Onboarding

To effectively address the potential obstacles faced by new employees, onboarding takes an approach that is very different from traditional coaching. In contrast to a typical coaching relationship, onboarding requires the active participation and partnership of several key people within the organisation over the course of the programme, for example the new leader’s manager and HR manager.
Onboarding typically spans a period of six months, although attention is focused with particular intensity on the first 90 days as we ensure new leaders are operating effectively on three areas that can cause a new leader to fail: getting up to speed, forging effective relationships and accomplishing what is expected.

A typical coaching programme for a newly placed or promoted executive may look like this:

The aim for this type of programme is to ensure executives are operating effectively within the first 90 days by focussing on three critical areas that can often mean the difference between success and failure:
•    getting up to speed
•    forging effective relationships
•    accomplishing what is expected
Programme Activities:
•    Coaching Agreement – prior to or as soon as the coaching begins.
The coach, coachee and the programme sponsor (e.g. the coachee’s boss, Head of HR, etc.) agree the specific outcomes & terms for the programme.
•    Coaching – throughout the programme length
1:1 coaching sessions are conducted face to face or over the telephone as appropriate. Reasonable telephone access between sessions and unlimited email support is also provided. 
Strengths are assessed pre & post programme by using agreed measurement tools (e.g. 360 degree feedback, psychometric, etc.).
•    Strategic Plan - within the first 30 days
The plan documents the coachee’s strategy for the business, identifying opportunities for early wins and specifying accountabilities, performance standards, and the coachee’s personal development plan.
•    Stakeholder Analysis - within the first 45 days
Identify those people who are critical to the executive’s success. NB this may involve the coach and / or Human Resources interviewing key stakeholders to identify the important issues the coachee can impact and negotiate expectations.
•    Team Meeting - within the first 60 days
This is a full-day meeting with the coachee and their team. The session is facilitated by the external coach. Team issues are identified and action plans are created in collaboration with the new leader.
We support the whole executive leader, exploring what works well during the critical first 90-days and their personal context, e.g. the executive’s personal & leadership style, strengths and development needs, emotional reactions, role pressures, family impact, etc.
The investment for this type of programme is £5,500, based on the following assumptions:
•    4 x 1hr coaching sessions
•    3 x half day sessions (Strategic Plan & Stakeholder Analysis)
•    1 full day (Team Meeting)
•    1 x 2hr 360 debrief session
NB all prices are exclusive of VAT and expenses
Summary
Ensuring that your executive leaders succeed is an investment not just in their futures but the organisation’s as well. Executive coaching is an excellent way to protect those investments.