The induction process in some organisations is rather "hit and miss" which can result in a bumpy first few months while the new appointee beds down.
This is curious when you consider how much time and money has probably been spent recruiting the new candidate. Induction Coaching could make all the difference to the successful candidate continuing to function effectively and avoiding expensive mistakes materialising.
Induction Coaching begins at the time of appointment and creates a bridge between the newcomer and the business plan. Many new staff are left to work their way into the organisation hoping that organisational values and performance requirements will somehow "rub off".
Induction Coaching makes neither of these assumptions. A period of intensive work on culture, values, performance targets and behaviour is achieved through one-to-one coaching, so that the new starter has a personal action plan aligned to the business plan within 8-12 weeks. An Induction Coach will ensure integration of delivery with the attitudes and behaviour needed to secure improved performance over time. Induction Coaching would represent no more than 5% of a Senior Executive's employment costs; and the potential savings are enormous
Since the purpose of Induction Coaching is to ensure that the new appointee gets off to a good start by ensuring that organisational values, the business plan and the individual objectives are well-aligned, it follows that the Induction Coaching needs to follow on from the date of appointment for no more than three months. The process should involve key managers and stakeholders in developing a view on the new appointee's role, tasks and objectives… and delivering a clear set of goals and a business plan for the inductee within the two or three month period for agreement with the line manager.
The Induction Coaching process needs to be closely aligned to the business plan and the following process would generally be adopted:
- Session 1: what is the purpose of the job? What are the critical objectives? Who are the relevant stakeholders inside the organisation? (These issues would be discussed with relevant executives others, e.g. Line Manager and Directors in the organisation, in advance of the second session).
- Session 2: aligning job purpose, organisational views with individual ambition and complementary work roles (reducing underlap and overlap). These issues to be discussed with external stakeholders in advance of the third session.
- Session 3: aligning the business plan with proposed objectives and with proposed personal development plan - developing a package for discussion with the Line Manager/Director for final agreement at the end of the Induction Coaching Programme. The Induction Coaching Programme forms an excellent launch pad for individual or team areas of coaching.
Spindler works with a number of partner organisations in this field, to complement our skills and expertise.
If you are interested in the Induction Coaching service, please contact Melanie Curtis on 0118 939 4506 or e-mail her at melanie@spindler.co.uk
