By Diane Downey
The numbers are alarming: greater than 70 percentage of newly employed senior executives depart their positions in the first years. the explanations for this are a number of. frequently, the hiring association expects a brand new executive--especially person who arrives with a excessive price ticket attached--to hit the floor working, with minimum tips or supervision. The "new chief" won't comprehend corporation protocols and latest courses, or may also were a terrible fit from the beginning. yet whereas the explanations might fluctuate generally, the consequences are the same--unexpected monetary expenditures and organizational chaos for the hiring corporation, and profession interruptions that the departing govt can locate tough if now not very unlikely to beat. "Assimilating New Leaders" offers an in-depth approach for making sure that new leaders and their hiring companies may be able to leverage each one other's strengths to accomplish together worthy objectives. whereas such a lot books at the topic provide uncomplicated guidance for orientation and socialization of access- and mid-level staff, this well timed e-book is going deeper: It presents either a compelling enterprise case for the necessity to concentrate on new chief assimilation and an cutting edge set of instruments and techniques that would support corporations combine and keep their most sensible executives. "Assimilating New Leaders" begins with particular techniques for making sure a winning recruitment method, then outlines a four-stage strategy for weaving a brand new govt seamlessly into the cloth of a company. in response to the authors' huge event operating with senior managers and full of quite a few case experiences, checklists, actions, and worksheets designed to assist display screen each one level of the method, the booklet good points: * A "reciprocal effect" assimilation version that outlines how either the association and the person can paintings towards their mutual assimilation ambitions * Pre-hire concepts that transcend "fit" to figure out even if a candidate is the correct selection for a company at a specific cut-off date * particular actions that permit a firm to put the basis for a brand new leader's winning access * how one can support new leaders in digesting their new environment--and adapting formerly held assumptions to new situations and realities * Steps for supporting the recent chief solidify his or her place and end up an organizationwide source and contributor on account that each one new govt represents the way forward for a firm, it really is important--in truth imperative--that the luck in their courting now not be left to happenstance and success. "Assimilating New Leaders" presents a step by step application for making sure a brand new leader's skill to outlive and thrive from his or her first day in a company. additionally, it enormously complements the organization's possibilities of fostering an orderly transition--and a winning, long term courting.
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Extra info for Assimilating new leaders: the key to executive retention
Length of time in the job. 5 The common occurrence of such negative experiences, particularly the perception of lessened self-efficacy, places greater pressure on organizations to provide a supportive environment. Leaders are more likely to stay when they feel a deep commitment and affiliation with an organization. This type of organizational commitment, one of the key elements of ensuring any type of employee retention, can't be built quickly using a snazzy, off-the-shelf orientation program. Adopting assimilation as a core competence helps organizations facilitate the development of this commitment by increasing new leaders' tenure in their jobs and decreasing the occurrence of unnecessary assimilation hardships.
Page 19 Numerous studies have indicated a high correlation between employee job satisfaction and the relationship between the employee and direct supervisors and managers. 12 The relationships new leaders develop with their teams become an important factor in whether their staff decide to stay with the organization or leave to seek opportunities elsewhere. Furthermore, if we start from the assumption that the cohesiveness and effectiveness of a team rests on the working alliances between supervisor and employee, loss of faith in the efficacy of leadership and the loss of a clear sense of continuity may reduce team members' job satisfaction and organizational commitment.
THE STRUCTURE OF THIS BOOK This book is intended as a resource for those in the organization who support new leaders as well as for new leaders themselves, and it is divided in the following way: Part One explains the importance of leader assimilation and introduces the process. Chapter One examines the business case for focusing on the assimilation of senior leaders. Chapter Two introduces the “reciprocal impact” model of the assimilation process, including individual and organizational inputs, and the transformation process that is assimilation.
Assimilating new leaders: the key to executive retention by Diane Downey