{"id":9160,"date":"2020-02-26T15:57:54","date_gmt":"2020-02-26T14:57:54","guid":{"rendered":"https:\/\/avs-advisors.com\/?p=9160"},"modified":"2021-09-28T17:55:13","modified_gmt":"2021-09-28T15:55:13","slug":"new-executives-need-to-be-integrated","status":"publish","type":"post","link":"https:\/\/avs-advisors.com\/es\/new-executives-need-to-be-integrated\/","title":{"rendered":"New Executives need to be integrated"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-8vgb1o-6917258f33da21f07e60183664e54de0\">\n.flex_column.av-8vgb1o-6917258f33da21f07e60183664e54de0{\n-webkit-border-radius:0px 0px 0px 0px;\n-moz-border-radius:0px 0px 0px 0px;\nborder-radius:0px 0px 0px 0px;\npadding:0px 0px 0px 0px;\n}\n<\/style>\n<div class='flex_column av-8vgb1o-6917258f33da21f07e60183664e54de0 av_one_fifth  avia-builder-el-0  el_before_av_three_fifth  avia-builder-el-first  first flex_column_div av-zero-column-padding '     ><style 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srcset=\"https:\/\/avs-advisors.com\/wp-content\/uploads\/2019\/11\/AvS_TTA_02-2019_Onboarding-Erfolgsfaktor_150x150.jpg 150w, https:\/\/avs-advisors.com\/wp-content\/uploads\/2019\/11\/AvS_TTA_02-2019_Onboarding-Erfolgsfaktor_150x150-80x80.jpg 80w, https:\/\/avs-advisors.com\/wp-content\/uploads\/2019\/11\/AvS_TTA_02-2019_Onboarding-Erfolgsfaktor_150x150-36x36.jpg 36w, https:\/\/avs-advisors.com\/wp-content\/uploads\/2019\/11\/AvS_TTA_02-2019_Onboarding-Erfolgsfaktor_150x150-120x120.jpg 120w\" sizes=\"(max-width: 150px) 100vw, 150px\" \/><\/div><\/div><\/div><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-7ldcto-9f1016c7c66bb4ad71a854dcaae0ea63\">\n.flex_column.av-7ldcto-9f1016c7c66bb4ad71a854dcaae0ea63{\n-webkit-border-radius:0px 0px 0px 0px;\n-moz-border-radius:0px 0px 0px 0px;\nborder-radius:0px 0px 0px 0px;\npadding:0px 0px 0px 0px;\n}\n<\/style>\n<div class='flex_column av-7ldcto-9f1016c7c66bb4ad71a854dcaae0ea63 av_three_fifth  avia-builder-el-2  el_after_av_one_fifth  el_before_av_one_fifth  flex_column_div av-zero-column-padding '     ><p>\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-av_heading-b2e24381a40515b6764064fc2f72fa98\">\n#top .av-special-heading.av-av_heading-b2e24381a40515b6764064fc2f72fa98{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-av_heading-b2e24381a40515b6764064fc2f72fa98 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-av_heading-b2e24381a40515b6764064fc2f72fa98 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-av_heading-b2e24381a40515b6764064fc2f72fa98 av-special-heading-h1 blockquote modern-quote  avia-builder-el-3  el_before_av_heading  avia-builder-el-first '><h1 class='av-special-heading-tag'  itemprop=\"headline\"  >New Executives need to be integrated<\/h1><div class='av-subheading av-subheading_below'><p>Why onboarding of new executives is not just \u201cnice to have\u201d<\/p>\n<\/div><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div><br \/>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-av_heading-84672a4c0efa0b9ecb8b0bb1db9a162e\">\n#top .av-special-heading.av-av_heading-84672a4c0efa0b9ecb8b0bb1db9a162e{\npadding-bottom:10px;\n}\nbody .av-special-heading.av-av_heading-84672a4c0efa0b9ecb8b0bb1db9a162e .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n.av-special-heading.av-av_heading-84672a4c0efa0b9ecb8b0bb1db9a162e .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-av_heading-84672a4c0efa0b9ecb8b0bb1db9a162e av-special-heading-h5 blockquote modern-quote  avia-builder-el-4  el_after_av_heading  el_before_av_font_icon '><h5 class='av-special-heading-tag'  itemprop=\"headline\"  >by Dr. Christian B\u00fchring-Uhle and Philipp Fleischmann<\/h5><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div><br \/>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-k61yt6pc-4b3d0b31c33d1ba5940ad0ea1382b06a\">\n.av_font_icon.av-k61yt6pc-4b3d0b31c33d1ba5940ad0ea1382b06a .av-icon-char{\nfont-size:40px;\nline-height:40px;\n}\n<\/style>\n<span  class='av_font_icon av-k61yt6pc-4b3d0b31c33d1ba5940ad0ea1382b06a avia_animate_when_visible av-icon-style- avia-icon-pos-left av-no-color avia-icon-animate'><span class='av-icon-char' aria-hidden='true' data-av_icon='\ue819' data-av_iconfont='entypo-fontello' ><\/span><\/span><br \/>\n<section  class='av_textblock_section av-k61ywyoh-aa80164a0bbcfe1a68ac25d8daf20471'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/BlogPosting\" itemprop=\"blogPost\" ><div class='avia_textblock'  itemprop=\"text\" ><p>Hermann Hesse once said that every new beginning holds its own magic. But there are also risks. The appointment of any leader to a new role is a decisive moment in both an executive\u2019s life and the life of an organization. Yet while often there is great energy and attention given to the selection of that leader in a comprehensive search process, there is another part of the equation that is, in our view, at least equally important: making sure that the leader is actually prepared to succeed in that role.