Co-hesion: Aligning for Success & the Crucial Role of Culture in Executive Onboarding

Originally Published on Co-hesion.com and LinkedIn.

The transition for executives into new roles across different companies often poses substantial challenges, not least because of the high expectations placed on their immediate impact and performance. Despite their expertise and track record, many executives struggle to adapt, and a significant number of executive transitions end in failure. Understanding why these failures occur can help organizations better prepare both themselves and their new leaders for successful integration.

Because Many Executives Fail Within the First Year

Here are 4 of the most common reasons why executives fail within the first year of transitioning into a new company.

1. Misalignment with Company Culture: Often, executives are hired based on their skills and past successes without adequate consideration of how well they align with the company’s culture. When the culture is not clearly communicated, or when the company itself has an undefined culture, it leaves the executive without a clear roadmap to navigate the new environment, leading to potential clashes with existing norms and practices.
2. Inadequate Onboarding and Support: Transitioning into a leadership role in a new company requires a deep understanding of its operations, goals, and team dynamics. Without a structured on-boarding process, new executives may find it difficult to grasp essential aspects of the company quickly, leading to ineffective decision-making and strategies that may not resonate with the team’s or company’s needs.
3. Unrealistic Expectations: Both the company and the executive often have high expectations for immediate results. However, without giving the executive sufficient time to understand the intricacies of the company and its challenges, these expectations can lead to premature judgments about the executive’s performance, contributing to a sense of failure and frustration on both sides.
4. Resistance to Change: Existing staff may be resistant to new leadership, especially if they feel threatened by potential changes or if the new leader’s style is vastly different from what they are accustomed to. This resistance can hinder the executive’s ability to implement necessary changes and may isolate them within the company.

How to Prevent Executive Failure

A well-defined and clearly communicated company culture is essential for the successful integration of new executives. Culture acts as a compass that guides the behaviors, decisions, and strategies within the company. When this compass is unclear, it can lead to significant misalignments between the executive’s actions and the company’s expectations. Furthermore, an undefined or poorly communicated culture can exacerbate resistance to change, as employees may not see the new executive’s initiatives as aligning with the core values or mission of the company. Below are some suggestions and recommendations that can assist in the success rates for newly hired executives.

For companies that struggle to articulate their culture, investing in a mission and values discovery process is highly recommended. This process not only clarifies what the company stands for but also unites the existing employee population around a common set of beliefs and objectives. The return on investment in such a process will far exceed the costs associated with the turnover of executives who fail due to cultural misalignments. A clearly defined mission and set of values serve as a vital framework for all company activities and can dramatically improve the integration and effectiveness of new leadership.

1. Enhance Cultural Onboarding: Companies should develop a comprehensive cultural onboarding process that not only educates the executive about the company’s values, norms, and practices but also involves significant exposure to different departments and key team members. This can help the executive to quickly understand the cultural landscape and how to navigate it effectively.

2. Set Realistic Expectations: Clear and realistic expectations should be set regarding what the executive can achieve in the short and long term. Regular check-ins and adjusted goals can help manage both sides’ expectations and provide the executive with a sense of achievement and progress.

3. Foster Open Communication: Encourage a culture of open communication where feedback flows freely in both directions. This openness helps to quickly identify and address any misalignments or misunderstandings between the executive and other staff members. Of course, establishing trust is a key factor for success.

4. Build Support Networks: Establishing a support network for the new executive, including mentors within the company who are well-respected and embody the company’s values, can provide an additional resource for guidance and advice.

The successful integration of executives into new companies is a complex process that hinges significantly on the alignment with and understanding of the company’s culture. By focusing on comprehensive cultural onboarding, setting realistic expectations, fostering open communication, and building strong support networks, companies can greatly enhance the success rates of newly hired executives and ensure that their transition is both smooth and effective. Investing in a mission and values discovery process can further solidify this success by providing a clear, unified direction for both new and existing employees.