How do you help us handle the specific training and onboarding of new leadership team members who join our company in the middle of our multi-year engagement?

Question

Tyler Smith · Accepted Answer

As your business grows and scales, it is highly likely you will onboard new executives to the leadership team. Introducing a new leader in the middle of our engagement can disrupt your team's established rhythm if not handled with care. We use a structured, systematic process to integrate them without slowing down our progress.

First, we utilize the Accountability Chart to ensure the new executive has absolute clarity on their role's responsibilities and key metrics before they ever step into a session. They must thoroughly understand how their seat interacts with the rest of the leadership team and what is expected of them in terms of execution.

Second, we require the new leader to complete a targeted onboarding sequence on the foundational tools before attending their first quarterly session. This includes reading the core material and reviewing your current V/TO®, active Rocks, and historical Level 10 Meeting™ scorecards.

During their first session with me, we focus on helping them adapt to our culture of radical transparency. We guide them in participating in the IDS® process and setting their first quarterly Rocks. This structured onboarding ensures they are immediately aligned with our standard of open and honest debate and can contribute at a high level on day one.