Do you fear that you will eventually be discovered as a fraud and you might get found out at any minute? Then you are experiencing something often referred to as imposter syndrome which stems from a sense of inadequacy, despite objectively being competent. You may never fully overcome these feelings, however, there are opportunities to better balance your thinking and self-perception.
Tag Archive for: RIC
Starting a new job can be an exciting and nerve-wracking experience.
You want to make a good impression and set yourself up for success in your new role.
There are many unknowns and even fears leading up to your first day. Your success and satisfaction depends on numerous factors, many of which you can influence and control.
Does onboarding and early support really matter?
Let’s delve into a few key points proving that it does and find out what you can do to minimise the risks and maximise the opportunities.
Photo Source: Clay Banks, Unsplash
It is critical to understand the importance of an effective onboarding and induction process. This is often misunderstood and poorly implemented, with significant risks for employee retention, engagement and business success as a result.
Let’s firstly look at the environment and culture you are about to step into, including the induction process. According to a study by the Society for Human Resource Management (SHRM), effective onboarding can increase employee retention by 25% and improve productivity by up to 50%. The study also states that Research and conventional wisdom both suggest that employees get about 90 days to prove themselves in a new job. The faster new hires feel welcome and prepared for their jobs, the faster they will be able to successfully contribute to the firm’s mission.
In addition, a Glassdoor survey found that a positive onboarding experience can lead to employees being 69% more likely to stay with a company for three years or more. BambooHR found that the most important factors for successful onboarding include:
- Setting clear expectations (96% of respondents rated this as important)
- Providing access to necessary tools and information (93%)
- Providing access to mentors, buddies, or coaches (87%)
- Making introductions to colleagues (87%)
- Having a formal onboarding program (85%)
In terms of the length of onboarding programs, the same BambooHR research found that employees who participated in onboarding programs that lasted longer than one month were more than twice as likely to stay with the company for three years or more, compared to employees who had a shorter onboarding program.
On the other hand, 62% of HR managers said that a successful onboarding process can improve the employee experience, and 54% said it can improve employee retention.
What about the individual? There is plenty you can do to own your role and provide greater likelihood of successful integration. To help you navigate this transition, we’ve put together a list of things you should do and look for when starting a new job.
- Research the company: Before your first day, take some time to research the company. Review their website, social media accounts, and any news articles or press releases about the company. This will give you a better understanding of the company’s culture, values and goals. You should also learn about the industry the company operates in and the competitors they face.
- Understand your job responsibilities: Make sure you fully understand your job responsibilities before you start. This includes the tasks you will be responsible for, any goals or targets you are expected to meet, and who you report to. If you are unsure about anything, don’t be afraid to ask your manager or HR representative for clarification.
- Be prepared for your first day: Make sure you are prepared for your first day on the job. This includes knowing what time you need to arrive, where you need to go, and what to wear. You should also bring a notebook and pen to take notes, as well as any other materials you were instructed to bring.
- Build relationships with your colleagues: Getting to know your colleagues is an important part of starting a new job. Make an effort to introduce yourself to your co-workers and ask them about their roles and responsibilities. Take part in team-building activities or social events to help build relationships and learn more about your colleagues.
- Understand the company culture: Understanding the company culture is important for fitting in and feeling comfortable in your new role. Observe how your colleagues interact with each other and the company’s values and behaviors. If you are unsure about anything, ask your manager or HR representative for guidance.
- Learn the company’s technology and systems: Many companies use specialised software or systems to manage their operations. Make sure you learn how to use any technology or systems that are essential to your role. If you are having trouble, ask your colleagues or IT department for assistance.
- Seek feedback: Don’t be afraid to ask for feedback from your manager or colleagues. This will help you identify areas where you are doing well and areas where you need to improve. Feedback can also help you adjust to the company’s expectations and culture.
- Set goals for yourself: Setting goals for yourself can help you stay motivated and focused in your new role. Talk to your manager about what goals you should be working towards, both short-term and long-term. Make sure your goals are specific, measurable, and achievable.
