Organisations spend huge amounts of time and money in recruiting leadership talent, yet consistently fail to make the best of their investment.
- a set of unclear expectations
- a pressure to perform early on
- a focus on the immediate needs, rather than playing the long game
- a lack of resources to help the new leader orientate
To address the issues faced by any new leader, organisations are starting to focus on getting them up to speed, helping them forge effective relationships and providing resources to accomplish what is expected.
Alongside this, the leader assesses the strength of his or her new team to ensure capability is aligned to objectives and roles.
Then, within the first 45 days, the leader completes a full stakeholder analysis. The leader identifies those people in the organisation who will be influential to the strategic plan. and a series of meetings are held with these key stakeholders, to identify important issues the new leader can impact and to establish expectations.
A full-day meeting between the leader and his or her new team takes place within the initial 60 days, often facilitated externally. Team issues are identified and action plans are created in collaboration.
Whether external or internal, organisations are at last waking up to the benefits of supporting the whole leader, exploring what works well during the critical first 100 days in role and their personal context, e.g. the new leader’s personal style, strengths and development needs, emotional reactions, stress of cultural adjustment, role pressures, family impact, etc.