New Leader Integration
Help leaders onboard into their new leadership team
As an HR Business Partner, you’re helping new leaders onboard successfully into their teams. We’re here to help you do that!
Overview
New Leader Integration (NLI) accelerates the onboarding process for Directors or VPs who are new to the company, or new to their leadership team. For leaders with a new leadership team, there’s a lot of context to gather and understand in order to lead effectively. Through NLI, we’ll speed up this transition and help leaders get set up for success and help the team foster a trusting and cohesive culture.
We’ll collect feedback from the leadership team, and the leader will deepen their understanding of the challenges, strengths, concerns and needs of their new team. Then, the leader will integrate that feedback and commit to actions in order to help them and the team be successful.
As an external third party, we help team members feel safe to share their feedback, and provide a neutral perspective to help the leader integrate the feedback. We do all the heavy lifting to save you time, and we’ll partner with you along the way to help you support the leader as they continue their onboarding journey.
Outcomes
Healthy team norms for communication, psychological safety, and feedback.
Positive relationships and trust between the leader and their team.
A solid foundation from which to become a high-performing team.
Clarity about where to focus to support the team and be a successful leader.
Why should a leader do New Leader Integration?
When a leader joins a new team, the team goes back into a “Forming” stage (Tuckman Stages of Group Development), where team members must rebuild relationships, trust, clarity, and cohesion. This disruption often slows down team performance and it may take time for team members to build trust with the new leader and for the team to return to a flow state.
Through NLI, we accelerate this transition to help the leader and their team be successful.
Kick start team effectiveness!
The leadership team will have an opportunity to share team-level context including what matters most to them, what they are excited and worried about, and what challenges or obstacles they are currently facing (i.e. areas where they request the leader’s help). This will allow any potential tensions in the team to be shared, and for the leader and the team to align on how best to address them.
The leader will also have a forum to share their values and expectations, and invite the team to get to know them better. This will build relationships and trust with the team. As a bonus, by inviting feedback and taking action on it, the leader will establish norms in the team for healthy communication and psychological safety.
The Process
Week 1: Prepare
We'll match the leader with a Regroup Coach, and they’ll meet with the HR Business Partner to gain additional context.
Make a plan (60-min). The Regroup Coach and HR Business Partner will meet with the leader to review potential questions and finalize the timeline.
Week 2: Collect Feedback
Gather team feedback (90-min). The leader will kick-off a team feedback session (framing why they want feedback), then the Regroup Coach will gather your team’s feedback and insights without the leader in the room.
Prepare for team discussion (60-min). The Regroup Coach will meet with the leader and HR Business Partner to share the team’s feedback and insights and help the leader prepare for the team discussion.
Lead a team discussion (90-min). The leader will facilitate a 60-90 minute team meeting to debrief the feedback and reflections, and clarify next steps. The Regroup Coach will support and take notes.
Week 3: Take Action
Plan next steps (60-min). The Regroup Coach and HR Business Partner will meet with the leader to debrief the team meeting and plan next steps.
Take action. The leader will identify immediate and longer term action items to implement the feedback.
