Newly Hired and Newly Promoted Managers: Same but Different, Part 1

Managers who are jumping into a new leadership role, whether they are newly hired or newly promoted, have to get up to speed. While there are differing ways to get external hires and internally promoted managers ready from jump (more on that in Part 2), there are several onboarding priorities that will benefit both (while still catering to their individual circumstances).

1. Assimilate to Lead in Context: While external hires need an intro and alignment to company culture, even internal hires need reinforcement of the company’s values and how their new capacity contributes to that vision. 

2. Support for Activating their Team: Help the manager meet their direct reports and learn about team dynamics, strengths, and challenges. Encourage managers to jump into collaborating on team projects. Whether they are new or familiar to the team, this will foster trust and gain influence as they build a high performing team.

3. Provide Resources that Uncover Pain Points and Unlock Opportunities: As they step into new managerial responsibilities, ensure those new to the company and those promoted within have access to the necessary tools, platforms, and resources to manage their team and operations effectively. 

4. Introduce Key Stakeholders to Nurture Relationships:  Managers need to establish a network of support to help them understand the nuances they need to navigate and how their new role fits into the larger picture. This will not only help newly hired leaders to learn about the organization and start to establish cross-functional relationships, but it will also help newly promoted leaders to adopt a fresh perspective and start to reset expectations as part of their new role. 

5. Set Expectations and Cement their 100-day Plan: Both external and internal new managers need a clear understanding of their roles and goals. Outline key deliverables and success metrics for their first 100 days with a leadership roadmap to ensure they know what to prioritize early on.

6. Develop and Hone their Long-Term Management Strategy: Those new or stepping into a larger role can benefit from training programs in areas like team management, decision-making, and communication. Offering access to leadership coaching or pairing them with a mentor can provide ongoing support and guidance, regardless of their background.

These onboarding strategies focus on ensuring a smooth L.A.U.N.C.H. into their new leadership role, regardless of whether the manager is new to the company or being promoted from within.

But are there different onboarding priorities for external and internal hires? Yes! Stay tuned for Part 2 - Newly Hired vs. Newly Promoted