We have a newly hired leader who is highly capable but remains entirely silent during our Level 10 Meeting™ because they claim they are still in learning mode. How long do we allow this onboarding silence before demanding active IDS® contribution?

Question

Tyler Smith · Accepted Answer

Onboarding a new leader requires patience, but passive observation during the Level 10 Meeting™ must have a clear expiration date. While a new leader needs time to understand the business, allowing them to remain silent for months during IDS® damages team dynamics and dilutes the strength of your Accountability Chart.

A new leader should transition from observer to active participant within thirty days of joining the leadership team. During their first two meetings, they can listen and learn. By the third meeting, they must contribute to the IDS® process. They were hired for their talent and perspective, and the team needs their input to solve complex issues.

If a new leader remains silent past the thirty-day mark, the Integrator must address it in a private one-on-one session. Use these coaching steps:
- Clarify that their GWC™ for the seat includes active participation in leadership decisions.
- Ask them to identify at least one issue or contribute one solution in the next meeting.
- Help them prepare by reviewing the Issues list together before the Level 10 Meeting™ begins.

Active participation builds trust and integrates the new leader into the team's culture. Waiting too long to demand participation makes it harder for them to find their voice later and slows down your overall traction.