{"version":"1.0.0","segments":[{"startTime":0.001,"endTime":4.0,"body":"Coming up on the Leadership Growth Podcast."},{"startTime":4.0,"endTime":7.12,"body":"How much of the responsibility of assimilation"},{"startTime":7.12,"endTime":11.12,"body":"rests on the employee to figure out on their own,"},{"startTime":11.12,"endTime":14.92,"body":"and how much of it rests on their manager or the organization"},{"startTime":14.92,"endTime":16.4,"body":"to help support?"},{"startTime":16.4,"endTime":20.52,"body":"And it's like it's this negotiating back and forth,"},{"startTime":20.52,"endTime":25.6,"body":"often not open negotiation, but it's these expectations."},{"startTime":25.6,"endTime":29.28,"body":"And sometimes it can be the manager or the organization"},{"startTime":29.28,"endTime":33.72,"body":"expecting the employee to figure it out quickly."},{"startTime":33.72,"endTime":37.92,"body":"And in fact, it is evidence of the right hire"},{"startTime":37.92,"endTime":41.08,"body":"the faster they can figure it out, which to a certain degree"},{"startTime":41.08,"endTime":43.28,"body":"may be very accurate."},{"startTime":43.28,"endTime":47.76,"body":"The time to proficiency can fluctuate and change,"},{"startTime":47.76,"endTime":50.36,"body":"but the expectation is they should be able to ramp up"},{"startTime":50.36,"endTime":53.96,"body":"rapidly and figure things out."},{"startTime":53.96,"endTime":56.76,"body":"While that can be an indicator of somebody"},{"startTime":56.76,"endTime":61.28,"body":"who is a quick study and can have some existing skills,"},{"startTime":61.28,"endTime":66.4,"body":"the challenge is there can be an over-reliance and expectation"},{"startTime":66.4,"endTime":70.8,"body":"that the employee owns all of that or the great majority."},{"startTime":70.8,"endTime":75.04,"body":"When in fact, if a good assimilation needs to happen,"},{"startTime":75.04,"endTime":77.72,"body":"the organization needs to be very clear,"},{"startTime":77.72,"endTime":80.52,"body":"just as you're saying at the organization level"},{"startTime":80.52,"endTime":84.12,"body":"and at the team and role level, particularly"},{"startTime":84.12,"endTime":87.68,"body":"at the team and role level, and what we consistently find"},{"startTime":87.68,"endTime":91.8,"body":"is organizations that pay attention at the team and role"},{"startTime":91.8,"endTime":94.6,"body":"level and are clear about that path,"},{"startTime":94.6,"endTime":98.88,"body":"especially the first 90 days, it can increase retention"},{"startTime":98.88,"endTime":99.72,"body":"dramatically."},{"startTime":99.72,"endTime":107.12,"body":"[MUSIC PLAYING]"},{"startTime":107.12,"endTime":109.2,"body":"Hey, everyone."},{"startTime":109.2,"endTime":112.16,"body":"Welcome to the Leadership Growth Podcast."},{"startTime":112.16,"endTime":114.92,"body":"I'm your host, Daniel Stewart, joined with my wonderful"},{"startTime":114.92,"endTime":117.68,"body":"brother, Peter, Peter Stewart, and we're"},{"startTime":117.68,"endTime":120.44,"body":"excited to be here with you for another episode"},{"startTime":120.44,"endTime":124.52,"body":"as we talk about tools and ideas to help you elevate"},{"startTime":124.52,"endTime":127.56,"body":"and strengthen your ability to lead others."},{"startTime":127.56,"endTime":131.88,"body":"All right, so let's start off with an Insight of the Week."},{"startTime":131.88,"endTime":135.24,"body":"[MUSIC PLAYING]"},{"startTime":135.24,"endTime":138.28,"body":"Peter, do you mind if I share something"},{"startTime":138.28,"endTime":141.32,"body":"I learned at a conference last week that just really stood out"},{"startTime":141.32,"endTime":142.6,"body":"to me?"},{"startTime":142.6,"endTime":144.64,"body":"Sure, that'd be great to hear, and you're"},{"startTime":144.64,"endTime":147.4,"body":"very kind to call me your wonderful brother."},{"startTime":147.4,"endTime":148.96,"body":"That's right."},{"startTime":148.96,"endTime":150.52,"body":"You're wonderful as well."},{"startTime":150.52,"endTime":152.88,"body":"Gosh, this is--"},{"startTime":152.88,"endTime":153.76,"body":"Heartwarming."},{"startTime":153.76,"endTime":156.04,"body":"Heartwarming and sweet, and people are saying,"},{"startTime":156.04,"endTime":157.04,"body":"get on with it."},{"startTime":157.04,"endTime":158.08,"body":"OK, so anyway--"},{"startTime":158.08,"endTime":160.8,"body":"It was good, yeah, because we were both at conferences"},{"startTime":160.8,"endTime":163.68,"body":"this week, at different ones, so it's fun to hear what we"},{"startTime":163.68,"endTime":164.2,"body":"learned."},{"startTime":164.2,"endTime":167.6,"body":"So yeah, what was an insight that stood out to you?"},{"startTime":167.64,"endTime":171.4,"body":"Yeah, something-- you love the kind of side comments"},{"startTime":171.4,"endTime":174.68,"body":"that some of these presenters provide."},{"startTime":174.68,"endTime":179.4,"body":"One of them was a French proverb, a French saying."},{"startTime":179.4,"endTime":183.12,"body":"And the French saying goes like this."},{"startTime":183.12,"endTime":188.44,"body":"You cannot sweep the stairs by starting with the first step."},{"startTime":188.44,"endTime":195.84,"body":"And I heard that, and I'm like, I'm picturing stairs."},{"startTime":195.84,"endTime":198.32,"body":"And we have some stairs going down to our basement."},{"startTime":198.32,"endTime":202.12,"body":"And if I'm starting to sweep the first step,"},{"startTime":202.12,"endTime":203.8,"body":"I'll get the first step clean."},{"startTime":203.8,"endTime":207.24,"body":"But the second I go to the second step, all of the debris"},{"startTime":207.24,"endTime":209.28,"body":"is going to eventually start getting down"},{"startTime":209.28,"endTime":211.8,"body":"to the first step again, and I'll have to do the first step"},{"startTime":211.8,"endTime":212.88,"body":"all over again."},{"startTime":212.88,"endTime":217.12,"body":"And so what I enjoyed about this was the reminder,"},{"startTime":217.12,"endTime":221.04,"body":"the reminder that you got to start at the top."},{"startTime":221.04,"endTime":222.32,"body":"You got to start at the top."},{"startTime":222.32,"endTime":223.12,"body":"You got to align."},{"startTime":223.12,"endTime":223.88,"body":"You got to clean."},{"startTime":223.88,"endTime":229.6,"body":"You got to organize it, because it all flows down from there."},{"startTime":229.6,"endTime":232.6,"body":"And whether that's in a team or organization,"},{"startTime":232.6,"endTime":235.2,"body":"clarifying the purpose, clarifying the alignment,"},{"startTime":235.2,"endTime":239.96,"body":"clarifying what is going on with the top,"},{"startTime":239.96,"endTime":242.72,"body":"however that's defined in organization."},{"startTime":242.72,"endTime":245.92,"body":"And once that's done, then you can properly"},{"startTime":245.92,"endTime":249.72,"body":"align and clean and organize the rest of the stairs."},{"startTime":249.72,"endTime":251.44,"body":"So there you go."},{"startTime":251.44,"endTime":254.24,"body":"I just found that amid many of the great nuggets,"},{"startTime":254.24,"endTime":256.88,"body":"that was something that stuck out in my mind."},{"startTime":256.88,"endTime":259.8,"body":"It's always interesting what it is that sticks out"},{"startTime":259.8,"endTime":262.16,"body":"when you attend conferences and those things that"},{"startTime":262.16,"endTime":263.16,"body":"linger in those thoughts."},{"startTime":263.16,"endTime":264.6,"body":"And that's a great thought."},{"startTime":264.6,"endTime":266.24,"body":"I think it's also important to clarify,"},{"startTime":266.24,"endTime":271.32,"body":"the first step is as you're walking up steps."},{"startTime":271.32,"endTime":272.6,"body":"Yeah."},{"startTime":272.6,"endTime":275.36,"body":"If you're at the main floor and going down to your basement,"},{"startTime":275.36,"endTime":278.68,"body":"sweeping the first step, that's actually a good place to start."},{"startTime":278.68,"endTime":280.0,"body":"Correct."},{"startTime":280.0,"endTime":280.48,"body":"Yes."},{"startTime":280.48,"endTime":281.12,"body":"Thank you."},{"startTime":281.12,"endTime":281.8,"body":"It's good."},{"startTime":281.8,"endTime":283.68,"body":"Your perspective matters."},{"startTime":283.68,"endTime":285.6,"body":"Somebody is like, what the heck?"},{"startTime":285.6,"endTime":287.84,"body":"Why would you start with the first step going down?"},{"startTime":287.84,"endTime":289.48,"body":"No, it's looking up."},{"startTime":289.48,"endTime":290.0,"body":"Yes."},{"startTime":290.0,"endTime":290.6,"body":"Looking up."},{"startTime":290.6,"endTime":291.08,"body":"Yeah."},{"startTime":291.08,"endTime":293.32,"body":"So from that perspective within an organization,"},{"startTime":293.32,"endTime":297.44,"body":"within a team, so much just falls."