1. Executive Onboard &
Assimilation Coaching
A Proposal for Executive Placement Services
submitted by
Josef S. Klus, CPCC*
JSK Coaching Associates
*Certified Professional Co-Active Coach®
by CTI, the world’s first ICF-accredited coach training program.

2. Onboarding
On'-board'-ing [awn-bohrd-eng] -- noun
1. The integration of new senior-level managers or
executives into an organization.
Based on 2 key performance indicators:
1. Time to productivity, and
2. Engagement and retention.
2. The process to get a new executive “up to speed.”

3. TOP 3 STEPS
to Avoid Assimilation Errors:
Executive
Onboard
Proposal
1. Provide clear priorities and
achievable goals.
2. Assign to the new executive a
peer mentor.
3. Develop a formal on-boarding
process.

4. The Facts About Executive Placement:Executive
Onboard
Proposal
 Failure rate as high as 40-50%, for
some companies that hire new or
relocate executives.

5. The Facts About Executive Placement:Executive
Onboard
Proposal
 It takes 6.2 months for mid-level
managers to hit a breakeven fit for
success in new organizations. (HBR)

6. The Facts About Executive Placement:Executive
Onboard
Proposal
 Actual cost incurred from a poor
executive fit is incalculable. (GlobalExec)

7. The Facts About Executive Placement:Executive
Onboard
Proposal
 Retention rates increase when
companies ensure a new executive’s
success. (Bristol-Meyers Squibb)

8. The Facts About Executive Placement:Executive
Onboard
Proposal
 When an executive joins a
corporation, the first 6 months are
most critical for the success of both.

9. that the newly hired executive makes:
 Fails to understand organizational dynamics before
taking action.
 Attempts to do too much too soon.
 Misreads the leadership style of the organization.
 Fails to build a power base.
 Acts on incomplete or inaccurate information.
 Mismanages the personal (familial) transition.
Executive
Onboard
Proposal
Top 6 Assimilation Errors

10.  Quicker grasp of the new culture and objectives.
 Better collaboration and info exchange with
leadership team members.
 Effective integration into a leadership role in the
functional team.
 Faster insight into decision-making powers in the
organization.
 Focused identification and implementation of critical
organizational initiatives.
 Early delivery of results.
 More immediate establishment of credibility.
 Increase job satisfaction.
 Decrease chance of turnover.
Executive
Onboard
Proposal
Onboard Coaching Focus:

11. A Win-Win Solution
for both the new executive and the
organization.
Executive
Onboard
Proposal
Results:

12. Executive
Onboard
Proposal
Results:
When organizations provide a thoughtful and
intentional foundation…
…the new executive is successfully
assimilated into the new role,
and both performance effectiveness and
longevity increase.

13. Organizations that make good partners for
executive Onboard Coaching, typically:
1. Know a good deal about executive
transition.
2. Possess an intimate working knowledge
of real-world executive leadership
experience.
3. Value organizational success.
Executive
Onboard
Proposal
Partnering

14. Phases in the Executive
Onboard Coaching Process:
1. Contracting
2. Assessment
3. Action Planning
4. On-going Coaching
5. Outcome Measurement
Executive
Onboard
Proposal
JSK Coaching Associates

15. proposes to partner with McDermott & Bull
to offer their corporate clients:
• Executive Onboard Coaching
• For newly placed leaders
• 6-month coaching period
• 1-2 hours/week per exec
• Preferential rates to MB or their clients
Executive
Onboard
Proposal
JSK Coaching Associates

16. Joseph S. Klus
Josef@JSKcoaching.com 310 313
3010
Executive
Onboard
Proposal
JSK Coaching Associates