Leader OnBoarding Process At-A-Glance

A simple and effective alignment process that minimizes the
guesswork and speeds transitions for New Leaders
Pre-Start
Month
One
Month
Two
Month
Three
Months
Four – Six
Prepare
Expectations/
Relationships
Business
Understanding/
Relationships
Effectiveness/
Relationships
Execution/Future
Effectiveness
 Understand the
organization’s current
strategy, goals and
challenges
 Seek out information
about operating
priorities
 Begin to develop a 90-
day plan to learn more
about your own
operation
 Clarify charter with
your Hiring Manager
and agree on mutual
expectations
 Identify key
stakeholders, their
priorities and
expectations, and
begin to form
relationships
 Gather information
and develop insight
into the organization’s
performance
climate/culture
 Identify Early Wins
around assessing
your operation and
people
 Build relationships,
networks and
alliances to develop
personal influence
 Size up inherited
talent, map their
capabilities onto top
priorities
 Receive Culture
Snapshot, driving
deeper insight into
your operation
 Form operational
strategy and operating
priorities
 Conduct Team
Alignment Process
 Solidify team and
team relationships
 Test hypotheses
about operating
priorities, strategy and
goals
 Test recommended
operational strategy
and operating
priorities with your
Hiring Manager
 Receive LevelSet:
Early Feedback and
plan effective action
 Continue to identify
and align
expectations,
particularly those held
by key stakeholders
 Make key decisions
that align strategy,
structure, people,
processes and metrics
 Implement (and
monitor) LevelSet:
Early Feedback
Action Plan and Team
Alignment Process
Commitments
 Assess performance
on Early Wins and
other action planning
and adjust strategies
and tactics as needed
 Refine your business
plan
Leader OnBoarding
www.leaderonboarding.com
877.733.7310
1 von 1

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Leader OnBoarding Process At-A-Glance

  • 1. A simple and effective alignment process that minimizes the guesswork and speeds transitions for New Leaders Pre-Start Month One Month Two Month Three Months Four – Six Prepare Expectations/ Relationships Business Understanding/ Relationships Effectiveness/ Relationships Execution/Future Effectiveness  Understand the organization’s current strategy, goals and challenges  Seek out information about operating priorities  Begin to develop a 90- day plan to learn more about your own operation  Clarify charter with your Hiring Manager and agree on mutual expectations  Identify key stakeholders, their priorities and expectations, and begin to form relationships  Gather information and develop insight into the organization’s performance climate/culture  Identify Early Wins around assessing your operation and people  Build relationships, networks and alliances to develop personal influence  Size up inherited talent, map their capabilities onto top priorities  Receive Culture Snapshot, driving deeper insight into your operation  Form operational strategy and operating priorities  Conduct Team Alignment Process  Solidify team and team relationships  Test hypotheses about operating priorities, strategy and goals  Test recommended operational strategy and operating priorities with your Hiring Manager  Receive LevelSet: Early Feedback and plan effective action  Continue to identify and align expectations, particularly those held by key stakeholders  Make key decisions that align strategy, structure, people, processes and metrics  Implement (and monitor) LevelSet: Early Feedback Action Plan and Team Alignment Process Commitments  Assess performance on Early Wins and other action planning and adjust strategies and tactics as needed  Refine your business plan Leader OnBoarding www.leaderonboarding.com 877.733.7310