Harris Fanaroff

Pontoon Solutions

Pontoon is a people-first organization. We architect innovative solutions that enable our clients to achieve optimal business outcomes and stay ahead of future challenges. 

Pontoon delivers transparent and data-driven MSP and RPO solutions that make our clients’ businesses fit for the future and support them to achieve their business goals. Backed by the power of the Adecco Group ecosystem we architect our clients' workforce of the future.

We architect innovative workforce solutions to achieve your business objectives. Through bigger thinking, bigger innovation, and bigger reach, we help you reimagine your way forward: www.pontoonsolutions.com.

Global Head of Client Relations

Activate Onboarding

Transform your new hire onboarding experience. That's the mission and goal of Activate Onboarding. 

We are an onboarding consulting and technology company that helps you save time and money while ensuring your new hires show up excited and ready to be productive on day 1.

Reach out to harris@activateonboarding.com if you are interested in activating your new hire onboarding experience!

Founder

OKA (Otto Kroeger Associates)

OKA is a training and consulting company specializing in leadership and team development located in Fairfax, Virginia near Washington, DC. Since 1977, OKA has been changing the way you live and work through greater self-awareness and better self-management. Currently the nation's leader in EQ-i Certification, we use today's most effective assessment tools as foundations for our highly engaging, actionable presentations and training programs designed to develop greater individuals, leaders, teams, and organizations.

OKA partners across the government and commercial sectors and is a GSA schedule holder: GS-10F-0015R

Certification & Train the Trainer Workshops
• Emotional Intelligence EQi 2.0/ 360
• DRiV - Values, Motives, and Behaviors
• Pearman Personality Integrator
• Team Performance Inventory
• Hardiness Resilience Gauge
• Change Style Indicator
• Influence Style Indicator
• Decision Style Profile
• DLP/ELP 360
• Advanced Type and Emotional Intelligence
• MBTI Master Practitioner

Leader and Team Development Programs
• Developing Emotional Intelligence
• Understanding Your Values, Motives, and Behaviors
• Custom Leadership Development Programs
• High Performing Teams
• 360 Assessments
• Working Effectively Across Generations
• Developing Resilience
• Creating Safe to Speak Cultures and Teams
• Leveraging the Power of Personality Type
• Effective Decision Making
• Giving & Receiving Feedback
• Managing Conflict
• Having Difficult Conversations
• Leading Change
• Team Tools/ Team Dynamics

Leadership/Executive Coaching
OD/ Change Management Consulting
Leadership Accelerator for Women Coaching Program
Keynote Speaking

Vice President, Client Relationships

Director of Client Relationships

Athlete Roadmap

Athlete Roadmap is designed to support high-performing student-athletes navigate their way through transitions on the field, in the classroom, and in life.

Through a coaching approach, each program gives participants the integral skills to help them grow personally and professionally with the goal of providing the space, mental skills, and resources to help athletes navigate next steps.

Founder, Leadership & Mental Performance Coach

ACT Performance, LLC

I am an ICF-ACC Certified Coach that works with clients to help them unlock their potential. I provide a safe space for clients to learn about themselves and work on pursuing their dreams and goals. 

ACT (Accredited Coaching & Training) Performance LLC primarily works with two groups of clients: 
1. High School, College, and Pro athletes that are interested in working on the mental game.
2. High performing individuals inside organizations that are interested in early morning, late night, or weekend leadership coaching opportunities.

Owner

Associate Director, Member Success

Note this is not a job change, I just updated the company to reflect our standalone status. EAB was part of the Advisory Board Company, and then became a separate company.

