Leaders never stop developing, so new (and repackaged) leadership advice never stops springing up.

Before you jump on it, here are a few more things to caution. 

Leadership advice is everywhere - some of it can L.A.U.N.C.H. you forward, some of it falls flat.  

But even great leadership advice is not one-size-fits-all, it takes nuance; and most new leaders don’t have that built in from jump. 

So before you take advice and run with it, here are a few things to keep in mind. 

Zero to 60.
Trial by fire.
Thrown in the deep end.
No one enjoys drinking from a fire hose full blast.

Setting the right habits to learn, connect, and plan, can launch you from overwhelmed to oriented.  Here are 5 habits to reduce the pressure during new leader assimilation and get you ready to lead from jump:

You take on a new role to lead a new team.  The first few days integrating onto the team you may try to fit in and that may feel superficial compared to feeling a sense of belonging.

Belonging? Being on the team is step one. Being a part of it? That’s an assimilated leader.  So how does a new leader become a part of the team?

Effectively onboarding your developing leaders not only ensures their long-term traction and success but is an investment in your organization’s bottom line and success. 

But how do you do it effectively when the seminal assimilation literature out there isn’t digestible enough to promote action; when the current tech onboarding solutions, though plentiful, don’t focus on new managers; and when leadership coaches are expensive, not scalable, and typically reserved for executives. 

Should you consider designing your own robust onboarding program and implementing it? But how?

There is a lot to consider when determining which new HR tools to implement to fit your organization’s needs, culture, and budget. 

Decision makers often review the FAQs of a new product as part of their due diligence. So we’ve put together our QFAs (Questions about FromJump’s Assimilation)…

When you empower leaders to take initiative of their assimilation into their new role, you’re not just setting them up for success, you’re steering HR and the entire organization towards a winning route.

There’s no doubt that companies with structured onboarding have an advantage. Prioritizing assimilation in your onboarding, which is not only necessary for new hires but is crucial for new managers, sets a further advantage.  But what are the advantages of outsourcing your assimilation?

You’ve seen Spotify Wrapped, Goodreads’ Year in Books, and NY Times Best of Lists.  How about a New Leader Launch Log?

When jumping into leadership, newly hired and newly promoted managers have both shared and distinct onboarding needs. 

For those new to the organization, it's about finding the balance between bringing a fresh perspective with learning and engaging in existing culture and ways of working. For those stepping into a larger role, it's about making the transition from the old responsibilities and relationship status quo to the new dynamic and perspective. 

Assimilating first time leaders takes intentionality and time. Especially when attending to each new hire where and when it matters.

Managers who are jumping into a new leadership role, whether they are newly hired or newly promoted, have to get up to speed. While there are differing ways to get external hires and internally promoted managers ready from jump, there are several onboarding priorities that will benefit both.

One of the best things for a new manager’s wellbeing (and the organization's bottom line) is if they can be authentic with what they know and what they don’t know. 

How can you foster this?

Can an onboarding tool be called a win/win for both HR professionals AND for new managers? 

Did you make the jump from coworker to manager? Congratulations!

While being promoted within is a rewarding transition, it comes with an added layer of changes versus a new-to-the-organization leader.

Here are 5 tips on how you can jump with caution to take charge of your promotion and make the shift to management with intentionality:

No, our blog hasn't been hacked by a medical bot. But a newly hired leader in your organization IS a lot like transplanting an organ into a body.

Think back to when you were promoted to a leadership position. Did you feel ‘I need to fake it till I make it?’ Did you fear you’d be uncovered as an imposter?

Onboarding is often a catch all to describe three phases - orientation, integration, AND assimilation. While all three are critical to the success of new hires, they shouldn’t be treated as one and the same.

The Who, What, When, Why and How of FromJump®

Managing and leading often get confused with one another or are used interchangeably. While they are not the same, they are not mutually exclusive either. In fact, they are complementary to each other.

When it comes to onboarding, this is what’s being written online (the equivalent of the high school bathroom stall) and snickered about around the water cooler: