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Onboard Coaching  ... navigating the first 90 days

‘I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies.’

Lawrence Bossidy
(Former COO of GE and author)


  • Reduces the risk of costly turnover within the probation period
  • Clarifies expectations
  • Aligns new hires with the organisational culture
  • Supports the development of key stakeholder relationships
  • Ensures new hires can deliver business results quickly


Hiring a new executive is time consuming and costly with risk for both parties. There are two major challenges to the organisation – ensuring that high calibre executive talent is hired in the first place, and secondly, that good leaders are supported and retained.

While mapping the role accurately combined with interviewing for capability helps ensure you have the right person in the right role, coaching can facilitate retaining them. Onboard Coaching is a highly effective way to support new hires to navigate their first 90 days smoothly – the time they are most at risk and vulnerable – and integrate them more efficiently into the organisation.

Coaching helps ensure new hires clarify stakeholder expectations, ask the right questions, identify the power bases and influencers, develop and nurture internal networks and understand the real business dynamics. Motivation is maintained through the inevitable periods of isolation and doubt – and any problems are identified and addressed.

Coaching Model


  • Stakeholder expectations
  • Organisational culture
  • Capability analysis
  • Leadership style
Coaching model diagram


  • GAP analysis
  • 90 day plan
  • Stakeholder relationships
  • Communication skills


  • Key Performance Indicators
  • Action plan
  • Barriers
  • Transition challenges


To learn more about our other coaching streams click below:

Leadership Coaching    > Team Coaching    > Crossroads Coaching    > Career Transition Coaching