},{"startTime":297.44,"endTime":301.32,"body":"It's that waterfall effect that we talk about,"},{"startTime":301.32,"endTime":302.92,"body":"and the influence."},{"startTime":302.92,"endTime":305.76,"body":"So yeah, you can't just start to take care of things"},{"startTime":305.76,"endTime":309.24,"body":"at the bottom when there's still a big mess at the top."},{"startTime":309.24,"endTime":310.12,"body":"Yeah."},{"startTime":310.12,"endTime":313.32,"body":"And I will also admit, I'm partial to things"},{"startTime":313.32,"endTime":314.48,"body":"that are French."},{"startTime":314.48,"endTime":317.68,"body":"I lived in Quebec for two years, served a two-year church"},{"startTime":317.68,"endTime":320.08,"body":"mission there, learned Quebecois,"},{"startTime":320.08,"endTime":324.32,"body":"a little piece of Europe in North America,"},{"startTime":324.32,"endTime":325.68,"body":"grew to love that area."},{"startTime":325.68,"endTime":328.36,"body":"So anyway, anything French, and then, of course,"},{"startTime":328.36,"endTime":332.56,"body":"have traveled over there across the pond as well."},{"startTime":332.56,"endTime":333.56,"body":"So anyway, there you go."},{"startTime":333.56,"endTime":334.72,"body":"Peter, what insight--"},{"startTime":334.72,"endTime":335.68,"body":"That's a good one."},{"startTime":335.68,"endTime":336.68,"body":"Well, yeah, I expect--"},{"startTime":336.68,"endTime":338.12,"body":"What insight have you got?"},{"startTime":338.12,"endTime":342.48,"body":"Well, first, I expect you to share that little gem"},{"startTime":342.48,"endTime":343.6,"body":"in French."},{"startTime":343.6,"endTime":346.2,"body":"And now you have me craving poutine."},{"startTime":346.2,"endTime":349.4,"body":"So we're going to have to go find a good poutine place"},{"startTime":349.4,"endTime":349.9,"body":"around."},{"startTime":349.9,"endTime":352.68,"body":"Right, exactly."},{"startTime":352.68,"endTime":355.64,"body":"But no, so I was at a conference this week as well"},{"startTime":355.64,"endTime":359.44,"body":"and listened to a presentation a couple hours"},{"startTime":359.44,"endTime":361.76,"body":"by some economists."},{"startTime":361.76,"endTime":363.24,"body":"And yes, it was quite entertaining."},{"startTime":363.24,"endTime":365.28,"body":"I know not everybody loves sitting and listening"},{"startTime":365.28,"endTime":367.48,"body":"to economists for a few hours."},{"startTime":367.48,"endTime":370.6,"body":"But there was one particular nugget that really stood out"},{"startTime":370.6,"endTime":373.08,"body":"to me as they were talking about trends"},{"startTime":373.08,"endTime":377.88,"body":"over the next several years of the employee market,"},{"startTime":377.88,"endTime":380.88,"body":"really that the market, the labor market,"},{"startTime":380.88,"endTime":383.08,"body":"it really is in favor of the employee"},{"startTime":383.08,"endTime":385.56,"body":"for these next several years because"},{"startTime":385.56,"endTime":388.56,"body":"of the shift in the workforce."},{"startTime":388.56,"endTime":391.72,"body":"And to illustrate it, they said, obviously,"},{"startTime":391.72,"endTime":395.0,"body":"as members of the boomer generation"},{"startTime":395.0,"endTime":397.92,"body":"are aging out of the workforce, retiring,"},{"startTime":397.92,"endTime":401.72,"body":"heading off into the next chapter of their life,"},{"startTime":401.72,"endTime":405.72,"body":"the gap in terms of the number leaving"},{"startTime":405.72,"endTime":407.88,"body":"is not even coming close to being replaced"},{"startTime":407.88,"endTime":412.36,"body":"by members of Gen Z who are entering the workforce."},{"startTime":412.36,"endTime":414.84,"body":"And so there's that big gap."},{"startTime":414.84,"endTime":418.56,"body":"And they made a comment, said, even if as a country"},{"startTime":418.56,"endTime":424.44,"body":"we increased immigration by over four times our present rate,"},{"startTime":424.44,"endTime":429.36,"body":"we would still not be able to fill all of the vacancies"},{"startTime":429.36,"endTime":431.4,"body":"in the job market."},{"startTime":431.4,"endTime":435.32,"body":"So that's just such a massive shift."},{"startTime":435.32,"endTime":439.08,"body":"And so that caused me to think, well, what are we doing?"},{"startTime":439.08,"endTime":442.92,"body":"Or what can organizations do to really help keep the employees"},{"startTime":442.92,"endTime":447.04,"body":"that they have and to attract those new ones coming in?"},{"startTime":447.04,"endTime":450.56,"body":"Because those in the workforce, they"},{"startTime":450.56,"endTime":453.28,"body":"get to vote with their feet of where they want to go."},{"startTime":453.28,"endTime":455.2,"body":"And this isn't just a notion that's"},{"startTime":455.2,"endTime":457.52,"body":"going to be sticking around here for a year or two."},{"startTime":457.52,"endTime":460.6,"body":"It's going to be around for several years."},{"startTime":460.6,"endTime":464.2,"body":"So it really does put that position of power"},{"startTime":464.2,"endTime":468.12,"body":"on the employee and those in the recruiting side,"},{"startTime":468.12,"endTime":471.08,"body":"the leadership side of organizations."},{"startTime":471.08,"endTime":475.6,"body":"All right, what do we do to really manage this?"},{"startTime":475.6,"endTime":477.0,"body":"You're making me think."},{"startTime":477.0,"endTime":480.4,"body":"I was just chatting just two days ago with a client"},{"startTime":480.4,"endTime":484.56,"body":"and beginning a project to define their employee value"},{"startTime":484.56,"endTime":488.4,"body":"proposition, the why people want to come and work"},{"startTime":488.4,"endTime":491.32,"body":"for the organization, what that looks like,"},{"startTime":491.32,"endTime":493.4,"body":"how to then frame it up, and how to keep"},{"startTime":493.4,"endTime":496.84,"body":"that consistent through all of the other internal people"},{"startTime":496.84,"endTime":499.64,"body":"processes and the employee lifecycle."},{"startTime":499.64,"endTime":503.32,"body":"It is such the employee market still."},{"startTime":503.32,"endTime":506.64,"body":"Now, not everywhere all the time,"},{"startTime":506.64,"endTime":509.92,"body":"but it is such a significant part."},{"startTime":509.92,"endTime":513.24,"body":"And organizations continue to need"},{"startTime":513.24,"endTime":518.44,"body":"to focus on clarifying what is attractive about what"},{"startTime":518.44,"endTime":523.0,"body":"the organization can offer and more than simply the lip"},{"startTime":523.0,"endTime":525.92,"body":"service, making that a reality."},{"startTime":525.92,"endTime":530.56,"body":"Because the expectation management is so vital."},{"startTime":530.56,"endTime":534.08,"body":"Once something is communicated and those expectations"},{"startTime":534.08,"endTime":540.64,"body":"are clarified and the candidate then chooses to come on board,"},{"startTime":540.64,"endTime":545.48,"body":"what they experience needs to come close."},{"startTime":545.48,"endTime":549.96,"body":"And if not close, even exceed those expectations"},{"startTime":549.96,"endTime":553.84,"body":"that have been set in order for the person"},{"startTime":553.84,"endTime":558.4,"body":"to stay and to be retained, which retention and attraction,"},{"startTime":558.4,"endTime":561.92,"body":"those are the names of the game for the next many years"},{"startTime":561.92,"endTime":566.28,"body":"as it continues to be an employee-focused marketplace."},{"startTime":566.28,"endTime":566.76,"body":"It is."},{"startTime":566.76,"endTime":569.76,"body":"And how you help maintain--"},{"startTime":569.76,"endTime":573.12,"body":"I would venture to say that most people starting"},{"startTime":573.12,"endTime":578.04,"body":"a new job or a new role, there is optimism about that role."},{"startTime":578.04,"endTime":581.0,"body":"They took this job for a reason."},{"startTime":581.0,"endTime":583.8,"body":"And odds are, especially if the market continues the way it is,"},{"startTime":583.8,"endTime":585.72,"body":"they had multiple offers."},{"startTime":585.72,"endTime":589.32,"body":"So they've chosen to come to you."},{"startTime":589.32,"endTime":592.88,"body":"How do you help them not regret that decision?"},{"startTime":592.88,"endTime":598.2,"body":"And how do you go so far as to even exceed what that decision--"},{"startTime":598.2,"endTime":600.0,"body":"their expectations?"},{"startTime":600.0,"endTime":600.56,"body":"Yeah."},{"startTime":600.56,"endTime":603.12,"body":"So it leads us really into the topic"},{"startTime":603.12,"endTime":606.12,"body":"we can discuss a little bit more today,"},{"startTime":606.12,"endTime":611.04,"body":"that notion of onboarding, of how"},{"startTime":611.04,"endTime":616.44,"body":"do we help prepare people for success in their roles,"},{"startTime":616.44,"endTime":619.96,"body":"help them feel integrated, knowledgeable,"},{"startTime":619.96,"endTime":622.16,"body":"help them feel competent that they can be"},{"startTime":622.16,"endTime":624.76,"body":"successful doing what they can?"