This is an overview of DHR International's Executive Integration Global Practice. EI is a process that begins when an offer is accepted and concludes 90 days after the new hire's start date. The new leader arrives fully prepared to secure early wins, sustain them and avoid costly, preventable mistakes.
2. What is Executive Integration?
• Executive Integration is a facilitated process that prepares new senior
leaders in advance of their start date to arrive fully briefed and equipped to
get the right results quickly and avoid costly, preventable mistakes.
• Specific information, priorities and guidance is obtained by a DHR
Executive Integration consultant from the new leader’s boss, peers, direct
reports and other key stakeholders, which is then synthesized, packaged and
presented to the new executive during a thorough debriefing ahead of the
start date.
• The consultant prepares the new executive for a first day kick-off meeting
with the new leader’s direct reports and facilitates that meeting.
• The consultant , new leader and boss have follow up meetings at 30-day
intervals for the first 90 days to ensure the new leader remains on track.
4. Executive Transition Challenges
• 2011 “Executive Transitions” Study
› Ramp up time for new external hires—6 to 9 months
› Ramp up time for internal transfers—3 to 9 months
› 30% of external executive hires fail within 2 years
› 23% of internal executive transfers fail within 2 years
Source: Institute of Executive Development and Alexcel Group
5. Executive Transition Challenges
• Each year >500,000 managers enter new
positions in the Fortune 500 alone.
• Failure rate for external senior hires is 40 to 50%
• The first three months will largely determine the
ultimate success or failure of a new executive
• The “Breakeven Point” is 6.2 months (new leader
has contributed more value than consumed)
“The First 90 Days: Critical Success Strategies for New Leaders at All Levels” by
Michael D. Watkins. Harvard Business Press, 2003
6. Executive Moves Underway
• 73% of employed senior executives are
considering new career opportunities in 2011
and are actively entertaining their options.
› The majority expects it to be a lateral move
› Indian executives are looking to progress far quicker than
the global average
› Indian, Australian and Chinese executives are some of the
most mobile executives in the world
The Bluesteps/AESC 2011 Executive Mobility Report
7. Current Emphasis is on Selection
“Typically, organizations work extremely hard to
identify and hire new talent…but then rely on
hope when it comes to making their new
investment successful.”
Scott Saslow
Executive Director
Institute of Executive Development
8. Integration Guidance is Lacking
“Given the stakes, it is surprising how little good
guidance is available to new leaders about how
to transition more effectively and efficiently into
new roles.”
Michael D. Watkins, “The First 90 Days: Critical Success Strategies for New Leaders
at All Levels”, Harvard Business Press, 2003
9. ROI for Executive Integration
“Adoption of a standard framework for
accelerating executive transitions can yield big
returns for organizations.”
Michael D. Watkins, “The First 90 Days: Critical Success Strategies for
New Leaders at All Levels”, Harvard Business Press, 2003
10. DHR’s Solution
Executive Integration (“Pre-boarding”)
New Executives are able to:
• Secure early wins (get the right results sooner)
• Avoid costly and preventable mistakes
• Minimize staff productivity declines
• Minimize key staff turnovers
• Accelerate management team cohesiveness
• Sustain their early wins over the long-term
11. Pre-boarding versus Onboarding
Pre-boarding begins when an offer is accepted
Onboarding begins on the start date
Onboarding focuses on employee assimilation
Pre-boarding focuses on executive results
12. How is Pre-boarding Packaged?
Pre-boarding is an optional feature of a DHR
senior executive search (VP and higher)
14. How is Pre-boarding Delivered?
• Assigned Executive Integration consultant interviews the slate of
candidates (explains the process in person or by phone)
• Search consultant keeps Integration consultant informed as to the
timing of a hire
• Offer accepted…Process begins
• Integration consultant interviews boss, peers, direct reports and
others as assigned
• Consultant documents the structured interviews
• Consultant provides document to the new executive
• Consultant debriefs the new executive and preps for start date
• Consultant facilitates new leader kick-off meeting on the start date
• Consultant assists new executive for the first 90 days as needed
• Consultant and new executive meet with the boss at 30-day intervals
15. Executive Integration Practice Leader
• Michael K. Burroughs is DHR’s Global Practice Leader
for Executive Integration and Development
• 10+ year executive recruiter with DHR
• Three time Fortune 500 “OD” executive
• Developed, implemented and refined the process (15 yrs)
• Seasoned executive developer and coach (20+ years)
• Retired U.S. Army colonel with extensive leadership and
leadership development experience
• Thought leader in Executive Integration
• Author: “Before Onboarding: How to Integrate New
Leaders for Quick and Sustained Results” (June, 2011)
16. For More Information
Contact Mike Burroughs
DHR Global Practice Leader—
Executive Integration and Development
314-727-2000 ext. 3002 (St. Louis office)
8000 Maryland Avenue, Suite 1010, St. Louis, Missouri 63105
mburroughs@dhrinternational.com
www.dhrinternational.com
