How Could Strengths Improve Onboarding?

Consider this scenario: you walk in (or just log in) to the very first day of your new job. It's an exciting time. You haven't been told exactly what to expect in the first few days, but you're sure it's going to be great.

After meeting a few team members - who seem terrific, by the way - you learn what you'll be doing for the next week.

Wait for it...

Compliance training! Online! By yourself! It will take about 4 days to complete so you should get started right after lunch! WHAT FUN!!

OK, not every onboarding experience is this bad (but trust me, this absolutely happens). No matter how great an organization's onboarding is, think about how much more personalized it could be if the new employee's Strengths were considered when determining how best to acclimate them (not to mention making them feel like they've made the right choice in joining your organization).

Below are a few ideas:

• Someone high in Context is going to want to know the history of the organization, the culture, the team...whatever information you can share will be helpful. They'll likely have lots of questions, so it's a good idea to have a team member who has been around for a while be their go-to resource. Someone high in Analytical will have lots of questions, too, but they might need a little time to formulate them.

• If they're high in Focus, be sure to discuss goals as soon as you can. The goals of the division, the team, the new hire themselves...someone with Focus is DRIVEN to help make those goals a reality. (p.s. completing compliance training isn't a goal)

• Have a to-do list ready for those who are high in Strengths like Achiever, Responsibility, and Discipline. And don't be surprised when Achiever gets everything done the first day. ;)

• Got someone high in Woo? Make a list of all the people you want them to reach out to in their first week on the job. Connecting with as many people as possible will energize them.

• Conversely, avoid giving Relator too long of a list of people to meet. The Relator's list should consist of people with whom you want the new employee to build relationships - those people they'll have to partner with regularly.

• If the new hire has Significance, be sure to introduce them to people who have "sway" in the organization - perhaps those in a high-profile role who tackle big, meaningful challenges and initiatives.

I could go on and on with ideas for creating onboarding activities that take Strengths into account, but long posts can be a bit tedious. So, I'll leave things be and encourage you to think more about what a "Strengths-based" onboarding experience might look like. Hint: if you have someone with Individualization on your team, they'd probably love to take this on for you!