Senior Manager, Account Management

Win Within Baseball 

Head Coach, Travel Baseball

The Advisory Board Company

• Develop relationships with key decision makers and main points of contact at member college/universities in the U.S., and Canada, and proactively manage these relationships to optimize the value of the Education Advisory Board research programs
• Work to secure annual renewal of membership contracts and corresponding service terms 
• Communicate and monitor member interests to the education research teams on a regular and ongoing basis
• Plan effective strategies for maintaining visibility of services and deliverables at member institutions
• Execute specific initiatives outlined in member service plans
• Facilitate new member orientations by phone or traveling to member institutions

Manager, Account Management

•	Strategized cultivation of territory and focused outreach campaigns to pursue best opportunities which resulted in scheduling over 150 on-site meetings and follow-ups
•	Recipient of the award given to the new hire that best demonstrates the ability to work through challenges by consistently hitting visit goal for two sales managers at one time
•	Selected to participate in ABC’s highly competitive Business Development Internship Program which included presentations in front of senior management
•	Facilitated a class for new-hires to learn the fundamentals of the Advisory Board Company
•	Effectively and successfully handled multiple responsibilities through optimizing time management coupled with upward management, all while working as a team to consistently achieve ambitious short-term and long-term goals

Senior Sales and Marketing Associate

Sales and Marketing Associate

Willco Companies

•  Conducted industrial and commercial property inspections with aligned managers
•  Enforced accountability and performed financial oversight on incoming rent
•  Calculated property value of perspective parcels using comparative data and research

Intern

Phillips Realty Capital

•  Validated and corrected financial and commercial real estate documents
•  Worked directly and gained exposure to a variety of financial loan structuring models
•  Performed due diligence on various commercial properties

Talent Solutions | Employee Onboarding | ENFJ

I have a passion for the people side of business. I wake up every day with the goal of helping organizations to support and find the right talent. Finding and retaining talent is a core element of success in today’s business environment.

This concept has helped shape my career and guide me to where I am today. I strive to empower individuals, teams, and organizations to optimize their work and achieve their goals. My portfolio of work includes collaborating with clients on solutions that are most in line with their needs, designing sales and account management strategies, implementing project plans, and developing proposals most in line with business expertise.

In all of this, my goal is to help individuals and organizations enjoy work more. We spend so much of our lives at work, I aim to help organizations create the best environments for their new hires and find the best possible talent.

I believe enjoyment from work comes from 3 areas:
1. Building meaningful relationships with colleagues and clients
2. Being able to bring your full self to work
3. Understanding what motivates you

This process begins with a new hire's first impression. I believe heavily in the power of preboarding and onboarding and have developed a solution to help companies do this at scale while saving time, money, and effort.

I also help organizations find the right talent whether that be full-time or contingent (part-time) labor. I work with medium to large-sized companies to help them source and hire the best talent (RPO) as well as manage their service providers for contingent labor (MSP).

If you are looking for support with preboarding/onboarding your new employees or finding the right talent, I would love to talk with you.

So what I am all about?
- I am goal-oriented and make things happen - I can brainstorm top-level ideas and then bring them into action.

- I seek to understand the complexities of the individual and the organization, and then create useful strategies to address their challenges.

- I listen intently and help my clients to bring a different perspective into the room that helps free them from being stuck.

I am always interested in connecting with individuals with similar work interests.

I also love a good conversation about DC sports, sports psychology, baseball/football, or getting to all 50 states.

We've developed an employee preboarding solution that saves you time and money while ensuring your new hires show up excited and ready to be productive on day 1.

All you have to do is put in the new hires' name, email address, and a couple of colleagues, and we do the rest, all while ensuring the new employee forms a connection with your organization.

Reach out if you are interested in activating your new hire onboarding experience!

Everyone tells you to create 30/60/90 day plans for your new hires.

But it's hard to figure out what to include.

I've looked at over 100 examples of them to help you understand what you need:


First off, here's how I think about what should be accomplished.

30 Days - Learning

60 Days - Contributing

90 Days - Owning

These are the broad focuses for what should be accomplished at each benchmark.


The first 30 days should be focused on helping them understand the company's mission, products, and customers.

It’s also a great time for your new hire to start building relationships with team members.

Some examples of tasks:

- Get familiar with internal tools
- Understand the product/services
- Learn about the culture by...


The focus of this 60-day period is to do actual work tasks, though your new hire should still be setting aside time to continue learning

Your new hire will get more comfortable and begin contributing to the team.

This is a great time to gather feedback from your new hire.

Some examples of tasks:

- Help with project X [work contribution] by creating...
- Support the team in finding Y [work contribution] by doing ...
- Contribute to project Z [work contribution] by adding...


At 90 days, they are focused on ownership.

Expect your new hire to own their work with more independence, though they will likely still have questions for you.

