Confessions of a Bad On-boarder

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I recently hired a fantastic new person for my company. And I couldn't be more excited. It’s good to find the right fit for any role, and it is not always the easiest thing to do, as you surely know. I am equally a linear and spatial thinker, and for that reason, I think I can operate creatively and organizationally. Well, I think I can, others that have worked close to me might disagree – self-awareness, always a good thing.

New employees necessitate on-boarding, of course they do.

I’d be lying, though, if I said I like this process because while we DO have processes, and plenty of them, over the years I’ve found it challenging to find just the right pathway for new employees. For the first time in many years, because my new hire is working closely with me, I’ve decided to make it more of a journey – learn by doing. What that means is that I need to be incredibly flexible to teach as I go, and to allow mistakes to happen, as that is part of the process.

Here's the thing, I don’t believe a ‘show don't tell’ approach is lazy, and I don’t think it’s for everyone.

In fact, it doesn’t work very well if your new team member is super junior. At that point, you need some pretty good on-boarding practices in place. But I’m all for testing and learning here. If it doesn’t work, there’s always Plan B. Of course, there is.