Executive Onboarding

The first 90 days of a new executive’s tenure are critical to their success. At ACS, we understand that a smooth transition during this period is crucial to ensuring long-term effectiveness and leadership impact. Our Executive Onboarding service is designed to give your new leader the tools, resources, and support necessary to navigate their new role and align with your organisation’s culture and strategic goals. Drawing on principles from Michael Watkins' The First 90 Days, we ensure that the onboarding process helps executives accelerate their success while minimizing the risk of common pitfalls.

Key Elements of Our Executive Onboarding Program

Bi-Weekly Coaching Sessions for 90 Days

To facilitate a seamless transition, our onboarding program includes bi-weekly coaching sessions over the first 90 days. 

These sessions are focused on helping the executive build trust, navigate challenges, and effectively communicate with key stakeholders. The coaching sessions are structured to address specific milestones, including:

• Building relationships with team members, peers, and superiors.
• Identifying early wins that demonstrate leadership effectiveness.
• Managing stress and adapting to new expectations and responsibilities
• Tailored 90-Day Onboarding Plan

A one-size-fits-all approach to onboarding does not work for leadership positions. 

We create a tailored 90-day onboarding plan that is specific to the executive’s role, the company’s goals, and the challenges they will face. This plan includes:

• Learning Objectives: Specific goals for understanding the organisation, its processes, and its culture. This could include familiarising the executive with key business units, their strategic priorities, and understanding the company's history and core values.
• Stakeholder Mapping: Identification of key stakeholders across the business, their expectations, and the relationships the new executive must build. This process encourages open communication and sets the stage for future collaborations.
• Priority Actions: Clear steps that the new hire should take during the first 90 days, including high-impact projects, team assessments, and operational improvements.

Emotional Intelligence Development

Emotional intelligence (EQ) plays a pivotal role in leadership success. We integrate Emotional Intelligence (EQ) coaching into the onboarding process to help new executives:

• Improve self-awareness and self-regulation, critical for managing the stresses and challenges of a new role.
• Develop empathy and relationship management skills, essential for team engagement and effective communication.
• Enhance social skills that promote collaboration and team cohesion.

Managing Transitions and Early Wins

Michael Watkins in The First 90 Days emphasizes the importance of "secure early wins." This concept is integral to our onboarding process, helping executives establish credibility quickly. We assist your new hire in:

• Identifying and Securing Early Wins: Aiming for small, high-visibility victories that demonstrate leadership capability and build trust within the organisation.
• Identifying Critical Success Factors: Understanding the strategic areas that will have the greatest impact on business outcomes and focusing efforts on those areas.
• Making Adjustments: Providing strategies for adapting to the role, including managing expectations from various stakeholders and adjusting leadership styles to suit the organisational culture.

Cultural Integration and Alignment

Cultural fit is a key aspect of leadership success. Our onboarding program guides the executive in understanding and adapting to your company’s culture:

Cultural Assessment: We help the executive understand the formal and informal norms, values, and leadership expectations that drive success within your organisation.

Building Relationships with Key Influencers: Identifying individuals in the organisation who can provide critical insights into the company culture, and using this information to build rapport and trust with both the team and senior leaders.

Communication Strategies: We work with the executive to develop strategies for clear and transparent communication, helping them foster collaboration across different teams.

Feedback and Continuous Improvement

We incorporate a feedback loop into our onboarding program to track progress and ensure that the new executive’s leadership is evolving in alignment with organisational goals. Feedback is gathered from:

• Direct Reports and Team Members: Regular surveys or one-on-one conversations to ensure that the team is adapting well to the new leadership style.
• Peers and Stakeholders: Gathering feedback from key stakeholders to assess the new executive's integration into the broader leadership team and understanding of strategic priorities.
• Leadership Development and Long-Term Success.

Our goal is not only to onboard but to develop leadership potential. As the new executive settles into the role, our coaching and support continue to help them:

• Develop Long-Term Leadership Strategies: Building the skills and mindset required to lead effectively in the long term, not just in the first 90 days.
• Sustain Momentum: We help ensure that the initial successes are built upon, avoiding the common trap of "honeymoon periods" ending too soon.
• Create a Lasting Impact: We focus on helping executives grow into leaders who can leave a lasting, positive impact on the organisation.

The First 90 Days

Drawing from The First 90 Days, our onboarding program follows a structured approach to navigating the critical early period for any new executive. Watkins identifies several key areas of focus, including:

• Preparation: ACS helps executives prepare before they even step into the role by providing guidance on what to learn, whom to meet, and how to approach their first few weeks.
• Securing Early Wins: We support new executives in identifying and executing early wins that demonstrate their value and build trust within the company.
• Building Relationships: We emphasise the importance of relationship-building with key stakeholders, as these relationships will be the foundation of the executive's success.
• Avoiding Common Pitfalls: Watkins warns against several common mistakes, such as rushing into making major changes or neglecting cultural assimilation. Our onboarding process is designed to avoid these missteps and ensure a thoughtful and effective transition.