13 Easy Steps to Transform New Hire to Superstar
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13 Easy Steps to Transform New Hire to Superstar

13 Strategies to Greatly Accelerate Tapping into New Employees' Greatest Assets
4.7 (3 ratings)
Instead of using a simple lifetime average, Udemy calculates a course's star rating by considering a number of different factors such as the number of ratings, the age of ratings, and the likelihood of fraudulent ratings.
1,040 students enrolled
Created by John A. Russo
Last updated 6/2015
English
Current price: $10 Original price: $50 Discount: 80% off
1 day left at this price!
30-Day Money-Back Guarantee
Includes:
  • 3.5 hours on-demand video
  • 25 Supplemental Resources
  • Full lifetime access
  • Access on mobile and TV
  • Certificate of Completion
What Will I Learn?
  • Create a brand new Onboarding program from scratch.
  • Witness measurable improvement in ramp-up time for new employees
  • Have employees that are driven and motivated toward the same objectives as the organization rather than just going through the motions.
  • See new employees produce their very best work much sooner.
View Curriculum
Requirements
  • Microsoft Office Suite
Description

Welcome to my course about Tapping into New Employees' Greatest Assets!

First and foremost, thank you for your support. I have a drive for fostering partnerships and fairness in business. In a solution-oriented society, I believe that treating people like humans instead of task-oriented robots is what it's all about. If we resist the urge to rush to solutions, we will uncover incredible innovation along the way.

I've had an exciting 14 year career in professional services during which I've seen a variety of different business practices. Some of them were best practices that I put in my toolbox to continue using and teaching, and some of them were, well, let's be nice and say “Un-Best" practices. These are the pitfalls that I enjoy helping others avoid. If I can save someone the pain that I've already been through, that brings me a great sense of fulfillment.

Have you ever been in an organization where you felt lost despite being a tenured experienced professional with many accomplishments?

Have you ever longed to create a much better learning environment for new employees than you were given and save them all the pain and confusion you went through?

Of course you have! Most of us have experienced these things. What if I were to tell you that I have the blueprint you can use to alleviate all these issues and be totally responsible for all the accolades that come with revolutionizing how your company does Onboarding, Mentoring, and Coaching? Would that be of interest to you?

This course will reveal to you the business model I recently developed to totally transform the way we help new employees become impactful in my organization.

Each of my 13 strategies includes information about why it should be important to you followed by specific ways to effectively put it into action. I've provided you with a full suite of tools to make your life easy, including video lectures, PowerPoint notes, and quizzes to test your understanding of each strategy.

Thank you again for your faith in the information I love to share. I hope you enjoy participating in this course as much as I enjoyed creating it.

Who is the target audience?
  • Mentors
  • Business Coaches
  • Managers
  • Those passionate about revitalizing the Onboarding program at their organization or creating a brand new one.
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Curriculum For This Course
45 Lectures
05:38:27
+
Introduction
2 Lectures 13:51

After completing this lecture, you will be able to:

  • Understand all the course objectives.
  • Know the 13 strategies from my framework for tapping into new employees greatest assets.
Preview 13:51

I've prepared these downloadable course notes about everything that was covered in this section of the course, including:

  • The course objectives
  • The 13 strategies from my framework for tapping into new employees greatest assets.
Notes: Course Introduction
4 pages
+
What is Onboarding?
3 Lectures 18:41

After completing this lecture, you will be able to:

  • Understand what "Onboarding is".
  • Understand what "Onboarding" is not.
  • Understand how best to communicate with new employees.
  • Understand how to execute "Onboarding - the Right Way".
Video: What is Onboarding?
13:15

After completing this lecture, you will be able to:
  • Understand what "Onboarding is".
  • Understand what "Onboarding" is not.
  • Understand how best to communicate with new employees.
  • Understand how to execute "Onboarding - the Right Way".
Video: What is Onboarding (con't)?
05:26

I've prepared these downloadable course notes about everything that was covered in this section of the course, including:
  • Understand what "Onboarding is".
  • Understand what "Onboarding" is not.
  • Understand how best to communicate with new employees.
  • Understand how to execute "Onboarding - the Right Way".
Notes: What is Onboarding?
4 pages

Test your knowledge of what "Onboarding" is and why it is vital to tapping into new employees' greatest assets.

