New Leader Integration

The period immediately following promotion or landing a new role is crucial for leaders, as first impressions are hard to overcome, and preceding and present players are in a heightened state of anticipation, literally on the edge of their seats to see who you are and what you’re all about. Errors or lapses in judgment made during this critical window of time are difficult to erase in people’s minds but even harder to overcome in the future, especially if trust is violated and one’s intentions are properly construed as negative, or misconstrued as anything approaching hostile, egotistical, controlling, or exclusive (versus inclusive).

Our New Leader Integration process occurs quickly (delivered in one fast and furious day, or no longer than five consecutive days) and is recommended between Weeks 3 and 4 in the leader’s new position, and never after Week 6 because it’s usually too late by then to undo damage caused by missteps made in the first month. Reinforcing our premise that “inquiring is intervening,” the very fact that a new leader invites us in to gather others’ impressions and expectations (along with helping shape the messaging that results) speaks volumes to the leader’s confidence, coachability, and willingness to be vulnerable and transparent, all of which are essential hallmarks of mature, professional leaders in today’s increasingly egalitarian workplace.