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INITIAL ON BOARDING COACHING. Accelerating the transition of new executives to their organization, team and role. Karen R. West, PhD YSC US South Office Houston, Texas Office: 713.267.2393 Cell: 281.745.3345 Karen.West@ysc.com. Initial On Boarding Coaching. Phase 6. Final Transition

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initial on boarding coaching

INITIAL ON BOARDING COACHING

Accelerating the transition of new executives to their organization, team and role

Karen R. West, PhD

YSC US South Office

Houston, Texas

Office: 713.267.2393

Cell: 281.745.3345

Karen.West@ysc.com

initial on boarding coaching1
Initial On Boarding Coaching

Phase6

Final Transition

Meeting

Phase 5

Transition

Meeting 2

  • Review Progress and Pulse Results
  • Discuss Ongoing Issues
  • Development Planning

Phase 4

Transition

Meeting 1

  • Review On Boarding Experience and Initial Pulse Results
  • Review experience with Reporting Senior
  • Review/Coaching regarding Integration Plan

Phase3

EDP

  • Team Integration Process
  • Review/Coaching regarding Integration Plan
  • Feedback to Reporting Senior
  • Determine Pulse Questions

Phase 2

Pre-Interview

  • Four Hour Interview
  • Feedback to Executive & Reporting Senior
  • Written Report regarding Key Initial On Boarding Issues
  • Executive Given Integration Plan Guidelines

Phase1

Initiate Process &

Schedule Assessment

  • Reporting Senior Interviewed:
    • Strengths
    • Concerns or Opportunities
  • New executive scheduled for meeting with YSC
  • Process described to executive
  • Questions answered
implementation guidelines
Implementation Guidelines
  • Initial On Boarding Coaching works when:
  • New leader comes from outside company
  • New leader transfers from an associated operation
  • New leader due for promotion or role changes

Best when:

  • Process started within first 30 to 60 days

Facilitated by:

  • 2 YSC consultants, including the same YSC consultant who conducted the EDP; 1 with smaller teams
phases 1 3 environmental scan
Phases 1-3: Environmental Scan

1. New executive is scheduled for meeting with YSC

2. Key Individuals interviewed:

Reporting senior, Outgoing executive, others as desired

  • Strengths
  • Opportunities
  • Concerns
  • Role challenges and goals

3. EDP conducted

  • Four hour interview
  • On Boarding Integration Plan is given and explained, timeline set and scheduled for initial first draft, EDP feedback session, and Team Integration Process (note: all on same trip)
  • Written report generated regarding key Initial On Boarding Issues
phase 4 team integration feedback
Phase 4: Team Integration & Feedback
  • Team Integration Process
  • Team process to integrate leader with understanding of organization and team
  • Review of On Boarding Integration Plan
  • After Team Integration Process in order to include relevant information from Team Integration Process
  • Feedback to Reporting Senior
  • A 3 way conversation regarding:
  • On Boarding Integration Plan
  • Discussion regarding other emergent issues
  • Determine 5 or 6 Pulse questions for follow-up feedback from team and reporting senior
team integration process description
TEAM INTEGRATION PROCESS DESCRIPTION

1.

Planning

(with Leader)

2.

Planning

(with Team)

Optional

3.

Data Gathering

(with Team)

4.

Debrief

(with Leader)

5.

Leader & Team

Discussion

6.

Close

objectives of team integration process
Objectives of Team Integration Process
  • Accelerate the creation of effective working relationships between a new leader and their team

Become acquainted with respective operating styles

Establish open channels of communication

Understand mutual expectations

Exchange views

outcomes for new leader from team integration process
Outcomes for New Leader from Team Integration Process
  • Leader can share ideas and philosophies
  • Clarify mutual expectations
  • Build foundation of trust
  • Leader can hear and address the team’s concerns and questions thereby:
  • Alleviate potential misunderstandings
  • Dispel erroneous group assumptions
  • Gain insight into the Team’s operating style and their expectations
outcomes for team from team integration process
Outcomes for Team from Team Integration Process
  • Brings the team together to create alignment about:
  • New leader
  • How they want to function
  • Learn the new Leader’s operating style, personal priorities and expectations
  • Take advantage of a forum that allows team to surface as a group, potentially sensitive issues or concerns
on boarding integration plan
On Boarding Integration Plan
  • Situation Assessment
  • Relationship Development
  • Business Plan & Priorities
  • Personal Performance Objectives
  • Personal Development
  • Organizational Assessment
  • Development of Effective Team Processes

The Team Integration Process informs

some or all aspects of the

ON BOARDING Integration Plan

phase 5 review refocus
Phase 5: Review & Refocus
  • Review On Boarding Experience Thus Far
  • Review/Coaching regarding Integration Plan
  • Review Process with Reporting Senior, checking for:
  • Validity
  • Emerging Concerns
phase 6 ongoing development
Phase 6: Ongoing Development
  • Review Progress
  • Review/Coaching regarding Integration Plan
  • Developmental Planning, including:
  • A 3 way conversation with Reporting Senior, regarding:
  • Review of Integration plan
  • Discussions regarding other emergent issues
  • Future opportunities