Leadership momentum–that magic that occurs when leaders are empowered and supported to innovate and solve business problems early on–is the result of a three-stage onboarding program that includes the input of executives, peers, and their teams. But since 40% of new leaders fail in the first 18 months, traditional leadership onboarding is failing to build momentum far too often.

Whether it’s an internal move or an external hire, new leadership can create internal tension in the company, and for the incumbent, a sense of frustration around the reality of the role they were sold.

Imagine handing your new leader–days before they start–valuable insights into their goals and objectives, data on the challenges the team has faced, and a heads up on their employees’ concerns over the change in leadership. On day one, they would already be months ahead of new leaders brought on using traditional onboarding processes.

Join us as we look at how to build momentum with a better leadership onboarding strategy that provides new leaders with the information they need to drive change, drive results, and build credibility at their new company – all before they step through the door, or more likely before they sign into their first virtual welcome.