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Adding feedback to leadership onboarding process ctd
- 1. Adding Feedback to Your Leadership Onboarding Process 1
- 3. What Senior Leaders Need • Critical Knowledge – Organization – Business Unit – Department/Function – Role • Build Key Relationships • Timely Feedback 3
- 4. Model for Onboarding Feedback 4 When • 45-60 days • 90-120 days Who • Boss • Self • Peers • Team • Customers What • Action plan • Follow-up When • 45-60 days • 90-120 days Who • Boss • Self • Peers • Team • HR Partner What • Cultural fit • Peer relationships • Stakeholder perceptions
- 5. Onboarding Indicators • Cultural fit • Personal transition • Peer relationships • Team assessment • Organizational knowledge • Business/market knowledge • Stakeholder perceptions 5
- 6. are you connected?® • What is are you connected?®: – An assessment of the new leader’s onboarding success – A 24-question, web-enabled, multi-rater survey – Developed and used in Fortune 500 companies • Benefits of are you connected?® – Identify how your new leaders are succeeding and where they are may need your help – Give your new leaders quantitative and qualitative feedback early enough to adjust – Increase retention and speed to performance – Measure impact of your onboarding process 6
- 7. •Survey participants provide feedback by clicking a link in an email invitation. •A standard survey includes 24- questions based on the seven onboarding indicators. •Quantitative and qualitative feedback is collected from each participant. •are you connected?® is a web- based survey that securely collects and reports confidential feedback. are you connected?® 7
- 8. •The survey report shows how are new leaders are being perceived by key stakeholders. •A qualified professional delivers the feedback and strategies for next steps. •Average score by rater group, number of raters, overall average score, and randomly-displayed comments are included in each report. •Finished report, action planning template and strategies are delivered electronically within 48 hours of completion. are you connected?® 8
- 9. Identify new leaders Identify participants (raters) for each leader Participants receive link to survey via email with instructions & due date Update of completion sent to HR partner/coordinator Reminders sent to participants who have not completed the survey are you connected? ® Report and Resources Packet sent to HR partner to deliver feedback are you connected?® Early Feedback Survey Process 9
- 10. The Results New leaders get— timely feedback against the 7 onboarding indicators and an action plan to address gaps opportunity to make adjustments before derailment Hiring Managers and HR Partners get— a “snapshot” view of how that new leader is doing specific quantitative and qualitative data to facilitate conversation Organizations get— data that shows any common onboarding challenges/themes data that reflects needs in the selection and/or the onboarding processes 10
- 11. HR Adds Value • HR partners provide expertise by— identifying opportunities and addressing issues coaching new leaders to making timely adjustments speeding the “pay-back” of the new leader investment to the organization 11
- 12. The Impact • Increase speed to performance • Increase engagement and retention • Align new leaders with culture and objectives • Facilitate relationships with key stakeholders • Accomplish performance and onboarding objectives 12
- 13. Summary • Early feedback is critical for success • Most new leaders don’t get any feedback • Organizations lack a valid way to collect and deliver feedback • are you connected?® Early Feedback Survey is a proven tool and easy to add to any process 13
Notes de l'éditeur
- Hello and thank you for joining us for Mastering Onboarding, Onboarding Senior Leaders: The Impact of FeedbackMy name is Brenda Hampel a Partner at Connect the Dots Consulting. Erika Lamont, also a Partner her at Connect the Dots, and myself will be conducting our webinar today.Before we get into our content let me give you a very brief overview of Connect the Dots. We are a management consulting firm focused on leadership onboarding, executive coaching and team dynamics. We have in-depth experience with our topic—our objective is to provide you with an understanding of both the business case and impact of feedback during the leadership onboarding experience.We have a few logistics to cover….
- So now that we have outlined why new leaders need unique onboarding support to be successful—let’s outline what they needReview content
- Key behaviors and success factors for the new leader are…. The roadmaps outlined in the next slides provide the new leader and his/her process partners with a structure and resources to carry out the key success factors
- We have now laid out the reasons new leaders need a different roadmap and outlined the what should be in the roadmapsWe now move to How to deliver the roadmaps each organization needs to determine..Who will deliver what is also critical—what is the role of each process partnerFinally, the process needs to be delivered in a structured, time-based way with checklists and resources
- And finally, the last key agenda item – how do we measure our processRead slide
- And finally, the last key agenda item – how do we measure our processRead slide