrating a new executive into their position. This is most likely associated with an external candidate, entering the organisation for the first time.<\/p>\n

For a new executive, the first few weeks and months are vital for their long-term success. Hiccups or obstacles in this early stage can create a snowball of problems that may end up toppling the candidate\u2019s future longevity at the business.<\/p>\n

Executive hires<\/a> that don\u2019t work out aren\u2019t just frustrating, they can be extremely costly too.<\/p>\n

So, how can businesses create an onboarding experience that ensures new hires live up to their potential?<\/p>\n

Executive Onboarding Process<\/h1>\n

The executive onboarding process should go beyond an office walkaround and formal handshakes with new team members. Instead, it should be an immersion into the culture, processes and targets of the business and a clearly defined understanding of what that business needs from them. Clarity in this onboarding phase allows candidates to focus on priorities and enjoy longevity in their role.<\/p>\n

Bad hires and poor executive performance is often down to a lack of understanding in how the organisation works, and failing to align with company operations and values. This reflects how hiring is very much a two-way process with both businesses and candidates needing to understand what the other wants to achieve, in both the short and long term. By integrating a new executive into the business purposefully, it can give them the best chance of success.<\/p>\n

Onboarding shouldn\u2019t be seen as a \u201c30-day period\u201d from the day they start – instead, it should be a process that focuses on involving a candidate, so they feel comfortable and knowledgeable of the job at hand. Having an overlap between the executive leaving and the new hire joining, is a great way to ensure stability and smooth transitioning between executives.<\/p>\n

The context of the specific role, candidate and requirements should also be recognised to tailor an experience that is focused on getting the most out of a new hire. Not all positions warrant the same type of onboarding as this process should reflect what the organisation wants from that candidate.<\/p>\n

Tip for Executive Onboarding<\/h1>\n