亿康先达
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加速融合

对新聘高管而言,上任后的最初数周至关重要。他们必须迅速适应组织文化、确立合适的工作重点、赢得同僚和各利害关系方的信赖。他们的融合速度越快,就越能在上任第一年发挥最大影响力,并在企业长期留任。

然而,鉴于新聘高管有海量信息要消化吸收,即便对最出色的领导人 来说,融入新角色也会有巨大挑战,尤其是当新聘人员担任首席XX官、转换不同行业或进入更复杂的业务环境时。加速融合工作对各方来说都是利害攸关。因此, 企业都在想方设法让新聘高管更快进入角色,确保他们在最短时间内创造高价值。

亿康先达近50年的高管寻访与评估经验让我们对融合挑战具有独特洞察。我们会从以人为本的角度与您和新聘高管建立互信关系。

各种融合背景

新聘高管可能面对的几种融合背景包括:

  • 初次担任首席XX官
  • 领导并购后的扭亏为盈或业务整合
  • 遭遇与原公司迥然不同的企业文化
  • 首次加入家族企业
  • 承担国际项目
  • 加强高管团队多元化

融合支持早已开始

在新聘高管上任的第一天之前、也就是在任命决策作出之时,我们就已开始为他们提供融合支持。我们与新聘高管的直属上司和人力资源部门通力合作,帮助新聘高管准确了解即将面临的融合挑战,找到打开成功之门的钥匙。

亿康先达的顾问既能帮助新聘高管应对加速融合进程的共性问题,又能根据具体情况度身定制建议措施。我们的个性化定制方案结合考虑了贵司自己的新人入职方案、贵司业务需求和新聘高管的个人情况,因此足够严密与详尽,便于新聘高管发挥最优效能。

马不停蹄进入状态

随着上任第一天的临近,我们帮助新聘高管与同僚、下属、外部各利害关系方进行初步沟通。我们还会在最初一个月内组织团队研讨会,帮助新聘高管建立人际互信关系,与团队一起树立共同使命感。

在最初两个月内,我们顾问会收集提炼各方面对新聘高管的初步印象和反馈意见。我们会定期与新聘高管进行一对一面谈,让他们暂时抛开迫切的业务问题,静心沉思自己上任后的进展、初期的成败得失,并在必要时校正行动方向。

客观建议和及时反馈

亿康先达的顾问能帮助新聘高管更快制定重大决策,尽量避免代价高昂的失误。我们给新聘高管提供客观建议和及时反馈,协助其在初步确立新同事合作关 系之时解决棘手问题,促使其树立紧迫感,尽快向正确方向前进。加速融合进程让新聘高管迅速担当新角色、制定能为组织所顺利接受的明智决策。

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