How many times have you offered to help support a key client hire, only to be told that HR is taking care of their onboarding? And being aware that the New Leader was basically only receiving orientation support, you walked away with a sinking feeling in your stomach?
Based on nearly 20 years of client engagements and research, we are convinced that effective onboarding coaching hinges on the identification and mitigation of the unique risk factors associated with each New Leader transition. One size definitely does not fit all, and if that approach is taken, the New Leader is likely to be under-served.
Leader OnBoarding (LOB) has identified at least 17 potential risk factors for Leader transition. Here is a light sampling of those. We are sure you can think of more that apply to your client's New Leaders.
A Sampling of Risk Factors
| New Company | New Industry | |
| Increased Job Scope | ||
| New Geography | New Team |
At LOB, we focus on making the distinction between orientation and truly embedding the Leader successfully in their role and organization.
A customized approach to onboarding coaching requires a robust methodology and proven tools that can be combined to address each New Leader's transition risks.