Key Strategies for You
- Point the new hire to their Work and Learning Preferences and to those of the teammates with
whom that person will work.
- Ask about and monitor the person’s process energies from day to day.
- Develop a list of successful new-hire behaviors pertinent to your group and culture.
- Set clear goals for socialization and proficiency.
- Monitor the person’s energy and satisfaction frequently at the beginning.
Possible Orientation Challenges by Energy
• Needs lots of context
to understand the
• This may take time
• May spend excess
• If low in Excite, may
not spend enough
• Sometimes impatient
to exercise authority
Crucial Simpli5 Resources
In Simpli5 at the Network
tab, find a person’s name by scrolling through the list or by narrowing down the list using the “Find a Connection” filter. Tap the person’s name to open the “Working with…” page. The main panel of this page contains all available information to help you better understand and work with a person. Tap a module box to view that content.
For this application, at minimum you should review Work Preferences and Learning Preferences. Other individual content includes Energy Map, Time Map, Project Completion Cycle, and Leadership Style.
[Recommended] Working Together compares you and your partner’s alignment in a peer-to-peer collaboration and provides awareness of where you both may need to adjust your preferred energies.
For each person with whom the new hire will work closely, ask them to sit down together, review their mutual Working Together content, and discuss these points:
- Parts that are particularly accurate,
- Any parts with which either person disagrees,
- A clear description of respective learning preferences,
- How handoffs will occur in the work,
- What goes on upstream and downstream of the new hire, in terms of process,
- The energy profiles of important stakeholders outside the team.
Leading 1:1 may also be helpful; this content suggests how a leader can improve a relationship and performance by accommodating the other person’s energies. Helpful even if you aren’t the “official” leader.
In Simpli5 at the Teams
tab, open your team. If your team has not already been created, you can create your own
private (draft) version or ask that your team leader create and publish the “official” version.
For this application, at minimum you should review the Team Spider Graph and Team Dynamics. Other helpful team content includes Leading the Team, Learning Charts, Tent Cards and Name Badges.
Sit down with the new hire and review the Team Spider Graph:
- Explain the distributions of Energy on the team, and how the new hire fits into the pattern.
- Identify where that person’s highest Energies can make a contribution in your work, meetings, etc.
Questions to Ask
- In the past, what sorts of tasks and experiences have raised your Energy?
- In the past, what sorts of tasks have lowered your Energy?
- If you were in charge of onboarding yourself, how would you do it?
- Would you like to know the informal cultural norms of our group?
- How do you best learn?
- [Map the person’s work processes.] As you begin, at which point do you think you’ll want the most support?
- What kind of mentor works best for you?