Problem

A global company encountered a challenge when newly promoted senior and executive leaders, boasting 15 or more years of experience, found it difficult to adjust to their new positions. These promotions were either internal, or could be also external hires: yet the orientation period was sluggish, and numerous leaders weren't meeting the expected performance levels 12+ months in the role. As a result, the company experienced a dip in productivity and a rise in staff turnover rates at senior levels. To combat this, the company sought a solution that would speed up the orientation process and boost the chances of these leaders achieving long-term success.

Eleonora Durmaz spearheaded a team tasked with crafting and deploying a Senior Leader Orientation Journey aimed at resolving these issues. The project required us to engage stakeholders, evaluate needs, design the learning journey, establish a system for nominating talents, implement the program globally, and ensure its delivery both online and offline.

Solution

In an effort to enhance the transition experience of senior leaders who are new to their roles, we conducted an extensive analysis of existing data related to the specific challenges these leaders face across different levels and geographies. This comprehensive approach allowed us to capture a broad spectrum of obstacles and opportunities inherent to assuming high-level responsibilities in varied organizational and cultural contexts.

Through this process, we proactively engaged with stakeholders from diverse sectors and regions to intimately understand their distinct challenges and needs. This stakeholder engagement was critical, as it provided us with a wealth of insights that directly informed the creation of a more tailored and effective Senior Leader Orientation Journey. By taking into account the unique perspectives and experiences of those already navigating the complexities of leadership roles, we were able to design a program that addresses the multifaceted nature of leadership transitions.

The resultant Orientation Journey is a holistic program that merges the best of online and face-to-face learning modalities. Recognizing the importance of flexibility and accessibility in learning, this blended approach caters to the varied learning preferences and schedules of senior leaders, facilitating a smoother and more engaging transition experience.

The program is strategically segmented into four key stages: pre-onboarding, onboarding, post-onboarding, and continual growth. This segmentation ensures that at every juncture of their transition, leaders are not only met with the resources and support necessary for their immediate success but are also provided with a pathway for long-term development and achievement.

One of the cornerstone features of this journey is the personalized mentorship provided at every stage. By pairing participants with seasoned mentors, we ensure that leaders receive one-on-one guidance tailored to their specific needs and challenges. This mentorship is invaluable, as it enables new leaders to glean insights and strategies from those who have successfully navigated similar paths.

Impact

Improved time-to-perform from 18 months to 8.5 months
Decreased senior leader attrition by 12%

"This program has had an incredible impact on our organization in senior levels. We've seen a significant improvement in the performance of our newly promoted senior and executive leaders, and our turnover rates have decreased. Our investment in this program has paid off tenfold."

Team

L&D Specialists, instructional designers, internal faculty, and facilitators
HR analytics, business, and regional HR
business and regional leaders

Designed Senior Leader Transition Journey to Increase Success Rate in New Roles