Cultivating Relationships

Forming positive relationships in the new role plays a huge, but unappreciated part of the overall success of the new employee.

It is an area often delayed to the detriment of the recruit as it is either outside their comfort zone or viewed as happening in due course, we advise each recruit and leader on the relationships required and develop a written pro-active relationship plan.

Cultivating Relationships

Forming positive relationships in the new role plays a huge, but unappreciated part of the overall success of the new employee.

It is an area often delayed to the detriment of the recruit as it is either outside their comfort zone or viewed as happening in due course, we advise each recruit and leader on the relationships required and develop a written pro-active relationship plan.

Building A Support Structure

  • Understand Your Key Stakeholders -  our onboarding process accelerates relationship development by guiding new recruits in building relationship networks through a series of proactive engagements. These engagements will be with both internal and external stakeholders. These engagements will give them the understanding of what's important to each of them as individuals, helping the new recruit to build a solid stakeholder plan.
  • Build Your Stakeholder Game Plan -  to avoid early setbacks and relationship issues, a detailed plan of how those new and important relationships should be built is written. With our support and experience the plan will include all the engagements and activities required to bring stake holders on-board and make them supportive.
  • Identify Internal And External Influencers -  outside of the key stakeholders, the new recruit will need relationships with a range of key internal and external influencers, as they will also need to be engaged in a positive way. These can range from influential industry bodies, industry journalists to other department or divisional leaders. We will work with the new recruit and your business to identify and plan for these relationship building activities.
  • Review And Adapt Your Style -  we recognise that in order to create positive and supportive relationships we may need to change our normal style of interaction and communication. Sometimes cultural differences in businesses will require the new recruit to change and adapt their standard way of operating. Where this is the case we work out through the ongoing process of engagement and communication, where the new recruit will need to adapt and change.
  • Mentoring And Support Plan -  through this whole process the new recruit or entrant must be given the correct level of support and mentoring. The mentoring and support plan identifies what is needed and who it is going to come from, thus providing them with a range of ìgo to placesî during the onboarding process.
  • Ongoing Alignment -  the ongoing alignment of the individual takes place through the process of mentoring, this is important as it will keep them on track, successfully delivering the very best return on investment, as well as avoiding any potential early setbacks.

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