},{"startTime":624.76,"endTime":627.4,"body":"And a lot of this came from these last couple of weeks"},{"startTime":627.4,"endTime":631.4,"body":"as I've had some group coaching sessions with a cohort,"},{"startTime":631.4,"endTime":635.32,"body":"so all senior leaders, and then some follow-up sessions"},{"startTime":635.32,"endTime":637.48,"body":"from trainings we had several months ago"},{"startTime":637.48,"endTime":640.6,"body":"to continue to support them in their journey."},{"startTime":640.6,"endTime":645.0,"body":"And about four of them out of this cohort"},{"startTime":645.0,"endTime":650.04,"body":"over this last cycle have had an internal promotion."},{"startTime":650.04,"endTime":654.68,"body":"Yet they've also mentioned that their onboarding"},{"startTime":654.68,"endTime":658.28,"body":"into that new role was, all right,"},{"startTime":658.28,"endTime":660.2,"body":"so here's your new assignment."},{"startTime":660.2,"endTime":661.68,"body":"Good luck."},{"startTime":661.68,"endTime":663.44,"body":"It's like, here you go."},{"startTime":663.44,"endTime":666.72,"body":"It's like, there's a lot of assumptions based in there."},{"startTime":666.72,"endTime":668.56,"body":"And they're looking around saying, well, I'm"},{"startTime":668.56,"endTime":670.44,"body":"having to kind of carve out and figure out"},{"startTime":670.44,"endTime":671.88,"body":"what my role description is."},{"startTime":671.88,"endTime":675.32,"body":"Like, who are these new people on my team?"},{"startTime":675.32,"endTime":678.08,"body":"Are the processes-- OK, yeah, payroll's similar."},{"startTime":678.08,"endTime":681.4,"body":"But all these other functions are different,"},{"startTime":681.4,"endTime":683.0,"body":"especially in a large organization"},{"startTime":683.0,"endTime":686.24,"body":"where it's cross-division or a different customer"},{"startTime":686.24,"endTime":688.76,"body":"they might be interacting with or so forth."},{"startTime":688.76,"endTime":692.32,"body":"So this concept of onboarding, how do we"},{"startTime":692.32,"endTime":694.64,"body":"help that be successful is, I think,"},{"startTime":694.64,"endTime":697.92,"body":"a topic most all organizations can connect with."},{"startTime":697.92,"endTime":701.92,"body":"And leaders, there are things we can do to improve."},{"startTime":701.92,"endTime":706.0,"body":"And nearly any organization that I've been working with,"},{"startTime":706.0,"endTime":708.4,"body":"that others on the team work with,"},{"startTime":708.4,"endTime":712.76,"body":"inevitably the onboarding processes"},{"startTime":712.76,"endTime":715.2,"body":"are not as strong as they could be."},{"startTime":715.2,"endTime":717.24,"body":"And it's not just our observation."},{"startTime":717.24,"endTime":719.84,"body":"It's often stated by the organization as well,"},{"startTime":719.84,"endTime":722.52,"body":"say, yep, we don't do as strong of a job."},{"startTime":722.52,"endTime":727.2,"body":"And it's remarkable how it can be continually discounted"},{"startTime":727.2,"endTime":729.8,"body":"with the importance of the onboarding"},{"startTime":729.8,"endTime":732.4,"body":"and the assimilation and the welcoming."},{"startTime":732.4,"endTime":736.32,"body":"And I would argue that it's paid a little bit more attention"},{"startTime":736.32,"endTime":740.08,"body":"with external hires because you need to."},{"startTime":740.08,"endTime":741.72,"body":"It's the recognition, wow, you really"},{"startTime":741.72,"endTime":743.32,"body":"don't know the organization at all."},{"startTime":743.32,"endTime":745.08,"body":"We've got to do something."},{"startTime":745.08,"endTime":750.08,"body":"However, to your point, Peter, internal promotions,"},{"startTime":750.08,"endTime":754.16,"body":"that is where oftentimes an organization can completely"},{"startTime":754.16,"endTime":758.28,"body":"fall down because it's this assumption of,"},{"startTime":758.28,"endTime":759.76,"body":"you already know us."},{"startTime":759.76,"endTime":762.2,"body":"You have all the tools you need."},{"startTime":762.2,"endTime":763.28,"body":"Good luck."},{"startTime":763.28,"endTime":766.8,"body":"And I continue to have the metaphor in my mind of,"},{"startTime":766.8,"endTime":769.6,"body":"here's the deep end of the pool."},{"startTime":769.6,"endTime":772.08,"body":"And the person's like, I don't know if I can swim."},{"startTime":772.08,"endTime":774.04,"body":"I've never-- oh, that's OK."},{"startTime":774.04,"endTime":776.96,"body":"You've been hanging out in the 3-foot section."},{"startTime":776.96,"endTime":780.28,"body":"You're going to be fine in the 10-foot section."},{"startTime":780.28,"endTime":781.72,"body":"Good luck."},{"startTime":782.4,"endTime":787.8,"body":"And that doesn't always end well."},{"startTime":787.8,"endTime":790.12,"body":"And I'll stop the metaphor there."},{"startTime":790.12,"endTime":792.08,"body":"But it just doesn't--"},{"startTime":792.08,"endTime":798.24,"body":"so as we think of the maturity spectrum of what organizations"},{"startTime":798.24,"endTime":803.36,"body":"can do, what they can consider, at a minimum, it's at least--"},{"startTime":803.36,"endTime":805.64,"body":"and this is what I will often see--"},{"startTime":805.64,"endTime":807.92,"body":"it's at least scheduling one-on-ones"},{"startTime":807.92,"endTime":809.68,"body":"with important people."},{"startTime":809.68,"endTime":813.84,"body":"And that's a good minimum onboarding approach."},{"startTime":813.84,"endTime":815.52,"body":"Welcome."},{"startTime":815.52,"endTime":819.16,"body":"I as your boss, I as your HR partner,"},{"startTime":819.16,"endTime":823.92,"body":"somebody is going to introduce you and help you figure out,"},{"startTime":823.92,"endTime":828.16,"body":"get some one-on-ones, get some basic introductions."},{"startTime":828.16,"endTime":831.44,"body":"And then that usually is the 30-day plan."},{"startTime":831.44,"endTime":833.72,"body":"And after that, good luck."},{"startTime":833.72,"endTime":836.96,"body":"Now, that's better than nothing."},{"startTime":836.96,"endTime":840.04,"body":"But Peter, what else can be considered"},{"startTime":840.04,"endTime":844.52,"body":"to go beyond that which can be helpful?"},{"startTime":844.52,"endTime":846.44,"body":"Oh, there's so much more you can do."},{"startTime":846.44,"endTime":850.72,"body":"But even as you're describing the analogy with the pool,"},{"startTime":850.72,"endTime":854.28,"body":"as you're swimming in there, and this kind of base level,"},{"startTime":854.28,"endTime":856.44,"body":"like we're going to assign you to somebody"},{"startTime":856.44,"endTime":860.6,"body":"and get you that 30-day plan, it reminds me"},{"startTime":860.6,"endTime":865.4,"body":"of the first experience I ever had snow skiing."},{"startTime":865.4,"endTime":866.72,"body":"I was in high school."},{"startTime":866.72,"endTime":868.24,"body":"I'd never skied in my life."},{"startTime":868.24,"endTime":870.04,"body":"We were in Portland."},{"startTime":870.04,"endTime":873.72,"body":"A good buddy of mine found out I'd never skied."},{"startTime":873.72,"endTime":876.92,"body":"He said, we're going skiing this Friday."},{"startTime":876.92,"endTime":878.68,"body":"I'm like, OK."},{"startTime":878.68,"endTime":880.64,"body":"So we drive up after school."},{"startTime":880.64,"endTime":882.8,"body":"This was night skiing."},{"startTime":882.8,"endTime":884.44,"body":"And never done this."},{"startTime":884.44,"endTime":888.16,"body":"We go in there, rent some skis, get the lift ticket."},{"startTime":888.16,"endTime":889.64,"body":"He's like, follow me."},{"startTime":889.64,"endTime":891.84,"body":"Come on over to the chairlift."},{"startTime":891.84,"endTime":893.4,"body":"I'm like, OK."},{"startTime":893.4,"endTime":895.08,"body":"I'm like, isn't there some little hill"},{"startTime":895.08,"endTime":896.92,"body":"I'm supposed to practice on or something?"},{"startTime":896.92,"endTime":898.44,"body":"He's like, oh, no."},{"startTime":898.44,"endTime":902.36,"body":"They stop along the way as you go up the chairlift."},{"startTime":902.36,"endTime":906.52,"body":"Again, I'd never done this senior in high school."},{"startTime":906.52,"endTime":907.88,"body":"So we get on the chairlift."},{"startTime":907.88,"endTime":909.52,"body":"Of course, I've fallen all over the place"},{"startTime":909.52,"endTime":911.16,"body":"trying to get on the chair."},{"startTime":911.16,"endTime":915.04,"body":"We go up, and we keep going higher and higher up."},{"startTime":915.04,"endTime":917.44,"body":"I'm like, there's no stops on this, is there?"},{"startTime":917.44,"endTime":918.84,"body":"And he looks, and he just smiles."