A proactive plan between the new leader and the hiring manager becomes an effective tool for agreeing on priorities.
|
…up to 9 months from start
|
| The new leader will use this phase to learn the business strategy and the associated goals and challenges, organizational and political dynamics, and the strengths and weaknesses of the team. Simultaneously, he/she will begin to identify operating priorities, ways to build credibility and momentum, and opportunities to make an impact quickly and successfully.
|
|
|
|
|
…up to 18 months from start
|
| The new leader builds a strong business plan with associated actions for the organization, team and process and begins to implement the plan. He/She will also be cultivating networks and cross-functional relationships instrumental to the business plan. Ultimately, this phase encompasses aligning systems, beginning aspects of implementation and accomplishing early successes.
|
|
|
|
|
…up to 24-36 months from start
|
|
The new leader focuses on refining and realigning the business plan based on early results and observations. Strong coalitions are built, the team is solidified and understands how to work effectively together, and the leader begins having impact on a broader front than purely his/her business becoming a recognized change agent as a result. |
Click the links above to learn more about other aspects of our New Leader Assimilation Program.
