New Leader Installation
When onboarding leaders who are new to your organization or new to a role, it can take months for them to acclimate. Our new leader installation process uses a data-driven approach to transition leaders into a new role, accelerating their integration and ability to drive results.
Our installation method leverages assessments to facilitate a series of dialogues that assist in setting expectations and surfacing style differences, barriers, and other obstacles sooner, which allows you to build a strong foundation for productive, effective relationships. This process is tailored to the role and responsibilities of the new leader by identifying key stakeholders to success and developing an awareness of the challenges that they may face in these relationships. Working through these challenges provides a basis for establishing effective communication and ground rules on how you will make decisions and work through conflict.
Installation in Action
We were approached by Health First to assist in the installation of two existing leaders into new roles that would overlap and depend on each other for success. Health First recognized that the new responsibilities would pose a unique challenge for these seasoned leaders, both of which had been with the organization for some time. They would move from oversight of one hospital to four and would need to work closely as a united leadership team.
Transitioning into new roles can often create a slowdown in effectiveness for the leaders, as well as the productivity and efficiency of their new teams. By engaging in the installation process, these leaders were able to positively impact and drive outcomes within the first 90 days. See what they had to say about their experience in the videos below:
Sr. VP/COO, Hospital Services
CEO – Hospital Division
In the case above, it’s clear that even proven leaders need the chance to take a step back and in Brett’s words, “clear the decks.” Leaders who have worked together for some time, even in different facilities, often have narratives or stories they’ve written for one another. The installation process provides the opportunity to be vulnerable and transparent with one another, which allows leaders to truly understand how best to work together.
Deb and Brett have very different styles of communication. Add to that the narratives each had in their minds about the other and these challenges could easily have derailed their success and caused irreparable damage to the relationship. By breaking these preconceived ideas down and gaining a better understanding of each other, these leaders were able to transition quickly into their new roles, lead united, and drive incredible outcomes within a short period of time and well into the future.