This document outlines a six month onboarding process for new leaders with the following key phases: 1. The first month focuses on understanding the organization's strategy, goals, priorities and developing a 90 day plan. 2. In the second month, the new leader identifies stakeholders, builds relationships and identifies early wins. 3. During the third month, the leader forms an operational strategy, conducts team alignment and tests hypotheses. 4. Months four to six are focused on implementation, receiving feedback, making key decisions, and assessing performance on early wins and action plans.

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
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