Executive Onboarding Program
New leaders can
significantly
increase the
likelihood of
meeting challenges
by managing their
transitions in an
integrated and
systematic way.
Dan Ciampa & Michael Watkins,
Right from the Start
About
Agilent
The Project
Your
Business
New
Leaders
Your
Network
Your Job
and Team
Purpose
Accelerate time to productivity for the new executive resulting in their
ability to
• Successfully assess business and organizational dynamics
• Articulate an initial strategy/plan within the first 90 days
Deliverables
• A flexible and modular web-based guide for onboarding senior
managers and executives, available to all businesses and
geographies within Agilent
• Training and support for Business HR Managers who act as
facilitators of the onboarding process
• Process for measuring the results and effectiveness of the tool and
contents
About
Agilent
Your
Business
New
Leaders
Why are we doing this?
Your
Network
• Accelerate executive/senior manager time-to-fullproductivity and minimize likelihood of failure.
• Proactively address potential derailers.
• Prevent rapid turnover:“Estimated that 70% of
senior executives leave their positions within the
first two years” (Source: Corporate Leadership Council)
Because transitions are critical times when small differences in your actions
can have disproportionate impacts on results.
Michael Watkins, The First 90 Days
New leaders can significantly increase the likelihood of meeting challenges by
managing their transitions in an integrated and systematic way.
Dan Ciampa & Michael Watkins, Right from the Start
Your Job
and Team
Executive Onboarding Website
PRE–BOARDING
Program
Overview
About Agilent
Your Business
New
Leaders
Your Network
Your Job and Team
Your Resources
About
Agilent
Your
Business
New
Leaders
Pre-Boarding
Your
Network
Once an offer has been accepted, the hiring manager and the HR
manager use this section of the web site to customize a plan for the
new executive prior to the start date.
• Roles & Responsibilities (Hiring Manager, HR Manager, Assistant)
• New Hire Checklist (Logistics)
• Pre-Boarding Communication Recommendations
• Onboarding Plan (template)
• High-Touch Options (Coach, Mentor, “Buddy”)
• “Setting-up Onboarding Success” (SOS Guide)
Your Job
and Team
About
Agilent
Your
Business
New
Leaders
New Executive: First 90 Days
Your
Network
Your Job
and Team
This section provides an orientation to the onboarding process and
how best to take advantage of the web site.
• Maximizing the First 90 Days
• Introduction to the Onboarding Model and Web Site
• Key Players and Accountabilities for Onboarding
About
Agilent
Your
Business
New
Leaders
About Agilent
Your
Network
Your Job
and Team
This section introduces the new executive to the company, the culture,
and various expectations of managers/leaders at Agilent.
• Agilent’s Industries, Products and Services
• Agilent’s Core Values and Culture
• Agilent’s Executive Organization
• Agilent’s Current Business Priorities
• Executive Expectations
• BeAgilent (internal) and Agilent.com (external) Web Sites
• Standards of Business Conduct and Legal Requirements
• Agilent Financials
About
Agilent
Your
Business
New
Leaders
Your Business
Your
Network
Your Job
and Team
This section links the new leader to the business-specific web site
where many of the ongoing priorities, communications, products, and
organization information are available. In addition, there are
guidelines for gathering information about the business.
• Business-Specific Web Sites
• Organization Charts
• Getting to Know Your Business (template)
• Cultural and Political Interpretation (template)
About
Agilent
Your
Business
New
Leaders
Your Job and Team
Your
Network
Your Job
and Team
This section provides various tools and links to information to
support an organizational assessment, clarify expectations,
assimilate into the team, and manage the talent involved.
• Transitioning to a Leadership Role
• Team Assessment Tools
• Clarifying Your Accountabilities (template)
• Managing at Agilent
• Aligning with Current Business Priorities
• MBO and MAPS Tools
• Ranking Criteria for Executives
• Recruiting and Hiring Talent
• Identifying Key Connections to Make
• Rewarding Talent (C&B Programs)
• Learning about your Team (template)
• Developing Talent
• Transition Meeting with your Team
• The Leadership Supply Process
About
Agilent
Your
Business
New
Leaders
Your Network
Your
Network
This section provides guidelines for quickly identifying key
contacts to make and engaging support resources.
• Identifying Who’s Who in the Network
• Meeting with Key Stakeholders (template)
• Communication Strategies
• Identifying Mentors, Coaches, “Buddies”
Your Job
and Team
About
Agilent
Your Resources
This section highlights key links to information that
is commonly needed by managers early on in their
transition.
Your
Business
New
Leaders
Your
Network
• Manager and Employee System Overview
• Total Rewards Framework (Compensation Programs)
• Annual Ranking Process
• Agilent Acronyms
• Learning at Agilent (Training & Development Programs)
• Expense Reporting
• The Impact of Culture
• Mentoring Guide
• Assessment Tools
• Performance and Development Center
• Financial Resources
• Legal Resources
Your Job
and Team
Executive Onboarding Guide
Operational Metrics
Management Metrics
(process performance measures) (leading status indicators for line mgrs)
Usefulness of the
Guide and content
 Positive evaluation by
identified stakeholders
Productivity of
new leader
Strategic Metrics
(results / outcomes)
Successful
integration within
the organization
 Immediately productive
with tools, information, and
contacts
 Effective execution of
the 90 day plan
 Creation of effective 90 day
plan within the first 30 days
 No unwanted attrition
within 12 months
 Evaluation by manager and
subordinates
 100% “would hire again”
response in follow-up at
6 & 12 months
 Frequency of access