Strategic Onboarding: Best Practices for Seamlessly Integrating New Executives, Part 6: Initial Performance Review and Feedback

In our last blog post, we looked at how to help a new executive assimilate into the culture.  In this post, we are going to unpack tools for conducting the initial performance review and giving feedback.

Conducting an initial performance review and providing feedback is an essential part of the onboarding process for new executives. This phase involves assessing early performance, providing constructive feedback, and setting future goals to ensure the executive is on the right track.

Why Initial Performance Reviews and Feedback are Crucial

Regular performance reviews and feedback help the new executive make necessary adjustments early on, setting the stage for continued success and growth within the company. This process ensures that the executive’s efforts are aligned with the company’s strategic goals and provides an opportunity to address any challenges or concerns.

Practical Tips for Effective Performance Reviews:

1. 30/60/90-Day Reviews: Schedule reviews at 30, 60, and 90 days to discuss achievements, challenges, and areas for improvement. These structured reviews provide a clear timeline for assessing progress and making necessary adjustments.

2. SWOT Analysis: Conduct a SWOT analysis to provide a clear framework for self-assessment and strategic planning.  The analysis provides a clear picture of strengths and weaknesses, and helps the executive make positive changes, potentially leading to new opportunities. 

3. Solicit Feedback: Gather feedback from peers, direct reports, and other stakeholders to provide a comprehensive review. Diverse perspectives ensure a balanced assessment and highlight different aspects of the executive’s performance.

4. Actionable Insights: Offer specific, actionable insights to help the executive improve and excel in their role. Constructive feedback and clear action plans help the executive focus on areas that need development and capitalize on their strengths.

5. Ongoing Support: Ensure that the executive has access to the resources and support they need to succeed. This includes providing additional training, mentorship, or adjusting goals as necessary.

Implementing Performance Reviews Effectively

Develop a standardized performance review process that includes clear criteria and metrics for evaluating the executive’s performance. This process should be transparent and communicated to the executive from the outset.

Schedule regular check-ins between the executive and their direct supervisor to discuss progress and provide feedback. These check-ins should be collaborative, allowing the executive to share their experiences and receive guidance.

Use the feedback gathered from reviews to create a personalized development plan for the executive. This plan should outline specific goals, action steps, and timelines for achieving them.

Return to the previous post in our series here.

Chew On This:

How could a good performance review process help new executives adapt and excel in their roles?

Strategic Onboarding: Best Practices for Seamlessly Integrating New Executives, Part 5: Cultural Assimilation

In our last blog post, we looked at integrating a new executive hire with the leadership team.  In this post, we are going to unpack how to help the new executive assimilate into the organization’s culture.

Cultural assimilation is an important part of the onboarding process because it ensures that the executive aligns with and contributes to the company’s culture, which is critical for long-term success and engagement.

Why Cultural Assimilation is Key to Executive Success

Successful cultural assimilation helps the new executive feel more connected and committed to the organization. Understanding and embracing the company’s values, norms, and behaviors is essential for fostering a sense of belonging and ensuring the executive can navigate the company’s social and organizational landscape effectively.

Practical Tips for Facilitating Cultural Assimilation:

1. Cultural Training: Provide training sessions on company culture, including its history, values, and key traditions. Understanding the company’s background helps the executive appreciate its current practices and values.

2. Shadowing Opportunities: Allow the executive to shadow other leaders to observe cultural norms and behaviors in action. Seeing these elements firsthand can be more effective than theoretical explanations.

3. Feedback Mechanisms: Establish channels for the new executive to give and receive feedback on cultural fit and experiences. Regular feedback helps address any assimilation issues early and ensures the executive feels heard and supported.

4. Social Integration: Organize social events and informal gatherings where the executive can interact with colleagues in a relaxed setting. These events help the executive build personal connections and integrate more smoothly into the company culture.

Implementing Cultural Assimilation Effectively

Develop a comprehensive cultural assimilation program that includes training sessions, shadowing opportunities, and social events. This program should be tailored to the specific needs and background of the new executive.

