Coaching for new positions
The quality of a new job is measured over the long term, not just by the fact of "putting someone in post". Or else 100% of recruitments could be considered successful!
Passing the first few weeks, the famous first 100 days, or the trial period for a recruitment, is in no way proof of the success of a recruitment process. It is merely a milestone.
Taking on a new role is a twofold challenge for the organisation and the employee, in terms of its size, the responsibilities it entails and its impact on the rest of the organisation. Whether it's a case of internal mobility, reorganisation or recruitment to a new team, a new company or a new country, taking on a new role can only be successful if the company and the employee share a dynamic of empowerment and trust, over and above the job description.
So this is the story of a "graft", which may or may not work.
The challenges you face when taking up your new post
Each new position is demanding on four levels:
- Relational, with the challenge of building new relationships and alliances
- Cultural, with the challenge of adapting to a new corporate culture (or even the culture of a new country)
- Strategic, with the challenge of establishing a roadmap and an action plan
- Operational, with the challenge of being effective quickly
If a new post is not properly prepared or supported, the investment in time and money made by the organisation and the employee can be wasted.
The expected positive effect - a successful integration - translates into a negative effect on the teams and the company: lack of leadership, lack of motivation, incompatibility with the teams or the existing manager, and so on.
How can we give employees the means to fully grasp the roles, missions and responsibilities of their future position from the outset?
How can we help them to think clearly about their next few years in the job?
How do you successfully take on a position of responsibility?
Coaching for new posts: Our approach
My coaching often aims to :
Prioritise your actions
The benefits of my one-to-one coaching
- We start by getting to know each other to see if we want to work together, during a initial one-hour exchange. If we choose each other, we're in! If we decide not to work together, I won't be billing this first meeting.
- I propose a tailor-made professional coaching I define the number of sessions, duration, frequency and location (face-to-face or remote), depending on the context and needs of each individual. I can also suggest (or not) exercises to do between sessions.
- I work in French or English.
- Your company plays an active role in coaching The line manager and/or HR are present at the start of the coaching process to provide a framework, and then at the end of the coaching to share the results.
- I suggest a systems approach to take into account both the organisational environment and the relational aspects between employees.
- The methodological framework of coaching is guaranteed by a contract and by my compliance with the ethical commitments of the International Coaching FederationThis includes regular professional supervision and intervision between certified peer coaches.
How does one-to-one coaching work?
Duration and frequency
In general, 6 to 12 sessions of 60 to 90 minutes over 4 to 12 months. These sessions are supported by two 1.5-hour tripartite sessions with the company to validate the coaching objectives.
Location
Face-to-face in premises that protect the confidentiality of exchanges (Paris 15th arrondissement) and/or remotely via Zoom.
Let's work together!
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Find out more about new jobs
What are the advantages of a good start?
There are four main advantages:
- Limit the risks of integration failure: investing time and money to find a replacement, possibly having to pay an exit allowance, etc.
- Accelerate employee effectiveness as quickly as possible within 3 months of the first coaching session
- Increase long-term talent retention
- Ensuring team stability by limiting tensions and misunderstandings within the team
How long does it take to take up a new position?
It takes around 9 to 12 months for a new employee to fully integrate into the company and get to grips with the new environment and the rules of the game, especially in a new company. But the first 3 months are crucial in ensuring that the (new) employee adapts quickly and successfully to the job, the team and the corporate culture. The hundred days are one of the key stages in optimising integration.
Is it really worth investing in job coaching until the employee is confirmed in the position?
Yes, the cost of coaching is minimal compared to the costs incurred when the new position is a failure due to a casting error: recruiting a replacement/new arrival, paying a possible exit allowance, destabilising the teams once again, etc. The higher the level of the position, the more investing upstream is an effective retention strategy.
What questions would be useful to help employees ask themselves when taking up a new post?
The organisation can guide the new employee throughout his or her induction to help them better understand their role and responsibilities, with on-boarding support to help them to ask yourself the following questions :
On its function and opportunities
- What are the main tasks and responsibilities of my new role?
- What are the company's objectives and how does my work contribute to these objectives? What is its common project?
- What room for manoeuvre do I have?
- Who are my colleagues and who should I contact if I need help?
- What processes and tools are used to carry out my job tasks?
- What are the company's expectations in terms of results and performance?
- How can I contribute to improving the company's processes and results?
- What should I do first? Can an astonishment report be useful in the first week?
- What am I expected to do to gain credibility and the trust of my teams?
- What opportunities are there for professional development and training within the company in relation to my career path?
The company's methods and organisation
- What benefits does the company offer, such as insurance, holiday pay, benefits in kind, etc.?
- What are the working hours, the length of the contract and the renewal and termination terms?
- Are there any dress codes to be respected in the workplace?
