As companies evolve to achieve more challenging business goals and compete effectively in their marketplace, they know that the capabilities of their leaders and employees must continually grow to support their strategy and execution.
In addition, companies that want to hold onto their best talent must provide opportunities for growth and movement within their organizations, not just stretching the skills of their high potential leaders but investing in them and keep them motivated and engaged.
Too often a robust succession plan (decided upon by senior leadership about who will get promoted to which pivotal roles within the coming years), or an unexpected reorganization that requires movement of new leaders into new roles, misses the nuanced challenges that arise for the newly placed leader upon their new assignment.
For this reason, new leader assimilation activities are an effective way to ease the newly promoted or newly assigned leader’s transition into a new role working with a new team.
Nihar works with many companies as a new leader assimilation coach for specific divisions that undergo inevitable change in leadership.
This offering is a targeted, short duration engagement that may or may not lead to further coaching of the new leader into their tenure.
Many companies run new leader assimilation activities through their internal HR partners and talent development teams, which can be highly effective. But when an executive doesn’t have access to such internal partners who are experienced in coaching, assessment and facilitation, they look to Nihar as their trusted external partner.