What is Onboarding?
4 questions
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Planning
3 Lectures 11:22

After completing this lecture, you will be able to:

  • Resist the impulse to rush to solutions.
  • Treat internal projects like external projects.
  • Create a structured plan with tasks and milestones.
  • See Onboarding as an investment.
Video: Why the Planning Strategy Should be Important to you
04:20

After completing this lecture, you will be able to:

  • Create a sound plan.
  • Adjust the plan as risks arise.
  • Know several competitive project planning solutions.
  • Understand Project Planning best practices.
Video: How to Effectively Deploy the Planning Strategy
07:02

I've prepared these downloadable course notes about everything that was covered in this section of the course, including:
  • Resist the impulse to rush to solutions.
  • Treat internal projects like external projects.
  • Create a structured plan with tasks and milestones.
  • See Onboarding as an investment.
  • Create a sound plan.
  • Adjust the plan as risks arise.
  • Know several competitive project planning solutions.
  • Understand Project Planning best practices.
Notes: Planning
6 pages

Planning
5 questions
+
Maximizing the Hiring to Onboarding Hand-off
3 Lectures 24:14

After completing this lecture, you will be able to:

  • Understand Hiring expectations.
  • Understand the different kinds of vital communication needed when a new employee is hired.
  • See Hiring and Onboarding as pieces of the same workflow.
Video: Why Maximizing the Hiring to Onboarding Hand-off Should be Important
09:10

After completing this lecture, you will be able to:

  • Setup a SharePoint list to announce new employees to the Onboarding team.
  • Understand that employees still have human needs even though they are in the role of professional.
  • See a detailed breakdown of what an ideal 1st day at work might look like.
Video: How to Effectively Maximize the Hiring to Onboarding Hand-off
15:04

I've prepared these downloadable course notes about everything that was covered in this section of the course, including:
  • Understand Hiring expectations.
  • Understand the different kinds of vital communication needed when a new employee is hired.
  • See Hiring and Onboarding as pieces of the same workflow.
  • Setup a SharePoint list to announce new employees to the Onboarding team.
  • Understand that employees still have human needs even though they are in the role of professional.
  • See a detailed breakdown of what an ideal 1st day at work might look like.
Notes: Maximizing the Hiring to Onboarding Hand-off
6 pages

Maximizing the Hiring to Onboarding Hand-off
5 questions
+
Strategy 3: A Social Network
3 Lectures 24:30

After completing this lecture, you will be able to:

  • Go beyond teaching skills to include new employees into a community.
  • Understand how moving into a new company is like moving into a new neighborhood.
  • Craft the perfect Welcome email.
  • Help new employees Feel Content vs. Feel Fulfilled
Why a Social Network Should be Important to you
04:34

After completing this lecture, you will be able to:

  • Understand the components of the perfect Welcome email to the company.
  • Understand the components of the perfect Welcome email to the new employee.
  • Understand why email works better than other communication methods.
  • Know how to keep the social network going.
Video: How to Effectively Deploy a Social Network
19:56

I've prepared these downloadable course notes about everything that was covered in this section of the course, including:
  • Go beyond teaching skills to include new employees into a community.
  • Understand how moving into a new company is like moving into a new neighborhood.
  • Craft the perfect Welcome email.
  • Help new employees Feel Content vs. Feel Fulfilled
  • Understand the components of the perfect Welcome email to the company.
  • Understand the components of the perfect Welcome email to the new employee.
  • Understand why email works better than other communication methods.
  • Know how to keep the social network going.
Notes: A Social Network
8 pages

A Social Network
4 questions
+
Strategy 4: The Welcome Session
2 Lectures 07:47

After completing this lecture, you will be able to:

  • Save weeks or months of confusion later but spending an hour on documentation earlier.
  • Include the personal touch.
  • Set proper expectations.
  • Talk about scheduled touch points and how new employees can reach you between these touch points.
  • Remove fear and uncertainty.
The Welcome Session
07:47