- Find a mentor or coach: Having a mentor or coach can be a great way to learn more about the company and industry, as well as get guidance and support in your role. Ask your manager or HR representative if there is a formal support and development program, or seek out a coach or mentor on your own.
- Take care of yourself: Starting a new job can be stressful, so it is important to take care of yourself both physically and mentally. Make sure you are getting enough sleep, eating healthy foods, and taking breaks throughout the day. Don’t be afraid to talk to your manager or HR representative if you are feeling overwhelmed or need additional support.
The opportunities presented when changing jobs can be both challenging and exciting. It is this excitement and the unknowns that should form part of the reason for the change in the first place.
Don’t leave your success to ‘fate’ or luck. Own your role and seek assistance to make the most of the opportunity. Through genuine thought and reflection and having a plan to follow during your first few month, you can set yourself up for success and greater enjoyment in your new role.
Many people at all levels of seniority and across industries find that external support and coaching is of benefit, particularly during the challenging time of starting a new job.
If you, one of your team or someone else you know are currently changing jobs, it is worthwhile investigating our CoachStation Role Integration Coaching (RIC) Program.
We have created a very useful and effective coaching and support resource to assist people at all levels as they transition into a new job. It is as effective for internal movements as external. Many of the points listed in this blog are explored and expanded on to ensure the best opportunity for a successful integration.
The RIC program provides many benefits. Primarily, there is the opportunity to transition and onboard into the new role with additional support from an external resource and coach. This is designed to work in conjunction with the recruiting organisation and their induction process, enhancing the opportunity for both the employee and new employer.
Coachees participate in two online coaching and mentoring sessions across an 8-week period. The first session is scheduled 1 – 2 weeks prior to starting your role, whilst the second session is scheduled to occur around 4 weeks after. Commonly, this might involve identifying a 30-60-90 day plan; specific skill development; developing greater self-awareness and Emotional Intelligence; leadership capability; or similar themes.
The 1:1 coaching is reinforced through access to our custom eLearning platform and its resources, tools and content. Specifically your RIC Program includes:
- Two Coaching and Mentoring sessions, facilitated online by experienced and effective CoachStation coaches.
- Opportunity to ask questions via email-based Q&A coaching throughout the program.
- Access to learning videos providing insight into how best to integrate into your new role; tactics to maximise your first few months; observations and strategies to apply during this phase.
- Supporting tools and resources to be applied during the program and designed to be of benefit for many months and years after.
- Candidates will be provided with an Ebook providing insights, tools and material consolidating the learning.
Resources and References:
To communicate well, is to be understood and to understand. Communication is key to effective leadership. In fact, it is integral in much of our lives. Anecdotally, experience has consistently demonstrated that most issues in business are, at least in part, caused by poor communication.
Are there different levels of communication effectiveness?
In recent years whilst coaching, I have developed a concept regarding the effectiveness of communication. It highlights the need for depth in conversation. To verbally communicate well provides meaning and purpose. It allows for understanding and often, clarity and context. Purpose influences action and improvement. Unfortunately, many managers do not develop this skill to the level required.
Ultimately, our relationships are better for the higher levels of trust and the investment this provides for future communication opportunities.
Essentially, we can communicate at various levels of depth. However, most business communication (and that at home too!) often occurs at a moderate and superficial level, at best. I would describe this as a level 1 or 2 type of communication. Our goal is to develop the skill and capability to flex to level 3 and 4, where relevant. To communicate at level 5 takes quite a bit of practice, but is worth the effort and investment.
To communicate effectively we need to move beyond the superficial, to greater depths.
This is particularly important when leading people. The goal is to be heard and understood. Critically, this is as important for your team member or colleague in return. This is achieved when both parties invest in gaining a mutual understanding.
As I have highlighted in previous blogs, the skills of asking the right question at the right time and effective listening are two of the most important leadership attributes to develop.
There are certain situations in our life that call for us to dig deep and talk about what is really important to us. When the stakes are high it is important that we communicate effectively, if we are misunderstood in these important moments it can cause much pain and confusion. When we wish to build trust in a relationship, or when we want to be sure we are really heard, things go much better if we can communicate what we want to say fully and authentically. In reality this is no small thing to achieve and it requires both courage and vulnerability.
