A Proven On-Boarding Process
On-boarding is a critical process to create fully contributing, engaged leaders in your workplace. Even the most experienced of leaders can benefit from a structured on-boarding process. Here is one we often recommend for clients.
PHASE 1: Identification
This phase occurs during the selection process and the action-items below should be completed through your hiring activities.
- Present organizational context by discussion company goals, organizational culture, your competitive landscape, and major constituents for agencies and municipalities.
- Share departmental functions and any key players in the departments.
- Determine fit with individual roles, identify the responsibilities of the role as well as the authority and scope of the position and any resources available to the candidate.
- Offer community perspective by sharing the company culture and any benefits or offerings available to your employees and staff.
PHASE 2: Indoctrination
The action-items listed below should be presented as structured, self-paced activities to be completed within three months of hire.
- Present organizational context by outlining policies, customers, clients, and constituents, identify any partners and alliances and define the organizational mission, vision, and strategy.
- Share departmental functions and obligations by discussion topics like budgeting, operations and procedures, current initiatives and their progress to date.
- Determine fit with individual roles by identifying tools and logistics as well as personal performance objectives.
- Offer community perspective by defining a support network and how to navigate it.
PHASE 3: Development
During the first year of employment, development happens through a series of structured, formal coaching and training programs. These programs should include things like:
- A personal development needs assessment, such as the Harrison Assessment Survey and Interaction Style Inventory to identify growth opportunities within the role.
- Working with a coach, create a personal development plan focused on the findings from your needs assessments.
- Attend a baseline program such as Management Skills for New Leaders or Manager as a Mentor and Coach to build skills.
PHASE 4: Expansion
The final phase is an on-going process focused on the continuous development of your employees. These objectives should be completed through structured, on-the-job experiences and formal training.
- Check progress against expectations and development, use tools like the 360 Feedback Assessment or Interaction Styles to help you.
- Meet with a trained coach to revisit and refine your development plan.
- Complete on-the-job development actions like completing pre-determined projects and activities, meeting regularly with your coach and attending additional development programs.
