Executive Onboarding
Create successful ePaper yourself
Turn your PDF publications into a flip-book with our unique Google optimized e-Paper software.
<strong>Executive</strong> <strong>Onboarding</strong><br />
diligence, you will most probably come up with four possible<br />
scenarios for cultural change as depicted in Figure 4:<br />
Figure 4: Inspired by Bradt et al. in their book: “The New Leaders 100-Day Action Plan” 17<br />
1. Congregate<br />
Your immediate diagnosis of the organization does not<br />
entail an urgent need for cultural change. Yet, the<br />
governing culture in the organization is ready to change.<br />
Here, your focus should be to congregate (i.e. to assemble<br />
your team and key stakeholders around minor changes<br />
that need to take place over time) while continuously<br />
nurturing their willingness to undertake larger changes<br />
with time.<br />
2. Develop<br />
Your immediate diagnosis of the organization does not<br />
entail an urgent need for cultural change and the<br />
governing culture in the organization is similarly not ready<br />
17 Bradt, G. B., Check, J. A., & Pedraza, J. E. (2011). The new leader’s 100-day action plan<br />
(3rd ed.). Hoboken, NJ: Wiley.<br />
- 59 -
Change language