“I got more done in my first 3 1/2 months here than I did in my first year in my last job”
Better Results Faster => Reduced Risk of Failure
When you face a particularly challenging new job or role, PrimeGenesis is the leverage you need to get team priorities, milestones, early wins, roles, and communication set by the end of 100-days instead of 6-12 months. This is why 95% of the executives we’ve helped were still in place or promoted at 18 months in a world where 40% of executives fail during that same time period as reported by Anne Fisher in Fortune – Feb 17, 2012. This is why our top ten executive onboarding clients have used us over 140 times.
Owners, boards and CEO’s expect senior executives in new situations to establish themselves and add significant value within six months. New leaders who onboard with PrimeGenesis start with a well-structured, complete 100-day plan that helps them converge into the culture, and evolve high-performing business groups aligned around shared purpose and results-driven strategic action plans. PrimeGenesis onboarding kicks off the key strategic, operational, and organizational management processes that lead to better results faster.
Onboarding: before day one…its about The Leader
Let’s pause for a moment to define onboarding: the process of acquiring, accommodating, assimilating, and accelerating new team members, whether they come from outside or inside the organization. While people at more junior levels can expect most organizations to manage these efforts, leaders at the senior level must take charge of their own onboarding (with as much help from the organization as possible).
PrimeGenesis works one-on-one with newly appointed leaders right after acceptance to map out learning, set-up, a high impact day one, and the leader’s personal 100-Day Action Plan©. Transitioning leaders create preliminary versions of critical planning tools, including: situation analysis and learning plan, stakeholder map, pre-start discussion guide, mission/vision/strategy map, leadership message, culture-creating communication plan, and The New Leader’s 100-Day Action Plan.
PrimeGenesis clients make powerful first impressions by planning day one with care during preparation and engaging with the right personal leadership message. Everything communicates—people read into everything transitioning executives say and do and everything they don’t say and don’t do. Transitioning executives are far better off choosing and controlling what and when people see and hear things.
Onboarding: after day one …its about The Team
Leaders who succeed leverage the power of many people aligned around shared goals and values. The first 100 days are the best time to get shared purpose and the other basic building blocks of a high-performing team in place.
After day one PrimeGenesis supports the executive one-on-one in his/her leadership role to help him or her continue to converge into the new organization. Then we facilitate team workshops to complete and execute the leader’s 100-Day Action Plan. Post day one transition acceleration proceeds in stages that map out and kick off critical strategic, operational and organizational processes. (Follow this link to read more about the importance of and challenges involved in the converging and evolving approach.)
Call or email us to discuss how our approach varies for:
- “Starter teams” of ten people or less
- Teams operating like “extended families” of ten to thirty people
- Teams of thirty or more, just starting to embrace hierarchy
Strategic Imperative Workshop
A PrimeGenesis facilitated team strategy development and planning workshop where teams co-create plans that yield alignment and results. This workshop gets the team on the same page and kicks off the team’s strategic process. PrimeGenesis pushes to get relevant ideas aired. We use our operating experience to challenge, probe and, ultimately, stimulate consensus. Teams leave the Strategic Imperative Workshop with a clear, one page action plan.
All of the work that we have advanced builds from the very transformational (Imperative Workshop) meeting we had at…
We help the leader and team construct, target and set up systems to manage well-chosen, strategic milestones. Team Milestones and Early Wins kick off the operational process.
This stage of transition acceleration helps the team select one or more high-priority operational milestones and plan an over-investment of resources that sets the team up to exceed expectations. Early wins build confidence, model exceptional performance and communicate strength.
The #1 thing experienced leaders wish they’d done differently is to have moved faster on people. PrimeGenesis works with the new leader to map his/her team on a performance versus person/role match grid. Together we determine what needs to be done to get the right people with the right skills in the roles needed to achieve the team plan.
At LexisNexis, a business-information firm that is a client of PrimeGenesis, Mike Walsh went through what he calls a “fascinating and essential” onboarding process. Before starting as head of its big legal division, he and PrimeGenesis sorted through his web of relationships to work out “who my main stakeholders were and what I needed to achieve with them, which, frankly, I wouldn’t have thought about,” he says. A plan was drawn up covering everything from schedules for initial and follow-up meetings, team formation and setting achievable milestones. This was so successful that Mr. Walsh was recently promoted and has hired PrimeGenesis to work with his new team.
(from The Economist)
Transition acceleration is integral to success.
Leaders who succeed leverage the power of many people aligned around shared goals and values. The first 100-days are the best time to get shared purpose and the other basic building blocks of a high-performing team in place. After day one PrimeGenesis supports the executive one-on-one in his/her leadership role and facilitates team workshops to complete and execute the leader’s 100-Day Action Plan. Post day one transition acceleration proceeds in stages that map out and kick off critical strategic, operational and organizational processes.
Note to HR partners. Think of us as extra leverage for the most complex 5% of transitions you support. By deploying us against these 5% that require an extraordinary level of support, you can keep your in-house resources focused on the more normal 95%.