On-boarding is a critical process to create fully contributing, engaged leaders in your workplace. Even the most experienced of leaders can benefit from a structured on-boarding process. Here is one we often recommend for clients.

PHASE 1: Identification

This phase occurs during the selection process and the action-items below should be completed through your hiring activities. 

• Present organizational context by discussion company goals, organizational culture, your competitive landscape, and major constituents for agencies and municipalities. 
• Share departmental functions and any key players in the departments.
• Determine fit with individual roles, identify the responsibilities of the role as well as the authority and scope of the position and any resources available to the candidate. 
• Offer community perspective by sharing the company culture and any benefits or offerings available to your employees and staff.

PHASE 2: Indoctrination

The action-items listed below should be presented as structured, self-paced activities to be completed within three months of hire. 

• Present organizational context by outlining policies, customers, clients, and constituents, identify any partners and alliances and define the organizational mission, vision, and strategy. 
• Share departmental functions and obligations by discussion topics like budgeting, operations and procedures, current initiatives and their progress to date. 
• Determine fit with individual roles by identifying tools and logistics as well as personal performance objectives. 
• Offer community perspective by defining a support network and how to navigate it. 

PHASE 3: Development

During the first year of employment, development happens through a series of structured, formal coaching and training programs. These programs should include things like:

• A personal development needs assessment, such as the Harrison Assessment Survey and Interaction Style Inventory to identify growth opportunities within the role. 
• Working with a coach, create a personal development plan focused on the findings from your needs assessments.
• Attend a baseline program such as Management Skills for New Leaders or Manager as a Mentor and Coach to build skills.

PHASE 4: Expansion

The final phase is an on-going process focused on the continuous development of your employees. These objectives should be completed through structured, on-the-job experiences and formal training. 

• Check progress against expectations and development, use tools like the Lockwood Leadership Assessment to help you.
• Meet with a trained coach to revisit and refine your development plan.
• Complete on-the-job development actions like completing pre-determined projects and activities, meeting regularly with your coach and attending additional development programs.