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Episode 14: Invite a New Leader to Hire a Coach

hiring onboarding podcast Mar 29, 2022


Every leader I am talking to today is having challenges finding and hiring the right people. It’s tight right now and there are people looking, but you’ve got to work to find them. What if you spend all that time hiring . . . and it doesn’t work out!! Heart breaking, right?!!

  • Gallup found only 12% of employees strongly agree they received good onboarding. 
  • That means 88% don't believe their organizations do a great job of onboarding.
  • Research by Brandon Hall Group found strong onboarding improves new hire retention by 82 percent and productivity by over 70 percent.
  • Retention and turnover are among the biggest challenges you will face in 2022.

Now that I’ve got you sufficiently motivated about this leader’s questions. Let’s find out what they are asking …

"I really want this new leader on my team to start off right. How do I invite him to meet with a coach as part of his onboarding process without making it sound like I don't believe in him to do the job?"

You’re onto something here…onboarding is so much more than just making sure they have a computer and read the policy manual. Foundational to a new leader’s success is their ability to start off on the right foot.

First impressions really matter. Those first 100 days are critical to building relationships and defining success. You want to help that new leader succeed . . .

I love that you are using the word “invite”. When it comes to coaching you can’t require it or demand it. The process requires engagement – so they have to want it. 

You're worried that if you extend the invitation, it might sound like you think they don’t have what it takes to do the job. When, in fact, the opposite is true. 

What about something like this? "You're doing great in this new role. I have really found that my coach has been a great sounding board especially when I am facing new territory. I am wondering if you would like to have the same resource in the next few months as you take the reins in this role. If you're up for it, I'd love to offer you some sessions with a coach. What are your thoughts?"

Before you launch into the conversation you might want to have some idea on the process. You want to be prepared if they say – “YES! I’d love a coach.”

But what if they hesitate . . . maybe they’ve had a bad experience, or don’t feel like it’s the right time. You might hit some resistance. You could prepare yourself for this before you extend the invitation. Imagine what concerns could surface and be prepared to address them. 

  • “I’ve got so much to do, I don’t know if I have the time”
  • “Do you have concerns about me that you would like to address?”
  • “I don’t think I need a coach to get started right.”

Everybody learns and grows differently. As a leader you get to ask questions to uncover what they need to succeed! 

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