The Art of Executive Onboarding: The Pivotal Journey Before and After the First 90 Days
Author: André L. Belleville
Introduction
The beginning of an executive's journey into a new role is often mistaken as the day they walk through the doors of their new office. However, as someone extensively involved in executive coaching, particularly during the onboarding phase, I can assert that the starting line is drawn much earlier. From the moment you open your mind to a call from a headhunter, your journey has commenced. This is where you mentally depart from your existing role and open up to envisioning yourself in a new professional universe.
Let me take you through the different Phases of Recruitment and Onboarding – which starts far earlier than one would think!
Recruitment: More Than Just Interviews
The first call with the headhunter, ideally, should not be about CVs but about you—your needs, your aspirations, and your criteria for considering a new role. Once that dialog takes place, a mental shift occurs; you begin to distance yourself from your current role. As you progress through the interview stages, the emphasis should not be on proving yourself the smartest person in the room, but on assuring that you're stepping into an environment conducive to growth and learning. You are observing and being observed. You are gauging yourself and your responsibilities with your current and future possible roles.
You are already onboarding!
Resignation: An Emotional Landscape
Post-contract signature, executives often endure a phase of second thoughts. "Have I betrayed my current employer?" It’s crucial to remind yourself that you've made this move to further your individual and professional development. Believe me, you are perfectly fine! By exiting, you've opened an avenue for others to grow, fulfilling the natural cycle of organizational life. You have taken your career into your own hands.
You are onboarding!
The 'Reset' Period
Most senior roles require at least a three to six-month notice period before you transition. The three-month resignation terms equate to roughly 90 days. Use this time wisely. Complete your mental and emotional obligations towards your current employer. I strongly advise against immediately transitioning from one role to another—allow yourself a 'reset' period to adequately prepare for the next chapter.
You are onboarding!
Pre-First 90 Days
By the time your appointment is announced, and your resignation term starts, you are effectively in your "first 90 days before the first 90 days”. During this time, you’ll hear all sorts of voices: skeptics, supporters, and the undecided. This period is crucial for setting the tone of your upcoming leadership role. Your mind and thoughts are already in pre-action mode as you are designing how you want to start your new assignment and exceed the expectations you and your new employer have set during the interviews.
You are onboarding!
The 'Second First 90 Days'
Once you officially begin, the clock starts ticking on the conventional 'First 90 Days,' a period well-recognized for its impact on a leader's long-term success. But the effectiveness of this phase is often contingent on how well you've utilized your “First 90 Days”.
Action Steps for Your 'Second First 90 Days':
- Immediate Alignment: Take time to align your objectives with the company's strategic goals.
- Stakeholder Mapping: Identify key internal and external stakeholders and understand their expectations.
- Listening Tour: Instead of offering solutions right away, listen. Understand the organization's needs, opportunities, and constraints.
- Team Assessment: Evaluate the strengths and gaps in your immediate team and wider department.
- Quick Wins: Identify opportunities for quick, impactful wins. They serve as credibility builders.
- Communication: Keep the lines open. Transparency is critical.
- Personal Development: Continue to engage in coaching and mentorship. High-performance athletes have coaches, and so should high-performance leaders.
Summary
Onboarding is not a sprint; it's a marathon, requiring endurance, strategy, and the right pacing. The first 90 days after you take your first step in your new working environment might be the most talked-about phase, but the journey starts well before and extends well beyond. As you navigate these initial 180 days, keep in mind that every phase has its unique challenges and opportunities. Utilize them wisely to set the stage for a successful tenure.
Remember, leaders are made, not born. It's not just about filling a role; it's about continuously shaping it. And in this journey, consider engaging an executive coach to help you transition seamlessly, providing insights that can be game-changing for your career.
