Bringing a new C-suite executive into a property business is a crucial time of transition, for both the leader and the business.
The right onboarding approach can accelerate not only their effectiveness as a leader and improve team unity, but can have a significant impact on future business growth.
A poorly managed process, however, can lead to frustration, misalignment, and lost momentum.
This insight highlights three key strategies to onboard a senior executive effectively – specific, actionable steps, tailored to the property sector, you can take to help them settle in quickly and effectively.
1. Building Key Relationships Early
As part of the first days and weeks in their new role, it’s important to create opportunities for a new leader to build strong relationships. It will set the tone for their tenure.
Giving them the chance to build trust and rapport with key colleagues and stakeholders early, will help them make informed decisions and lead effectively. It will also allow them to understand what is happening across the business.
Actionable Steps:
- Pre-arrival Introductions – Arrange informal meet-and-greets with key executives, board members, and department heads. A simple 30-minute virtual or in-person introduction can ease initial interactions and provide the chance to listen to colleagues.
- Stakeholder Mapping – Provide a document outlining key internal and external stakeholders, their roles, how they operate and inter-connect and their impact on the business. This should include investors, major clients, regulatory bodies, and suppliers.
- First 30 Days Relationship Plan – Schedule structured one-on-one meetings with senior strategic leaders, major clients, and department heads. Assign a senior team member as an onboarding buddy or mentor to provide context and facilitate introductions.
- Immersion Sessions – Organise site visits to key properties to give the new leader firsthand insight into operations, current projects, challenges, and opportunities.
Why This Matters…
Facilitating strong relationships in those early days will help a leader gather insights faster, avoid missteps, and create alignment between different teams across the business.
2. Immersing in Company Culture and Operations
Culture fit is critical for a leader’s long-term success. A key part of onboarding a C-suite executive is to help them absorb and adapt to the culture of the business.
To integrate seamlessly in to the culture and operational realities of the business, it’s crucial that they understand the company’s mission, vision and values. It will really affect their ability to lead and influence others.
Actionable Steps:
- Cultural Playbook – Create a concise guide detailing the company’s history, mission, values, leadership expectations. Helping them understand the nuanced, unwritten rules will be beneficial.
- Shadow Key Leaders – Arrange for a new leader to shadow different department heads to gain perspective on company operations, workflows, and wider team dynamics.
- Customer & Employee Insights – Provide survey data, customer feedback, and employee sentiment reports to help them grasp internal and external perceptions of the company.
- Leadership Expectations Workshop – Organise a session with other senior leaders to clarify how decision-making, collaboration, and performance management work within the business.
- Social Integration – Plan welcome events, informal team lunches, or off-site retreats to help build and develop personal connections with colleagues at different levels of the organisation.
Why This Matters…
Fully understanding a company’s culture, business dynamics and building personal connections with colleagues, will help a new leader make better-informed decisions and earn buy-in from their teams more effectively.
3. Establishing Clear Expectations and a 90-Day Plan
Helping a new leader understand their short-term priorities versus longer-term objectives, and how their specific function fits into the company’s wider goals and growth ambitions, will allow them to settle in more quickly.
As part of their onboarding, it’s essential therefore to provide clarity around goals, responsibilities, and success metrics to ensure a C-suite executive’s efforts are aligned with business priorities.
Actionable Steps:
- Define Success Metrics – Outline clear performance expectations and KPIs for the first 30, 60, and 90 days. Include revenue targets, operational improvements, or strategic initiatives relevant to the property business.
- Business Priorities Briefing – Provide an overview of ongoing projects, market trends, the competitive landscape, and any upcoming challenges.
- Decision-Making Authority – Clearly define the leader’s autonomy in decision-making, budget approvals, and team management.
- Regular Check-ins – Schedule bi-weekly check-ins with the CEO and key board members to address roadblocks and provide support.
- Post-Onboarding Review – At the 90-day mark, conduct a structured review, gathering feedback from both the leader and their team on what’s working and what needs to be adjusted or refined.
Why This Matters…
Clear expectations and open communication will prevent misalignment and ensure accountability. Regular discussions and progress reviews will set the leader up for measurable success, equipping them to tackle any challenges early in their tenure.
Final Thoughts
A well-structured onboarding process isn’t just about making a good first impression—it directly impacts business performance.
Focusing on relationship-building, cultural immersion, and clear goal-setting, will help you create a strong foundation for your new C-suite leader’s success.
At Richmond Capital, we go one step further.
With all C-Suite hires, we further support the Candidate and the Business by providing complementary Mentoring & Coaching to provide a sounding board, independent support and a listening ear for the new joiner for 6 months.
This helps optimise the success of the placement and maximise their impact on joining. The Coach can provide guidance through any bumps in the road, difficult conversations and assist the joiner in developing Executive Presence in the company.
Get in touch with us to find out more how a strong Talent Strategy and Executive Coaching can support your business.