I've prepared these downloadable course notes about everything that was covered in this section of the course, including:
  • Save weeks or months of confusion later but spending an hour on documentation earlier.
  • Include the personal touch.
  • Set proper expectations.
  • Talk about scheduled touch points and how new employees can reach you between these touch points.
  • Remove fear and uncertainty.
Notes: The Welcome Session
3 pages

The Welcome Session
5 questions
+
Strategy 5: Document Consolidation
3 Lectures 17:06

After completing this lecture, you will be able to:

  • Mitigate busy experts and turnover.
  • Understand all the advantages of documentation.
  • Know that asking employees to search many different systems for information is the #1 onboarding complaint.
Why Document Consolidation Should be Important to you
05:00

After completing this lecture, you will be able to:

  • Understand the power of SharePoint for Document Consolidation.
  • Have a clear visual of the Onboarding Workflow.
  • Master a typical outline for a powerful Onboarding Guide.
How to Effectively Consolidate Documents
12:06

I've prepared these downloadable course notes about everything that was covered in this section of the course, including:
  • Mitigate busy experts and turnover.
  • Understand all the advantages of documentation.
  • Know that asking employees to search many different systems for information is the #1 onboarding complaint.
  • Understand the power of SharePoint for Document Consolidation.
  • Have a clear visual of the Onboarding Workflow.
  • Master a typical outline for a powerful Onboarding Guide.
Notes: Document Consolidation
5 pages

Document Consolidation
5 questions
+
Strategy 6: Daily Touch-Points
3 Lectures 11:10

After completing this lecture, you will be able to:

  • Understand the importance of interactive exercises.
  • Design fun into your instruction to keep people motivated.
  • Ensure that new employees always have someone to help with their questions regardless of how busy everyone else is.
Why Daily Touch Points Should be Important to you
05:06

After completing this lecture, you will be able to:

  • Setup a SharePoint Questions list with all the relevant information fields.
  • Understand how often to hold touch point sessions.
  • Understand the importance of reviewing questions before meeting in real time.
  • Schedule touch points during the most effective time of day.
How to Effectively Deploy Daily Touch Points
06:04

I've prepared these downloadable course notes about everything that was covered in this section of the course, including:

  • Understand the importance of interactive exercises.
  • Design fun into your instruction to keep people motivated.
  • Ensure that new employees always have someone to help with their questions regardless of how busy everyone else is.
  • Setup a SharePoint Questions list with all the relevant information fields.
  • Understand how often to hold touch point sessions.
  • Understand the importance of reviewing questions before meeting in real time.
  • Schedule touch points during the most effective time of day.
Notes: Daily Touch Points
4 pages

Daily Touch Points
4 questions
+
Strategy 7: The Focus on Methodology
3 Lectures 14:15

After completing this lecture, you will be able to:

  • Speak confidently about how to create a sound Methodology.
  • Understand all the key questions that Methodology answers.
  • Use rocket ship construction as an example of following a Methodology.
Why the Focus on Methodology Should be Important to you
10:05

After completing this lecture, you will be able to:

  • Articulate different project phases for one product or service versus another.
  • Balance level of detail during training recordings.
  • Articulate different project phases for client projects versus internal projects.
  • Keep each recording to a maximum of 1 hour.
  • Resist the urge to ONLY focus on the solution. Too much solution focus causes us to miss the journey.
Deploying a Focus on Methodology
04:10

I've prepared these downloadable course notes about everything that was covered in this section of the course, including:

  • Speak confidently about how to create a sound Methodology.
  • Understand all the key questions that Methodology answers.
  • Use rocket ship construction as an example of following a Methodology.
  • Articulate different project phases for one product or service versus another.
  • Balance level of detail during training recordings.
  • Articulate different project phases for client projects versus internal projects.
  • Keep each recording to a maximum of 1 hour.
  • Resist the urge to ONLY focus on the solution. Too much solution focus causes us to miss the journey.
Notes: The Focus on Methodology
4 pages

The Focus on Methodology
5 questions
+
Strategy 8: Role-Specific Training
3 Lectures 08:55

