Maximizing Executive Success in the First Year

Maximizing Executive Success in the First Year

According to Michael Watkins, professor at International Institute for Management Development (IMD), “On average, 25% to 40% of new hires are either terminated, self-selected out of the new position or assessed as not meeting expectations (disappointing performance) after six to twelve months in the new position. Some organizations report even higher rates.” Watkins also emphasizes the three pillars organizations must address to successfully onboard new leaders. The three imperative pillars are politics, culture, and expectations. It may sound straightforward, but it can be quite challenging to determine if you have the right-fit candidate for the job.

Unparalleled Opportunity for Success with Executive Integration Coaching


Considering the high costs associated with recruiting and hiring executives, it’s clear why more healthcare organizations are investing in alternative methods to ensure a new executive hire’s success. After all, an organization’s success is closely tied to that of its C-Suite leaders. 

The decision to take hiring practices from basic orientation into fully integrating and assimilating new executives is vital for achieving the organization’s strategic plan. Retaining high-performing talent and effectively bringing in new executives allows healthcare organizations to develop bench strength while standardizing and enhancing practices and organizational culture.

The executive integration coaching model is an unparalleled opportunity for organizations to lay a strong foundation for long-term success. This particular coaching model is consultative and a more proactive approach to leadership development. This method provides new leaders with the extra support required to engage key stakeholders, drive growth, and carry the organization’s strategic mission forward while insulating limited resources like time and money.

Benefits of Executive Integration Coaching for Organizations


Partnering with a coach and following the executive integration model holds numerous benefits for the organization—providing a holistic approach to measuring the leader’s readiness and identifying potential barriers to success. 

Benefits include:

  • Accelerates onboarding and assimilation into the organizational culture/political system 
  • Empowers the new executive leader to take action because they have the necessary support to create positive momentum 
  • Avoids early mistakes that could stall organizational progress
  • Strengthens the confidence of stakeholders in the new leader’s ability to drive positive and lasting results
  • Improves the likelihood of meeting or exceeding first-year benchmarks
  • Increases employee satisfaction and retention by providing a clear understanding of goals and expectations

Executives who integrate into their new organization’s culture are more likely to remain long-term and advance the organization’s strategic goals. In addition, employees who receive quality integration and training can get up-to-speed faster and become more effective in their roles; these efforts also enhance employee satisfaction and retention—saving the healthcare organization time and money long-term.

Quick facts

  • According to a global survey of 588 senior executives who had recently transitioned into new roles, organizational culture and politics were the primary reasons for failure
  • As described in a recent article published by Strategic HR Review, “Senior leaders can become more effective and can experience great benefits when they properly make use of an effective executive coach. The development of senior leaders using this tool can have a powerful impact on organizational performance and the organization’s culture.”
  • A Manchester Review survey of 140 companies showed 9 in 10 executives believe coaching is worth their time and money, with an average return of more than $5 for each $1 spent.

How Transition Advisors Accelerate Executive Onboarding


Bringing a new executive leader into the organization is not the end of the new hire process – it is the beginning. Effective integration practices can decrease the amount of time it takes the new hire to assimilate into the organization and increase his or her chance of being successful in the role.

Interventions that have the most significant impact:

1. Helping the newly-hired leader understand the challenges they faced and set the agenda for their first 90 days

2. Getting feedback from and providing insight into key stakeholders

3. Helping the leader think through key decisions


What is the Difference Between a Transition Acceleration Advisor and a Leadership Development Coach?


Leadership Development Spreadsheet

We Are Invested in Our Client’s Success


The Kirby Bates Associates (KBA) executive integration coaching process helps healthcare organizations build effective critical leadership teams. Our executive search and integration model helps identify integral high-performers from selection to the final phase of assessing progress. We help healthcare organizations create a trajectory for backfilling and provide the critical support and specialized expertise required to develop existing talent—enabling your most valuable talent to start strong, stay and thrive. 


KBA Executive Integration Model

Executive Integration Model

Onboarding isn’t enough to ensure executive success in the first year. Contact our leadership advisors to discuss how we can help your new executive leader develop and implement a 12-month strategic blueprint aligned with business objectives that include key goals, strategies, and initiatives.

Kirby Bates Associates drives healthcare organizations to achieve high quality, cost-effective patient care through our comprehensive portfolio of proven leadership services, including Executive Search, Interim Leadership, and Executive Advisory Services. As successful healthcare executives, our effective and inclusive approaches deliver sustainable solutions for our clients’ greatest leadership challenges.

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