Over the last six months, I have been
approached by various clients about how best
to assimilate a new leader in an
organization. Regardless of whether the
person being hired is from outside the
company or promoted from within, the
challenge for the organization and the new
leader is the same.
How do they ensure that after a long and
tedious recruitment process, the new leader:
- Hits the ground running
- Builds strong relationships with the new
team
- Is successful in the job of driving
business success
In the book, The First 90 Days: Critical
Success Strategies for New Leaders at All
Levels, Michael Watkins provides a
roadmap for new leaders whether they are from
inside or outside the organization. Watkins
gives new leaders practical steps they can
take to make the transition as smooth as
possible. Whether the leader's new role is
CEO, Director of Marketing, or a Senior
Scientist, the leader need to pay attention
to the first 90 days.
Chief Executive Magazine's
January/February 2008 issue specifically
addresses the transition for
CEOs. An article entitled, "Rx
for New CEOs," by Dan Clampa and Michael
Watkins provides advice on the importance of
the transition process for new CEOs and make
some suggestions on how to ensure a smooth
transition in their new role.
From the perspective of Human Capital
Consulting Partners LLC as well as of studies
that have been done by other human resources
consulting firms, how you handle the
transition into a new role will determine
whether you succeed or fail. You must pay
attention to the "how," regardless of the jobs
you had in the past or level you are in the
organization. As you begin your new
leadership role, the following are some
helpful hints that should assist you in
making a successful transition:
- Clarify the job deliverables for your
position with your new boss.
- Meet with your new staff both as a group
and one-on-one as quickly as possible.
- Establish the goals, objectives, and
expectations for your new staff.
- Spend time understanding the culture of
the new department, group, and entire
organization.
- Conduct an assimilation team-building
meeting with your new direct reports during
the first six months.
- Communicate, Communicate, Communicate.
Transitions are never easy. But by
developing a formal transition process for
your new leaders, you will ensure that the
"First 90 Days" as well as the rest of the
time spent in that job will be a great success.
If you need help in developing transition
processes for your new leaders, Human Capital
Consulting Partners can help you by providing
people processes that align with your
short- and long-term business goals. Acting as
a trusted advisor to management, Human
Capital Consulting Partners designs,
develops, and implements practical and
results-oriented processes that drive
business success.
New Clients
Human Capital Consulting Partners is proud to
be working with three new clients.
Onconova
Therapeutics
Human Capital
Consulting
Partners will assist Onconova Therapeutics
with its day-to-day human resources
activities.
Foamex
International Inc.
Human
Capital Consulting Partners will develop an
assimilation program for Foamex's senior
leadership team.
Cardionet
Human
Capital Consulting Partners will serve as
Cardionet's interim Vice President of Human
Resources to lead the HR functions and
process.
I hope this information will help you
formulate your approach in dealing with your
human capital issues. If you are interested
in any Human Capital Consulting Partners
articles, please visit our Resource
Center.
If Human Capital Consulting Partners can be
of any assistance in helping you solve your
people process problems, contact us at
215-244-8110
or info@hccpartners.com.
Sincerely,
Jim Geier
Human Capital Consulting Partners
phone:
215-244-8110