Executive Onboarding
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<strong>Executive</strong> <strong>Onboarding</strong><br />
actions with the objective of making the candidate<br />
decision-making competent as soon as possible upon<br />
entering the new role. This phase commences when a<br />
formal agreement has been made/settled and ends when<br />
the candidate starts his/her new role.<br />
3. The entry phase or marriage phase is where the candidate<br />
– in close alignment with the principal/company – is<br />
executing on the abovementioned 90-day transition plan.<br />
This phase commences when the candidate starts his/her<br />
new role and ends when the first 90 days have passed.<br />
Essentially, structured executive onboarding is designed to<br />
accelerate the effective transition of leaders into a new<br />
position/role with the primary benefit of this being:<br />
1. Narrowing the time to performance and, thus, the<br />
timeframe it takes to make the candidate decision-making<br />
competent in the new role. Research indicates that for<br />
each month that passes before a leader is decision-making<br />
competent in his/her new role, costs could be as high as<br />
$450,000-750,000 per month. 10<br />
2. Limiting the likelihood of derailment and improving the<br />
probability of success of the candidate in his/her new role.<br />
3. Contributing to talent retention and succession planning by<br />
also providing existing and upcoming executives access to<br />
a supportive environment designed to deliver on personal<br />
and organizational aspirations. With expected talent<br />
shortages in the internal and external leadership pipeline,<br />
10 Gjerrild, T. (2013). Limbo – Gør den nye topleder klar fra dag 1. Gyldendal Business, 1(1), 8.<br />
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