Total Onboarding Program

The Total Onboarding ProgramTHE TOTAL ONBOARDING PROGRAM: An Integrated Approach to Recruiting, Hiring and Accelerating Talent – Bradt & Bancroft, 2010, John Wiley & Sons’ Pfeiffer group

This workbook helps thought leaders help organizations deploy a Total Onboarding Program to institutionalize a systemic approach to onboarding. Each step includes tools, workshop modules, points of integration, and callouts to the Onboarding book tools as appropriate.

“The Total Onboarding Program is a comprehensive, step by step, guide to successfully integrating new hires into an organization. For the first time, there is a road map for those who help new leaders develop their own road maps during the onboarding process. Any organization that wants to increase its return on human capital needs to utilize the specific best practices so clearly described in this invaluable new resource.”
– Ben Dattner, adjunct professor of Organizational Psychology, New York University and founding principal of Dattner Consulting, LLC

“Failure to execute is a common root cause for most failures and is typically linked back to the lack of a robust framework that can be executed against, and an ongoing results scorecard to assure success.  In this one aspect alone, TOP (The Total Onboarding Program) is a winner by providing the tools and approach to get real results across the entire corporate onboarding process.”

– Fred Dempster, Principal & Co-Founder, DemTat Enterprises

Go to Frequently Asked Questions about “The Total Onboarding Program

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Total Onboarding Program FAQs

Frequently Asked Questions

George Bradt and Ed Bancroft

Onboarding refers collectively to the recruiting, hiring, and acceleration of talent. With the demographic markers indicating a future leadership talent shortage, this topic will continue to gain attention as companies look for ways to ensure they’re getting the most for their investment in key talent.

The Total Onboarding Program gives training consultants, HR managers/directors, team leaders, and managers a detailed approach for bringing their new employees and recently promoted employees up to speed in much less than the regular time and how to inspire and enable new employees to deliver better results faster on the job. Onboarding ensures new hires and recently promoted employees are able to be highly productive starting on day one and ready to hit the ground running. The core concepts of providing onboarding assistance include:

  • Align: Organizations must agree on the need for a new team member and delineate a clear role.
  • Acquire: Organizations have the responsibility to identify, recruit, select, and bring in the right people to join the team.
  • Accommodate: Organizations must give new team members the tools they need to do the work.
  • Assimilate: Organization must help new team members join with others to work effectively.
  • Accelerate: Organizations must support new team members and their teams’ efforts to deliver better results faster.

Frequently Asked Questions

What is The Total Onboarding Program designed to achieve?

This training resource kit provides information to the consultant and/or HR professional which will

Help employers bring new and recently promoted employees up to speed and productive in far less than the usual time.

  • Reduce hiring or promoting risk and increase retention rates.
  • Reveal proven tools, techniques, and “tricks of the trade” that enable managers to monitor, measure, and keep their new employees’ success on track.
  • Identify the most prevalent landmines that derail new hires and ways to avoid those.
  • Provide an onboarding framework that can be consistently deployed in any organization.


What specific topics does the program cover?

A series of meeting outlines is designed for consultants/trainers or HR professionals to present the TOP to others, including the C-suite, in a series of pre-launch meetings covering the following topics:

  1. Make the Business Case for The Total Onboarding Program
  2. Understand the Current Onboarding Process
  3. Map TOP to Existing Systems
  4. Build Alignment and Manage Change
  5. Develop a Deployment Project Plan

Program implementation is covered in a series of chapters covering the steps of the TOP model:

  1. Embed Onboarding into Succession and Talent Management Planning
  2. Create a Culture of Continuous Sourcing
  3. Set Aside One Day a Month for Interviewing
  4. Make Training on Strategic Selling Mandatory for All Managers
  5. Create an Onboarding Review Board
  6. Systematize Accommodation to Avoid Reinvention
  7. Create a Day One Onboarding Agenda
  8. Set Aside a Day Each Month for Group Orientation
  9. Create a Newcomers’ Club with Executive Sponsors
  10. Use External and Internal Mentors, Coaches, and Transition Accelerators
  11. Track and Measure Compliance and Results


What components do I need to purchase to start?

The package is complete, as is.


Who is the program/assessment/package designed for?

This package is designed for consultants and/or internal thought leaders working with senior management in organizations to create a more results-focused onboarding system.


How long does the program take to complete?

The program includes agendas, worksheets, and slides for five meetings and eleven workshops, ranging in time from two hours to two days. Implementing every one of these would take several months. It is necessary to time the implementation to build the ownership necessary for long-term success with the program. Most consultants will not need to implement all of the meetings and workshops described in the package because the program builds on what is already in place and working in an organization.


How much preparation time will it take to facilitate?

Each meeting or workshop will require a couple of hours of preparation time to customize for the individual organization.


Do I need any special skills to facilitate the program?

There are no special skills required beyond basic change management and facilitation skills.


What’s unique or different about this program or its approach?

This program is different because its comprehensive onboarding approach is based on the authors’ years of experience working with dozens of Fortune 500 companies through their executive onboarding and transition acceleration group PrimeGenesis. Since 2003, PrimeGenesis has reduced new leader failure rates from 40 percent to 10 percent through better onboarding.



About the Authors

George Bradt is the author of The New Leader’s 100-Day Action Plan (2006, 2009, 2011, 2016), and Onboarding: How to Get Your New Employees Up to Speed in Half the Time (2009), and the managing director of PrimeGenesis, the world’s leading executive “onboarding” consultancy. After his education at Harvard and Wharton, George progressed through sales, marketing, and general management roles at Fortune 500 companies around the world, including Unilever, Procter & Gamble, Coca-Cola, and J.D. Power and Associates. He founded PrimeGenesis ( in 2002. George can be reached at



Ed Bancroftis a PrimeGenesis partner who specializes in leadership development, executive coaching, and performance management. His consulting experience includes clients in health care, telecommunications, manufacturing, pharmaceutical, distribution, and energy. These organizations range from fifty to fifty thousand employees. For the past five years, he served on the faculty of World at Work, teaching the performance management certification program. Ed has published articles on CEO performance management, the aging workforce, performance ownership, 360-degree feedback. and severance strategies. He can be reached at



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