Boosting the chance of success in a new executive role, the Onboarding Plan is a powerful tool. It's imperative to consider both short- and longterm outcomes of executive onboarding and how to achieve them. And most importantly, to quickly create a sense of belonging.
Here are the 5 why's:
the employee experience is crucial
the potential impact on the company is paramount
the team spirit in the team needs to be intact or be improved
the collaboration in the peer team is key for success
executive acquisition is expensive
During your career transition, it's key to have the right support to navigate in the job market and land your next job.
Though it can be shocking to be laid off, the Outplacement Program can help you to see new opportunities.
This is a bespoke program that will enable the executive leader through career coaching using exercises and tools and coaching support to quickly land a new executive job.
Often when a new strategy is launched to encompass real change, the likelihood of being successful depends on to which extend the employees embrace the change.
Up to 75% of a successfully implemented strategy depend on whether the employees are having the right competencies and the motivation to go through the change.
Often these changes becomes a matter of cultural change, where values, culture and brand identity lead to the conversations about the purpose and the vision of the company.
And it must be tied back to the customers and the marketplace impact to bring value and real change.
It is without doubt that talent matters to an organisation’s success. Today general managers and HR professionals need to help their organizations move beyond fighting the talent war to winning it.
Talent Management is about attracting, developing, motivating and retaining your talents. But do you know who are your talents?
Talent Management relates strongly to your talent acquisition planning and your succession planning as well as how strong role models your leaders are.
Succession Planning is one of the tools that quickly helps assessing if your leadership bench is in jeopardy.
As it relates to talent management, succession planning done quarterly is a dynamic process that helps you to keep focus on your talents and consider their next move before they do.
Due to the movements in the labour markets, the leadership team must rely on a dynamic and agile process and be able to quickly address the red spots in the succession plan.
Assessments add value only when they help you answer questions and solve problems.
Assessment can be individual, 360 degree and organisational assessments. The answers they provide will help you identify gaps, set a plan, take action, and drive results for your business.
Assessments are powerful tools when you need to build up a new team, repairing a poor team spirit, and detect blind spots. They provide people with a better understanding of how they can work together in a way that makes the company a great place to work.
Assessments open up for a conversation about difficult matters. Discussing why and how to resolve is the first step towards a sustainable change.