Frequently Asked Questions
How is the PowerStart Onboarding process different from an orientation?
An orientation, especially at the senior management level, offers only a brief overview to give the new member of the organization the basics needed to get started. PowerStart Onboarding is, by design, much more comprehensive. The process provides four months or more of specialized resources and intensive support, helping the new leader transition and integrate into the new role and organization.
What are the missteps that generally cause a new leader to have a slow start or worse, to "derail"?
There are many potential hazards for the new leader. The most common are:
- Starting without a clear charter and mutually established expectations.
- Taking on too many priorities and/or accepting unreasonable timelines
- Failing to make the boss's priorities a high priority.
- Bringing preconceived solutions without thoroughly validating them.
- Underestimating the urgency of gaining company insight and cultural awareness.
- Misreading and behaving "out of sync" with the organization's culture.
- Failing to identify key stakeholders and build necessary partnerships and coalitions.
- Failing to diagnose the business situation and misaligning leadership strategies with the situational demands.
Why is it necessary for an experienced executive to be supported by an Onboarding process?
Research has shown that all newly placed (i.e., recruited or promoted) executives face a number of significant transition and integration challenges during the first four months. The real potential exists for even "experienced" executives to be significantly slowed or even derailed by any of these pitfalls. Transitions are pivotal times, as everyone has high expectations. Yet, the new leader needs to acquire knowledge quickly, establish new working relationships, build an effective team, and develop decision-making processes. While juggling these organizational issues, the executive may also be experiencing a personal and family transition into a new community.
What are the components of the PowerStart Onboarding process?
It is a comprehensive process that combines consulting and coaching with the use of a unique Web-based application that provides the new senior leader with an online, central source of Onboarding information, tools, resources, and advice. During the four-month process, written communications, including interview and survey tools, will be used by the Onboarding consultant to provide developmental feedback to the new leader.
For emerging leaders, the Onboarding University presents the same process in a self-study format that includes expanded leadership development components. The University’s curriculum provides approximately 14 weeks of Onboarding support and guidance for an emerging leader.
How long does the process take?
Successful executive transitions can take from 12 months to more than two years, depending on a number of situational variables. The PowerStart Onboarding process provides extended support for four months or longer. The daily or weekly time investment will, of course, vary by individual. The process is intensive, but also sensitive to the time and performance pressures on executives. In fact, it helps in practical ways to deal with these pressures.
What benefits can the new leader and the organization expect from the PowerStart Onboarding process?
A new leader will adapt and become a full contributor in the organization faster, better, and with fewer destabilizing effects. In addition, other benefits are realized:
- Assures alignment between organization and individual priorities and expectations.
- Reinforces and adds to management disciplines and leadership development activities.
- Supports team processes and increases their effectiveness.
- Reduces costs of executive rough starts or failure.
- Builds a foundation for the long-term success of the new leader.
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