We often communicate only half of what is really going on for us.
If we are to truly communicate then we need to share all of who we are, not just selected parts of ourselves. The parts that tend to get left out in communication are the things that may make us vulnerable to the other, or cause us some shame or discomfort. Yet these are the very parts of ourselves that we need to share…it is necessary to express these things if we want true communication to flow. (1)
The diagram below extends this concept. The 5 levels of effective communication mentioned already are described in further detail. The goal is to develop your communication skills to at least Level 3.
CoachStation: Effective Communication Levels Model
Why does it matter to communicate effectively?
The benefits of developing your communicating skills are many. Through practice, when we communicate well, there is feeling of power and influence.
It’s easy to get stuck in poor communication habits, speaking or reacting impulsively rather than supportively. But any uncomfortable feelings raised in a difficult conversation can be a short-term inconvenience for a long-term gain if you talk in an honest, open manner.
Supportive communication improves your relationships by focusing on empathy and mindfulness, and it can also help increase positive emotions such as joy, hope, peace, gratitude and love. The body responds to these emotions by reducing stress hormones and increasing endorphins, also known as “feel good” chemicals. Over time, these effects can cause positive changes in mindset and creativity, as well as increase immune function and longevity. (2)
A significant amount of my time when coaching people focuses on their ability to communicate effectively. Effective communication is a skill, attribute and outcome.
The opportunity to invest in your communication skills is one that you must grab with both hands if you want to be a more effective influencer, manager, leader and human. It is difficult to think of a more relevant time in recent history where effective communication has been more important.
Consider the information and model detailed in this blog and assess your own skills and importantly, your actions. All of us have the opportunity to improve our communication. The benefits are clear. Making the choice to do so…well, that is up to you.
References and Resources
(1) How can we communicate with authenticity and depth?
(2) Improve your relationships with better communication – Mayo Clinic
Related Blogs By Steve @CoachStation
The leader and employee in today’s environment must possess a credible and trusted brand, much like a company does.
This is sometimes also referred to as a personal and/or professional reputation. Either way, people see you a certain way based on your behaviours, words and actions. Being aware of this helps you to take control of your brand.
Like culture, it exists whether we influence it or not. Why then, wouldn’t you want to take control of this as much as possible? The benefits of modern technology and Social Media make this easier than in the past. It also provides potential pitfalls and risk. However, your personal brand and the perception you create is more than your Social Media profiles and habits. Your ‘real life’ actions and behaviours shape the perception others have of you. After all, those closest to you are the people who you should be most interested in influencing. Rarely is the depth of relationships online as strong as in person. Sadly, the lines are becoming blurred for many people.
It takes time and effort to develop your reputation built on genuine results, behaviours, skills and qualities that others identify as strengths and positive attributes. This is important for all of us, but is most critical for leaders.
Personal branding, much like social media, is about making a full-time commitment to the journey of defining yourself as a leader and how this will shape the manner in which you will serve others. (1)
Many leaders are already performing well in their roles and have much to offer. Whether people recognise and acknowledge this is another question. Having the knowledge and tools to promote yourself effectively without appearing to be ‘big-noting’ is a challenge for some. I look at this differently. It is not about being a self-promoter. It is more about being comfortable enough in who you are and your achievements so that you can comfortably talk about it. This comfort stems from strength in self-esteem and self-acceptance, amongst other attributes.
Overlooked for promotion; receiving little recognition; difficulty in explaining beliefs, passions or roles, along with other skills are often difficult challenges, but can be overcome. Creating a strong brand can only be achieved through consistent practice and application. This takes effort and accountability. In a blog I wrote previously titled Setting Standards and Expectations, I mentioned the importance of ownership and taking accountability.
Perceptions about self and what we think others believe about us influences much of who we are and what we do.
Each person has their own beliefs and needs and are at various stages of acceptance of their situation, financial requirements and employability. Being clear about what you want from life, including as an employee, helps you to make appropriate decisions. Decisions based on want, values and need and not simply situation and opportunity. Even when current roles appear stable, understanding of yourself and focusing energies on the next steps or options is a worthwhile exercise.
