| NEW LEADER
ASSIMILATION
Transition and turnover in leadership are prevalent
in the corporate world. Frequently, it can take as
long as 4-5 months for new leaders to become fully
effective in their new positions. During this timeframe,
organizational continuity can suffer leading to decisions
that are postponed or made without adequate information,
communications that are misunderstood, roles that
are unclear and stress that is caused by anxiety over
the change.
Based on this need, MCG has a process
for improving the entry of a new leader. A process
to reduce the period of uncertainty and instability
normally associated with a change in leadership.
This process will
• Allow new leaders to move
into their organizations move efficiently and effectively
• Help avoid going off on tangents due to incomplete
communications or unchallenged assumptions about what
the other party or parties want
Establish critical working relationships with key
personnel
• Accelerate the effectiveness of the organization
by providing an opportunity for a team to work together
with their new leader to identify major goals and
discuss priority issues
• Identify and manage any potential problems
or issues that could have an impact on job performance
• Dramatically shorten the start-up time and
learning curve for new leaders in new positions or
roles.
Depending upon the complexity of
the situation, the process can be as brief as a one-day
session with the new leader and his/her team or it
could be a more extended process that would include
peers, direct reports and the new boss.
In either case critical information
is gathered and shared regarding the new leader, the
new team, the culture of the company and expectations
of both the leader and his/her new team. Start-up
issues are discussed and plans are put into place
to address the most important priorities. Potentially
problematic areas are discussed and agreements are
made to cover how both the new leader and the existing
group is going to deal with those issues. Plans are
made to continue working on any issues that have not
been completely resolved.
This process is very beneficial not only for the new
leader but everyone who participates.
Accelerating the integration of a new executive
into a new company culture…
Assignment was to provide in-depth feedback and
coaching for a new, dynamic, brash go-getter who
had been hired from a major consulting firm. This
new director quickly found himself in career trouble
as his aggressive characteristics did not fit the
established company culture. After much reflection
and a choice that the new company was in fact where
he wanted to be, he modified his behavior successfully
and has subsequently been promoted to Vice President.
He still speaks his mind but does so in a way that
establishes cooperation and respects others in the
process.
Accelerating Individual
and Team Performance
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