Before Onboarding

An Overview of DHR’s Executive Integration

Practice

What is Executive Integration?• Executive Integration is a facilitated process that prepares new senior

leaders in advance of their start date to arrive fully briefed and equipped to get the right results quickly and avoid costly, preventable mistakes.

• Specific information, priorities and guidance is obtained by a DHR Executive Integration consultant from the new leader’s boss, peers, direct reports and other key stakeholders, which is then synthesized, packaged and presented to the new executive during a thorough debriefing ahead of the start date.

• The consultant prepares the new executive for a first day kick-off meeting with the new leader’s direct reports and facilitates that meeting.

• The consultant , new leader and boss have follow up meetings at 30-day intervals for the first 90 days to ensure the new leader remains on track.

Is Executive Integration Necessary?

Studies point to the need

Executive Transition Challenges

• 2011 “Executive Transitions” Study› Ramp up time for new external hires—6 to 9 months

› Ramp up time for internal transfers—3 to 9 months

› 30% of external executive hires fail within 2 years

› 23% of internal executive transfers fail within 2 years

Source: Institute of Executive Development and Alexcel Group

Executive Transition Challenges

• Each year >500,000 managers enter new positions in the Fortune 500 alone.

• Failure rate for external senior hires is 40 to 50%

• The first three months will largely determine the ultimate success or failure of a new executive

• The “Breakeven Point” is 6.2 months (new leader has contributed more value than consumed)

“The First 90 Days: Critical Success Strategies for New Leaders at All Levels” by Michael D. Watkins. Harvard Business Press, 2003

Executive Moves Underway

• 73% of employed senior executives are considering new career opportunities in 2011 and are actively entertaining their options.› The majority expects it to be a lateral move

› Indian executives are looking to progress far quicker than the global average

› Indian, Australian and Chinese executives are some of the most mobile executives in the world

The Bluesteps/AESC 2011 Executive Mobility Report

Current Emphasis is on Selection

“Typically, organizations work extremely hard to identify and hire new talent…but then rely on hope when it comes to making their new investment successful.”

Scott SaslowExecutive Director

Institute of Executive Development

Integration Guidance is Lacking

“Given the stakes, it is surprising how little good guidance is available to new leaders about how to transition more effectively and efficiently into new roles.”

Michael D. Watkins, “The First 90 Days: Critical Success Strategies for New Leaders at All Levels”, Harvard Business Press, 2003

ROI for Executive Integration

“Adoption of a standard framework for accelerating executive transitions can yield big returns for organizations.”

Michael D. Watkins, “The First 90 Days: Critical Success Strategies for New Leaders at All Levels”, Harvard Business Press, 2003

DHR’s SolutionExecutive Integration (“Pre-boarding”)

New Executives are able to:

• Secure early wins (get the right results sooner)

• Avoid costly and preventable mistakes

• Minimize staff productivity declines

• Minimize key staff turnovers

• Accelerate management team cohesiveness

• Sustain their early wins over the long-term

Pre-boarding versus Onboarding

Pre-boarding begins when an offer is accepted

Onboarding begins on the start date

Onboarding focuses on employee assimilation

Pre-boarding focuses on executive results

How is Pre-boarding Packaged?

Pre-boarding is an optional feature of a DHR senior executive search (VP and higher)

Pre-boarding Stages

• Consultant Entry

• Structured Interviews

• Documentation

• Executive Debriefing / Coaching

• Facilitated Start Date Kick-Off Meeting

• Follow-Up

How is Pre-boarding Delivered?• Assigned Executive Integration consultant interviews the slate of

candidates (explains the process in person or by phone)

• Search consultant keeps Integration consultant informed as to the timing of a hire

• Offer accepted…Process begins

• Integration consultant interviews boss, peers, direct reports and others as assigned

• Consultant documents the structured interviews

• Consultant provides document to the new executive

• Consultant debriefs the new executive and preps for start date

• Consultant facilitates new leader kick-off meeting on the start date

• Consultant assists new executive for the first 90 days as needed

• Consultant and new executive meet with the boss at 30-day intervals

Executive Integration Practice Leader

• Michael K. Burroughs is DHR’s Global Practice Leader for Executive Integration and Development

• 10+ year executive recruiter with DHR

• Three time Fortune 500 “OD” executive

• Developed, implemented and refined the process (15 yrs)

• Seasoned executive developer and coach (20+ years)

• Retired U.S. Army colonel with extensive leadership and leadership development experience

• Thought leader in Executive Integration

• Author: “Before Onboarding: How to Integrate New Leaders for Quick and Sustained Results” (June, 2011)

For More Information

Contact Mike Burroughs

DHR Global Practice Leader—

Executive Integration and Development

314-727-2000 ext. 3002 (St. Louis office)

8000 Maryland Avenue, Suite 1010, St. Louis, Missouri 63105

mburroughs@dhrinternational.com

www.dhrinternational.com