Assimilate Talent
Onboarding, new team performance & first 100 days in role
Approach:
Our creative onboarding / assimilation solutions assure earliest personal and team effectiveness and integration – e.g. during the first 100 days in a new role or team.
Solutions:
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- Onboarding / assimilation diagnostics, including access to structured interviews, focus groups and stakeholder surveys
- Onboarding / assimilation consultancy, including stakeholder-owned and actionable solutions and communication, often following a stakeholder survey
- Onboarding / assimilation coaching, including one-to-one and group coaching in effective stakeholder mapping, internal networking, making-an-impact and personal branding. (More about our coaching solutions here)
- Online onboarding / assimilation resources, including bespoke personal career management and peer-to-peer onboarding support portal development / access. (More about our online career development platform here)
Benefits:
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- New hires are well informed and understand their key stakeholder obligations
- New teams effectively leverage one another’s strengths, and individual members play to individual strengths
- Creativity is released, and commitment strengthened
- Retention costs are minimised (ROI)
Our specialist team includes:
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- Change and HR consultants
- Trainers
- Assessors and trained assessment observers
Illustrative examples of ImaginativeHR executive onboarding & team assimilation projects:
1) First 100 days onboarding coaching (Media sector, United Kingdom)
Background:
The ImaginativeHR team was engaged by a media sector organisation, which was experiencing poor retention levels of key talent, to develop an executive on-boarding process which would equip new senior joiners with effective techniques to identify key stakeholders most likely to contribute to their success in their new role and for managing these stakeholder relationships during their first 100 days in role.
Solution:
Our team provided one-to-one coaching support (typically comprising three one-to-one coaching sessions) to senior new hires; commencing shortly after their appointment and concluding after 90-100 days in-role. Coaching support was complimented by online peer-to-peer learning support, 360 degree feedback and networking resources which allowed senior new hires to enhance and assess their successful assimilation into new roles.
2) Team assimilation facilitation (Logistics sector, United Kingdom & Sweden)
Background:
The ImaginativeHR team was engaged by a global logistics organisation to support the structured assimilation of two highly talented (previously competing) teams, to create a new leadership team which would embrace the collective strengths of each team member, identify common ground and optimise team performance.
Solution:
Our team conducted structured interviews, supplemented by 360 degree assessments across the new team. These diagnostics were followed by MBTI and Belbin team roles assessments. Assessment outputs were then incorporated as inputs into a two day event facilitated by two of our facilitators. Event outputs included; improved levels of trust and collaboration between the teams, new strategic and structural agreements and identification / acknowledgement of the post-merger gains. Following the facilitated team event, two key team members were identified for further one-to-one coaching.