},{"startTime":918.84,"endTime":920.6,"body":"He's like, no."},{"startTime":920.6,"endTime":922.68,"body":"So then we get off the chair."},{"startTime":922.68,"endTime":924.28,"body":"He does it quite gracefully."},{"startTime":924.28,"endTime":926.44,"body":"I'm falling all over the place."},{"startTime":926.44,"endTime":929.52,"body":"He then turns to me and says, all right."},{"startTime":929.52,"endTime":930.44,"body":"See you at the bottom."},{"startTime":930.44,"endTime":935.08,"body":"And he goes down."},{"startTime":935.08,"endTime":938.6,"body":"And I figure out my way to get down,"},{"startTime":938.6,"endTime":940.28,"body":"and I'm falling half the time."},{"startTime":940.28,"endTime":942.52,"body":"And gratefully, I don't break anything"},{"startTime":942.52,"endTime":947.32,"body":"and end up having a somewhat enjoyable time,"},{"startTime":947.32,"endTime":949.96,"body":"but high levels of confusion."},{"startTime":949.96,"endTime":952.52,"body":"I really didn't know where I was going."},{"startTime":952.52,"endTime":954.6,"body":"I really didn't know what I was doing,"},{"startTime":954.6,"endTime":958.68,"body":"and I really didn't know who I was supposed to talk to."},{"startTime":958.68,"endTime":961.28,"body":"And so as we think about that situation,"},{"startTime":961.28,"endTime":966.96,"body":"how do we help ensure they know what they're doing,"},{"startTime":966.96,"endTime":969.88,"body":"they know who they're supposed to talk to,"},{"startTime":969.88,"endTime":973.04,"body":"and they know where they're supposed to be going?"},{"startTime":973.04,"endTime":977.2,"body":"And that really helps set up these levels of onboarding"},{"startTime":977.2,"endTime":978.28,"body":"to consider."},{"startTime":978.28,"endTime":981.64,"body":"How do you onboard someone to their role?"},{"startTime":981.64,"endTime":984.44,"body":"How do you onboard someone to their team?"},{"startTime":984.44,"endTime":987.68,"body":"And how do you onboard them to the organization?"},{"startTime":987.68,"endTime":994.72,"body":"And each of those areas need specific, intentional actions."},{"startTime":994.72,"endTime":998.36,"body":"And out of those, which do you think organizations probably"},{"startTime":998.36,"endTime":1002.04,"body":"do the best at, if we're just looking at role, team,"},{"startTime":1002.04,"endTime":1005.52,"body":"and organization?"},{"startTime":1005.52,"endTime":1007.16,"body":"That's a good question, because I"},{"startTime":1007.16,"endTime":1011.56,"body":"would say oftentimes there's this general orientation that"},{"startTime":1011.56,"endTime":1016.2,"body":"you go through, a half day, a day, something of that nature."},{"startTime":1016.2,"endTime":1017.36,"body":"It's high level."},{"startTime":1017.36,"endTime":1021.84,"body":"It's introducing some of the main leaders, values, culture,"},{"startTime":1021.84,"endTime":1023.96,"body":"general policies."},{"startTime":1023.96,"endTime":1026.2,"body":"And those can be done really well."},{"startTime":1026.2,"endTime":1030.4,"body":"And then it's kind of like, hey, here's your manager."},{"startTime":1030.4,"endTime":1032.8,"body":"Your manager should take it from there."},{"startTime":1032.8,"endTime":1037.6,"body":"And that's where the experience can vary tremendously,"},{"startTime":1037.6,"endTime":1040.28,"body":"because by the team and the role,"},{"startTime":1040.28,"endTime":1044.12,"body":"it tends to kind of deteriorate in terms"},{"startTime":1044.12,"endTime":1049.92,"body":"of the consistency and high level of all of this."},{"startTime":1049.92,"endTime":1053.4,"body":"Would you agree or disagree with that, from your take?"},{"startTime":1053.4,"endTime":1057.8,"body":"No, my take as well, I think, sure, there's variability."},{"startTime":1057.8,"endTime":1059.6,"body":"But especially for an external hire,"},{"startTime":1059.6,"endTime":1061.52,"body":"there's that initial focus of, we"},{"startTime":1061.52,"endTime":1064.68,"body":"want you to know who we are as an organization,"},{"startTime":1064.68,"endTime":1069.24,"body":"especially organizations that have a strong mission, vision,"},{"startTime":1069.24,"endTime":1072.92,"body":"value proposition that they're displaying."},{"startTime":1072.92,"endTime":1077.6,"body":"They want that acculturation to the organization."},{"startTime":1077.6,"endTime":1079.8,"body":"And so I think that can be done well."},{"startTime":1079.8,"endTime":1081.96,"body":"And then that handoff really is where"},{"startTime":1081.96,"endTime":1085.92,"body":"you get in the specifics of, here's your role."},{"startTime":1085.92,"endTime":1088.56,"body":"Here's where you're going to be."},{"startTime":1088.56,"endTime":1090.92,"body":"Here's where you're either going to be--"},{"startTime":1090.92,"endTime":1092.2,"body":"do you need a laptop?"},{"startTime":1092.2,"endTime":1093.88,"body":"Do you need wrenches to turn?"},{"startTime":1093.88,"endTime":1096.68,"body":"Do you need-- I mean, what are the tools of whatever"},{"startTime":1096.68,"endTime":1098.64,"body":"your role is required?"},{"startTime":1098.64,"endTime":1099.36,"body":"Yeah."},{"startTime":1099.36,"endTime":1102.52,"body":"I think those actually can be done, relative to these things."},{"startTime":1102.52,"endTime":1106.24,"body":"I think the big gap area is, how do you assimilate them"},{"startTime":1106.24,"endTime":1109.52,"body":"to the team that they're a part of?"},{"startTime":1109.52,"endTime":1112.16,"body":"I think oftentimes, that's an area that gets neglected,"},{"startTime":1112.16,"endTime":1114.56,"body":"or it's more of, oh, well, they'll just kind of get used"},{"startTime":1114.56,"endTime":1116.6,"body":"to knowing who each other are."},{"startTime":1116.6,"endTime":1122.08,"body":"And you raise some good points, especially--"},{"startTime":1122.08,"endTime":1124.96,"body":"it gets at one of these base assumptions"},{"startTime":1124.96,"endTime":1128.88,"body":"that how much of the responsibility of assimilation"},{"startTime":1128.88,"endTime":1132.88,"body":"rests on the employee to figure out on their own,"},{"startTime":1132.88,"endTime":1135.4,"body":"and how much of it rests on their manager"},{"startTime":1135.4,"endTime":1138.16,"body":"or the organization to help support."},{"startTime":1138.16,"endTime":1142.28,"body":"And it's like it's this negotiating back and forth,"},{"startTime":1142.28,"endTime":1147.36,"body":"often not open negotiation, but it's these expectations."},{"startTime":1147.36,"endTime":1151.04,"body":"And sometimes, it can be the manager or the organization"},{"startTime":1151.16,"endTime":1155.64,"body":"expecting the employee to figure it out quickly."},{"startTime":1155.64,"endTime":1159.8,"body":"And in fact, it is evidence of the right hire,"},{"startTime":1159.8,"endTime":1162.96,"body":"the faster they can figure it out, which to a certain degree"},{"startTime":1162.96,"endTime":1165.12,"body":"may be very accurate."},{"startTime":1165.12,"endTime":1169.6,"body":"The time to proficiency can fluctuate and change,"},{"startTime":1169.6,"endTime":1172.16,"body":"but the expectation is they should be able to ramp up"},{"startTime":1172.16,"endTime":1175.76,"body":"rapidly and figure things out."},{"startTime":1175.76,"endTime":1178.56,"body":"While that can be an indicator of somebody"},{"startTime":1178.56,"endTime":1183.12,"body":"who is a quick study and can have some existing skills,"},{"startTime":1183.12,"endTime":1188.2,"body":"the challenge is there can be an over-reliance and expectation"},{"startTime":1188.2,"endTime":1192.64,"body":"that the employee owns all of that, or the great majority."},{"startTime":1192.64,"endTime":1196.88,"body":"When in fact, if a good assimilation needs to happen,"},{"startTime":1196.88,"endTime":1199.56,"body":"the organization needs to be very clear,"},{"startTime":1199.56,"endTime":1202.4,"body":"just as you're saying, at the organization level"},{"startTime":1202.4,"endTime":1205.92,"body":"and at the team and role level, particularly"},{"startTime":1205.92,"endTime":1209.48,"body":"at the team and role level, and what we consistently find"},{"startTime":1209.48,"endTime":1213.6,"body":"is organizations that pay attention at the team and role"},{"startTime":1213.6,"endTime":1216.52,"body":"level and are clear about that path,"},{"startTime":1216.52,"endTime":1220.68,"body":"especially the first 90 days, it can increase retention"},{"startTime":1220.68,"endTime":1222.08,"body":"dramatically."},{"startTime":1222.08,"endTime":1225.52,"body":"It can help the person feel like they belong,"},{"startTime":1225.52,"endTime":1227.76,"body":"which is one of the most important elements in any"},{"startTime":1227.76,"endTime":1230.64,"body":"engagement index."},{"startTime":1230.64,"endTime":1234.44,"body":"And it can accelerate their ability to add value quicker."