So you finally filled that leadership vacancy and the new person’s start date has arrived. They dutifully attended your fabulous new employee orientation and met with their supervisor to get a sense of the “hot issues” that need to be reacted to over the first few months on the job.
Usually not a whole lot, that’s what.
Fire Can Get Very Hot
What are you expecting out of your new leaders? Are they allowed to get up to speed similar to your other staff? Or, do you believe that new leaders, simply because of their experience (and ability to win you over during the interview process) can suddenly walk in the door and begin performing at a high level? That’s crazy, right? That’s setting them up for failure. But time and time again orientation efforts are put into front line staff, while leaders are expected to find their way alone.
Talk Is Cheap
Oh sure, we tell them “let me know if you need anything” and “don’t hesitate to give me a call.” How many employees, leaders or other staff have you ever met that were performing at their peak as soon as they started a new job? I’ll tell you how many I’ve met…exactly zero. Including yours truly.
Sure, some leaders can start fast and make an impact early on, but the reality is they need time. Time to learn, time to network internally, time to build trust, time to learn the politics of the organization (yes, every organization has politics)….what they need is you.
How About You
Are you going to let your new leaders gasp and flail around the company trying desperately to do a good job? Or, are you going to be the one that reaches out, schedules time to meet, and really connects to give them that little something extra? Don’t wait for them to call. It’s up to you. Once I finally figured that out, I’ve been amazed at how well it works.
I’d love to hear from you.
pic courtesy of School For Heroes