During this phase, you want to be less prescriptive and allow your new hire to be more proactive.


If you provide 30/60/90 day goals for your new hires, I'd love to hear what works well.

If you are looking for templates you can use, check the comments section below! 

#onboarding #talentacquisiton #hr

You just took over a new team

And now you're the new leader.

Here's how to get off to a strong start:



1. Make work relationships, personal 

The most important area for employee retention - making someone feel like a person and not a number.

Figure out what drives each person, why they are at the company, and what will keep them.

Save this information so you can refer to it.


2. Create an early win for each individual 

Building momentum early will help everything run smoothly.

Ask them what's important to them, and begin intentionally finding ways to make your employees' lives better.

Find a way to make each employee's life better from the start.


3. Communicate your vision for success 

Your vision of success might be different than the previous leader's.

It's so important to make this clear in the beginning.

Be intentional about what is important to you and how you all will create success as an organization.


4. Set or clarify goals

You are probably bringing with you a new set of goals.

Your team needs to be keenly aware of these and how they will be "measured."

Before coming in to set goals, make sure you are being intentional about gathering feedback from tenured employees.


5. Over-communicate your availability

Everyone will assume you are very busy in the beginning, and there is a good chance you will be.

You also don't want to be known as the leader that doesn't have time for them.

Do your best to respond quickly to texts, phone calls, etc.


6. Figure out the communication style 

You might have a different style than the previous leader

Do you text, slack, email, phone call, etc.?

All of this matters and is important to the team.

You will most likely have to understand what was previously going on and adjust.


7. Focus on the individual

At the end of the day, people care about how this will affect them.

It's your job to make sure they feel heard.

If it's a large acquisition, help your managers to focus on this and not the company level. 

People are nervous - help to ease that.


TL:DR;

7 steps to take over a new organization:

1. Get to know each person individually
2. Create early wins
3. Communicate your vision for success
4. Set or clarify goals
5. Over-communicate your availability
6. Figure out the communication style
7. Focus on the individual

#onboarding #talent #futureofwork 

I asked 12,000+ people who is the primary owner of new hire onboarding.

67% said the hiring manager, and 33% say HR. 

Most of the advice out there is for HR.

Here's how to onboard your new hires as a Manager:


1. Call them to congratulate them

It seems minor but it makes a big difference.

They email HR (and potentially you) with their signed forms.

Keep the momentum going, pause your day, and call to say how excited you are.


2. Send them swag

It helps to make them feel a part of the team.

Send them a sweatshirt, coffee mug, or pair of socks with the company logo.

They'll want to show it off around their town.

I like my friends at SwagUp - send me a message if you're looking for Swag


3. Make day 1 memorable

Block your calendar from 8 am - 11 am on day 1.

Ensure It is also available so equipment issues can be fixed quickly.

If they're in person, take them to lunch, but if remote, send them a $15 gift card for lunch on the company.


4. Prioritize meeting team members

There can be A LOT  of people to meet in the beginning and it can be overwhelming.

Give them a goal of meeting the 3 most important people for their role in the first week

In week 2, expand that to 3-5 more people.

Help them prioritize this.


5. Provide them with a buddy/mentor

No matter how good of a manager you might be, there will be questions they don't want to ask you.

Give them a buddy/mentor that can guide them in the beginning.

Pick a buddy with a similar:
- Personality
- hobbies
- 6-18 months in the role


6. Find an early win

You want to set them up for success and give them an early "win."

Think about a task they can accomplish that will make them feel good and get them moving forward.

i.e. if they're in sales, give them a few targets that you think will agree to meet.


7. Create 30/60/90 day goals

Make these for every position you hire for.

30 days is about learning

60 days is about contributing

90 days is about owning

These should help guide your new hire.


8. Consistently check in on the personal side

Call them at the end of week 1 to congratulate them on making it a week

Randomly check in on the personal matter they mentioned was going on.

Talk about their favorite sports team with them

This is where you establish trust.


9. Ask for feedback

There's a good chance something about your onboarding process can be improved.

Nobody knows that better than your new hire.

Ask what went well, what could've gone better, and how they would change it.

