The financial and cultural risk of hiring a C-suite executive is huge. Stats show that it could cost anywhere from 1-3 times their salary if it doesn’t work out. Today’s episode is all about what you can do to ensure the highest probability of long-term success when onboarding new executives. Steve Moss is the founder and president of Executive Springboard, which helps companies integrate C-suite executives into new roles. 72% of CEOs claim onboarding is critical, yet only 47% of their onboarding programs last more than a week. Steve shares how pairing C-suite executives with external mentors who have sat in their functional chairs increase the retention rate of new executives to 95%. Newly hired executives can lean on a mentor to navigate the minefield of culture, politics, relationships and unmet expectations that can derail even the most talented executive. Listen in to hear how you can make sure the next rock star you hire works out over the long term.

What You Will Learn In Today's Podcast Interview

• The five top reasons executives leave and what to do about them
• How trust plays a factor in hiring and onboarding
• Why highly talented — and highly paid — executives need and deserve time to integrate into a company
• The true cost of turnover if you hire the wrong executive
• Why a C-suite candidate should come to an interview with a 90-day plan, even if it’s completely wrong
• When to look internally versus externally for your next hire
• Why an outside mentor can increase executive retention to 95%
• What questions you should ask during an interview to get a better feel for a candidate’s fit, and what questions you can’t resolve until they’re hired
• The difference between a mentor and a coach
• The best ways to match executives with a mentor, and what qualities, experiences and attributes that mentor should have
• Why managing change is like managing grief, and how recognizing that helps integrate a new C-suite executive
• How important it is to have trust and confidentiality with your mentor
• Culture is more than a feeling employees get; it’s about all the small goings-on and what the business is driving for
• Why the most successful onboarding lasts eight months (and the stats to back this up)
• How to measure the impact of mentorship, especially if your mentor is outside the company

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