The Missing Link in Executive Onboarding: Building Real Relationships

Only 30% of executives get support when onboarding – but it’s mostly logistical – what’s missing is the dynamic unknown – relationships.

While most leaders (70%) are left to their own devices when starting a new role – even those who receive support (30%) find it inadequate according to a survey of more than 500 executives from Egon Zehnder.

This 30% gets help with things like setting up their workstations, supplies, etc., are introduced to clients/suppliers/regions, and meet their peers – that’s helpful to be sure – in fact – 81% of these folks find it helpful.

However, there is moment when support ends, where the majority of this fortunate 30% wish they had more insight – once they are in the room, navigating the dynamics, managing how people perceive them – where the real work begins; in relationship building.

Imagine this: your in a new role, given a laptop and some supplies, given a list of all the people you need to meet and maybe introduced via email, then, you’re left alone. Your left on your own to forge meaningful connections, decode company norms, interpret your team’s way of working, navigate power and decision dynamics, and find how to become an effective member of the organization.

That is a lot to be left alone to accomplish – so here’s one critical tip: *Find trusted partners*

Trusted partners are those folks who will be a sounding board when you’re unsure or trying to interpret or deciding a course of action or pursuing that course.

Trusted partners can and should come from as many places as possible – your boss, team members, cross-team counter parts, clients, advisors, etc. – the more the better.

Trust starts with transparency.

Answer this question: who can I have an honest, vulnerable, constructive conversation with? Find them and you will find support when navigating the real work of onboarding – building relationships to get things done.