Despite
recent progress, research and “social listening” data reveal that new hires
report insufficient on-boarding processes across industries. As someone who has
held at least 3 “newly created” positions in his career, this got me thinking
out loud about my own experiences and applying that to how millennials starting
their first job or others starting new jobs can on-board themselves!
Let’s
face it, starting a new role can be very complex. Not only do you need to
understand the particulars of your new job, there are complex socio-political
aspects within the organization that need to be negotiated. Further, it is
critical that you understand the subtle aspects of the organization and it
would be highly advisable to enlist the help of those that have experience with
the organization to guide you through and perhaps avoid some early pitfalls! To
that end, you may want to consider the following 4 phase process to help you
approach a new role in a methodical manner.
Based
loosely on Nancy Schlossberg’s Transition Theory, the phases include:
Orientation
– this is the formal and informal process of learning about the policies and
procedures of the organization. If you are lucky, the organization will provide
a formal new employee orientation session but the information provided will be
very limited and mostly centered on content required for compliance. You need
to go further, however. Set up informational interviews with ALL direct reports
and as many of their teams as possible. Find out what matters to them so that
you can matter to them. Interview supervisors to guide you through the
politically sensitive issues and relationships. Meet with colleagues and others
that will have impact on you work.
Acclimation
– this requires more of a deeper dive into the organizational culture. Attend
any and all company-wide meetings. Make sure to read statements from leadership
and make sure you are familiar with all mission, vision and values statements. If
there are strategic planning documents available or board of director minutes
available, make sure you are conversant with this content. Finally, make sure
to attend any service or social events the organization sponsors so that you can
meet many people in a more relaxed and informal atmosphere.
Integration
– integration is directed toward mastering the critical relationships and
procedures closest to your role. The main goal is to be as effective as
possible as soon as possible. Clerical staff and other administrative personnel
will be great resources as to how to get things done correctly without causing
them more work (which you never want to do!!). During this time, you will also
want to be in an established rhythm you’re your own team and that by this phase
they clearly know your expectations but that you also know theirs! This is also
the phase when you want to start to understand how other parts of the
organization interact with yours. Also, if the organizations offers a mentoring
or coaching program, take full advantage of the opportunity. If not, then find
your own! Finally, this is the phase when you are checking in with your
supervisor to make sure you are clear on their expectations and that you are
directing efforts in the right direction.
Innovation
– finally, the last phase of this initial on-boarding is start to discover
where you can make new and positive contributions. Using the talents and skills
that you clearly have combined with the extensive research you have done in the
first 3 phases, now is the time to start being a difference maker or at least
identifying points of entry. This innovation can include but not be limited to
streamlining processes, opening lines of communication with your team,
providing a professional development opportunity, or suggesting a new product
or service.
Clearly,
the activities suggest above will NOT be covered in organizationally provided
on-boarding activities so you will need to lead
yourself during this important time. This is where you should take the
extra time and effort to take ownership of your entre into the organization and
start adding value as soon as possible. Trust me, this may earn you some quizzical
looks and it may take a while but nothing pleases people more as when you
demonstrate an active and sincere interest in what they do and how you can make
their work better!
As always if I can help you and the
people you associate with Get Better, Be Ready and LEAD OUT LOUD, I would
invite you to email me or to visit my website below and see if any of the
training or coaching experiences I offer can provide an impact! Also, as a
bonus, if you go to my Out Loud Strategies website (www.outloudinc.com) and enter your contact information, I will
send you a FREE guide to establishing a mentoring initiative program in your
organization! Such an initiative would be critical in order to add value to
your organization!
Yours in Leadership,
Bill Faulkner
Principal Consultant –
Out Loud Strategies
Independent Coach,
Speaker, and Trainer with the John Maxwell Team TM
Email = bill@outloudinc.com
Visit our website
at: www.outloudinc.com
Feel free to “LIKE” our
FB Page www.facebook.com/outloudinc
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