Leadership is indeed an exercise which builds the culture of the organization and culture is the adhesive which keeps the organization together. Executive onboarding is one process that can impact the leadership in both positive and negative manner. If the executive onboarding, turns out to be a failure, the chances of the organization heading towards failure can never be ruled out. This is the biggest reason, organizations these days hire the services of the job evaluation consultants in India in order to ensure that the best of the executive onboarding services are being implemented in their organization.
So, what are the basics of a smooth and successful executive onboarding process? Have a look at the essentials: Personal Connections In case you wish to head for success, always remember that the thumb rule is that leadership is all about personal connects. It is your message, your behavior, your actions and reactions that will unlock personal connections with the people out there. The connections will turn stronger if there is a greater congruence between the preferences across values, attitudes, behavior and culture. Acceptance Leaders are always watched by the people who enter the organization. What leader says, what he doesn’t say, what he do and what he doesn’t do gives powerful signals to the new hires. So, think of a jump-start approach to keep the process smooth. If the leader keeps things under control, the process of accepting and adjusting to the new environment and work culture won’t be a difficult transition. Day One Is The Make Or Break Day Each and every one of us remembers the first impression we had of someone and the last interaction we had with someone. As per research done by a number of manufacturing consultants India, the information presented at the first and at the last slot is always remembered. The impressions formed at the first meet will remain forever. Although, the last interaction may be updated, but the first impression can’t be changed. So, make sure that day one is always under your control in terms of forming an impression and engaging in interactions. Alignment Around Business Matters The successful leaders believe that getting the people aligned around the values and the vision of the organization is the best way to inculcate the sense of belongingness in the organization. It should be ensured that the people remain focused on the business matters, which is, however, a difficult thing to do in the first few months of the new job. Once, this is done, converging into team and then achieving higher goals will never be a problem. Manage Them As A Team The great leaders are the ones who inspires and give others the opportunities to do their best in order to realize a shared purpose. So, instead of managing them down, start interacting with them to know who is doing what, when and how. Although, the above mentioned pointers are just about common sense, still people forget to implement these. These are the very basics of leadership and organizational culture. In case, you are in the process of onboarding people, always remember that a successful onboarding process is underpinned in these basics.
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Organizations are increasingly becoming aware of the importance of having a positive company culture for driving growth. Positively strong company culture helps in building a team of self-motivated and dedicated professionals capable of taking a business to new heights of success. In fact, the top recruitment firms in India consider positive company culture as a key aspect for attracting top talent. However, building such a culture is not a simple exercise or one that can be accomplished in a rush. While there is no magic formula for creating a positive company culture, it can be established by following the below-discussed effective tips.
Be Clear About How The Workforce Should Feel The first step in the direction of establishing a positive company culture is for the managers to have a clear understanding of how they want their teams to feel. This might require them to interact extensively with the individual team members to understand their perception of positive work culture. They can them assemble the right individuals and the best strategies to help realize this vision. Establish The Ground Rules At The Very Start Most business organization operate in a target-based environment, which makes it essential for business organizations to establish some basic work rules for the teams to operate. The organizations should establish well-defined boundaries with respect to the expected behavior and outlook of the team members. These boundaries combined with the value systems of the business form the core of the company culture. The leading recruitment firms in India are of the opinion that these rules should be more than a list of agreed tasks posted on the company walls. Rather they should be the codes that every individual member of the workforce believes in and follows. Setting The Right Vision Having established the ground rules, the next step for the managers is to set a common vision and purpose that their teams work to achieve in a collective manner. This helps in creating the right environment for peer-to-peer communication and coordination which form the basis of positive company culture. In addition, it helps in enhancing the team working capabilities and skills of the members of the workforce. Define Individual Roles And Accountabilities Of Every Team Member The managers need to clearly define the role of every individual member of the team to avoid any confusion. It is also important to establish the accountability of every individual with respect to their level of skill and experience. This is essential to ensure that every individual member of the team has realistic and appropriate expectations with respect to his/her responsibility and accountability. They are thus able to optimize their performance accordingly and contribute towards the success of the team. Be Sure To Align The Goals And Achievements The managers should be able to work out the correct goals and targets for individual team members. The experts from the retained executive search firms in India also advice the managers to provide the requisite support and training to help the team members achieve these goals and target. This is especially true in the case of new recruits, who might have no previous experience of working with the managers or the organization. Conflicts are an integral part of any workplace environment since the ties the business markets were established. However, rather than trying to curb these conflict, managing them efficiently is what makes for a great company culture. In fact, efficient management of workplace conflicts is one the desired skills sought by executive search consultants in candidates being considered for management positions. The below discussed tips can help leadership candidates to satisfy this key requirement and play a constructive role in developing a great company culture.
