With many employees continuing to leave their jobs in The Great Resignation, employee retention is a hot topic. Dissatisfied with current working conditions motivates many to look elsewhere, seeking careers in companies that meet both their personal and professional needs, and make them feel valued for their competencies, time, and energy. In my March article, we mentioned relating to your employees has to be this year’s single most important priority. If you’re adding new leaders or promoting from within, we have the perfect tool to accelerate team performance and support a culture of inclusivity. It’s called the New Manager Assimilation Process (NMAP) and we’re excited to share this with you, because it works.

Based on a solid academic footing and years of practical application, this program is used to speed up the ‘getting to know you’ phase between a manager and new team, essentially, enabling your teams to collaborate faster. A great tool to start new managers off on the right foot, as well as retain great talent in the process, it’s entertaining, down to earth, and practical. Once used, it becomes a standard part of orienting new managers to their teams and new work environment and is consistent with Connecting for Results’ high involvement, high performance organization model.

How does it work?

Used by many major corporations, its efficacy is continuously affirmed for reducing the time for a new leader to begin effectively working with his or her team. The program itself is 8-9 hours, saving you approximately 18 months of assimilation! We’ve used this tool many times in many different companies, in both union and non-union environments. With the help of a facilitator and a series of key questions and feedback sessions, your team can streamline a plan of action that everyone is onboard with. A follow up session is scheduled 3-6 months later to further support your team’s progress. Even the most introverted employee will come away impressed!

Choosing the right facilitator is key

“The degree to which I can create relationships, which facilitate the growth of others as separate persons, is a measure of the growth I have achieved in myself.” — Carl Rogers

Continuously, you will hear us at Connecting for Results refer to our company as a learning organization, where “to learn and grow” is part of the culture, accepted by everyone. Having said that, the facilitator you choose for the NMAP must be one of, if not the most exemplary person, who lives and breathes this philosophy. (They’re typically easy to spot, always with a book in hand or on a device with select sites chosen to nurture their development.)

If you don’t have one quite yet ready for the job, contact us and we’ll help the person you choose enhance their skills and eagerly accept the role.

There is no “I” in “team”

The only context in which we like to see the letter “I” in a work environment is in the word “inclusive.” The new leader you choose for your team must embody this as a working principle and value teamwork for what it is: the most powerful and effective way to accomplish an organization’s goals. As their team leader, he or she is like a conductor, ensuring all members of the team work together in harmony, and see your organization as the right fit and a great place to work.

If you would like more information about the NMAP, please contact us!


† Many companies in our industry have flat organization structures, which means all employees must be high performers, leaders in their area of expertise. The few members who do have supervisory responsibilities will especially benefit from the NMAP.

Gary considers himself an organizational doctor and everyone who has worked with him can attest to his deep understanding of people and the barriers to high performance. Whatever the root cause of lackluster results, Gary has the tools, experience, and knowledge to significantly increase bottom-line results. Besides his diagnostic capabilities, he is adept at mentoring employees at all levels, so they are more effective and capable of achieving their personal, team, and business goals. He can be reached at g.forget@cfrincorporated.com.


By Gary Forget