1. You’re busy, and don’t want to spend all your time researching and reinventing the wheel.

2. You want to see results from your onboarding efforts sooner, rather than later.

3. You don’t want to miss key components that can make a HUGE difference in the success of your efforts.

4. You would value done-for-you tools and blueprints that don’t require you to reinvent the wheel.

5. You would like access to a very different “set of eyes” than you typically find in the business world…a set of eyes that looks at onboarding from multiple perspectives (including a synthesis of human nature research, business-based research on drivers of engagement, the field of experiential design, employee interviews, and cutting edge practices). This gives a deeper, more sophisticated understanding of how to optimize employee performance.

6. You would like to make a huge impact on your employers’ ability to retain and engage talent---especially your younger, Gen Y employees.

7. You wouldn’t mind being an “Onboarding Hero™ in the minds of your managers, because you help them get the results they need from their new hires…faster and with less hassle.

8. You get it that a small investment that can yield 1000s of times the ROI makes sense.

1.

2.

3.

4.

A. 4 MP3 recordings (or CDs).

Q. Why teleseminars? Don’t you mean webinars?

A. Nope, that wasn’t a typo. I wanted to give you a format that you can easily download and listen at your convenience if you can’t make the time, and…to make it easy for you to share with your managers and others on your onboarding team. Besides, I think most people multi-task when “watching” webinars, so why not make it easier to do that if you want to?

Q. But I like visuals…now what?

A. Fear not…You will get the worksheets that went along with each tele-session, the transscripts, checklists, and tools

• The downloadable MP3 file to listen to later. You can share this, along with all the materials with your colleagues in-house. (Your license is only for in-house).
  
  
• Transcripts of each call, if you prefer to read or to make reviewing speedier.
  
  
• The tools, blueprints, and "accelorators" listed above.
  

For $69 extra, you can have the MP3s and CDs.

OK, So What’s In The Audio Program and Action Manual?

Recording #1, How to Get Your "Success Structure" in Place

Overview: Creating a successful onboarding program requires that you have a clear understanding of the different components that must work well, and work well together.

It also requires that you know…

- What questions to ask
- What information to seek out
- What human needs and engagement factors you must “design into” your program.

…if you want to design new hire experiences that accomplish what they’re supposed to accomplish.

This call gives you the foundation upon which to build a successful onboarding program.

You will walk away with:

1. A blueprint for analyzing and building your onboarding life cycle. This will guide you in either building an onboarding program from the ground up, or strengthening your current onboarding process.

2. A tool that allows you to design with greater intention and precision the exact kind of employee experience—Moment of Truth by Moment of Truth—that will lead to shorter time-to-productivity, greater engagement, and a stronger Employer Brand.

3. Tools for creating your own “home grown” onboarding process that works for your unique culture and the needs of your employees.

Topics Include:

- The Onboarding “life cycle” – what are the “moving parts” and how are you doing in each?

- Employee Experience Mapping ™: How to analyze each step of your current process using The Designer’s Eye™ perspective.

- What each stage should accomplish.

- Finding out exactly what each type of new hire needs to be successful in their job …ASAP.

- Integrating recruiting with onboarding – What mistakes to avoid if you don’t want to contribute to turnover.

- Human needs you MUST satisfy in your onboarding process.

- What Gen Y employees want most…and that means you have to “up your game” if you want to engage this group and minimize turnover.

Recording #2, Create An Orientation Program You Can Feel Proud Of

Overview: Most employers do an abysmal job when it comes to new hire orientation.

Even if you already have a good orientation program, there are always ways to make it more inspiring, more efficient, and less costly.

Whether you start new employees off one at a time or in large groups, this call will give you both the “must do’s” as well as guiding principles for refining your current orientation.

You Will Walk Away With:

1. Orientation templates for both “onesy” orientation and group orientation.

2. A checklist of what your orientation program should include…so you don’t leave out the “important stuff”.

3. A checklist of what mistakes to be on the lookout for, so you can eliminate them as you build—or refine—your program.

4. A list of instructional design/adult learning principles to guide your design process, so your orientation program doesn’t put people into a coma…nor make them drink from a firehouse.

5. A list of best practice ideas from other employers, to stimulate your own creativity.

Topics Include:

1. What do you do when you start people in onesies and twosies?

2. What should you cover and what shouldn’t you cover.

3. Common orientation program mistakes to avoid.

4. Essentials of learning and program design—so they stay awake, learn what they need to, and love their new employer.

5. Examples of how other employers make orientation come alive.

Recording #3, How to Help Managers and Mentors Do Their Part Well

For mentors—the other key player in the onboarding relationship—the goal is to give you ideas and tools to not just help mentors do their job well, but also use mentoring as a professional development opportunity for mentors….a hidden gift of doing mentoring right.

You Will Walk Away With:

1. A question blueprint you can use to identify key needs, “hot buttons”, and frustrations of managers….so you can increase their buy in.

2. Tools your managers can use to make their onboarding responsibilities—and lives—easier…THEY’LL LOVE YOU FOR THAT.

3. Tools and checklists to help your mentors do their jobs well.

4. Examples of both being done well.

Topics Will Include:

1. WII-FM? – “What’s in it for me?” asks the overwhelmed manager. Make sure you can answer that question. Questions to ask THEM so you can answer that.

2. Processes, checklists, and system to help managers each step of the way.

3. A tool you can use to help your managers structure the learning/training process throughout the first 6-12 months…and make sure nothing falls through the cracks.

4. Keys to a successful mentoring program.

5. How to leverage the hidden benefit of a successful mentoring program.

6. Examples of effective mentoring.

Recording #4, "Secrets to My Success": An Interview with An HR Professional Who Has Created Two Very Successful Onboarding Programs Including Getting Management Buy-In