},{"startTime":1234.44,"endTime":1239.44,"body":"If both of these parties, the employee and the team,"},{"startTime":1239.44,"endTime":1241.6,"body":"the organization can take responsibility."},{"startTime":1241.6,"endTime":1244.88,"body":"So let's talk for a moment around this team aspect,"},{"startTime":1244.88,"endTime":1247.08,"body":"and then we can talk about the role aspect."},{"startTime":1247.08,"endTime":1250.28,"body":"What can be done at the team level"},{"startTime":1250.28,"endTime":1254.08,"body":"to accelerate some of this onboarding, belonging,"},{"startTime":1254.08,"endTime":1256.88,"body":"connection process?"},{"startTime":1256.88,"endTime":1259.68,"body":"To help them really get to know their team,"},{"startTime":1259.68,"endTime":1263.6,"body":"one, at least have some individual introductions."},{"startTime":1263.6,"endTime":1266.88,"body":"Give them, here's a roster, here's a list,"},{"startTime":1266.88,"endTime":1269.44,"body":"here's where you can find on SharePoint or Teams,"},{"startTime":1269.44,"endTime":1272.04,"body":"these are the members of the team."},{"startTime":1272.04,"endTime":1274.6,"body":"Making it very clear, this is the cadence,"},{"startTime":1274.6,"endTime":1279.4,"body":"this is when our team meeting occurs, or how often that is."},{"startTime":1279.4,"endTime":1283.52,"body":"This is what each individual does on the team,"},{"startTime":1283.52,"endTime":1287.72,"body":"so that you're aware of what those roles are."},{"startTime":1287.72,"endTime":1289.92,"body":"And schedule a little time one-on-one"},{"startTime":1289.92,"endTime":1292.64,"body":"to get to know people, get to know them."},{"startTime":1292.64,"endTime":1296.68,"body":"Hopefully, they're reaching out to that new member of the team,"},{"startTime":1296.68,"endTime":1300.72,"body":"that they have enough clarity on what the team's doing,"},{"startTime":1300.72,"endTime":1304.04,"body":"that they can be additional ambassadors for the team."},{"startTime":1304.04,"endTime":1307.16,"body":"It's not just solely reliant on the manager,"},{"startTime":1307.16,"endTime":1312.0,"body":"but you utilize that team peer relationship to help with that."},{"startTime":1312.0,"endTime":1314.44,"body":"So I think those are just some very minimum levels,"},{"startTime":1314.44,"endTime":1318.64,"body":"so that they are able to not only understand"},{"startTime":1318.64,"endTime":1320.56,"body":"where they fit within the organization,"},{"startTime":1320.56,"endTime":1323.64,"body":"but they see, hmm, how does my role fit"},{"startTime":1323.64,"endTime":1326.12,"body":"within the functions of the team?"},{"startTime":1326.12,"endTime":1330.36,"body":"'Cause as they start to integrate that and understand it,"},{"startTime":1330.36,"endTime":1333.2,"body":"then they better know, oh, this is probably"},{"startTime":1333.2,"endTime":1335.6,"body":"who I need to be reaching out to talk to about this,"},{"startTime":1335.6,"endTime":1337.24,"body":"or this is how this can go."},{"startTime":1337.24,"endTime":1339.72,"body":"So I think that's one aspect."},{"startTime":1339.72,"endTime":1341.84,"body":"And then the secondary aspect is,"},{"startTime":1341.84,"endTime":1343.32,"body":"what is the team culture like?"},{"startTime":1343.32,"endTime":1346.36,"body":"You know, is this a team that likes"},{"startTime":1346.36,"endTime":1348.16,"body":"to have potlucks every Friday?"},{"startTime":1348.16,"endTime":1350.16,"body":"Is this a completely remote team?"},{"startTime":1350.16,"endTime":1353.04,"body":"You know, and we actually reserve the last five minutes"},{"startTime":1353.04,"endTime":1356.2,"body":"of our calls to have a little chit-chat."},{"startTime":1356.2,"endTime":1359.36,"body":"You know, are there various Slack channels or team channels"},{"startTime":1359.36,"endTime":1362.52,"body":"that people utilize to communicate, to integrate?"},{"startTime":1362.52,"endTime":1366.2,"body":"So it's giving them that broader assimilation"},{"startTime":1366.2,"endTime":1368.32,"body":"beyond just the day-to-day, you know,"},{"startTime":1368.32,"endTime":1369.72,"body":"get your timesheet in here,"},{"startTime":1369.72,"endTime":1371.28,"body":"make sure this report's due here,"},{"startTime":1371.28,"endTime":1373.88,"body":"and here's this, oh, we got to take really special care"},{"startTime":1373.88,"endTime":1377.08,"body":"of this customer, because they, you know, history there."},{"startTime":1377.08,"endTime":1379.56,"body":"All of that's good information,"},{"startTime":1379.56,"endTime":1383.28,"body":"but it's going beyond just the job duties."},{"startTime":1383.28,"endTime":1385.12,"body":"- Sure."},{"startTime":1385.12,"endTime":1391.12,"body":"And what I would add is this team chartering process,"},{"startTime":1391.12,"endTime":1394.88,"body":"which can be so powerful to help clarify several things,"},{"startTime":1394.88,"endTime":1397.12,"body":"such as the purpose of the team,"},{"startTime":1397.12,"endTime":1400.84,"body":"the main stakeholders or customers,"},{"startTime":1400.84,"endTime":1405.12,"body":"the main results that are focused on the team,"},{"startTime":1405.12,"endTime":1409.8,"body":"the norms or the ways that we interact with each other,"},{"startTime":1409.8,"endTime":1413.0,"body":"as well as the boss expectations,"},{"startTime":1413.0,"endTime":1416.04,"body":"how we interact with the team leader or the boss,"},{"startTime":1416.04,"endTime":1418.56,"body":"and expectations both ways."},{"startTime":1418.56,"endTime":1421.96,"body":"Those key elements of a team charter,"},{"startTime":1421.96,"endTime":1425.24,"body":"to be able to have that clarified with the team"},{"startTime":1425.24,"endTime":1427.6,"body":"ahead of time so that it can be shared"},{"startTime":1427.6,"endTime":1430.16,"body":"as somebody new joins the team."},{"startTime":1430.16,"endTime":1432.16,"body":"They can have something to share,"},{"startTime":1432.16,"endTime":1435.84,"body":"something that's memorialized, written down, talked about,"},{"startTime":1435.84,"endTime":1438.8,"body":"and invited to participate within."},{"startTime":1438.8,"endTime":1442.72,"body":"It is a fantastic way of being able to accelerate this."},{"startTime":1442.72,"endTime":1444.88,"body":"And then the second thing is"},{"startTime":1444.88,"endTime":1447.8,"body":"that new team assimilation process,"},{"startTime":1447.8,"endTime":1450.2,"body":"especially for a new leader."},{"startTime":1450.2,"endTime":1454.08,"body":"And there's that process that often involves"},{"startTime":1454.08,"endTime":1457.04,"body":"asking key questions of the team,"},{"startTime":1457.04,"endTime":1460.0,"body":"sharing those answers with the team leader,"},{"startTime":1460.0,"endTime":1463.68,"body":"having the team leader then come and react and respond."},{"startTime":1463.68,"endTime":1466.52,"body":"And it's a bit of a formalized process."},{"startTime":1466.52,"endTime":1470.16,"body":"It can be varied based upon the culture and the needs."},{"startTime":1470.16,"endTime":1472.76,"body":"The point is to accelerate,"},{"startTime":1472.76,"endTime":1476.68,"body":"accelerate the information and the understanding"},{"startTime":1476.68,"endTime":1478.2,"body":"so much faster,"},{"startTime":1478.2,"endTime":1481.68,"body":"essentially the stuff that will kind of accidentally happen"},{"startTime":1481.68,"endTime":1484.04,"body":"over a year period."},{"startTime":1484.04,"endTime":1485.92,"body":"How do we scrunch that up?"},{"startTime":1485.92,"endTime":1488.2,"body":"How do we get that going quicker?"},{"startTime":1488.2,"endTime":1492.96,"body":"And oftentimes that new leader assimilation process"},{"startTime":1492.96,"endTime":1494.08,"body":"can be so helpful."},{"startTime":1494.08,"endTime":1498.0,"body":"So those are some specific tools and approaches"},{"startTime":1498.0,"endTime":1500.24,"body":"that can be done either ahead of time"},{"startTime":1500.24,"endTime":1502.04,"body":"with the team chartering,"},{"startTime":1502.04,"endTime":1505.28,"body":"or then also in real time, a month or two,"},{"startTime":1505.28,"endTime":1507.52,"body":"as somebody new is coming on,"},{"startTime":1507.52,"endTime":1510.88,"body":"to revisit that assimilation process"},{"startTime":1510.88,"endTime":1513.88,"body":"around how do we focus around strategy"},{"startTime":1513.88,"endTime":1517.76,"body":"and the culture component and interact as a team?"},{"startTime":1517.76,"endTime":1520.48,"body":"So those are elements that sometimes are missing,"},{"startTime":1520.48,"endTime":1525.04,"body":"but are key in terms of that team onboarding process."},{"startTime":1525.04,"endTime":1528.72,"body":"- And it's key as you're referencing all of these,"},{"startTime":1528.72,"endTime":1531.24,"body":"the chartering, the assimilation,"},{"startTime":1531.24,"endTime":1533.8,"body":"and it causes me to think,"},{"startTime":1533.8,"endTime":1537.92,"body":"why do some of these have to wait for the onboarding?"