𝗛𝗲𝗹𝗽 𝗢𝗻𝗯𝗼𝗮𝗿𝗱 𝗮 𝗡𝗲𝘄 𝗟𝗲𝗮𝗱𝗲𝗿

 

𝗛𝗲𝗹𝗽 𝗢𝗻𝗯𝗼𝗮𝗿𝗱 𝗮 𝗡𝗲𝘄 𝗟𝗲𝗮𝗱𝗲𝗿

🔷When people start a new role – whether internal or external – most probably feel various levels of anxiety. They hope for support from senior leaders, colleagues, and team members to assist with the transition. This stress is only more pronounced when assuming a leadership role.

👉There are three main reasons why onboarding leaders derail:

1) They fail to understand how the organization works;

2) They don’t fit with the organizational culture; and

3) They struggle to forge alliances with peers.

🔷There are three fundamental types of learning when starting a new role: technical, cultural, and political.

𝗧𝗲𝗰𝗵𝗻𝗶𝗰𝗮𝗹 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 is about understanding what it takes to succeed in the job. It involves learning about customers, products, technologies, and systems, as well as getting up to speed with the specifics of the organization’s roles, goals, capabilities, KPIs, and performance.

-What can I give to quickly bring them up to speed on our customers, products, systems, etc.?

-What key reports or product information would be helpful?

-What data would give them a strong understanding of the current state?

-What historical data would offer insights into today’s priorities?

𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 is about understanding the key behavioral norms that govern “how we do things here” as well as how to speak the local language (e.g., acronyms).

-What are the unwritten rules that would be helpful for someone coming in new to our company?

-What insights into decision-making, collaboration, and working together would help someone integrate faster?

-What are the culture-specific expectations or landmines that an incoming leader needs to know?

-What acronyms are common in our company?

𝗣𝗼𝗹𝗶𝘁𝗶𝗰𝗮𝗹 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 is about understanding how decisions are made and how power and influence work, as well as identifying the key stakeholders and clarifying the decision-making processes.

-Who are the key stakeholders they should meet with in the near term, and is there anything I should share about them that would be helpful for the new leader to know?

-Who are the key partners that they will need to work with to move strategic initiatives forward?

-Who are the external partners that work closely with this team?

-What is a suggested cadence for meeting peers, stakeholders, and partners?

🌟If you have a new manager coming soon, identify how you can help them rapidly learn about the organization, the team, and the culture.

🌟New leaders are drinking from a proverbial fire hose. Being in a new role can be difficult. Offering help, checking in, keeping them in the loop, and offering a listening ear can be very helpful to someone who is working on learning and trying to make progress at the same time!

🌟Assist those moving into new leadership roles as you wish others would help you in a similar situation!

Source: Linkedin Chris Kelley