If everyone treated executive onboarding the way McDonald’s brings its franchisees into the fold, the failure rates for new leaders would plummet. In particular, increase your investment in the screening process, two-way qualification and onboarding executives across time, locations and media.

  1. Get your screening criteria right. It’s not just about strengths. Make sure you’re considering fit and motivation as well.
  2. Make the qualification process a two-way street. Think about mutual discovery days instead of pressure interviews.
  3. Invest in executive onboarding across time, locations and media starting with a New Leader’s 100-Day Action Plan. Treat everyone like they’re going to be with you for 15-20 years – and they may be.

Read the full article on Forbes.

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