Executive Integration Overview

Sep 30, 2011Download as PPT, PDF1 like893 views

This document discusses executive integration, which is a facilitated onboarding process for new executives that begins when an offer is accepted and lasts for 90 days after the start date. It involves the new executive's boss, peers, direct reports and other stakeholders. The benefits of executive integration include helping executives achieve early wins, avoid mistakes, minimize productivity declines and transition-related turnover, and accelerate management team cohesiveness. Studies show that the first three months impact long-term success or failure and that 30-50% of external executive hires and 23-30% of internal transfers do not succeed. The document outlines DHR's executive integration services and stages.

What is Executive Integration? Facilitated “pre-boarding” process that begins when an offer is accepted and culminates 90 days after the start date. Involves boss, peers, direct reports and other important stakeholders.

The Benefits New executives arrive prepared to: Achieve early wins (get the right results sooner) Avoid costly and preventable mistakes Minimize staff productivity declines Minimize transition-related turnover Accelerate management team cohesiveness Sustain their early wins over the long-term

Current Emphasis on Selection “ Typically, organizations work extremely hard to identify and hire new talent…but then rely on hope when it comes to making their new investment successful.” Scott Saslow Executive Director Institute of Executive Development

Evidence Points to the Need Two key studies show that: Ramp up time for new external hires is 6 to 9 months Ramp up time for internal transfers is 3 to 9 months 30 to 50% of external executive hires do not succeed 30% fail within two years 23% of internal executive transfers fail within 2 years The first three months impact long-term success or failure Sources: -2011 Executive Transitions Study (IED/Alexcel) - The First 90 Days , Michael D. Watkins, HBS

Integration Guidance is Lacking “ Given the stakes, it is surprising how little good guidance is available to new leaders about how to transition more effectively and efficiently into new roles.” Michael D. Watkins, “The First 90 Days: Critical Success Strategies for New Leaders at All Levels”, Harvard Business Press, 2003

ROI for Executive Integration “ Adoption of a standard framework for accelerating executive transitions can yield big returns for organizations.” Michael D. Watkins, “The First 90 Days: Critical Success Strategies for New Leaders at All Levels,” Harvard Business Press, 2003

DHR - Leaders in Executive Integration Michael K. Burroughs—President of Executive Integration and Coaching Services Author: Before Onboarding: How to Integrate New Leaders for Quick and Sustained Results (Amazon here ) 10+ years as a global executive recruiter at DHR Organization Development executive for divisions of three Fortune 500 companies Extensive experience integrating and coaching senior executives to achieve top performance

Executive Integration Options Option 1: Executive Integration is a separate and optional feature of a DHR senior executive search. Option 2: DHR provides Executive Integration for new leaders promoted from within or sourced by the organization through other means. Option 3: DHR assists organizations in developing an internal team of new leader integrators.

Executive Integration Stages Consultant Entry Structured Interviews (three+ levels) “ Blueprint for Success” prepared Executive Debriefing/Pre-Start Coaching Start Date Kick-Off Meeting Follow-Up Meetings with New Leader and Hiring Manager at 30, 60 and 90 Days

Fee Structure Initial retainer Waived if a search is involved Hourly rate

For More Information Contact: Michael K. Burroughs President Executive Integration and Coaching Services 314-727-2000 ext. 3002 [email_address] www.dhrinternational.com

Help your new leaders achieve success in their new roles by learning the Best Practices for Onboarding New Leaders. You'll learn the phases and objectives of the new leader's first 90 days, as well as the Best Practicess to follow. Research has shown that almost half of all new leaders will fail in their role within the first 18 months. Don't let that happen to you or your leaders. Follow the best practices for onboarding new leaders in this presentation to set you and your leaders on the path to success!

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Executive Integration Overview

1. Executive Integration Overview

2. What is Executive Integration? Facilitated “pre-boarding” process that begins when an offer is accepted and culminates 90 days after the start date. Involves boss, peers, direct reports and other important stakeholders.

3. The Benefits New executives arrive prepared to: Achieve early wins (get the right results sooner) Avoid costly and preventable mistakes Minimize staff productivity declines Minimize transition-related turnover Accelerate management team cohesiveness Sustain their early wins over the long-term

4. Current Emphasis on Selection “ Typically, organizations work extremely hard to identify and hire new talent…but then rely on hope when it comes to making their new investment successful.” Scott Saslow Executive Director Institute of Executive Development

5. Evidence Points to the Need Two key studies show that: Ramp up time for new external hires is 6 to 9 months Ramp up time for internal transfers is 3 to 9 months 30 to 50% of external executive hires do not succeed 30% fail within two years 23% of internal executive transfers fail within 2 years The first three months impact long-term success or failure Sources: -2011 Executive Transitions Study (IED/Alexcel) - The First 90 Days , Michael D. Watkins, HBS

6. Integration Guidance is Lacking “ Given the stakes, it is surprising how little good guidance is available to new leaders about how to transition more effectively and efficiently into new roles.” Michael D. Watkins, “The First 90 Days: Critical Success Strategies for New Leaders at All Levels”, Harvard Business Press, 2003

7. ROI for Executive Integration “ Adoption of a standard framework for accelerating executive transitions can yield big returns for organizations.” Michael D. Watkins, “The First 90 Days: Critical Success Strategies for New Leaders at All Levels,” Harvard Business Press, 2003

8. DHR - Leaders in Executive Integration Michael K. Burroughs—President of Executive Integration and Coaching Services Author: Before Onboarding: How to Integrate New Leaders for Quick and Sustained Results (Amazon here ) 10+ years as a global executive recruiter at DHR Organization Development executive for divisions of three Fortune 500 companies Extensive experience integrating and coaching senior executives to achieve top performance

9. Executive Integration Options Option 1: Executive Integration is a separate and optional feature of a DHR senior executive search. Option 2: DHR provides Executive Integration for new leaders promoted from within or sourced by the organization through other means. Option 3: DHR assists organizations in developing an internal team of new leader integrators.

10. Executive Integration Stages Consultant Entry Structured Interviews (three+ levels) “ Blueprint for Success” prepared Executive Debriefing/Pre-Start Coaching Start Date Kick-Off Meeting Follow-Up Meetings with New Leader and Hiring Manager at 30, 60 and 90 Days

11. Fee Structure Initial retainer Waived if a search is involved Hourly rate

12. For More Information Contact: Michael K. Burroughs President Executive Integration and Coaching Services 314-727-2000 ext. 3002 [email_address] www.dhrinternational.com

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Executive Integration Overview

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