},{"startTime":1537.92,"endTime":1542.16,"body":"Like imagine the power in an interview"},{"startTime":1542.16,"endTime":1543.92,"body":"as you're recruiting somebody,"},{"startTime":1543.92,"endTime":1547.56,"body":"because we know interviews are both ways."},{"startTime":1547.56,"endTime":1549.32,"body":"You know, you're trying to assess fit,"},{"startTime":1549.32,"endTime":1551.24,"body":"they're trying to assess fit,"},{"startTime":1551.24,"endTime":1553.08,"body":"and you share very clearly,"},{"startTime":1553.08,"endTime":1556.04,"body":"hey, as you're learning about us,"},{"startTime":1556.04,"endTime":1559.68,"body":"here are our seven team operating principles."},{"startTime":1559.68,"endTime":1564.12,"body":"This is the culture of the team that we espouse to."},{"startTime":1564.12,"endTime":1567.28,"body":"And what an eye-opening one,"},{"startTime":1567.28,"endTime":1569.92,"body":"what is the message that sends?"},{"startTime":1569.92,"endTime":1571.96,"body":"That we care about our culture enough"},{"startTime":1571.96,"endTime":1573.44,"body":"that we've documented it,"},{"startTime":1573.44,"endTime":1575.68,"body":"and we intentionally have behaviors"},{"startTime":1575.68,"endTime":1578.96,"body":"to help promote the culture we want to have here."},{"startTime":1578.96,"endTime":1581.92,"body":"And how is that going to be a differentiator for them"},{"startTime":1581.92,"endTime":1584.64,"body":"as they may be interviewing at other places?"},{"startTime":1584.64,"endTime":1587.08,"body":"I doubt that's a very common thing that's shared."},{"startTime":1587.08,"endTime":1591.4,"body":"- Yep, it's a good point."},{"startTime":1591.4,"endTime":1595.8,"body":"And so now let's take a look at the role itself."},{"startTime":1595.8,"endTime":1598.16,"body":"What are the things that could be done"},{"startTime":1598.16,"endTime":1599.84,"body":"for the role to define it?"},{"startTime":1599.84,"endTime":1602.28,"body":"And I'll throw a wrench into this."},{"startTime":1602.32,"endTime":1607.32,"body":"What happens if a leader doesn't fully know,"},{"startTime":1607.32,"endTime":1610.2,"body":"not because they're unaware,"},{"startTime":1610.2,"endTime":1612.12,"body":"but because the nature of the role"},{"startTime":1612.12,"endTime":1615.24,"body":"may be changing or evolving or being reshaped"},{"startTime":1615.24,"endTime":1619.16,"body":"by the very person who's coming in to define that role?"},{"startTime":1619.16,"endTime":1620.44,"body":"- That never happens."},{"startTime":1620.44,"endTime":1621.28,"body":"- Right."},{"startTime":1621.28,"endTime":1622.12,"body":"- I don't know what you're talking about."},{"startTime":1622.12,"endTime":1625.08,"body":"You're talking about ambiguity in a role?"},{"startTime":1625.08,"endTime":1631.0,"body":"- So then, how do we then assimilate and onboard somebody"},{"startTime":1631.72,"endTime":1636.72,"body":"to a role that may have degrees of ambiguity involved in it?"},{"startTime":1636.72,"endTime":1640.56,"body":"And frankly, that's the name of the game"},{"startTime":1640.56,"endTime":1644.36,"body":"as we continue to grow so that it can, any organization,"},{"startTime":1644.36,"endTime":1646.16,"body":"so there's flexibility in learning"},{"startTime":1646.16,"endTime":1649.92,"body":"while still recognizing basic level understanding"},{"startTime":1649.92,"endTime":1652.36,"body":"of what's expected in the role."},{"startTime":1652.36,"endTime":1656.88,"body":"- It seems to happen so often,"},{"startTime":1656.88,"endTime":1660.8,"body":"especially as organizations grow, as they scale,"},{"startTime":1660.8,"endTime":1665.8,"body":"as they recognize, here's a need that I think we have."},{"startTime":1665.8,"endTime":1669.84,"body":"And so they try and create a job description around that."},{"startTime":1669.84,"endTime":1672.36,"body":"But then as they start to fill that,"},{"startTime":1672.36,"endTime":1673.76,"body":"or it's really unclear,"},{"startTime":1673.76,"endTime":1675.88,"body":"they bring on somebody with a skillset"},{"startTime":1675.88,"endTime":1678.36,"body":"that they anticipate is gonna fill that need."},{"startTime":1678.36,"endTime":1680.44,"body":"But then it turns out it's actually morphing"},{"startTime":1680.44,"endTime":1683.44,"body":"into a different type of role."},{"startTime":1683.44,"endTime":1688.36,"body":"So I think that's where onboarding is most successful,"},{"startTime":1688.36,"endTime":1692.16,"body":"as we talked earlier, when it comes to expectations."},{"startTime":1692.16,"endTime":1696.44,"body":"How do you help control and manage those expectations?"},{"startTime":1696.44,"endTime":1699.16,"body":"If someone's coming in and hired for a role"},{"startTime":1699.16,"endTime":1702.52,"body":"that sounds like there may be some ambiguity to it,"},{"startTime":1702.52,"endTime":1704.88,"body":"are we upfront about that?"},{"startTime":1704.88,"endTime":1706.96,"body":"And talking through, here are the steps"},{"startTime":1706.96,"endTime":1711.96,"body":"that we're gonna take to mold and define this role together."},{"startTime":1711.96,"endTime":1714.36,"body":"Here are things that we're considering"},{"startTime":1714.36,"endTime":1716.4,"body":"so that as they're coming in, they're not thinking,"},{"startTime":1716.4,"endTime":1718.72,"body":"yep, oh, everybody's done this before,"},{"startTime":1718.72,"endTime":1722.48,"body":"as opposed to, I'm the first senior director"},{"startTime":1722.48,"endTime":1724.88,"body":"of fill in the blank for this organization."},{"startTime":1724.88,"endTime":1727.96,"body":"You mean, not only is there role ambiguity"},{"startTime":1727.96,"endTime":1729.68,"body":"that they're having to deal with then,"},{"startTime":1729.68,"endTime":1732.64,"body":"but also there's organizational ambiguity"},{"startTime":1732.64,"endTime":1735.08,"body":"because nobody else in the organization"},{"startTime":1735.08,"endTime":1738.2,"body":"understands truly how to interact with them."},{"startTime":1738.2,"endTime":1741.92,"body":"So it's both directions."},{"startTime":1741.92,"endTime":1745.56,"body":"And so you need a certain personality type or skill type,"},{"startTime":1745.56,"endTime":1748.76,"body":"someone who is comfortable helping to create"},{"startTime":1748.76,"endTime":1750.44,"body":"and carve their own ambiguity."},{"startTime":1750.44,"endTime":1754.88,"body":"So several thoughts there as we're going through."},{"startTime":1754.88,"endTime":1757.36,"body":"- And I find in some ways, it gets at"},{"startTime":1757.36,"endTime":1759.64,"body":"one of these deep assumptions that leaders have"},{"startTime":1759.64,"endTime":1762.96,"body":"that they need to, they expect themselves"},{"startTime":1762.96,"endTime":1765.12,"body":"to have all of the answers."},{"startTime":1765.12,"endTime":1767.04,"body":"And if they don't have all the answers,"},{"startTime":1767.04,"endTime":1768.76,"body":"it can be uncomfortable,"},{"startTime":1768.76,"endTime":1771.32,"body":"and thus they either avoid conversations"},{"startTime":1771.32,"endTime":1774.8,"body":"or they don't give as complete information"},{"startTime":1774.8,"endTime":1777.56,"body":"or something that isn't as helpful."},{"startTime":1777.56,"endTime":1780.48,"body":"And it's good to keep in mind that,"},{"startTime":1780.48,"endTime":1783.12,"body":"first of all, you don't need to have all of the answers."},{"startTime":1783.12,"endTime":1786.96,"body":"And in place of having a clear answer"},{"startTime":1786.96,"endTime":1790.0,"body":"of what you need to do in terms of a role,"},{"startTime":1790.0,"endTime":1791.96,"body":"there is a alternative solution."},{"startTime":1791.96,"endTime":1794.92,"body":"And that is to have a clear process"},{"startTime":1794.92,"endTime":1799.88,"body":"by which we can define that answer together."},{"startTime":1799.88,"endTime":1800.96,"body":"- Say that again."},{"startTime":1800.96,"endTime":1802.12,"body":"That's a really good point."},{"startTime":1802.12,"endTime":1804.88,"body":"Just to put an exclamation point on it."},{"startTime":1804.88,"endTime":1808.04,"body":"- Yeah, so in place of having the right answer,"},{"startTime":1808.04,"endTime":1811.44,"body":"in place of having that lovely ideal answer"},{"startTime":1811.44,"endTime":1815.48,"body":"of saying exactly what you need to be doing in your role,"},{"startTime":1815.48,"endTime":1816.48,"body":"there is an alternative."},{"startTime":1816.48,"endTime":1820.08,"body":"And that is where you can then further define the process"},{"startTime":1820.08,"endTime":1823.84,"body":"of how to get to those answers together."},{"startTime":1823.84,"endTime":1828.32,"body":"And that process, sometimes leaders don't always think"},{"startTime":1828.32,"endTime":1830.16,"body":"that that's an answer."