<\/p>\n<p>In cases where a CEO hiring does not work out, it is predominantly not because of a mistaken recruitment but more often because of issues that arise in the first six months of tenure: e.g. inadequate preparation; cultural misunderstandings; lack of contextual awareness; misjudgement of internal \u00b4politics\u00b4; lack of ExCom knowledge. The first three to six months therefore are critical for the success (or failure) in a new role \u2014 no matter how experienced and how well prepared the new leader might be. An organization must therefore devote serious attention to the transition of that new leader, regardless of whether he or she is an internal or external hire. It is, however, all the more critical when the new leader is the first external (Chief) Executive in a Family Owned Enterprise, and still more, when it is the first time that this executive is working for a Family Owned Enterprise.<\/p>\n<p>In our firm we have made it an integral part of any Executive Search process to support our clients \u2013 and the newly appointed hire \u2013 during the critical onboarding &amp; integration process. We believe that a well planned and executed integration plan, which also focuses on the cultural integration, can significantly reduce the time it takes new leaders to reach their full effectiveness \u2013 and, almost more importantly, reduce the risk of failure (\u201chired on competency, fired on chemistry\u201d).<\/p>\n<p>Active integration support begins in the moment when the start of a new leader is being prepared. The focus at this initial discussion is on threats &amp; opportunities in the new organization and\/or function \u2013 and the risks involved. This is an important discussion in any transition, but in particular in Family Businesses with a variety of additional, \u2018unwritten rules\u2019. This can be a \u201ctricky\u201d moment, and companies can greatly benefit from professional support when announcing a new leader and preparing the incumbent for the new role.<\/p>\n<p>The integration support should start long before the new executive sets foot into the new organization and thus prior to the first day on the job. The new leader will need to understand, what the current company culture is about; who are the most important stakeholders (which may include members of the family owning the business who do not possess a formal role in the organization); what is their role and influence in the organization; and how they tend to operate; the expectations (and underlying concerns) placed on the executive by the owners, the board, and the line managers.<\/p>\n<p>The implications of those expectations must be considered, and a strategy developed as to how the new leader should best communicate what he or she intends to do. How is the new leader\u2019s agenda going to be designed, who will need to be aligned, what are the potential pitfalls of the job and tactics to anticipate and prevent them? A clear communication plan, e.g., for an incoming CEO can be key to establish the agenda and align important stakeholders inside and outside the organization right from the beginning.<\/p>\n<p>It should be clear, prior to the start in the new role, whom the new leader \u201cmust meet\u201d in the early days and what steps are needed to get a grip on the organization as quickly as possible. This might include measures designed at getting a clear, transparent view on the new team \u2013 e.g., the direct reports, and their aspirations, hopes &amp; fears. Personalized coaching can help the executive to develop trust in his or her team and to shape first impressions. Active integration support during the first three months can include coaching, 360-degree evaluations, and targeted feedback, all focused on helping the leader to make a strong initial traction in the organization. A feedback loop needs to be established ensuring that the new executive can course-correct quickly if needed.