How to Onboard a Catalyst Profile

Why blog about onboarding? It’s a bit dull and the deal is done by then, isn’t it?

It’s far from done! This is where the hard work begins.

Get the onboarding wrong and there’s a strong risk of the candidate not settling in, you may well have the right candidate, but you lost them because the onboarding was poor – this is preventable.

We use a platform called Contribution Compass to guide our onboarding towards a successful integration. Being Paul Avins - The Grown UP Business Coach Team Coach I understand this stuff at a deep level.

How do we do that?

We invite the employer to profile the role and we profile the candidate against the role and we can tell the employer with a reasonable amount of certainty how they are most likely to show up at work and what their preferences will be before they pitch up and start work with you.

I’ll look at the 8 different profile types – all different people and all of which need to be treated in a different way.

First up is the Catalyst profile.

• The Catalyst is someone who thrives on change and new ideas. They will be dynamic, driven and focused. They have the ability to get things off the ground with pace and energy. They are naturally innovative, making them ideal for problem solving or crisis management.
• Their drive can sometimes burn out other profiles. They may not always consider people when making changes, so it’s essential to watch team members who struggle to keep up with their fast pace. This is often people with sustaining energy.

How do you keep them engaged and upgrade them?

• Keep them creatively engaged by ensuring they have a steady flow of new projects to work on.
• Let them spark ideas into action - give them some creative freedom. Build a personal development plan for them to keep learning new skills.
• Focus them on the big picture. The more short and snappy projects, the better. The more bite-sized chunks of learning, the better.

Power summary

• Recognise their creativity
• Show them what they will learn in the first 3 months
• They need new things to get stuck into
• Help them to communicate their ideas
• Build a personal development plan for them

Do you need a Catalyst on your team or are you about to onboard someone like this and you’re not sure?

Email me gbrown@forcesrecruitment.co.uk if you’d like to find out or would like a full copy of my FREE onboarding guide.