New Leader Program
Help new leaders transition into the organization

Escalate your success and improve your value to the firm

Click here to learn more about our 90-day new leader offering

Every new leader faces the challenge of quickly coming up to speed on the key challenges and opportunities in their new job. But because of lack of trust in the “new guy or gal,” combined with fear of impending job loss or simply change, employees take their time in sharing information that may be critical to the new leader.

eePulse has helped new leaders gather information from employees to quickly:

• Create a well informed strategy for their first 90 days and thereafter
• Immediately embrace employee ideas
• Build trust
• Learn where the land mines and roadblocks are
• Succeed very early in their new jobs

We work with leaders to help them carefully determine the population for data collection, when and how the leader should roll out results to his/her management team, how to communicate back to employees and on what issues, and finally help the leader by providing benchmarking about how other leaders deal with similar situations.

Leaders using the New Leader Pulse see measurable results within 90 days of taking on their new role. Examples of what employees say who participate in the process:

"Thanks for asking me for my input on some of the changes you are contemplating.  We've had 3 bosses over the last 2 years, and everyone else dictated what would change; no one ever asked for our opinion.  And asking us in a way that's confidential really helps."

"I think that your comments about our strategy changing are correct -- yes, we need something new, but please don't send us off in a crazy new direction just for the sake of change -- take time to learn more about what our challenges are and how we can really win.  We will support your efforts, but we want to know they are good for us and not something you borrowed from your last job"

"Here we go again.  New boss, new direction, new everything."

"Can you tell us what we're in for?  What big changes do you have in mind?  Will I have a job, or were you hired to get rid of a lot of us?"

New leader performance improves when:  (1) you know what questions your new employees are asking, (2) you can gauge reactions to you, your ideas, and your actions, and (3) you use Data and Dialogue Leadership techniques - this means you base your dialogue with employees on real data not just water cooler chat. 

Click here to view New Leader deployment methodology