New Leader Assimilation
Coaching that increases the success rate of newly hired or promoted executives.
WJM’s On-Board Coaching increases the return on the major investment companies make in their people by identifying and addressing potential challenges faced by new executives and supporting successful assimilation.
At a glance
The risk of failure is even higher when the person has been brought on to manage a change initiative, turnaround, or merger. WJM’s onboarding is designed to reduce risks and costs, increase productivity, and accelerate successful assimilation.
Since 1996, WJM has delivered "white-glove" coaching services to senior leaders at hundreds of top companies, including over 50 of the Fortune 500.
New hires
Promotions
Geographic re-locations
Changing business situations
CRITICAL STRATEGIES
Learning about the organization, including its culture and politics.
Understanding expectations of the role.
Developing effective communication approaches.
Gaining insights into business unit processes and practices.
Effective knowledge transfer.
Recognizing common pitfalls and developing action plans to avoid or mitigate these risks.
Developing high-quality relationships with management, peers, and subordinates.
Establishing targets for early wins.
When a hire does not succeed, the costs can be substantial, including search, relocation, severance, and training, as well as loss of morale, momentum, and growth opportunities.
WJM helps identify and address potential challenges faced by new executives, increasing productivity by accelerating and supporting successful assimilation.
The process includes identifying and meeting with the executive’s manager, human resources, and other key stakeholders to review expectations and best practices for success.
When appropriate, WJM facilitates a team assimilation meeting to accelerate the working relationship between the executive and team, clarify direction, and promote integration and communication.
COMMON QUESTIONS
Direct answers for CHROs, HR leaders, talent leaders, and senior leaders considering On-Board Coaching or executive transition coaching.
Ideally at the start of the role, or as close to it as possible, so the executive can align early around priorities, expectations, relationships, and transition risks.
No. It is often just as valuable for internal promotions, especially when a strong leader is moving into a broader, more visible, or more complex role.
A common structure is an upfront assessment followed by roughly three months of focused coaching, with the scope adjusted to the situation.
Yes. When appropriate, WJM can include a facilitated team session to clarify expectations, improve alignment, and help the leader and team build traction together.
Yes. Many organizations use On-Board Coaching as the first phase of a broader coaching effort when the leader’s development needs extend beyond the initial transition.
START THE CONVERSATION
If you are supporting a newly hired or promoted executive, WJM can help you think through the right level of onboarding coaching, stakeholder involvement, and team assimilation support.