After completing this lecture, you will be able to:

  • Decipher different responsibilities for different roles in a company.
  • Apply Role-Specific Training principles across different industries.
Why Role-Specific Training Should be Important to you
02:48

After completing this lecture, you will be able to:

  • Focus on Role-Specific tasks.
  • Understand the importance of creating task-specific templates.
  • Create a Role Specific responsibility list for the current role vs. the promoted version of this role.
How to Effectively Deploy Role-Specific Training
06:07

I've prepared these downloadable course notes about everything that was covered in this section of the course, including:

  • Decipher different responsibilities for different roles in a company.
  • Apply Role-Specific Training principles across different industries.
  • Focus on Role-Specific tasks.
  • Understand the importance of creating task-specific templates.
  • Create a Role Specific responsibility list for the current role vs. the promoted version of this role.
Notes: Role-Specific Training
5 pages

Role-Specific Training
5 questions
6 More Sections
About the Instructor
John A. Russo
4.7 Average rating
3 Reviews
1,040 Students
1 Course
MBA, CBC

The information I provide was developed over a series of strategic decisions and intuition. It took many years of personal and professional development to get to the level of competence and confidence I have now. It is fascinating to look back on one's life and pick out the moments that mattered most. So here is my story.

My Credentials

I have about 14 years of experience in Information Technology and Professional Services. I have my BS in Biology, my MBA with a focus in Technology Management. I also recently obtained my Certified Business Consultant (CBC) designation and I'm working on my Certified Business Coaching Specialist (CBCS) designation from The Business Training Institute. How did I get to this point? Here is my (hopefully) concise answer.

Starting Out in the Workforce

My story starts back in Englewood, New Jersey where my first job was as a stock boy at Drug Fair. As a matter of professional growth, this tenure was largely uneventful. I was told what to do and I did it. I also volunteered at Englewood hospital on the weekends; a more rewarding experience. I think I was 18 when I met the Lamboys and landed a job at Aylward's II Health Foods. I would work my way up to manager in my 7+ year tenure there, learning the first great professional lesson of my life – how to interact with different personalities when sales depend totally on my information and care for my clients. The Lamboys are still great family friends, relaxing in some beautiful country estate in Puerto Rico. Sal, Leonor, Nick, Luis, and Frank, I want to take this moment to publicly thank you for giving me the first opportunity to express myself professionally and to have responsibility over important things.

My #1 Mentor

I soon met Susan Venditti (“Russo" now) and we began dating in 2000. We were married in 2004 and it's been incredible ever since. I had reached the top of what I would be able to contribute at the health food store, but I had no belief that I could learn something new well enough to advance into a new career. Luckily for me Susan had plenty of belief for both of us. She's the ultimate combination of determination and intelligence. She is the kind of person who is so dependable that most people take it for granted and forget to be thankful. Susan was the driving force for my making a move into the unknown of Information Technology (IT). She has a knack for seeing potential and nurturing it. That is the one idea that now binds us closer than any other – that there can be no better pursuit than helping people become the best version of themselves. Thank you Sue for all these things and the countless others you've done to improve my life.

I Found IT (Rather, IT Found Me) in the Strangest Place

So in 2001 I landed the kind of IT position that most people with no experience might expect – one that included no IT at all. It was a customer service position for Paradigm Direct, which would later become Mosaic Performance Solutions during an acquisition. Then one day, the right day/right time phenomenon actually happened to me. I went to work early one day so I coincidentally found myself in an elevator with Peter Seymour. He introduced me to the world of Quality Assurance (QA), and the rest is history. I need to doubly thank Peter, not only for all the skills he taught me, but for extending himself a second time to get me a job at Beverage Data Network (BDN) in 2003. Without Peter, I would not have the career I have today, for multiple reasons.

