Executive Integration Coaching

Most organizations benefit from the injection of fresh thinking and energy that comes with new leaders from outside the company. But statistics show that most new executives either succeed or fail within the first 100 days. What makes integration so difficult? Organizations rarely hire an outside leader to protect the status quo, but rather to address a perceived challenge or problem.

To be effective, a new leader must therefore drive performance and change, while respecting –as well as challenging—the existing culture and strategy. Executive integration coaching can mitigate the many sources of friction as a new leader ramps up. Skilled integration coaches help new leaders understand how the style and experiences that propelled them to success in one environment can prove a recipe for disaster in another if not carefully managed. As a result, clients experience superior rates of return on executive promotions and placements, improved retention for new leaders, and ultimately improved performance against objectives.

Integration challenges can be diverse and varied – from personal style, to rejection by the corporate culture, to slow strategy alignment within a new team. Even executives promoted from within benefit from coaching support to make the necessary shifts in their leadership without alienating peers, direct reports, and key employees. Under MDA's 100-Day Executive Integration Program, the human resources manager, the newly hired executive and his or her manager participate in a robust program involving assessment feedback, action planning, short and long-term goal identification, integration action planning, influence mapping, alignment meeting with the manager, and telephone and in-person coaching to help ensure that the newly hired leader and hiring organization are aligned as they strive to achieve objectives.

The 100-Day Executive Integration Coaching program includes:

• Leadership Forecast Assessment to predict derailers and style conflicts
• 11Q™ Executive Integration Survey and Gap Analysis
• Short term and long term alignment coaching between the new executive, the executive’s manager and the human resources partner
• Short and long term goal and role clarity planning
• Stakeholder influence mapping and coaching
• Telephone and in-person coaching
• MDA’s DevelopmentEngine® action plan follow-up email process
• Six-month check-in

Additional high impact integration options include:

• Executive Coaching Extension
• High Performance Team Diagnostic & Jump Start
• Town Hall Forum Alignment Accelerator
• Direct Report Talent Review
• Direct Report Development Planning
• Comprehensive Executive Assessment