How Executive Onboarding Protects Hiring Investment


New-leader failure rate consistently ranges from 40 percent to 50 percent, and half of new senior leaders fail to succeed in their roles within two years. As outlined in the Leadership Crucible’s whitepaper on executive integration, this costs the firm not only in profitability but also in search fees, recruiting costs, relocation expenses, downtime, turnover, stock options, and much more.

“The tragedy is that most organizations adopt a ‘sink or swim’ approach when it comes to onboarding senior leaders,” says the Leadership Crucible’s Michael Burroughs, author of “Before Onboarding: How to Integrate Leaders for Quick and Sustained Results.”

“On the other hand,” he notes, “the best firms adopt a structured approach to senior leader onboarding that takes the guesswork out of integration and accelerates the time to performance in the new role.”

The outcomes of executive integration are to:

>> Compress the new leader’s ramp-up time

>> Avoid costly, preventable, and potentially career-ending mistakes

>> Minimize staff productivity declines and turnover related to leadership changes

>> Accelerate team cohesiveness with the boss, peers, and direct reports

>> Rapidly gain credibility with other key stakeholders such as customers, vendors, and board members

>> Make the transition as efficient as possible

>> Sustain the new leader’s success over the long-term

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