New managers are often ill-equipped for the job — and not given the support they need to develop the necessary skills.
"In the modern business environment, newly appointed senior executives often have to hit the ground running. Whether hired from the outside or promoted from within, their expected time to impact is typically three months," says Lyndy van den Barselaar, MD of ManpowerGroup SA.
When a new executive "does not pan out, the cost to the organisation — including replacement and loss of productivity — can reach as high as 213% of his or her annual salary", she says, recommending "on-boarding" that is individualised and part of a broader talent development strategy. She advises:
- The coaching of the new manager should include ways to build credibility with team members and how to identify the most influential members in the team;
- Leaders need to be able to be completely honest about their fears and hopes, which is why an outside coach can sometimes be particularly helpful; and
- A well-managed process will take some of the pressure off new leaders, who are often under immense pressure to prove their worth as soon as possible.-
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