Regularly review the executive’s cultural assimilation progress through feedback sessions and informal check-ins. Use this feedback to make any necessary adjustments to the assimilation program.

Encourage the executive to actively participate in company events and initiatives, fostering a sense of involvement and commitment to the company’s mission and values.

Return to the previous post in our series here, or see the next post here.

Chew On This:

How can you facilitate cultural assimilation for new executives to make sure they not only understand but also actively contribute to your company’s unique culture?

Strategic Onboarding: Best Practices for Seamlessly Integrating New Executives, Part 4: Integration with the Leadership Team

In our last blog post, we looked at how to clarify roles and expectations for a new executive.  In this post, we are going to look at integrating them with the leadership team.

Integrating the new executive with the leadership team is an important part of the onboarding process. This phase ensures that the executive builds strong working relationships and understands team dynamics, which are essential for effective collaboration and decision-making.

Why Integration with the Leadership Team is Crucial

Effective integration with the leadership team helps the new executive become a collaborative and productive member of the leadership group. Strong alliances within the leadership team foster mutual trust, open communication, and a unified approach to achieving the company’s goals.

Practical Tips for Leadership Team Integration:

1. Team Meetings: Schedule introductory meetings with each leadership team member to discuss roles, expectations, and collaboration opportunities. These meetings help the new executive understand their colleagues’ responsibilities and how they can work together effectively.

2. Team-Building Activities: Organize informal team-building activities to encourage relationship-building in a relaxed environment. Activities outside the formal work setting can help break down barriers and build camaraderie.

3. Mentorship Programs: Pair the new executive with a senior leader who can offer guidance and support. This mentorship can be invaluable for navigating the company’s culture and political landscape.

4. Leadership Retreats: Consider holding leadership retreats or off-site meetings where the new executive can engage in strategic planning and team-building exercises. These events provide an opportunity for deeper connections and strategic alignment.

Implementing Leadership Team Integration Effectively

Develop a structured integration plan that includes a schedule of meetings and activities with the leadership team. Communicate this plan to all the relevant parties so they are available and willing to participate.

Encourage open and transparent communication among the leadership team, fostering an environment where the new executive feels comfortable sharing ideas and feedback. Regularly solicit feedback from the executive and their colleagues to identify any integration challenges and address them promptly.

Return to the previous post in our series here, or see the next post here.

Chew On This:

What strategies could you use to make sure a new executive quickly builds trust and effective working relationships with the existing leadership team?

Strategic Onboarding: Best Practices for Seamlessly Integrating New Executives, Part 3: Role and Expectations Clarification

In our last blog post, we looked at a new executive’s welcome and orientation.  In this post, we are going to look at how to set new executive hires up for success by clarifying roles and expectations.

Clarifying roles and expectations is a fundamental step in the onboarding process for new executives. This phase involves detailed discussions about job responsibilities, performance metrics, and short-term goals, ensuring the executive has a clear understanding of their role within the company.

Why Clarifying Roles and Expectations is Crucial

Clear role and expectations clarification helps to avoid misunderstandings and ensures that the new executive can start effectively. When executives know exactly what is expected of them, they are more likely to perform well and contribute to the company’s strategic goals.

Practical Tips for Role and Expectations Clarification:

1. Job Description Review: Go over the job description in detail, ensuring the executive understands all aspects of their role. This review should cover key responsibilities, deliverables, and reporting structures.

2. Set Clear Goals: Establish clear, measurable objectives for the first 90 days, aligning them with the company’s strategic priorities. These goals provide direction and focus for the new executive.

3. Regular Check-Ins: Schedule regular check-ins to discuss progress, provide feedback, and adjust goals as necessary. These touchpoints ensure the executive stays on track and receives the support they need.

4. Performance Metrics: Define specific performance metrics and key performance indicators (KPIs) that will be used to evaluate the executive’s performance. Clear metrics provide a transparent basis for assessing success and identifying areas for improvement.

