The important differences between executive onboarding and performance failures
and performance failures. The vast majority of people that fail in jobs fail for one of three reasons: poor fit, poor delivery, or poor adjustment to a change down the road.Poor delivery is an onboarding failure if it’s caused by getting up to speed too slowly and a performance failure later on.
Poor adjustment is an onboarding failure if it’s rooted in not yet having built a network of trusted advisors to point out the need to adjust or how to adjust. It’s a performance failure if it’s rooted in a fundamental inability to see changes or listen to others.well is converging into the team before trying to evolve it. This requires getting a head start, managing the message and then setting direction and building the team leading up to and through your first 100-days or so.
There are only two scenarios. The first is that the person discovers something that makes them say no – most likely a fit issue. That’s a win for all involved. If they figured it out in a couple of days before accepting, you know they were going to figure it out in a couple of weeks after starting. If they bail out before accepting, you still have your second-choice candidate available. If they quit after they’ve started, you have to start the whole search again.
The second scenario is that they look hard and then say yes again. In this case the hiring manager has started their relationship with their new employee by coming around to their side of the table and helping them figure out what’s right for them – earning trust by being trustworthy.Poor delivery is measurable. Still it gets explained by either “They couldn’t get the job done” or “They didn’t give me the resources I needed to get the job done.
If it’s after they’ve onboarded, they may have a permanent blind spot, an insurmountable bias, or an ongoing inability to build trusting relationships.Shame on you if you don’t provide or search out the help a new leader needs to accelerate progress during onboarding. After the onboarding period focus on getting the right people in the right roles and out of the wrong ones.
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