This is your opportunity to make the situation better


10. Remember milestones

Put their birthday on your calendar

Put their 3/6/9 month work anniversaries on your calendar.

Do something unexpected that they'd care about - a gift card to a restaurant they love.

These personal touches will save you time and money later on.


#onboarding #managers #futureofwork

Why new hire onboarding matters:




1. First impressions matter so much with individuals, the same is true for companies.
 
2. We spend 90,000+ hours of our life at work – everyone wants to feel like they belong.
 
3. It costs so much to replace a new hire that leaves early on in their tenure.


What else would you add?

#onboarding #talent #futureofwork 

33% of acquired employees leave post-acquisition.

Here are 5 ways to ensure your “new” team members stay:


1. Create consistent pulse surveys to gather feedback in real-time

2. Ask employees “what will keep you here?”

3. Over-communicate however much you can about changes

4. Create a buddy program and pair people up between the two organizations 
   
5. Set up small group meetups with leaders for people to get to know one aother
   

#mergersandacquisitions #onboarding #futureofwork  

Becoming a leader starts with mastering your Emotional Intelligence. 

Here are 5 ways you can use EQ to work effectively with your team:


First off, what is Emotional Intelligence? 

Emotional Intelligence is a collection of elements comprising our emotional and social functioning and general psychological well-being.

All of these elements can be improved if we are intentional about working on them.


1. Impulse Control - taking in new information and pausing before reacting

Resist the urge to be one of the first voices to jump in to share, engage, or offer a direction. 

Hold back and let others talk first or take the lead.


2. Self-Actualization - your pursuit of meaning and/or goals

Develop and talk about a goal. 

Make a statement about moving toward the outcome.


3. Stress Tolerance - your ability to cope with stressful situations

When you start to feel nervous or anxious, stand up, stretch, and move around.


4. Empathy - putting yourself in someone else's shoes

Go beyond listening to words and pay attention to non-verbal communication and what emotional cues are being expressed.


5. Assertiveness - effectively holding to your beliefs and feelings

Make a strong statement about an opinion or point of view - making sure that everyone can hear you.


TL:DR;

5 EQ elements to help you become a leader:

1. Impulse Control
2. Self-Actualization
3. Stress Tolerance
4. Empathy
5. Assertiveness


#hr #leadership #EQ  

Onboarding a new hire can be overwhelming.

Here's the step-by-step guide to break down the process. 

Save this for the next time you hire someone:


1. HR Forms are all in one place

You have all HR forms in one folder that you can easily send to your new hire.

Make this easy and make this replicable.

Have a new hire "email" teed up that you can send once you receive the "I accept."


2. You have a system to check when forms have been signed

This can become a legal nightmare.

Make sure you have a way to track when background checks are completed, drug tests are done, and all necessary HR forms are signed.

If you can, automate the process for following up.


3. You have a plan to welcome them before they begin

Nothing kills momentum like a new hire not feeling welcome from the start.

Call them to congratulate them.

Have a senior leader send a video welcoming them.

Send them swag - use SwagUp (feel free to message me about my experience)


4. You have clear goals to set for 30/60/90 days

Your new hire will want to feel like they are accomplishing something.

And in the beginning, when everything is new, that's tough.

Create early wins for them and give them areas to focus on during downtime.


5. You have a unique experience for bringing them on

You have to stand out to keep your talent these days.

Ask them for a headshot and bio before they begin.

Welcome them with a big email on day 1 expressing your excitement. 

Have teammates send individualized welcome videos.


6. You have prepped the manager to keep them engaged

New hires leave poor managers that don't seem to care.

Ensure you train your manager with how to welcome new hires and keep them engaged.

Give them prompts and topics that they can discuss with the new hires.


TL:DR;

The 6-step new hire checklist:

1. HR forms in one place
2. System to track the completion of forms
3. Preboard them before they begin
4. Set up 30/60/90 day plans
5. Provide a unique experience
6. Continous engagement with their manager

#onboarding #talent #preboarding  


Skills > Degrees

Outcomes > Job Descriptions

No more organizational boundaries.

This is what the future of work looks like for innovative organizations.

