Resistance is futile. You will be assimilated!

New Manager Assimilation Process  is a bright idea

If you are a human resources manager, then you want to be reading today’s post.  I am sharing a link that will take you to a 2000 word document that I guarantee will help you make your organization more effective and productive.  There is no charge, no sell, and strings – just the steps of a very simple, not very time consuming process that will literally save your new managers and their employees months of time spent on productive courtship rituals.    Courtship rittuals, you may say?  WTF is he talking about now?   I am talking about a proven process for shortening the time it takes for a new manager and their staff to become familiar with each other, and function effectievly as a team.  You can do this quickly, cheaply and effectively with this classic process developed by General Electric.  It is called the New Manager Assimilation process.

The New Manager Assimilation Process can be an extremely effective intervention for any level of manager entering a new organization. It’s objectives are quite straightforward and the steps to follow are uncomplicated and relevant in any business environment or culture.

The major objectives in utilizing the New Manager Assimilation Process are really threefold:

1. First, to provide direct reports with the opportunity to “get to know” their new manager in a very short period of time.
2. Second, to begin to build the basis for a longer-term working relationship between the manager and their team of direct reports, and
3. Third, to lay the foundation, very early on, for open communications, work planning and problem-solving between the manager and their direct reports.

The process itself consists of five sequential phases:

1. Data Collection
2. Feedback to the New Manager
3. Response Preparation
4. Assimilation Meeting
5. Follow-up

The process begins with the help of a consultant, either internal or external, who is viewed by the Manager and the direct reports as an objective third party. The credibility of this consultant is extremely important to the process since they will used to gather highly confidential data from both the manager and the direct reports. The willingness of the people participating to share such data can be enhanced significantly if the consultant is viewed as objective, able to handle confidences, and competent in organizational development processes.

Follow this link to  find the document describing the full process and steps for the New Manager Assimilation Process.

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