Integrating leadership development into onboarding. As I sat down to write on this topic, I paused. Adding development to your onboarding strategy isn't a revolutionary idea, but are organizations actually doing it? Should they be? I was surprised to discover that many do not combine development with other traditional onboarding procedures.
Companies spend an inordinate amount of time and money educating new management hires on company mission, vision, values, setting up email, going over key tasks, etc. But what about soft skills? They’re likely a good manager, or you wouldn’t have hired them, but do they have what it takes to be a good manager at your company? Consider these three areas to support your new managers as part of your onboarding strategy.
Skill Building: Take it back to the basics. Focus on the key skills managers must have to ensure their success as a leader at your company; communication, change management, managing performance, goal setting, delegating, and more. Provide them the opportunity to practice these skills now before they swerve off track. Think small, bite-sized learning to fit into their already-busy schedule as they’re working hard to assimilate into their new role.
Do your new managers have what it takes to be a good manager at your company?
Coaching: Giving new hires the opportunity to practice these skills in their new workplace with the guidance of an unbiased, professional coach is an unexpected benefit that busy new managers rarely receive. Imagine how quickly they could integrate into a new team with someone coaching them through real issues in the moment.
Manager Support: Support and involvement from the manager’s direct supervisor are crucial to the success of a new hire. The manager is arguably the biggest success factor in both onboarding and development. Any development needs to be fully supported by their manager, and even better if you can include them in the process. Their manager should know exactly what they’re learning and when so they can provide additional support and accountability.
Support and involvement from the manager’s direct supervisor are crucial to the success of a new hire.
Want to make sure your new hires have the leadership skills they need to succeed? Leave us a comment or contact us today – we’d love to help you think differently about your onboarding strategy.
Contact ICC today to get your leadership development plans in place. www.InnovateICC.com (855)-865-4400
Stay connected and join our list of world-class leaders, innovators, and human resource professionals. Be among the first to receive event invitations, industry reports and company-wide messages when you sign up to receive our newsletter.
The “Is it Worth It?” podcast series is a top leadership podcast that hosts conversations toshare rare and unfiltered advice from leaders in the trenches. We aspire to empower ourlisteners – that’s you – to be leaders worth following regardless of title or position.Explore previous episodes and subscribe to get the latest series sent directly to yourinbox.
Integrating Leadership Development into Your Onboarding Strategy
By: Courtney Beam
Integrating leadership development into onboarding. As I sat down to write on this topic, I paused. Adding development to your onboarding strategy isn't a revolutionary idea, but are organizations actually doing it? Should they be? I was surprised to discover that many do not combine development with other traditional onboarding procedures.
Companies spend an inordinate amount of time and money educating new management hires on company mission, vision, values, setting up email, going over key tasks, etc. But what about soft skills? They’re likely a good manager, or you wouldn’t have hired them, but do they have what it takes to be a good manager at your company? Consider these three areas to support your new managers as part of your onboarding strategy.
Skill Building: Take it back to the basics. Focus on the key skills managers must have to ensure their success as a leader at your company; communication, change management, managing performance, goal setting, delegating, and more. Provide them the opportunity to practice these skills now before they swerve off track. Think small, bite-sized learning to fit into their already-busy schedule as they’re working hard to assimilate into their new role.
Coaching: Giving new hires the opportunity to practice these skills in their new workplace with the guidance of an unbiased, professional coach is an unexpected benefit that busy new managers rarely receive. Imagine how quickly they could integrate into a new team with someone coaching them through real issues in the moment.
Manager Support: Support and involvement from the manager’s direct supervisor are crucial to the success of a new hire. The manager is arguably the biggest success factor in both onboarding and development. Any development needs to be fully supported by their manager, and even better if you can include them in the process. Their manager should know exactly what they’re learning and when so they can provide additional support and accountability.
Want to make sure your new hires have the leadership skills they need to succeed? Leave us a comment or contact us today – we’d love to help you think differently about your onboarding strategy.
Contact ICC today to get your leadership development plans in place.
www.InnovateICC.com (855)-865-4400
Learn more about ICC's Leadership Development Services.
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The “Is it Worth It?” podcast series is a top leadership podcast that hosts conversations toshare rare and unfiltered advice from leaders in the trenches. We aspire to empower ourlisteners – that’s you – to be leaders worth following regardless of title or position.Explore previous episodes and subscribe to get the latest series sent directly to yourinbox.