#talent #futureofwork #opentalenteconomy 

What to do immediately when your new hire accepts the offer:




1. Have HR alert the hiring manager

2. The hiring manager to call and congratulate them

3. Get a welcome gift/swag or a note in the mail 

4. Ask for a bio/headshot from the new hire

5. Coordinate welcome emails from teammates


What else do you do?

#onboarding #preboarding #talent 

Swag is an important part of the new hire onboarding experience.

That’s why I teamed up with my friends SwagUp Michael C. Martocci

If you need swag, they’re the place to go.

Here’s a link for a discount 👇

Open article: SwagUp - Create, Automate, Distribute High Quality Swag by swagup.com

https://www.swagup.com/?utm_source=activateonboarding&utm_medium=linkedin&utm_campaign=partnershiplaunch

We need to change how we think about training.

We need to focus on skills over degrees.

We need to focus on outcomes over time spent in training. 

And we need to train our employees with what they need when they need it.

Gone are the days of one-time training to give you everything that you need to be successful in your job.

With the rate at which work is changing, we must adapt to the times.

We need to provide training that is accessible to ALL employees in a manner that is easy to use.

My favorite example of this is eduMe 

eduMe is providing accessible and timely training to frontline workers that can implement these tactics immediately. 

Training and development should be for all employees, not just those in executive positions. 

We need to empower everyone to be successful at work, whether they're sitting at a desk or out on the frontline, and embedding training into existing workflows is essential to achieving that.

#talent #futureofwork #talentacquisition 

The 5 C's of Successful New Hire Onboarding:


1. Camaraderie - create a sense of belonging 

2. Connection - build relationships

3. Creative - be unique in how you bring people in

4. Care - provide a sense of community

5. Compliance - all forms are signed and process is easy


#onboarding #talent #futureofwork 

5 things to be intentional about when bringing on a new hire:




1. Block your time to be available 

2. Allow them to do what made you want to hire them

3. Find a way to get them a quick win

4. Utilize their newness to your advantage and ask for feedback

5. Assign them a buddy/mentor


What else would you add?

#onboarding #preboarding #futureofwork  

I’m tired of hearing the…

“You’ll never sleep again”
“Your travel life is over”
“Say goodbye to your weekends”

My first baby is joining us in the next week or so and I’m excited, nervous, anxious, and grateful. 

I’d love to hear your favorite parts of having a newborn/baby/kids in the comments! 

I've created a New Hire Onboarding Checklist to give you a guide to bringing on new hires.

I usually sell it for $25.

But I'm giving it away for FREE for the next 48 hours.

Click the link below to get your copy!

Open article: Activate Onboarding by activateonboarding.com

https://activateonboarding.com/#new-hire-onboarding-checklist

What to include in your email once your new hire accepts the offer (after giving them a call to share how excited you are):


1. Congratulate them again and express your excitement

2. Confirm their start date and what to expect on day 1

3. Clearly outline their next steps (HR forms, background check, etc.)

4. IT Timeline for getting equipment 

5. Encourage them to ask questions along the way


#onboarding #talent #preboarding

My 5 core principles when it comes to work:




- Play long term games with long term people

- Always lead with value and trust good things will happen

- You never know where a relationship will lead you

- Build a relationship before you sell

- Everyone has something to teach you


What about you?

Did this exercise with a friend recently and had a lot of fun with it. 


#onboarding #futureofwork #talent  

A Quick 6-Step New Hire Checklist:




1. HR forms in one place

2. System to track the completion of forms

3. Preboard them before they begin

4. Set up 30/60/90 day plans

5. Provide a unique experience

6. Continous engagement with their manager


#preboarding #onboarding #hr

It's overwhelming being the 1 or 2 people in charge of all HR-related issues in an organization.

You are often asked to create documents and you don't know where to go to find them.

That's why I teamed up with John E. to create the HR Templates bundle - to give you everything you need and to be able to fully customize these to your organization.

You can find it here 👇

https://lnkd.in/gyDiTeRj


Open article: Activate Onboarding - HR Bundle Exclusive Offer by canva.com

https://www.canva.com/design/DAFb0e7D7LE/v3yZaBG4iCOXKoenW44bDA/view?utm_content=DAFb0e7D7LE&utm_campaign=designshare&utm_medium=link&utm_source=publishsharelink

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