What a great question and I bet that most of you reading this article don't work in organisations that provide on-boarding for internal promotions?
It is clear that too much about existing employees is taken for granted and career transitioning is definately one area that needs to be addressed.
How many times have you heard of the best sales person or technical person being promoted to Sales or Technical Leader but that they actually don't have a current set of skills to succeed in the role. How many times have you heard "well he was a brilliant sales guy but he is a totally useless leader"? All the investment you make in a new employee's on-boarding programme is equally relevant here. From 30/60/90 day plans and robust introductions to their new place of work through to Psycometric assessments to identify potential gaps supported with Executive Coaching are all very relevant.
As someone who has been in the business of hiring people and developing people organizations for many years, I’ve noticed two common first-day-on-the-job scenarios. Let’s take a look at each. On Gail’s first day at her new job, she is greeted by Ken from HR. Ken and Gail walk to her desk, where she meets her team and manager. Gail’s first few days include an orientation program that is specifically designed to make her feel comfortable in her new role and ready for her responsibilities. Her first week leaves her feeling invigorated, dedicated, and connected to her team. The rest of her first 90 days are structured for success and well documented.