of process-management methodologies, including total quality management, lean manufacturing, and six sigma.
As the new head of R&D at Energix, David entered a company that had weathered the typical start-up transitions—going from two people to two hundred to two thousand—and was now poised to become a major corporation. As a result, the CEO had told David more than once during the recruiting process that things had to change. “We need to become more disciplined,” the chief executive had said. “We’ve succeeded by staying focused and working as a team. We know each other, we trust each other, and we’ve come a long way together. But we need to be more systematic in how we do things, or we won’t be able to capitalize on and sustain our new size.” So David understood that his first major task would be to identify, systematize, and improve the core processes of the R&D organization—an essential first step in laying the foundation for sustained growth.
David dug into the new job with his usual gusto. What he found was a company that had been run largely by the seat of its collective pants. Many important operational and financial processes were not well established; others weren’t sufficiently controlled. In new-product development alone, dozens of projects had inadequate specifications or insufficiently precise milestones and deliverables. One critical project, Energix’s next-generation large turbine, was nearly a year behind schedule and way over budget. David came away from his first couple of weeks wondering just what or who had held Energix together—and feeling more convinced than ever that he could push this company to the next level.
But then he began to hit roadblocks. The senior management committee (SMC) meetings started out frustrating and got worse. David, who was used to highly disciplined meetings with clear agendas and actionable decisions, found the committee members’ elliptical discussions and consensus-driven process agonizing. Particularly troubling to him was the lack of open discussion about pressing issues and the sense that decisions were being made through back channels. When David raised a sensitive or provocative issue with the SMC, or pressed others in the room for commitments to act, people would either fall silent or recite a list of reasons why things couldn’t be done a certain way.
Two months in, with his patience frayed, David decided to simply focus on what he had been hired to do: revamp the new-product development processes to support the company’s growth. So he convened a meeting of the heads of R&D, operations, and finance to discuss how to proceed. At that gathering, David presented a plan for setting up teams that would map out existing processes and conduct a thorough redesign effort. He also outlined the required resource commitments—for instance, assigning strong people from operations and finance to participate in the teams, and hiring external consultants to support the analysis.
Given the conversations he’d had with the CEO during recruiting and the clear mandate he felt he’d been given, David was shocked by the stonewalling he encountered. The attendees listened but wouldn’t commit themselves or their people to David’s plan. Instead, they urged David to bring his plan before the whole SMC because it affected many parts of the company and had the potential to be disruptive if not managed carefully. (He later learned that two of the participants had gone to the CEO soon after the meeting to register their concerns; David was “a bull in a china shop,” according to one. “We have to be careful not to upset some delicate balances as we get out the next-gen turbine,” said the other. And both were of the firm opinion that “letting Jones run things might not be the right way to go.”) Even more troubling, David experienced a noticeable and worrisome chill in his relationship with the CEO.
Joining a new company is akin to an organ transplant—and you’re the new organ. If you’re not thoughtful in adapting to the new situation, you could end up being attacked by the organizational immune system and rejected. Witness David’s challenges at Energix.
When surveyed, senior HR practitioners overwhelmingly assess the challenge of coming in from the outside as “much harder” than being promoted from within.1 They attribute the high failure rate of outside hires to several barriers, notably the following:
Leaders from outside the company are not familiar with informal networks of information and communication.
Outside hires are not familiar with the corporate culture and therefore have greater difficulty navigating.
New people are unknown to the organization and therefore do not have the same credibility as someone who is promoted from within.
A long tradition of hiring from within makes it difficult for some organizations to accept outsiders.
To overcome these barriers and succeed in joining a new company, you should focus on four pillars of effective onboarding: business orientation, stakeholder connection, alignment of expectations, and cultural adaptation.
Business Orientation
Business orientation is the most straightforward part of onboarding. The sooner you understand the business environment in which you’re operating, the sooner you can make productive contributions. Getting oriented to the business means learning about the company as a whole and not only your specific parts of the business. As you work to understand the organization, it’s worth thinking beyond simply the financials, products, and strategy. Regardless of your position, for example, it’s beneficial to learn about the brands and products you will be supporting, whether or not you’re directly involved in sales and marketing. Focus, too, on understanding the operating model, planning and performance evaluation systems, and talent management systems, because they often powerfully influence how you can most effectively have an impact.
Stakeholder Connection
It’s also essential to develop the right relationship wiring as soon as possible. This means identifying key stakeholders and building productive working relationships. As with David, there is a natural but dangerous tendency for new leaders to focus on building vertical relationships early in their transitions—up to their bosses and down to their teams. Often, insufficient time is devoted to lateral relationship building with peers and key constituencies outside the new leader’s immediate organization. Remember: you don’t want to be meeting your neighbors for the first time in the middle of the night when your house is burning down.
Expectations Alignment
No matter how well you think you understand what you’re expected to do, be sure to check and recheck expectations once you formally join your new organization. Why? Because understandings that are developed before you join—about mandates, support, and resources—may not prove to be fully accurate once you’re in the job. It isn’t that you’ve been actively misled; rather, it’s because recruiting is like romance, and employment is like marriage. As David learned, newly hired leaders can easily come to believe that they have more latitude to make changes than is actually the case. If they act on these sorts of incorrect assumptions, they easily can trigger unnecessary resistance and even derail themselves.
It also is important to understand and factor in the expectations of key constituencies other than your new boss—for example, key people in finance at corporate headquarters if you’re working in a business unit. This is especially the case if they’re likely to influence how you’re evaluated and rewarded.
Cultural Adaptation
The most daunting challenge for leaders joining new organizations is adapting to unfamiliar cultures. For David, this meant making the transition from an authority-driven, process-focused culture to a consensus-oriented, relational one.
To adapt successfully, you need to understand what the culture is overall and how it’s manifested in the organization or unit you’re joining (because different units may have different subcultures). In doing this, it helps to think of yourself as an anthropologist sent to study a newly discovered civilization.
What is culture? It’s a set of consistent patterns people follow for communicating, thinking, and acting, all grounded in their shared assumptions and values. The culture in any organization is generally multilayered, as illustrated in figure 1-2. At the top of the culture pyramid are the surface elements—the symbols, shared languages, and other things most visible to outsiders. Obvious symbols include organizational