Have you ever worked successfully for a company for several years then made a job change that didn’t work out?
It’s common for recruiters to see this pattern on resumes:
- 10+ years of progressive responsibility with one company.
- One or two years with a second company.
- One or two years with a third company.
When they see this, recruiters wonder if you know how to fit into a new culture. It makes them leery of advancing you as a candidate.
Get an Onboarding Success Coach
Facts are, you’re at high risk for derailing your career when you move from one company to another. This is because acculturation or assimilation can be tough.
Smart people see the risk and hire success coaches to guide them through their first months on a new job.
If you don’t do this, you can fall victim to what recruiters call “tissue rejection,” shorthand for “S/he got fired because they couldn’t fit in.”
It’s real; recent Korn Ferry research found that between 10% and 25% of new hires leave within six months.
An earlier study by the Center for Creative Leadership found that 40% to 50% of new leaders fail within 18 months.
While those numbers aren’t all about fit, tissue rejection ruins many careers.
Acculturation vs Assimilation
When you hire a success coach, it’s good to know if you want to acculturate or assimilate.
If you’ve been hired to lead change, you will want to acculturate — which means adapting to enough aspects of the culture to be accepted — but not going native.
If you simply need to fit in, you will want to assimilate — which means adapting to the dominant culture — and not trying to lead change.
Knowing your fit goal will help you find the right coach and design an effective strategy.
Success Coaching Examples
What might this type of coaching look like? Read on for three real life examples.
A client company hired Tim to coach their newly hired Chief Marketing Officer.
The Marketing team had experienced a leadership lapse during the CMO search. They didn’t have a clear vision, strategy, or deliverables, and were rapidly losing credibility with the firm’s executives.
Tim coached the new CMO through a due diligence process to understand the situation and the expectations of her C-suite colleagues, team members, and other stakeholders.
She and Tim then looked at which of her skills would be useful and identified gaps where she would need to leverage her team or outside resources.
They also looked at potential derailers, in her case difficulty with small group communications.
Following the risk assessment, Tim and his client worked on her individual development, team development, and an approach to strategic and tactical planning.
- Led her team in creating and sharing a compelling vision, strategy, and plan.
- Translated the plan into individual goals and made assignments.
- Found and led some quick wins that helped her group re-establish credibility.
The CMO and her team earned enough trust to see their vision for a complete organizational rebrand supported in the C-suite and adopted.
She was off to a running start.
Rebecca’s client had been hired to lead a new function.
Rebecca conducted 360-degree interviews with her client’s manager and other key stakeholders. The talks covered these topics:
- Her client’s perceived strengths thus far.
- Concerns thus far.
- How her client could best partner with each stakeholder.
- What her client’s top three priorities should be over the next six months.
- The first steps her client should take.
- What might get in her client’s way.
Rebecca and her client looked at the themes, identified two main goals, and created a detailed plan.
They then went over the plan with her client’s manager (the coaching sponsor) and verified alignment.
The 360-degree process let Rebecca’s client understand her new company more completely and quickly than would have been possible if she had been on her own.
As a result, she gained the full support of her manager and colleagues and successfully established the new function.
David Ezell, a licensed clinician at Darien Wellness in Connecticut, specializes in male psychology and coaching and counseling C-level executives. He shared this story.
One of David’s clients had been successful in the music industry and wanted to change jobs to start representing recording artists.
Because David had been working with his client for over a year, they both knew that the client tended to go to automatic thoughts/reactions in stressful situations.
David recommended an app that let his client quickly and discretely record the details of troubling situations and capture his automatic thoughts.
They then reviewed the thought records together, decided if his client’s reactions were appropriate, and, if not, constructed better responses.
David’s client had received some rough feedback after starting a consulting job.
Their use of cognitive restructuring helped him overcome the first impression he had made and get a rep job offer — which he turned down.
Three months later he landed a rep job that was a better culture fit. He’s been there for almost two years.
Get a Success Coach — Don’t Onboard Yourself
As you can see, fitting into a new executive role in a new culture can be complicated in endless ways.
Whether your new company pays, or you do, consider hiring a success coach to help you make the best possible start in your new job.
Ask people you respect for referrals. Check to be sure the person you hire is a certified coach from a good program or a licensed counselor.
You can see more helpful selection criteria here.
Working with a coach might well stop you from derailing your career and ending up with a resume that makes recruiters want to avoid you.
I write executive resumes and LinkedIn profiles. Save time. Get hired. Email me at firstname.lastname@example.org for more information.
© 2017, Donna Svei. All rights reserved.