New Talent Pre-Boarding & Integration

TMG Associates and Mikethecoach.org present:

The case for maximizing your ROI on New Hires

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Tim Galusha: A Trusted Resource

30+ years Human Resource experience; 15 years of senior leadership coaching: VP and above

Education: Cornell University Partners & Associations

o Faculty Member for The Conference Boardo Executive Transition Coaching for Navigator Executive Advisors

Sample LinkedIn® Recommendations:o …He helped drive a culture change within our leadership team that has helped us

become more transparent, more "real", and more effective…o His strengths lie in his ability to understand the business, assess talent, yield

influence, provide effective coaching, build strong relationships and develop people….

o Tim is an incredibly insightful business professional. He possesses outstanding listening skills, which translate very effectively into his coaching skills….

Sample HR Positions:o Top HR Executive for $1.3B Honeywell SBE during $400M acquisition

integrationo DHR Operations at $3.3B SBU of AlliedSignalo Global Director Human Resources: Cytec Industrieso DHR & Labor Relations Leader: Johns Manville

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Mike Robilotto: “The Guy Who Gets the Job Done”

40 years Human Resource / Labor Law experience; 25 years of leadership coaching at every level.

Education: State University of New York; Albany Law School Sample LinkedIn® Recommendations:

o Mike Robilotto is the consummate professional. He is easily the most effective Director of HR I have ever worked with. …

o Mike is the consummate senior HR professional. Equal to the best I've worked with in 20+ years. ...

o Michael is a wonderful mentor. He was instrumental in hiring me into a position with a Fortune 100 company law department...

o What a delight Mike is to work with! In addition to being a seasoned, extremely knowledgeable Human Resources professional, …

Sample HR Positions:o VPHR for a $2.5B Fortune 1000 company.o VPHR for the largest provider of services to the US military.o Global Director HR for the second largest film manufacturer in the world.o Associate Labor Counsel for a Fortune 100 company.

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New Talent Statistics

“58% of new executives—those hired from the outside—don't succeed in their new position within 18 months”

Michael Watkins, author of The First 90 Days

Companies with best-in-class on-boarding programs report a 91% retention rate compared with 30% at the lowest performing companies:

2013 Aberdeen Report

The Center for American Progress estimates the cost of losing an executive at 2X their base salary

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How does your organization do?

Topic World Class

Most Organizations Issue(s)

Quality of Hires

Mostly A Players

Too many B & C hiresFew Hi Potentials

Cultural fit Great in the

interview

Quality of On-Boarding

Consistent Delivery

Our first impressions are often

disappointing

Good intentions but we are so lean

Quality of Integration

Program

Consistently Robust

A sink or swim approach

Should just get going!

Lack resources & commitment. “We survived” mentality

Time to Break Even

Quickly Master

Many struggle with complexity / how we

do things here

Focus on urgent and lack of

integration support

New Talent Retention

Rarely an Issue

Some painful failures; too many

don’t fit in

Hard to understand such a big miss

Too much pain and lost value from current state

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Candidate Assessment for Fito Critical to success position attributeso Talent Insight Profile™: Multi-dimensional assessmento Expert evaluation interview

Pre-Boarding o Clarity around expectations, key deliverables and team needso 90 day plan for success

Coaching for Successo Confidential phone coachingo Custom executive development session(s)

New Talent Integration Processo Personal value statement / leadership credoo Facilitated meeting(s) with new talent’s team

Assessment, Pre-boarding & Integration Program

A focused resource can make all the difference

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Program Elements

Candidate Insights Stakeholders interview: shared clarity around success

attributes, competencies, behavioral traits & cultural fit considerations

Talent Insight Profiles™: a clear view into candidate behavior styles, workplace motivators, values and leadership qualities

Evaluation Interview™: choices/judgments made over a lifetime, degree of self awareness, authenticity and leadership attributes

Pre-Boarding (Prior to start) Stakeholders conversation: build a shared consensus on key

deliverables, expectations and team needs 90 day plan. Action plan around meeting key expectations,

deliverables and team needs. Developmental plan from insights

A plan for success before they even start

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Program Elements (p2)

Coaching for Success Confidential phone coaching: new talent always has someone to

call Feedback: Gather and discuss two way feedback on a regular

basis Personalized executive development program

o Built on insights from assessment tools, interviews and feedback o Help new talent create individual development plan using company

performance management forms / process

New Leader Assimilation Facilitated assimilation session(s): to accelerate and deepen

relationship building with new talent’s team Facilitate personal values statement: Help create authentic

connections with their team

Accelerate the team development process

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Program elements are fully customizable

Service Manager / Sr. Professional

Director Vice President

Talent Insight Assessment™

Yes Yes Yes

Evaluation Interview™

Targeted Full Full

90 Day Plan Yes Yes Yes

Unlimited Phone Coaching

120 Days 150 Days 180 Days

Personalized Development Program

2 Sessions 4 Sessions 6 Sessions

New Leader Assimilation

2 Hour Session 4 Hour Session4 Hour Session &

Follow up

Investment* $3600 $5600 $7200

9Protect your new talent investment of $250K - $400K

*Does not include cost of travel, materials, meeting rooms or other similar expenses

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Additional Options: Custom Programs

Problem / Issue Solution Deliverables

High Turnover Inconsistent Performance

Benchmarking Position

ID key success factors including behaviors, motivators and competencies.

Develop targeted selection process

No Current Program Needs Refresh

On-boarding Program

Development

How things get done, how your role fits in and company culture plus tools,

policies and key processes

Stretch AssignmentHi Potential

Development Succession Gaps

Coaching for Success

Executive coaching to enhance current performance and accelerate readiness

for next role

New / Project Team M&A integration

Team Effectiveness

Team Assessment & Development

Administer Talent Insight Profiles™ & provide individual / group debrief. Team development workshops and individual

coaching

10Turn your problems into opportunities to perform

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