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As the war on talent persists, and the hybrid workplace becomes the standard for knowledge workers in the U.S., leveraging a 100-Day Leadership Integration Plan will boost the impact of your online HCM onboarding process. New leaders, both new hires and internally promoted talent, often struggle to find their footing within the first 100 days. Your culturally aligned, 100-Day Leadership Integration Plan will provide a repeatable strategy for the effective transition and integration of new leaders.
A 100-Day Leadership Integration Plan is a comprehensive approach to fast-track new leaders’ operational acumen while providing them with key insights to successfully ‘hit the ground running’. As each organizational culture is unique, the best plan is one that prepares new leaders to establish their brand, assess and engage their new team, and design their new organizational strategy for success.
The following is a list of 5 key considerations for an effective 100-Day Leadership Integration Plan. A brief time investment in any number or all these activities, immediately following new hire/new assignment onboarding, will significantly reduce the time in the role required for a new leader to reach full performance, while providing them with opportunities to earn organizational credibility, and to establish their internal leadership brand.
1. Appraisal of Current State Organization and Talent: New leaders are often immediately launched into existing projects, committee responsibilities, and other initiatives aligned with their predecessor as their introduction to their new role. Consider assigning time, during the early days of their integration, for the new leader to conduct a thorough project portfolio, organizational structure, and talent assessment.
2. The Facts Regarding What It Takes to Succeed: The term internal politics usually suggests negative connotations associated with managing up or working the system. However, learning the path successful leaders must take to navigate the organization at the start of a new role, will prevent costly deliverable delays and future missteps. The hiring manager should initiate a candid, fact-based, process-focused conversation with a new leader regarding how decision-making at their leadership level works in the organization.
3. Swiftly Acquire a Keen Understanding of Cultural Context: As the saying goes “What got you here won’t get you there”. For a new leader within a new organization, or one responsible for a new strategic imperative or business venture, the skills necessary to launch into the next level of leadership must be developed. An appreciation for organizational expectations, key strategic insights from the c-suite, and the opportunity to design concise talking points related to the business case for their strategic vision are essential to building their internal leadership brand.
This is especially true for a leader who has been hired to evolve the company culture significantly. The hiring manager and the new leader should be in alignment regarding new organizational objectives and key messaging they both will use when speaking about the strategic vision of the business.
4. Building Reciprocal Relationships Is Essential: Reciprocal relationships are a key success differentiator for a new leader. Collaborative leaders, who proactively seek to understand and support the business, while taking the point of view of their internal stakeholders into account, are often highly regarded and sought after for key opportunities to learn and grow with the organization.
Just as important as reciprocal stakeholder relationship building, a new leader should be encouraged to adopt an authentic team member engagement style that involves frequent communication and an early understanding of the skills and abilities possessed by the talent on their team.
5. Assess Emotional Intelligence and Leadership Agility: Now, more than ever, leaders are expected to flex and adapt their style to meet the demands of an ever-changing unpredictable world. New leaders should be encouraged to proactively solicit performance feedback and to engage their internal talent development partner to request a behavioral assessment as they embark on a new leadership role.
A comprehensive 100-Day Leadership Integration Plan will result in fewer leadership talent transition failures and will level the playing field for your leadership onboarding efforts. This is especially true if your goal is to diversify the make-up and thought leadership of your organization’s management hierarchy.
If the design and implementation of a 100-Day Leadership Integration Plan, sounds like a heavy lift for your organization, it doesn’t have to be. This approach is often among the many services offered by an executive coach, who can provide your new leader with an impartial accountability partner as an investment in their success within their first 100 days.
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