The Beverage Alcohol Industry

It was at BDN that I continued my work as a Sr. QA Analyst and made a big enough impression to Manny Liwanag that he lobbied on my behalf to have me promoted into a hybrid Business Analyst/Project Manager position once we were acquired by The Nielsen Company. Manny had an eye for talent, I must say! All jokes aside, thank you Manny for seeing my potential and getting me into that position. It was a turning point in my career. Joe Giordano, I'd also like to thank you for taking over where Manny left off and teaching me all the foundational skills of business analysis and project management. These are still skills I use today and will always remember. I will never find another person with even a fraction of the wine and spirits industry knowledge that you have. You are a gentleman and a true example of what it means to dedicate yourself to truly mastering a discipline.

Seeing Both Sides of a Coin

After Nielsen, I worked at Archive Systems where I began my foray into internal process improvement. I worked directly with the QA, software development, sales, and marketing teams. The people from whom I learned there are too many to count, but I'd like to thank some of you for your contributions to my ongoing professional development. Thank you to Don Cohen, Felicia Rella, Jerry Gaudet, Deni Llambiri, Andrew Antoneypillai, Heath Blount, BJ Johnson, Paul Dimmig, and Peeter Tootsov.

I then moved into a very interesting position at GAB Robins, North America. I say it was interesting because they were a client of Archive Systems. I was able to understand the impact of our product from the perspective of a client. This has given me a unique perspective that I still use today. I am able to help my clients believe that I care about the things they care about because I experienced those things first hand. It absolutely helps me forge stronger more fruitful professional relationships. I'd like to than Hilke Puzo, Ed Grabowiecki, Barbara Bielawski, and Alejandro Meseguer for teaching me the intricacies of accounts payable and for giving me the chance to experience a product life cycle from both sides.

Development into a Thought Leader with Valuable Ideas

GAB was a temporary project, so I moved into a position at Merced Systems, which would later be acquired by NICE Systems, the company where I work today. My current position includes consulting in the area of service performance management and managing a team of Business Analysts. I've been with the company a total of 5 years and very much enjoy the experience of providing value for my clients. I help clients develop strategies for employee coaching, recognition, and improving specific behaviors that lead to better performance. Although the end result of my projects is the implementation of a product that automates these processes, I especially enjoy the interaction process. That is – talking with people to learn what things motivate them to perform better and learning why they value certain strategies.

I've grown quite a bit professionally during my time at NICE. John Rusconi, Carl Rustic, and Peter Sellar deserve thanks for helping transform me from the person who thought being agreeable to everything was being a great employee, to the guy who is now confident enough to stand up for innovation and defend the integrity of everyone's opinions and motivations. I'm proud of all my accomplishments in adding massive value for my clients, but I'm also proud of all the internal value I've been able to give back to my organization with this new found confidence. I run a business analyst round table. I started a Gamification center of excellence. I've worked with a colleague to create an Onboarding program from scratch. Thank you all for having confidence in my contributions. A special thanks to Amer Abbas and Dev Mohanty who mentored me along the way and continue to do so. All of the great mentoring skills and care for others during professional interactions that I use today are simply my way of flattering Amer and Dev by using their style.

I'd like to acknowledge Latimer Luis, a bright and talented senior technical trainer. We've worked together to generate exceptional Onboarding packages that have vastly improved the level of comfort new employees have in coming aboard into our organization. His ability to see alternate solutions and his care for the opinions and feedback of our new hire classes is truly exemplary. I hope to work together with him many times in the future.

Acknowledging a Dog?

No acknowledgement section would be complete without including Pastina the Dog. She always seems to know when I'm having writer's block, and her gentle nuzzling is always the best medicine. I've done my best work sitting in my recliner with Pastina lying next to me. Not to mention, she just so friggin' adorable!

More About my very Supportive Wife

Most importantly, I'd like to add a few acknowledgements for my wife, Susan Russo, without whom this book would not be possible. She has guided me over the years from being someone content with his current situation to someone thirsting to innovate and provide thought leadership. I literally would not have become any sort of business professional without her support and guidance. She vehemently supports all my blog posts and has done all the editing for everything I've ever written.

This Blog

To that end, I decided to start russobusinessconsulting.com to share anecdotes and insights I've gleaned through my project experience, and to emphasize the human element in business consulting engagements rather than focusing solely on the technical solution. I look forward to hearing from you soon!