A brand in itself is not the end game. It is a mistake to think that a hollow set of tricks and/or being a good marketer without having the substance to support the brand will work.
This is the same when promoting products, services or people. People see through this kind of facade very quickly, even when we think they haven’t.
What is presented to the world via your online presence is becoming more and more critical to how other people view who you are and what you stand for. It is a wonder to me how many people still struggle with this concept. As important as this is, meaning and substance matters more than merely presenting yourself professionally online. It is how you communicate, manage perceptions, behave, respond, learn about and apply emotional intelligence. A solid social media presence is one aspect, but your brand is more than that.
It also relates to your ability to develop relationships, foster an ability to connect with others and various similar core skills that help you to influence people.
Taking control of and developing your reputation is essential for the advancement of your career and development as a leader. Unfortunately, personal branding has become a “commoditized” term that has lost its intention as people have irresponsibly used social media as a platform to build their personal brand and increase their relevancy. They believe social media can immediately increase their market value for their personal brand rather than recognizing that the process of developing their personal brand is a much bigger responsibility; a never-ending journey that extends well beyond social media.
Your personal brand should represent the value you are able to consistently deliver to those whom you are serving.
This doesn’t mean self-promotion – that you should be creating awareness for your brand by showcasing your achievements and success stories. Managing your personal brand requires you to be a great role model, mentor, and/or a voice that others can depend upon. (1)
Personal branding is a topic that has been of interest to me for some years. The related concepts and practical elements are consistently discussed topics when coaching and mentoring my clients. Our focus is about what is happening now, how you present yourself in your current role. This is not only relevant and important when you are looking for a new role. Essentially, having a strong brand always matters. I work with people in various industries at all levels of management, yet the branding elements remain surprisingly consistent.
The issues that exist and skills required in modern workplaces are as applicable for entry-level employees as they are for supervisors and executive level leaders.
How you present yourself should reflect what you care most about. This should include demonstrating consistency in values, beliefs and actions. The most effective leaders are those who care about people and are passionate about specific aspects of their role.
If you want to become a person of influence in your industry, realize it usually takes years of experience to earn a spot at the top. “How do you figure out something is your passion? It’s that thing you go to sleep about at night and it’s on your mind. You wake up and it’s still on your mind. It’s like a burning desire inside of you, you just can’t escape it, and you would do it for free simply because you love it.” (2)
At CoachStation we focus on the core elements that can assist any individual to develop a reputation and brand. One that is based on a solid foundation, leading to improved credibility and future success. These topics may be of use to you as you continue to build your reputation:
- Investigate why personal branding is important in your business and personal life.
- Take control of your brand and reputation – like culture, it exists, so you may as well influence it as much as possible.
- Learn the key elements of branding and how to build on them with meaning and authenticity.
- Build self-esteem, confidence and authenticity – don’t feel you need to act the part or play a role either in your personal or professional life.
- Understand the relevance of Social Media in developing a brand and how to use these tools to greatest effect.
- Develop a strong brand that is consistent with what you care about the most and your passions.
- Learn how to use the most relevant tools and technology to develop your brand.
- Seek understanding why a personal and professional brand is a non-negotiable for leaders and employees in today’s environment.
View your personal brand as a trademark; an asset that you must protect while continuously moulding and shaping it.
Your personal brand is an asset that must be managed with the intention of helping others benefit from having a relationship with you and/or by being associated with your work and the industry you serve. (1)
The need to develop your brand and reputation is more relevant today than ever. If you don’t take control of your brand it will continue to evolve but not in a way that will add value to yourself and those you care about.
Have you defined your own brand? If so, do you live and breathe it consistently every day?
Think about what your brand looks like from the perspective of others.
Take action to be accountable in shaping your brand to greatest effect.
As always, the opportunity is yours.
Resources:
(1) Personal Branding is a Leadership Requirement, Not a Self-Promotion Campaign: Forbes
(2) How To Create a Standout Personal Brand: Entrepreneur.com