},{"startTime":1830.16,"endTime":1833.24,"body":"But the process itself, for example,"},{"startTime":1833.24,"endTime":1837.04,"body":"it might mean that we are going to meet twice a week"},{"startTime":1837.04,"endTime":1840.28,"body":"for a half hour, and we're gonna be able to be clear"},{"startTime":1840.28,"endTime":1843.04,"body":"in terms of what have you been able to accomplish,"},{"startTime":1843.04,"endTime":1844.68,"body":"what will you accomplish,"},{"startTime":1844.68,"endTime":1848.32,"body":"and set one or two clear goals and objectives."},{"startTime":1848.32,"endTime":1849.96,"body":"That is the process by which"},{"startTime":1849.96,"endTime":1852.16,"body":"we are gonna be approaching this."},{"startTime":1852.16,"endTime":1853.56,"body":"Another approach might be,"},{"startTime":1853.56,"endTime":1856.6,"body":"we're gonna be meeting once a week as a team."},{"startTime":1856.6,"endTime":1860.08,"body":"People will come with the main concern that they have,"},{"startTime":1860.08,"endTime":1862.04,"body":"we discuss it as a team,"},{"startTime":1862.04,"endTime":1865.92,"body":"we record the direction that's needed to go,"},{"startTime":1865.92,"endTime":1869.28,"body":"and we identify when the clear followups will be."},{"startTime":1869.28,"endTime":1870.96,"body":"That's another process."},{"startTime":1870.96,"endTime":1875.2,"body":"Even those are, oh, it helps clarify"},{"startTime":1875.2,"endTime":1877.92,"body":"that this is a collaborative open environment."},{"startTime":1877.92,"endTime":1879.68,"body":"You don't have to have,"},{"startTime":1879.68,"endTime":1882.0,"body":"maybe it's a more directive and authoritative."},{"startTime":1882.0,"endTime":1884.44,"body":"And so the process is, I'm gonna meet with you"},{"startTime":1884.44,"endTime":1886.6,"body":"and tell you what you need to do this week."},{"startTime":1886.6,"endTime":1888.88,"body":"I wanna report back on Wednesday."},{"startTime":1888.88,"endTime":1892.04,"body":"Whatever it is, what is the process"},{"startTime":1892.04,"endTime":1895.4,"body":"of communication and flow of decisions"},{"startTime":1895.4,"endTime":1900.0,"body":"to be able to help align what expectations are being needed?"},{"startTime":1900.0,"endTime":1901.24,"body":"How do we get there?"},{"startTime":1901.24,"endTime":1906.6,"body":"And when people have a plan or an approach,"},{"startTime":1906.6,"endTime":1910.0,"body":"that can be just as satisfactory,"},{"startTime":1910.0,"endTime":1913.92,"body":"just as satisfying as having the perfect right answer."},{"startTime":1913.92,"endTime":1917.76,"body":"'Cause frankly, as we're all dealing with such complicated"},{"startTime":1917.76,"endTime":1920.08,"body":"and also complex, two different things,"},{"startTime":1920.08,"endTime":1923.84,"body":"but a complicated place can have an answer,"},{"startTime":1923.84,"endTime":1925.68,"body":"it's just challenging to get there."},{"startTime":1925.68,"endTime":1929.4,"body":"A complex situation may not have a discrete answer,"},{"startTime":1929.4,"endTime":1933.44,"body":"and we define it together, clarifying things."},{"startTime":1933.44,"endTime":1935.8,"body":"What kind of an issue we're talking about"},{"startTime":1935.8,"endTime":1938.84,"body":"and how to get there, powerful,"},{"startTime":1938.84,"endTime":1940.96,"body":"not only for the onboarding process,"},{"startTime":1940.96,"endTime":1944.32,"body":"but setting patterns and habits"},{"startTime":1944.32,"endTime":1947.28,"body":"to help people know how to best work together"},{"startTime":1947.28,"endTime":1948.32,"body":"moving forward."},{"startTime":1948.32,"endTime":1952.64,"body":"- That's really well put in terms of the emphasis"},{"startTime":1952.64,"endTime":1953.96,"body":"on the process."},{"startTime":1953.96,"endTime":1956.32,"body":"And we could even think psychologically"},{"startTime":1956.32,"endTime":1958.16,"body":"when there is a process established"},{"startTime":1958.16,"endTime":1960.6,"body":"and the process seems to make sense,"},{"startTime":1960.6,"endTime":1964.52,"body":"how far that goes to alleviating anxiety."},{"startTime":1964.52,"endTime":1968.44,"body":"And anxiety is one of the biggest barriers"},{"startTime":1968.44,"endTime":1970.6,"body":"to innovation and ideas,"},{"startTime":1970.6,"endTime":1974.4,"body":"because there's fear and there's worry caught up in it."},{"startTime":1974.4,"endTime":1976.68,"body":"And when you're able to bring that down"},{"startTime":1976.68,"endTime":1980.44,"body":"and say, ah, this is an iterative process,"},{"startTime":1980.44,"endTime":1982.16,"body":"we're going to build this together,"},{"startTime":1982.16,"endTime":1986.24,"body":"there is a plan, I'm not just doing this on my own."},{"startTime":1986.24,"endTime":1989.8,"body":"- I'm not just left at the top of the ski hill,"},{"startTime":1989.8,"endTime":1991.36,"body":"and good luck."},{"startTime":1991.36,"endTime":1993.84,"body":"Even though I was given the equipment,"},{"startTime":1993.84,"endTime":1997.88,"body":"I was given a pathway and then left on my own."},{"startTime":1997.88,"endTime":2001.28,"body":"How we guide that along."},{"startTime":2001.28,"endTime":2003.68,"body":"- And ask me how many other times I've skied."},{"startTime":2003.68,"endTime":2005.92,"body":"(laughing)"},{"startTime":2006.92,"endTime":2009.2,"body":"- Peter, I don't recall ever hearing"},{"startTime":2009.2,"endTime":2012.28,"body":"you've been skiing since then, is that correct?"},{"startTime":2012.28,"endTime":2015.88,"body":"- I went one other time that I skied."},{"startTime":2015.88,"endTime":2019.36,"body":"And I think the stage was set"},{"startTime":2019.36,"endTime":2024.0,"body":"where it could have been a really memorable experience."},{"startTime":2024.0,"endTime":2028.84,"body":"The setting, the fit, I wanted to ski."},{"startTime":2028.84,"endTime":2031.28,"body":"It was a beautiful place,"},{"startTime":2031.28,"endTime":2034.92,"body":"but it was not a positive experience"},{"startTime":2034.92,"endTime":2037.2,"body":"because of all these unmet expectations,"},{"startTime":2037.2,"endTime":2039.24,"body":"uncertainties and unknowns."},{"startTime":2039.24,"endTime":2042.0,"body":"Yeah, so I think as we're keeping that in mind"},{"startTime":2042.0,"endTime":2044.12,"body":"through that onboarding process,"},{"startTime":2044.12,"endTime":2045.8,"body":"we're helping to reflect on,"},{"startTime":2045.8,"endTime":2048.48,"body":"how am I connecting them to their role?"},{"startTime":2048.48,"endTime":2051.56,"body":"If it's not established, how are we clarifying the process?"},{"startTime":2051.56,"endTime":2053.68,"body":"How am I connecting them with their team?"},{"startTime":2053.68,"endTime":2055.16,"body":"Clarifying the team chartering,"},{"startTime":2055.16,"endTime":2058.08,"body":"does the team clear on their purpose, on their vision,"},{"startTime":2058.08,"endTime":2061.2,"body":"on their operating principles or ground rules or norms,"},{"startTime":2061.2,"endTime":2063.08,"body":"and on who the stakeholders are?"},{"startTime":2063.92,"endTime":2066.64,"body":"Are we helping inform them about their organization?"},{"startTime":2066.64,"endTime":2067.76,"body":"What is the culture?"},{"startTime":2067.76,"endTime":2068.6,"body":"Who do we serve?"},{"startTime":2068.6,"endTime":2070.16,"body":"Why do we exist?"},{"startTime":2070.16,"endTime":2074.24,"body":"What is the broader function and purpose to why we're here?"},{"startTime":2074.24,"endTime":2077.24,"body":"All those parts are critical"},{"startTime":2077.24,"endTime":2080.56,"body":"so that you get them not only wanting to ski again,"},{"startTime":2080.56,"endTime":2084.28,"body":"but they want to ski on your hill. (laughing)"},{"startTime":2084.28,"endTime":2085.44,"body":"- Yeah, that's well captured."},{"startTime":2085.44,"endTime":2088.84,"body":"And I'll add one more thing and then we can wrap up here."},{"startTime":2088.84,"endTime":2092.04,"body":"The other practice that I see, which is so helpful,"},{"startTime":2092.04,"endTime":2094.88,"body":"and that builds on the support that's needed,"},{"startTime":2094.88,"endTime":2098.36,"body":"is some sort of accountability partner,"},{"startTime":2098.36,"endTime":2102.12,"body":"some sort of small cohort that they're able to work together"},{"startTime":2102.12,"endTime":2104.68,"body":"in groups of two or three or four."},{"startTime":2104.68,"endTime":2107.76,"body":"Oftentimes there is some sort of executive coach,"},{"startTime":2107.76,"endTime":2111.24,"body":"which helps them manage through the,"},{"startTime":2111.24,"endTime":2114.36,"body":"because they're going through these various reactions inside"},{"startTime":2114.36,"endTime":2116.04,"body":"and adjusting their own mindsets"},{"startTime":2116.04,"endTime":2118.48,"body":"and habits and perspectives."