<\/p>\n<p>Many organizations assume they can organize successful onboarding themselves \u2013 or can even do without a systematic onboarding process. We have seen cases where it was assumed that top executives or outstanding talents \u2018will know how to swim\u2019, and indeed it can be understood that when a highly experienced, highly skilled \u2013 and highly paid \u2013 executive takes on his or her new responsibility, that this person will know what it takes to turn this beginning into a success and will have done a thorough \u201cdue diligence\u201d (including meetings with stakeholders and \u201creference checks\u201d) before taking on the new responsibility. But it is a very critical moment and one that even experienced executives will not have lived through that many times. And it would be an error to assume that success in this situation only hinges on the executive in question. It is a task for the entire organization, and that means in particular, the responsibility of the owners and their representatives, in many instances the board, and especially its Chairman.<\/p>\n<p>In our experience, an extra effort to ensure that a senior appointment makes the best possible initial impact is a wise investment. The cost of failure in onboarding and integration can be very high \u2013 and companies will need to understand that a successful hiring isn\u2019t guaranteed by a professional search process alone.<\/p>\n<p>In the fall of 2019, AvS \u2013 International Trusted Advisors has teamed up with PwC and INSEAD to organize the first large-scale pan-european survey among large Family Businesses dealing with the success factors for external executives in Family Businesses, and one of the key issues explored is how to ensure successful integration of new executives. We hope to be presenting the results in the first half of 2020.<\/p>\n<\/div><\/section><br \/>\n<div  class='avia-buttonrow-wrap av-k61ze9w6-f76018f3fb98b17a0aff0b6ac95eb808 avia-buttonrow-right  avia-builder-el-7  el_after_av_textblock  avia-builder-el-last '>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-av_buttonrow_item-da2fef32b6925ac6e1df2d61bc60ec1c\">\n#top #wrap_all .avia-button.av-av_buttonrow_item-da2fef32b6925ac6e1df2d61bc60ec1c{\nmargin-bottom:10px;\nmargin-left:10px;\n}\n<\/style>\n<a href='https:\/\/avs-advisors.com\/es\/trustedadvisor'  class='avia-button av-av_buttonrow_item-da2fef32b6925ac6e1df2d61bc60ec1c avia-icon_select-yes-left-icon avia-size-small avia-color-theme-color'  ><span class='avia_button_icon avia_button_icon_left ' aria-hidden='true' data-av_icon='\ue830' data-av_iconfont='entypo-fontello'><\/span><span class='avia_iconbox_title' >back<\/span><\/a>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-av_buttonrow_item-efd6a72dab34c3518c1755d046b2442a\">\n#top #wrap_all .avia-button.av-av_buttonrow_item-efd6a72dab34c3518c1755d046b2442a{\nmargin-bottom:10px;\nmargin-left:10px;\n}\n<\/style>\n<a href='https:\/\/avs-advisors.com\/wp-content\/uploads\/2020\/03\/TTA_2019_02_Onboarding_EN.pdf' class='avia-button av-av_buttonrow_item-efd6a72dab34c3518c1755d046b2442a avia-icon_select-yes-left-icon avia-size-small avia-color-theme-color' target=\"_blank\" rel=\"noopener noreferrer\"><span class='avia_button_icon avia_button_icon_left ' aria-hidden='true' data-av_icon='\ue82d' data-av_iconfont='entypo-fontello'><\/span><span class='avia_iconbox_title' >Download PDF<\/span><\/a>\n<\/div><\/p><\/div>\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-2a6n1o-6aeba8d515cc66995d2ad0cbef497f1c\">\n.flex_column.av-2a6n1o-6aeba8d515cc66995d2ad0cbef497f1c{\n-webkit-border-radius:0px 0px 0px 0px;\n-moz-border-radius:0px 0px 0px 0px;\nborder-radius:0px 0px 0px 0px;\npadding:0px 0px 0px 0px;\n}\n<\/style>\n<div class='flex_column av-2a6n1o-6aeba8d515cc66995d2ad0cbef497f1c av_one_fifth  avia-builder-el-8  el_after_av_three_fifth  avia-builder-el-last  flex_column_div av-zero-column-padding '     ><\/div><\/p>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":5,"featured_media":8027,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[54],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v21.6 - 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