Leaders in today's world face a daunting challenge: finding good talent and ensuring that new hires live up to expectations. Many leaders feel disillusioned when even experienced, credentialed employees fall short of the promises made during the hiring process.
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But the key to overcoming this challenge is less about the individuals they hire and more about how leaders themselves can create a structured, supportive environment that guarantees success. Here are three actionable strategies leaders can implement to help new team members thrive.
Model Clear Standards and Expectations
One of the most profound steps leaders can take is to model the attitudes and behaviors they want from their team. As Gandhi once said, “Be the change you wish to see in the world.” This sentiment applies to leadership. Leaders must embody the core values and standards of performance they expect from their team members. Much like the Jedi in Star Wars, where actions, beliefs, and disciplines are passed on through example and practice, leaders must communicate not only the technical skills required but also the cultural values of the organization. This involves being explicit about what is acceptable and unacceptable, ensuring that there's no ambiguity in the standards of behavior.
But actions speak louder than words. Take Tony Stark from Iron Man, a leader who—despite his flaws—always demonstrated innovation, creativity, and perseverance. Stark didn’t just talk about these qualities; he embodied them. As a result, others followed suit. Similarly, when leaders consistently model excellence, transparency, and integrity, their teams naturally gravitate towards those same values.
As Maya Angelou wisely said, “People will forget what you said, people will forget what you did, but people will never forget how you made them feel.” When leaders show new hires the path through both their words and actions, they build a relationship of trust and commitment that encourages excellence.
Create an Immersive and Ongoing Onboarding Process
A robust onboarding process should go beyond the basics of company orientation and HR paperwork. It’s about integrating new hires into the fabric of the team, much like Neo’s journey in The Matrix. Neo didn’t just receive a one-off training; his growth was nurtured through continuous learning, guidance, and challenges. New team members should undergo a similar process—one that lasts for months, if not years.
Leaders should design onboarding programs that allow new hires to experience the full breadth of the company’s culture. As renowned motivational speaker Zig Ziglar said, “You don’t build a business. You build people, and then people build the business.” Leaders must ensure that new hires aren’t just “trained” but are constantly learning, evolving, and receiving mentorship. The onboarding process must be dynamic, covering everything from technical skills to soft skills, such as teamwork, communication, and leadership.
This kind of immersive onboarding mirrors the coaching of sports legends. Think of Phil Jackson’s leadership of the Chicago Bulls. He did more than manage the team; he created an environment where continuous learning, emotional intelligence, and mentorship thrived. Leaders in the business world should adopt a similar mindset. Successful onboarding is ongoing, providing the tools and opportunities for new hires to grow into long-term, high-performing contributors.
Address Both Personal and Professional Well-being
New hires may struggle to perform well if they are not thriving in both their professional and personal lives. This is echoed in the words of the Dalai Lama: “We can never obtain peace in the outer world until we make peace with ourselves.” Leaders must take a holistic approach, offering support that addresses work-related challenges as well as personal growth, emotional well-being, and financial literacy.
Consider how renowned companies like Google have developed programs focused on employees' holistic well-being. By providing access to personal development workshops, mindfulness training, and financial education, leaders can demonstrate a commitment to the overall success of their employees. These types of programs show new hires that they are valued as whole people, not just as job performers.
When leaders support their employees beyond just their professional tasks—offering mentorship, work-life balance, and personal growth opportunities—they cultivate an environment where people feel valued and engaged. This holistic approach results in more engaged, productive employees who are loyal and motivated to excel.
Leadership as Service
Leaders who invest in their people—from clearly communicating expectations to designing comprehensive onboarding processes and supporting personal well-being—create teams that are both competent and deeply committed to the organization. As Martin Luther King Jr. said, “Life's most persistent and urgent question is: What are you doing for others?” True leadership lies in service, and when leaders serve their teams with intention, clarity, and care, they foster a culture of success and resilience that benefits everyone involved.
Renwick Brutus' career has spanned roles as research economist, wealth manager, entrepreneur, consultant, executive coach and author. He holds an MBA from Fordham University and has been recognized for his outstanding achievement in sales and business leadership. Today, Renwick applies his unique blend of business strategy and interpersonal skills to help individuals flourish and companies grow. He owns multiple ventures, coaches business leaders and speaks on becoming irresistible and financially invincible. Contact him by email and LinkedIn.
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