Kevin Asbjörnson, MIM, TLA-Global Leadership Coach & Leadership Advisor

The root causes of failure with the integration and transition of C-level new hires always lie within the delicate balance of the new role—with its opportunities and pitfalls—and the strengths and vulnerabilities of the new C-level hire.

“C-level new hire transition failures happen because the new C-level individual either misunderstands the essential demands of the new situation and organizational culture or lacks the skill and flexibility to adapt to them”, according to Michael D. Watkins, author of The First 90 Days—a practical guide to navigating career transitions and setting yourself up for success in any new role.

According to Kevin Asbjörnson, MIM, Managing Director & Global Executive Coach with Inspire Imagine Innovate: “Investigating personality with C-level new hires enables us to minimize these failures through the integration of the Hogan Leadership Forecast Series (LFS) Self-Assessment. This assessment facilitates effective ‘Leadership Onboarding’—accompanied by structured executive coaching sessions—which integrate the hiring organization’s values, principles, and job description with the Hogan assessment results of the C-level new hire to formulate a highly effective Leadership Onboarding Plan.”

He adds, “This significantly enhances the successful integration of a C-level new hire within the hiring organization, as the Leadership Onboarding Plan identifies the strengths, potential areas of development, and possible derailment tendencies of the C-level new hire.”

Within the Hogan Leadership Forecast Series (LFS) Assessment, new C-level hires have the option, in time, to assess his/her entire leadership team as well, which includes a composite or team report of the holistic team.

There are 24 strengths which characterize the most effective leaders in the world, according to the research of Peter Berry, Managing Director of Peter Berry Consultancy (as identified in Berry’s What the Best Leaders Look Like whitepaper).

“These twenty-four leadership competencies are driven by personality, intelligence, experience and behavior choices which can be accurately measured through the use of the Hogan Leadership Forecast Series (LFS) Assessment,” says Peter Berry. “Strong leadership skills within the assessment’s four quadrants drive employee engagement and organizational performance.”

Berry’s 24 competencies comprise a four-quadrant model of leadership effectiveness:

  1. Achievement Focus
  2. Strategic
  3. Inspiring
  4. Emotional Intelligence

C-Level new hires must understand how to prioritize and allocate their energy between these four quadrants within the expectations of their new role, the new organization, and the hiring manager.

The four primary components of a Leadership Onboarding Package include the following:

  1. C-Level new hire completion of the online Hogan Leadership Forecast Series (LFS) Assessment which generates four separate reports:
    1. Coaching Summary Report-Strengths, Derailment Tendencies & Areas for Development
    1. Hogan Personality Inventory-HPI
    1. Hogan Development Survey-HDS
    1. Hogan Motives, Values, & Preferences Inventory-MVPI (Personal Operating System)
  • 90-Minute Debrief of the Hogan Reports with a Global Executive Coach
    • An initial draft of a Leadership Onboarding Plan is an outcome of this session.
  • Global Executive Coach Interview of Hiring Manager
    • Identify performance expectations, potential challenges & pitfalls, key stakeholders, organizational culture, and measurements of success.
  • 3-Way Conference Call Between Hiring Manager, C-Level New Hire, & Global Executive Coach
    • The objective of this 3-way conference call is to ensure alignment between the hiring manager and C-level new-hire.
  • Ongoing Executive Coaching Sessions of 30, 45 or 60 Minutes: Frequency Determined by C-Level New Hire, Global Executive Coach & the Organizational Budget
  • Recommended Option: The administration of a Hogan 360 Survey is highly recommended between the 6th and 9th month of employment of the C-level new hire, which provides an accurate reflection of the impact and reputation of the C-level new hire. Hogan 360 Survey Respondents may include manager, direct reports, indirect reports, peers, and customers.

Note: The Hogan Personality Assessment is the international gold standard of personality assessments used by over 75% of Fortune 500 Companies.

Client Statement of Impact and Testimonials of Kevin Asbjörnson are available online at https://inspireimagineinnovate.com/career-transformation-and-life-transitions-coaching/

Kevin Asbjörnson resides in Denver, Colorado and can be reached at: Kevin.Asbjornson@InspireImagineInnovate.com

Mobile Telephone/WhatsApp +1.720.810.1107 or LinkedIn @  www.linkedin.com/in/kevinasbjornson 

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