},{"startTime":2118.48,"endTime":2121.6,"body":"And that's a bit of mental work as well."},{"startTime":2121.6,"endTime":2124.2,"body":"So the point is, yes, you have a boss."},{"startTime":2124.2,"endTime":2126.2,"body":"Yes, you can have somebody in HR."},{"startTime":2126.2,"endTime":2127.64,"body":"Who's the peer?"},{"startTime":2127.64,"endTime":2128.84,"body":"Who's the coach?"},{"startTime":2128.84,"endTime":2130.16,"body":"Who's the advisor?"},{"startTime":2130.16,"endTime":2133.8,"body":"Who's an accountability partner, a buddy, a mentor?"},{"startTime":2133.8,"endTime":2136.0,"body":"However the organization wants to frame it,"},{"startTime":2136.0,"endTime":2137.96,"body":"internal and/or external,"},{"startTime":2137.96,"endTime":2141.72,"body":"both what sort of private board of directors, so to speak,"},{"startTime":2141.72,"endTime":2146.12,"body":"to help guide them through those initial few months"},{"startTime":2146.12,"endTime":2149.2,"body":"so that they're not alone in the deep end"},{"startTime":2149.2,"endTime":2153.36,"body":"or going down the bunny slopes or the big slopes"},{"startTime":2153.36,"endTime":2156.16,"body":"all by themselves and ruining their ankles"},{"startTime":2156.16,"endTime":2158.24,"body":"and knees in the process."},{"startTime":2158.24,"endTime":2160.52,"body":"You know, we all get a few bumps and bruises,"},{"startTime":2160.52,"endTime":2163.0,"body":"but we don't want them so severe"},{"startTime":2163.0,"endTime":2166.28,"body":"that it will leave a mark,"},{"startTime":2166.28,"endTime":2169.84,"body":"a mark in a way that's gonna be hard to overcome"},{"startTime":2169.84,"endTime":2172.96,"body":"in the future as they keep on working."},{"startTime":2172.96,"endTime":2175.84,"body":"- Oh, it's true."},{"startTime":2175.84,"endTime":2178.04,"body":"And as you were sharing that,"},{"startTime":2178.04,"endTime":2181.84,"body":"I also was thinking of those situations"},{"startTime":2181.84,"endTime":2184.16,"body":"'cause we're focusing very much on the job,"},{"startTime":2184.16,"endTime":2186.84,"body":"role team organizations."},{"startTime":2186.84,"endTime":2190.04,"body":"What about somebody who's relocating to a new city?"},{"startTime":2190.04,"endTime":2191.12,"body":"- Right. - New state."},{"startTime":2191.12,"endTime":2195.28,"body":"And that support person, that partner"},{"startTime":2195.28,"endTime":2197.16,"body":"that you're mentioning,"},{"startTime":2197.16,"endTime":2199.4,"body":"they can also be vital to help."},{"startTime":2199.4,"endTime":2201.48,"body":"Hey, are you finding the grocery stores?"},{"startTime":2201.48,"endTime":2204.92,"body":"Are you finding the place you want?"},{"startTime":2204.92,"endTime":2209.72,"body":"How are things happening in the life outside of work?"},{"startTime":2209.72,"endTime":2211.0,"body":"Because as we've learned,"},{"startTime":2211.0,"endTime":2213.12,"body":"particularly over these last several years,"},{"startTime":2213.12,"endTime":2216.88,"body":"we bring all of ourself where we go."},{"startTime":2216.88,"endTime":2219.48,"body":"And so helping to look at that whole person."},{"startTime":2219.48,"endTime":2224.12,"body":"So we could head off on another tangent there,"},{"startTime":2224.12,"endTime":2226.68,"body":"but I think we've given some good thoughts"},{"startTime":2226.68,"endTime":2228.52,"body":"as we're considering."},{"startTime":2228.52,"endTime":2231.52,"body":"So Daniel, as we're closing, Lightning Round."},{"startTime":2231.52,"endTime":2234.12,"body":"(upbeat music)"},{"startTime":2235.12,"endTime":2236.6,"body":"Question for you."},{"startTime":2236.6,"endTime":2240.12,"body":"What is the biggest mistake"},{"startTime":2240.12,"endTime":2242.48,"body":"to avoid in the onboarding process?"},{"startTime":2242.48,"endTime":2246.64,"body":"- The biggest mistake is to ignore it."},{"startTime":2246.64,"endTime":2251.84,"body":"Is to ignore the whole process itself"},{"startTime":2251.84,"endTime":2254.88,"body":"and to discredit it, to discount it,"},{"startTime":2254.88,"endTime":2256.88,"body":"to pretend it doesn't matter"},{"startTime":2256.88,"endTime":2259.84,"body":"and to sidetrack it because you're too busy"},{"startTime":2259.84,"endTime":2261.44,"body":"or we haven't prepared"},{"startTime":2261.96,"endTime":2266.0,"body":"and just expect the person to fend for themself."},{"startTime":2266.0,"endTime":2267.6,"body":"You hear a little passion here"},{"startTime":2267.6,"endTime":2272.08,"body":"because this is what can destroy value."},{"startTime":2272.08,"endTime":2275.12,"body":"You bring on somebody, you believe in them, they're excited"},{"startTime":2275.12,"endTime":2277.88,"body":"and the value potential that they can bring"},{"startTime":2277.88,"endTime":2281.36,"body":"will greatly diminish if they are not able"},{"startTime":2281.36,"endTime":2283.92,"body":"to be assimilated in an effective way."},{"startTime":2283.92,"endTime":2285.48,"body":"And that goes both ways."},{"startTime":2285.48,"endTime":2288.2,"body":"The employee, as well as the organization,"},{"startTime":2288.2,"endTime":2289.68,"body":"there needs to be a plan."},{"startTime":2289.68,"endTime":2290.92,"body":"There needs to be a process."},{"startTime":2290.92,"endTime":2293.6,"body":"There needs to be paid attention to"},{"startTime":2293.6,"endTime":2296.32,"body":"and not to ignore the importance of it."},{"startTime":2296.32,"endTime":2301.96,"body":"So that's how I'd go for that, Peter."},{"startTime":2301.96,"endTime":2303.92,"body":"What's the one thing?"},{"startTime":2303.92,"endTime":2307.0,"body":"What's the one thing that if we want to be able"},{"startTime":2307.0,"endTime":2310.04,"body":"to do onboarding well in an organization"},{"startTime":2310.04,"endTime":2312.0,"body":"that they need to pay attention to?"},{"startTime":2312.0,"endTime":2316.88,"body":"- The one thing to pay attention to do onboarding well"},{"startTime":2316.88,"endTime":2320.04,"body":"is to establish clear and frequent"},{"startTime":2320.04,"endTime":2322.16,"body":"and intentional lines of communication."},{"startTime":2322.16,"endTime":2326.8,"body":"It's the only way to check in to see how are things going?"},{"startTime":2326.8,"endTime":2330.16,"body":"Are we checking in about how they're adapting to their role?"},{"startTime":2330.16,"endTime":2331.68,"body":"How they're feeling with their team?"},{"startTime":2331.68,"endTime":2333.8,"body":"How comfortable they are with their organization?"},{"startTime":2333.8,"endTime":2335.72,"body":"None of that can happen"},{"startTime":2335.72,"endTime":2339.48,"body":"if there isn't that communication line established."},{"startTime":2339.48,"endTime":2340.68,"body":"So I think that's the most important."},{"startTime":2340.68,"endTime":2342.96,"body":"It's those frequent touch points."},{"startTime":2342.96,"endTime":2346.48,"body":"It's not, all right, check in, we'll see you in a week."},{"startTime":2346.48,"endTime":2350.56,"body":"It's frequent, frequent, frequent communication lines."},{"startTime":2350.56,"endTime":2352.88,"body":"That's the most important variable."},{"startTime":2352.88,"endTime":2355.16,"body":"- Yeah, well said,"},{"startTime":2355.16,"endTime":2357.96,"body":"especially with a structured perspective to it."},{"startTime":2357.96,"endTime":2362.2,"body":"Peter, another great Leadership Growth Podcast episode."},{"startTime":2362.2,"endTime":2364.12,"body":"Always fun to do these with you."},{"startTime":2364.12,"endTime":2366.64,"body":"And listeners, thanks for joining us."},{"startTime":2366.64,"endTime":2369.56,"body":"As hopefully you've been able to take some great tools"},{"startTime":2369.56,"endTime":2372.04,"body":"and ideas to help build and strengthen your ability"},{"startTime":2372.04,"endTime":2373.4,"body":"to lead others."},{"startTime":2373.4,"endTime":2377.64,"body":"Please subscribe and comment on the podcast."},{"startTime":2377.64,"endTime":2380.48,"body":"And we look forward to having you join us the next time."},{"startTime":2380.48,"endTime":2381.96,"body":"Take care, everyone."},{"startTime":2381.96,"endTime":2383.4,"body":"If you liked this episode,"},{"startTime":2383.4,"endTime":2385.28,"body":"please share it with a friend or colleague,"},{"startTime":2385.28,"endTime":2386.44,"body":"or better yet,"},{"startTime":2386.44,"endTime":2389.76,"body":"leave a review to help other listeners find our show."},{"startTime":2389.76,"endTime":2393.32,"body":"And remember to subscribe so you never miss an episode."},{"startTime":2393.32,"endTime":2394.64,"body":"For more great content,"},{"startTime":2394.64,"endTime":2396.52,"body":"or to learn more about how Stewart Leadership"},{"startTime":2396.52,"endTime":2399.4,"body":"can help you grow your ability to lead effectively,"},{"startTime":2399.4,"endTime":2401.8,"body":"please visit stewartleadership.com."}]}