Implementing Role and Expectations Clarification Effectively

Start by scheduling a series of meetings between the new executive and their direct supervisor to discuss the job description, goals, and performance metrics in detail. These meetings should be collaborative, allowing the executive to ask questions and provide input.

Create a 100-day onboarding plan that outlines key milestones and deliverables for the new executive. This plan should be shared with relevant stakeholders to ensure alignment and transparency.

Regularly review and adjust the onboarding plan based on the executive’s progress and feedback. This iterative approach ensures that the executive’s onboarding experience is responsive to their needs and the company’s evolving priorities.

Return to the previous post in our series here, or see the next post here.

Chew On This:

How might clearly defining expectations in the first 90 days improve an executive's focus and alignment with your company's strategic goals?

Strategic Onboarding: Best Practices for Seamlessly Integrating New Executives, Part 2: Welcome and Orientation

In our last blog post, we looked at pre-boarding preparation.  In this post, we are going to look at welcoming and orienting the new executive once they start their first day at the company.

The welcome and orientation phase is a crucial part of the onboarding process for new executives. This stage involves formally introducing the executive to the company’s mission, vision, values, and people, helping them understand the organization’s culture and how they fit into it.

Why a Comprehensive Welcome and Orientation Matters

A well-structured welcome and orientation program helps new executives to feel part of the team and to understand the company’s landscape. This phase helps to build a sense of belonging and provides the executive with the knowledge they need to navigate their new environment effectively.

Practical Tips for a Successful Welcome and Orientation:

1. Formal Introduction: Host a welcome meeting with key team members, allowing the new executive to connect faces to names and understand the team’s dynamics. This initial interaction helps to build rapport and facilitates smoother future collaborations.

1. Consider sending out an introductory email for the new executive in advance of these meetings that tells the existing team the new hires name, start date, and role within the company.

2. Office Tour: Provide a tour of the office or facilities, highlighting important areas and resources. Familiarizing the executive with their new environment helps them feel more at ease and oriented.

1. If the position is currently remote or will be working remotely, consider an interactive virtual tour using Zoom or other video conferencing material, or a pre recorded office walkthrough highlighting key departments and responsibilities.

3. Mission and Values Session: Conduct a session explaining the company’s mission, vision, and core values, emphasizing how the executive’s role aligns with these elements. This alignment is crucial for ensuring they are on the same page as the company’s strategic direction.

4. Orientation Materials: Provide comprehensive orientation materials that include an organizational chart, a company history overview, and a list of key contacts. These materials serve as a handy reference for the new executive.

Implementing Welcome and Orientation Effectively

Develop a detailed orientation schedule that includes all necessary meetings and sessions. This schedule should be shared with the new executive ahead of their start date, so they know what to expect. Ensure that all team members involved in the orientation are prepared and understand their roles in welcoming the new hire.

Consider incorporating interactive elements into the orientation program, such as team-building activities or informal social events. These activities can help the new executive build relationships in a relaxed setting and ease the transition into their new role.

Return to the previous post in our series here, or see the next post here.

Chew On This:

How can you make sure executives feel connected to the company’s mission from day one?

Strategic Onboarding: Best Practices for Seamlessly Integrating New Executives, Part 1: Pre-Boarding Preparation

In this blog series, we will be looking at six principles for a successfully onboarding executives to your organization:

1. Pre-Boarding Preparation

2. Welcome and Orientation

3. Role and Expectations Clarification

4. Integration with the Leadership Team

5. Cultural Assimilation

6. Initial Performance Review and Feedback

We’ll start with pre-boarding preparation.

Pre-boarding allows the company to present itself as organized and considerate, creating a positive first impression. It also helps to minimize any first-day anxiety the executive might have, ensuring they can focus on getting to know the company and their role rather than administrative tasks. A well-prepared executive is more likely to feel confident and be productive from the outset.

Practical Tips for Pre-Boarding Preparation:

1. Clear Communication: Send a comprehensive welcome package that includes an agenda for the first week, key company information, and any necessary paperwork. This package should also introduce them to their key contacts and provide an overview of the onboarding process.

