BEGIN:VCALENDAR X-WR-TIMEZONE:US/Eastern DTSTART:20181101T130000 DTEND:20181101T140000 VERSION:2.0 LOCATION:OnlinePRODID:-//Training Doyens //EN METHOD:REQUEST BEGIN:VEVENT UID:20181101T000000-921454962-example.com DTSTAMP:20181101T000000 DTSTART;TZID="US/Eastern":20181101T130000 DTEND;TZID="US/Eastern":20181101T140000 SUMMARY:Onboarding New Hires: How to Get Them Quickly Up To Speed, Engaged and Productive DESCRIPTION: You’ve made your decision about whom to hire. You’ve gotten them excited about their new job. You’re excited about what they can bring to your team. Now what? If you’re like most good organizations, you’re doing something more. The Aberdeen Group reported that 70 percent of all organizations currently deploy some sort of onboarding program with leaders entering new roles. While this is a good thing, there is great variability in the focus, depth and length of these programs. The most superficial tend to provide surface-level “meet and greets” and focus on initial paperwork and process knowledge. Others go deeper, focusing on helping leaders learn to navigate the organization’s culture and understand the informal organization and key players. Also, don’t forget internal transfers. Though onboarding usually focuses on people new to an organization, your current leaders entering new roles need assistance as well. Organizations are made up of many micro-cultures and the informal culture (how things really get done) is what typically drives an organization. Unwritten rules and politics, if not openly discussed, will create obstacles and slow execution. What does yours do? And do you even have an onboarding program? PRIORITY:3END:VEVENT END:VCALENDAR