On-Boarding: How to Shorten Ramp-up Times for Employees

Join The Ken Blanchard Companies for a complimentary webinar and online chat beginning today at 9:00 a.m. Pacific Time (12:00 noon Eastern).

Madeleine Homan-Blanchard, coauthor of Coaching in Organizations and Leading at a Higher Level will be discussing three strategies for getting people off to a fast start in a new role in a special presentation of On-Boarding: How to Shorten Ramp-up Times for Employees.

The webinar is free and seats are still available if you would like to join over 600 people expected to participate. Immediately after the webinar, Madeleine will be answering follow-up questions here at The Coaching Source for about 30 minutes. To participate in the follow-up discussion, use these simple instructions.

Instructions for Participating in the Online Chat

  • Click on the LEAVE A COMMENT link above
  • Type in your question

It’s as easy as that! Madeleine will answer as many questions as possible in the order they are received. (Be sure to press F5 to refresh your screen occasionally to see the latest responses.)

We hope you can join us later today for this special complimentary event courtesy of Cisco WebEx and The Ken Blanchard Companies. To register, visit On-Boarding: How to Shorten Ramp-up Times for Employees

19 thoughts on “On-Boarding: How to Shorten Ramp-up Times for Employees

  1. I really liked the suggestion to bring in Top Performers to share how they incorporate and demonstrate the company’s values and link them with their own.

  2. Madeline, thanks so much for that helpful overview today! I have spent a lot of time with Situational Leadership and Relationship Mapping. I am very intrigued by the idea of a Leadership Point of View and understand the Qs which help the brainstorming process. To help me operationalize the concept, is there a place I can see examples of different POVs? (In my quick web search, I see a lot of people talking ABOUT it but not many examples.)

    • There is A LOT of research out there – done mainly by SAS companies who are selling onboarding software which is why I didn’t share it – but nevertheless significant that shows how critical good onboarding is and how much it saves in the long run. Google it and some excellent articles come up including an HBR Blog post. There is a lot of evidence that it saves $ in the long run which i have found is very persuasive.

    • Gen Y folks like to see the point of it all and how it is going to add up to something in the long term, so context is important. Also super important for all but especially for GenY and I didnt get to talk about this: create a situation where they can achieve an early win for which they can be acknowledged.

  3. Again from the webinar, “I’m thinking about having a new manager sit in and watch while an experienced manager on-boards a new person. Any reason not to use this opportunity to watch someone who does this well and learn from their example?”

  4. Also from the webinar, “Can a leader be too transparent when sharing their leadership point of view–for example when sharing some of their frailties and less than perfect behaviors?”

    • This is very thoughtful, thanks.
      I think this is really tricky and depends on:
      1. the culture of the organization – what is the general level of “realness”
      2. the nature of the frailties – some are more acceptable than others
      3. the leaders’ level of comfort with self disclosure.

      I would say start with feeling a little tiny bit risky, test the waters and grow from there.

  5. Thanks for the great questions everyone – very thoughtful. Remember that we spend a lot of time at work – the more we feel welcomed, included, and informed the better off we will be!

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