2. Tech Setup: Ensure all technological tools and access permissions are ready before the executive’s arrival. This includes setting up email accounts, access to relevant software, and providing any necessary hardware. Having everything in place on day one helps to avoid frustrating delays and demonstrates the company’s efficiency.

3. Create a Schedule: Because the first few days of employment can be busy, consider sending calendar invites to avoid any confusion and map out what the new hire can expect their first few days to look like.

Implementing Pre-Boarding Effectively

Start by developing a standardized pre-boarding checklist to ensure consistency across all hires. This checklist should cover all logistical and administrative tasks, such as IT setup, workspace preparation, and welcome package contents. Communicate regularly with the new executive leading up to their start date, providing updates and addressing any questions they may have.

See the next post in this series here.

Chew On This:

How could improving your pre-boarding process reduce first-day anxieties for new executives and set them up for early success?

An Introvert's Guide to Confident Conversations: 9 Tips for Initiating Conversation, Part 2

In our last blog post, we looked at why learning to initiate conversation can be a powerful tool for introverts, and three tips for initiating conversation. Now, we are going to look at 6 more tips for starting and sustaining conversations as an introvert.

Tip #4: Find common ground.

Look for common interests or experiences that you can use as a starting point for conversation. This could be related to the event you're attending, mutual connections, or industry news.

Tip #5: Learn to ask good, open-ended questions.

Questions that can't be answered with a simple "yes" or "no" encourage deeper conversation. For example, instead of asking, "Do you like this event?", you could ask "What do you think about the keynote speaker's presentation?"

Ask questions that encourage the other person to share their thoughts, experiences, and insights. This could include questions about their challenges, successes, or future goals. Ask someone about themselves, at a level appropriate to the conversation.

Tip #6: Use flexible phrasing.

If you are afraid of making mistakes in what you say in a conversation, you can adjust your phrasing to make things more open-ended:

“I’m just thinking out loud…”

“I’m just brainstorming about…”

“I’m not sure about this yet, but…”

Tip #7: Be on the lookout for ways to affirm others.

Affirm others and recognize their value whenever you can. Make sure that it is genuine. This builds encouragement and trust in the relationship.

Tip #8: Practice Empathy.

As you move through the conversation, think about the emotions and motivations behind what the other person is expressing. Empathy fosters deeper connections and helps in navigating sensitive topics.

Tip #9: Use Non-Verbal Cues to build connections.

Maintain eye contact, smile genuinely, and use nods or other gestures to show that you're attentive and interested.

Return to the first blog post in this series here.

Chew On This:

How could you use one of these tips in a conversation this week?

An Introvert's Guide to Confident Conversations: 9 Tips for Initiating Conversation, Part 1

For introverts, starting conversations can be an intimidating prospect. Because they prefer the comfort of familiar social circles and often thrive in deeper, one-on-one interactions, many introverts may shy away from taking the first step in an engagement and prefer to be introduced by others. However, the ability to initiate conversations can be profoundly empowering for introverts.  Initiating conversations enables introverts to build valuable connections, share their unique perspectives, and establish themselves as proactive contributors within their teams and professional networks. By taking the initiative in conversations, introverts can cultivate stronger relationships with colleagues and clients, increasing their influence and fostering a collaborative environment where their insights are valued.

In this two-part blog post series, we are going to look at 9 tips for striking up conversations as an introvert.

Tip #1: Prepare Ahead.

Take a moment to collect yourself before entering the room or engaging in the social situation; once you’ve entered the room start a conversation as soon as you can to help avoid over analyzing the situation and freezing up.

If you know who you will be talking with in advance, do some research on the attendees or topics that might be discussed. Having some background knowledge can give you confidence and help you initiate conversations.  “I heard you really enjoy X.  How did you get into that?”  

Think about a relevant topic that you both might be interested in, such as the event you're attending, recent industry news, or a presentation you both just saw.  

Tip #2: Look at the larger purpose in small talk.

Small talk serves an important purpose - it helps build the foundation for authentic conversations and deeper relationships down the road. Think of small talk as the light appetizer before the main course, and approach it with renewed purpose.

