Leader in a New Role? Buckle Up! Putting New Managers into the Driver’s Seat of Their Own Onboarding

Weighing the pros and cons? Expert insight, scalability, and consistency are all on the plus side of an outsourcing assimilation list. But here’s where you boost those benefits into overdrive - when you empower leaders to take initiative of their assimilation into their new role, you’re not just setting them up for success, you’re steering HR and the entire organization towards a winning route.

Driving commitment
Traditional onboarding not only fails to truly assimilate new leaders into their roles, it also lulls new leaders into a passive role of complacency (during arguably the most critical time of their tenure at the organization). We are all adults here, so we know that nobody wants to be told what to do (or how to do it). When new leaders assume ownership over their onboarding, they can approach their new roles with intentionality, which ultimately sets them up for long-term success. By crafting and pacing their assimilation, they are actively learning and listening, cultivating relationships, and approaching the work/culture with poise, pride, and purpose driving their commitment rather than pushing their compliance.

The key(s) to onboarding
When we support new leaders in driving their own assimilation, they are able to approach their existing flow of work with a better eye towards continuous improvement. If we push new leaders to merge into a new lane at full speed, they often feel expected to jump into unyielding work (leading to feeling overwhelmed) and are likely to be perceived as stalled when they try to slow down (putting stress on their Jump Network). Giving them the keys to the car along with a GPS allows for the time to process, learn, and digest information before jumping into action, ultimately resulting in thoughtful and more effective successes. 

The passenger perks
By empowering the new leader to take the steering wheel, we are defining our role as one of support, guidance, and coaching - not of doing. With HR and the new leader’s manager in the passenger seat, new leaders are able to map their journey, set their pace, and reach the destination. This frees both HR and the new leader's manager up from administrative tasks to focus on strategic items (without dropping the ball on setting the new leader up for success) and increase efficiency. 

Put your new leaders into the driver's seat of their assimilation into your organization with a self-paced, self-led solution for a shift into high gear.