Never Ignore The Conflict Many times the executive managers tend to ignore conflicts believing that they will get resolved with time or to be too insignificant for their attention. In fact, this approach is likely to lead to escalation of the conflict and disrupt the workflow and morale of the organization in a significant manner. As such it is essential for the executive leaders to make sure that they never ignore any conflicting situation at workplace, no matter how small or even irrelevant it might seem. In addition, they should arrange to be made aware of any conflicts that might still be brewing. Explore The Cause Of The Conflict The first step in the direction of resolving any workplace culture is to find learn about its actual causes and establish its authenticity. For this the executive leaders need to talk to all the parties involved in an individual and neutral manner. The objective of such communication should be to establish the actual cause of the conflict and the best possible ways to resolve it in a lasting and effective manner. Many times, the leaders might be surprised to learn that the conflict is nothing more than a simple case of misunderstanding between the involved parties. At the same time, the possibility of unravelling other serious underlying issues is also quite high. Listen Attentively To What Everyone Involves Has To Say While there might be several reasons responsible for the creation and even non-resolution of workplace conflicts, the inability of executive leaders to listen attentively is one of the key contributors. Listening and not just hearing, the views, feelings and opinions of the people involved can help the executive professionals to truly understand all aspects of the arguments and make the best decisions based on this understanding. It is only after gaining a complete understanding of the whole situation that the executives can take the necessary steps to resolve the conflict effectively. Bring The Involved Parties To One Table One of the key aspects of any conflict resolution strategy is to ensure communication between the involved parties. In this context the professional advisors from the top retained executive search firms in India stress on the important role played by the executive managers. They should ensure that all the people involved in the conflict are made to sit down and discuss all the aspects of the problem face to face. It is also essential for the executives to be a part of any such discussion mainly to act as a mediator in case of any disagreements and also to be the neutral voice for ensuring better and effective resolution of the conflict. There is also an essential difference here. The concurrent procedure will recognize candidates with the appropriate abilities and encounter. The maintained search procedures will also sensor/probe for the best fit. Most failure in hiring comes from incompatibility on social and personal grounds, not from workplace ineffectiveness. The maintained search company is applicable advanced psychometric evaluation to profile not just the applicant but the company. What happens is a new hire left shortly after being hired? Most search firms offer a replacement guarantee if a new hire leaves within a specified period of time following their employment. Also, how long does search firm commit to working on a search?
Guide To Choosing A Retained Executive Search Firms An executive search business is an experienced firm, online or otherwise, that draws employs and produces individuals as management for the purpose of holding responsible roles in organizations and companies. Specifically for positions where the job requires planning and action regarding the company. The business is employed by an organization or company, not the potential employment candidate. The executive search firm headhunts for candidates based on recognition of them as being suitable for such a prospective place, qualified to do that place and able to give an appropriately arranged spoken or written presentation regarding their relevance for the place in question.
One of the essential projects that an executive search requires is in evaluating the fit aspect of the possible candidate to a specific place. It is crucial that this search is done efficiently, helps you to save efforts and can identify key aspects of relevance such as credentials, experience and the ability to cause. The Retained Executive search firms in India will usually get in touch with possible candidates via telephone, which may have lead from suggestions given to the firm by a third party within their firm or another agency. The best firms aim to give effort in their projects of finding and upgrading their prospective get in touch with lists in order to begin quickly on any given new search and be able to quickly line up possible candidates. Also, the firm will use research strategies to find candidates who may also be employed by other manufacturers in the field and place that their client has available. In fact, these firms have found that the best suggestions have come to them through individuals who themselves could be prospective candidates for the same place, but for personal or other reasons may not currently be seeking a further career. Leadership Consulting Services follow identical manners when it comes to telephone calls to prospective candidates in that they have a great deal of respect and will note the name of the individual for upcoming queries if that individual can recommend someone else for the place. In the end, the result can be that in future searches the firm will reverse to that same umpire and end up with that individual becoming a candidate for another place. Ask to talk to the senior consultant and her team. Understand looking procedure including search fees, expected out of pocket expenses and other costs if any. Try to evaluate their professionalism, reliability, reliability, character and character. Is looking advisor moral, passionate, executive and well experienced? Ask yourself that if you were looking for the same place, would you like to talk with these consultants? Many executive search firms have off-limit firms. If you have any target firms in mind, make sure they are not on their off-limit list. It is essential to ask the right questions to the candidate to calculate their upcoming achievements. Ask the firm to show you their candidate assessment techniques. Preferably they should have a mathematical rating approach to determine the degree of match with key requirements. Sources are critical in looking procedure and should be checked by search firm soon after the first screen. Equally essential is the technical criminal history check that verifies educational and works credentials. Ask about the rate of achievements of the firm. How a lot of your time and effort have the employed candidates remained in their new positions? You need a candidate that is not only a good fit with the job information but one who also stays around long enough to deliver. Finally, ask to talk with a few satisfied clients of a search firm. It is worth the energy to carefully select the right search firm for your key hiring need. If done right, it will result in a permanent, mutually beneficial, business model. The great talent neither grows on trees, nor it can be home delivered to you. Also, the highly skilled as well as experienced candidates having the potential to take the organisation to great heights are often hard to come. So, one can never rely on the post the advertisement and then pray to get the great hire. So, how do the employers search and fill the job positions? The organisations can rely on the top 10 Executive Search Firms in India who proactively find the suitable job candidates. So, how do the executive search firms get success in the hiring process? This is because the retained executive search firms in India search the new job candidates from the pool of resume databases as well as the social media tools. We tell you how the recruiting firms hire the talent for the client's organisations. Have a look at the best practices opted by the executive search firms in India:
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AuthorCornerstone India is a leading player in CXO Search, Board Search for Independent Directors and Leadership Advisory services. Archives
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