Tip #3. Prepare your introduction.

Have a few icebreakers or conversation starters in mind. These could be simple questions about the event, a relevant topic in your industry, or a compliment about something you genuinely appreciate. (See potential conversation starters below). 

Instead of simply introducing yourself with your name and job description, consider introducing yourself by what you do in the company, which can help people get a better feel for who you are and what you do.  Instead of saying, “Hi, I’m Sam and I am an administrative assistant” you could say, “Hi, I’m Sam and I help facilitate back office operations.”

It's helpful to have some key points or phrases ready that you can build upon. Let your curiosity and professional interests guide you as you ask questions.

See the next blog post in this series here.

Chew On This:

What situations do you commonly encounter where it would be beneficial for you to initiate conversation?

Shielding Your Focus: A Leader’s Guide to Minimizing Interruptions

Focused time is vital for leaders because it allows them to concentrate on strategic thinking, planning, and decision-making.  However, interruptions from well-intentioned team members can become a significant challenge, particularly when trying to focus on a complex task. This blog post looks at strategies to protect your time from interruptions while helping your team proactively.

Empower Team Members to Solve Their Own Problems

Firstly, empower your team members to problem-solve and troubleshoot themselves. Teach them where they have the power to make decisions and where it's acceptable to make judgment calls and mistakes. Clearly communicate their main priorities so they can use these as a guide when making decisions. Ask them to document their attempted solutions to problems before bringing the problem to you. During 1:1s, mentor them on problem-solving, encouraging them to explore solutions rather than always providing immediate answers.    

Use Time Blocking To Let Others Know You Are Not to be Interrupted

Secondly, manage your schedule proactively. Block out times in your calendar for deep, focused work, and set expectations: explain to your team why these periods are necessary and tell them not to interrupt unless it is a true emergency. (Also, ensure they understand what constitutes a genuine emergency that warrants an interruption). In addition, consider setting designated times when you're available to help team members resolve issues.  You can ask that they batch their questions and bring them up during these designated times rather than interrupting each time a new question arises.

Enforce Boundaries

Lastly, firmly but kindly uphold your boundaries around focused time.  If you get interrupted, you might say, "I'm in the middle of focus time. I'll be available in 30 minutes and swing by your desk to sign that paperwork."  Do not allow interruptions for non-emergency problems, even if it seems like a small request. Upholding your boundaries will teach your team to respect your dedicated focus time and benefit everyone more in the long run. 

By empowering your team members to problem solve, effectively managing your schedule, and setting clear boundaries, you can significantly reduce unnecessary interruptions and increase your productivity at work.

Chew on This: What are some of the most common reasons people interrupt you at work?  What is one step you can take today to reduce interruptions?

Cultivating Connections: Strategies For Building A Meaningful Relationship With Your Leader

Building strong relationships at work, particularly with your leader, is important for professional success. However, it can be challenging: leaders often juggle multiple responsibilities, leaving little time for personal interactions. Despite this, establishing a relationship with your leader is possible and can be highly rewarding for both parties.

One way to start a relationship is to provide value to your leader or help solve a problem for them. Think about unique insights you could share from your perspective that your leader might not be aware of, such as team dynamics or potential ways to make a process more efficient. These insights can demonstrate your keen eye for detail and your proactive approach, qualities that leaders appreciate.

A more direct approach is to express your intention to build a relationship. It might sound like, "I realize you've got a lot on your plate, but I'd love to develop a relationship so we can collaborate effectively on X project." This straightforward approach communicates your desire for synergy and commitment to the project's success.

Another strategy is to learn about your leader's area of strength and collaborate with them. This approach shows your eagerness to grow professionally, your respect for their expertise, and giving you common ground with your leader.

Building a relationship with your leader may be challenging but is achievable. By offering value, expressing your intentions, and learning from their strengths, you can foster a relationship that benefits you, your leader, and the entire team.

Chew On This:

What’s one step you could take this week to build a stronger relationship with your people leader?