EXECUTIVE INTEGRATION ASSESSMENT (EIA)
Accelerate Executive Effectiveness—Track Onboarding with Precision
Our Executive Integration Assessment delivers 360° pulse surveys at key milestones to monitor onboarding health, alignment, and retention risks.
Ensure new leaders embed quickly, perform well, and deliver impact.
The Challenge
Why Executive Hires Fail Early
Nearly half of new executives underperform or leave within 18 months. The most common reasons are missed relationship building, unclear alignment on priorities, and early disengagement. Without structured tools to surface problems in the first 90 to 180 days, organizations lose time, money, and momentum while risking team stability.
The Solution
A Structured System for Faster Executive Integration
The Executive Integration Assessment replaces guesswork with data. It runs 30-day pulse checks across the executive and key stakeholders, creating a 360° view of integration progress. The tool tracks alignment, onboarding milestones, and relationship health. It flags risks early—before they become costly setbacks.
What It Does:
Use Cases
When to Apply the Executive Integration Assessment
The EIA is designed for moments when leadership impact matters most.
When best to use EIA:
Best Fit:
It fits growth companies, private equity-backed businesses, and organizations that demand structured onboarding and performance monitoring.
What You Gain from the Executive Integration Assessment
The EIA gives you early, structured insight into how well your executive is embedding and performing.
It highlights risks, reveals gaps, and guides faster, more effective onboarding.
Here's what you'll gain:
Clear visibility
Track how the executive is integrating with key stakeholder groups.
Emotional check
See whether the executive is fully committed or at flight risk.
Gap identification
Spot onboarding and engagement issues from multiple viewpoints.
Actionable data
Use feedback to guide coaching, integration, and onboarding plans.
Potential business impact:
Faster effectiveness
Reduce time for executives to reach full performance.
Stronger alignment
Improve collaboration between leaders and stakeholders.
Lower turnover risk
Catch early warning signs before costly exits.
Higher ROI
Maximize the return on executive hiring and onboarding investments.
How It Works
How the Executive Integration Assessment Works
A simple, repeatable workflow. Thirty-day pulses produce structured feedback from the executive and core stakeholders.
You track progress, spot risks early, and adjust onboarding in weeks, not quarters.
01. Kickoff and Alignment
Define 5 to 10 stakeholders
and success metrics.
06. Iterate on Cadence
Run follow up pulses at day 60 and
day 90 to track movement.
05. Deliver Insights Report
Highlight embedding progress, culture integration, alignment status, and risks.
02. Launch Pulse Survey
Send the executive self assessment and stakeholder 360 at about day 30.
03. Collect Feedback
Typical response time under 10 minutes.
04. Analyze and Compare Perspectives
Contrast the executive self view with stakeholder input across onboarding dimensions.
FAQs
Straight Answers to
Common Questions
Get clarity on how the Executive Integration Assessment works and what to expect.
A: Minimum of 5 internal stakeholders, ideally up to 10 across functions and levels for a representative view.
A: Quick—most participants finish in under 10 minutes.
A: Yes—whether internal role change or new external hire, the EIA brings structure and clarity to onboarding.
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