top of page

On-Boarding/

New Leader Assimilation

​“People join companies, but leave managers.”

​​ -  Marcus Buckingham and Curt Coffman, First Break All the Rules

​The research is clear. It is not pay, benefits or other perks that attract and retain top talent. Nor, is it the company’s reputation. It is the relationship between the colleague and their first-line manager that plays the most vital role. Managers trump companies.

The New Leader Assimilation process helps gets these critical relationships on the right track, from the start.

​

New Leader Assimilation

​
Purpose:  Creates a climate of trust and openness by accelerating trust between a new leader and his/her team. Provides the opportunity for the new leader to hear first-hand the initial questions, issues, and concerns that the team may have.


A “New Leader Assimilation” process is advantageous as new or recently promoted team leaders settle into new roles to enable their teams to understand more about their core leadership beliefs and values.   This process is designed to promote immediate, open, two-way communication between the new leader and their team. Additionally, after the New Leader Assimilation meeting, each leader will receive a workshop output package and an action plan to alleviate any concerns through measurable next steps.

​

​Team’s Role:

  • ​Provide feedback to enable new leader to discover how he/she is being perceived
  • Ask the unasked questions
  • Give insight into critical issues facing the team

​New Leaders Role:

  • Answer questions and clarify understanding of feedback
  • Share philosophies, expectations, and vision for the team
  • Respond to issues that emerge

Process: After a new leader is in their new role for 60-90 days, a “New Leader Assimilation” session is  initiated. The steps of this process are below. We recommend completing the entire process in one day. The session usually takes ¾ of a day, including a one hour lunch break for the team members. The specific steps are identified below.

​
Step 1: Project Initiation​
A facilitator from Ilene Patasnik & Associates, LLC meets with the new leader and explains the process in detail. The leader is provided with an invitation to distribute to his/her team which includes the 9 questions. This helps the participants prepare for the session.

​

Step 2: New Leader Assimilation Session​
The facilitator meets with the entire team to review the process for the day. The new leader opens the session by discussing the purpose of the meeting and his/her desire to accelerate the trust and relationship-building process with the team. The new leader thanks the team in advance for their participation in this important process.

​

The new leader leaves the session and the facilitator creates a forum for open and candid dialogue around the 9 questions below. The feedback for each question is documented on flip charts. To create energy, participants may huddle around the charts or stay seated. Ground rules for confidentiality are discussed and agreed upon. This segment typically takes 1.5 hours to complete.

​

​New Leader Assimilation: 9 Primary Team Questions*

  • What do we already know about the new leader?
  • What don’t we know, but would like to know about him/her?
  • What are our concerns about the new leader becoming our Director?
  • What does our organization need to accomplish over the next 6-12 months?
  • What are the major challenges our team will be facing over the next six months?
  • What are the major obstacles/issues the team leader will be facing during his/her first year
        and what suggestions do we have for him/her?
  • What does the new leader need to know about us as a group?
  • What do we need most from the new leader?
  • What commitments are we willing to make to support the new leader and ensure the
        major challenges are successfully met?

*Questions adapted from the GE New Leader Assimilation Model

Step 3: New Leader De-brief​

The facilitator debriefs the new leader on the group responses to the 9 questions.  Individual participant anonymity is completely protected. The leader is encouraged to ask the team for clarification on items or issues they do not fully understand. This de-brief typically takes 45 minutes to complete.

​

Step 4: Full Team De-brief​

The full team reconvenes after lunch. The Team Leader discusses his/her understanding of the feedback and seeks clarification on any questions that are unclear. The facilitator primarily stays in the background but jumps in to moderate any discussions, as necessary.  This segment usually takes about 1.5 hours.

 

Step 5: Individual & Team Action Planning

The facilitator works with the leader and the team to develop a tight and measurable action plan to ensure the ideas and solutions expressed by the team are well documented. This takes about 1 hour to complete. The Team Leader thanks the participants and the session concludes.

 

Step 6: Feedback and Action Planning Package: Post Workshop

A full documentation package is prepared by the facilitator and sent to the new leader immediately following the session. This includes all feedback, key actions and next steps. The new leader sends the action plan out to the participants and thanks them for their feedback and input. The new leader reviews his/her progress with the team in three months to ensure he/she and the team is staying on track with their commitments.

 

 

​
Two Additional Options to Integrate Into
the New Leader Assimilation Process:

These extend the session to one full day

 

Option 1: Develop a “Leadership Point-of-View” for the New Leader

​The new leader develops and presents their "Leadership Point-of-View" at the session to provide a deep understanding of the underlying beliefs that drive their values and behaviors. This also helps to clearly express the expectations of the leader and an understanding of why they “lead” the way they do. This is a major trust building accelerant.

 

Option 2: Uncover Individual and Team Talents

​Using Gallup’s StrengthsFinder tool, each team member completes the assessment and shares their individual talent results. The facilitator also provides a “composite” team talent profile to understand the common and unique talents on the team. This is done to further strengthen team cohesiveness and the trust between team members and the team leader.

Process
 

  • ​The new leader completes the Leadership Point of View templates to uncover
        their underlying beliefs about leadership
  • A two hour meeting with an Ilene Patasnik & Associates consultant is held to review
        thinking and ensure it is at the “belief” level
  • The document is finalized and reviewed with the consultant during a 30 minute phone
        call prior to the New Leader Assimilation session​
bottom of page