Introduction
This is a concept that exemplifies the acquisition, accommodation, assimilation and acceleration of fresh and new leaders into a business and its organizational culture. A number of steps are required in this process in order to ensure executive effectiveness and the smooth assimilation of the new leaders into the ways of a business or organization. The following is a checklist of the steps that are required to ensure that executive onboarding results in an efficient and timely process of orienting the new executives into an organization.
The Checklist of Steps and the Rationale for every Step
The fact that executive onboarding is a crucible for leadership cannot be anymore underscored. The management of onboarding is very important because it has a long lasting influence on everyone involved. There are three steps in my checklist that will ensure that onboarding blossoms into a process that enables the orientation of new executives into an organization.
Commitment to the course of an organization is very vital to its survival and much desired success. However, one has to understand a course before they can commit to its philosophy. It is important for new executives to understand the course f an organization. Therefore, during executive onboarding, the course of an organization should be adequately explained to the new executives. This will ensure that they not only understand the course but also commit (Hargrove, 2011).
Step Two: Context
Once the course is clearly understood and everyone commits to its philosophy, it is important choose the team, avail the resources and mark the route towards meeting the objectives envisioned in the course of the organization. In doing this, the input of the new executives is important. However, those managing executive onboarding should offer guidance in line with the core values of the organization as they are more conversant compared to the new executives (Goldsmith, Carter & Best Practice Institute, 2009).
Step Three: Communication
It is important to follow through the process in terms making adjustments on the boundaries, resources and the relationships forged in the organization. This is best done through effective communication to all involved when any changes or alterations are made (Bradt, 2009).
Conclusion
New executives in an organization fail to thrive because of poor delivery, poor fit and the inability to readjust to unexpected occurrences. However, existing employees can help orient them to the organizational culture through the application of the above checklist of steps.
References
Bradt, George B. (2009). Onboarding: How to Get Your New Employees Up to Speed in Half the Time, Epub Edition. John Wiley & Sons Inc.
Goldsmith, Marshall, Carter, Louis, & Best Practice Institute. (2009). Best Practices in Talent Management: How the World's Leading Corporations Manage, Develop, and Retain Top Talent, Epub Edition. Pfeiffer & Co.
Hargrove, R. (2011). Your first 100 days in a new executive job. Boston, MA: Masterful Coaching Press.
