Executive Success Acceleration (Executive Onboarding Process)
Executive Onboarding & Leadership Integration Service
The First 100 Days Shape the Next 10 Years.
Executive Success Acceleration
상담 신청
Today's Executive Challenge
- Rather than hiring an excellent leader, it is more difficult to enable an excellent leader to succeed.
- Many companies recruit outstanding executives.
- However, that is almost all they do. After the executive joins, the company is left only with the expectation that “he or she will perform well.”
As a result, many newly appointed executives
ㆍfail to understand the organizational culture,
ㆍmiss key stakeholders,
ㆍfail to gain the trust of team members, and
ㆍfail to create early results.
Ultimately, even capable leaders may become unsuccessful leaders within the organization when they take on a new executive role.
KangNam Labor Law Firm’s Executive Success Acceleration Service
supports new leaders so that they can build trust within the organization as quickly as possible, create results, and successfully settle into the organization.
- Rather than hiring an excellent leader, it is more difficult to enable an excellent leader to succeed.
- Many companies recruit outstanding executives.
- However, that is almost all they do. After the executive joins, the company is left only with the expectation that “he or she will perform well.”
As a result, many newly appointed executives
ㆍfail to understand the organizational culture,
ㆍmiss key stakeholders,
ㆍfail to gain the trust of team members, and
ㆍfail to create early results.
Ultimately, even capable leaders may become unsuccessful leaders within the organization when they take on a new executive role.
KangNam Labor Law Firm’s Executive Success Acceleration Service
supports new leaders so that they can build trust within the organization as quickly as possible, create results, and successfully settle into the organization.
Executive Insight
“The failure of a new executive usually begins within the first 100 days.”
- A new leader is not someone who simply learns a new job.
- A new leader is someone who must understand organizational expectations, build trust, and create results.
- What a leader does during the first 100 days can affect not only the leader’s success, but also the team’s performance, organizational culture,
- and even the direction of the business.
- Executive Onboarding is not a simple adaptation program.
- It is a Leadership Success Project that helps the organization and the leader understand each other and quickly create results.
“The failure of a new executive usually begins within the first 100 days.”
- A new leader is not someone who simply learns a new job.
- A new leader is someone who must understand organizational expectations, build trust, and create results.
- What a leader does during the first 100 days can affect not only the leader’s success, but also the team’s performance, organizational culture,
- and even the direction of the business.
- Executive Onboarding is not a simple adaptation program.
- It is a Leadership Success Project that helps the organization and the leader understand each other and quickly create results.
I. What Service Do We Provide | What Service
Executive Summary
Executive Onboarding is not a simple orientation program.
It is a strategic leadership program that helps a new leader quickly understand the organization’s strategy, culture, key stakeholders, and team expectations, and create early results (Early Wins).
In global companies in particular, the first 90 to 100 days of a new executive are managed as a separate project.
Based on global best practices, KangNam Labor Law Firm supports new executives not only in adapting quickly, but also in quickly gaining trust and creating results.
When Is This Service Needed?
1-1. Consulting Scope
II. How Do We Deliver | How to Deliver
Executive Success Journey
2-1. Detailed Process
2-2. Preliminary Materials
ㆍOrganizational chart and reporting line
ㆍJob Description
ㆍOrganizational strategy and business plan
ㆍList of key stakeholders
ㆍOrganizational culture diagnostic materials
ㆍCEO expectations and Leadership Competency Model
2-3. Key Management Points During Operation
ㆍDesign first trust, not merely a first impression.
ㆍSecure both the leader’s confidence and the organization’s trust through early wins.
ㆍAlign expectations between the CEO and the new executive.
ㆍSystematically support Leadership Conversations with team members.
ㆍDesign the first 100 days not as a one-time adaptation period, but as the starting point for long-term leadership success.
III. What Benefits Does the Client Receive | Client Benefits
Why KangNam Labor Law Firm?
ㆍBased on experience as an HR Executive at global companies, including direct design and operation of onboarding programs for many new leaders and executives, we provide a field-tested Executive Onboarding model.
ㆍWe provide realistic and executable solutions through an Executive Advisory Program that combines the practical experience of Dr. Joonki Han, former CHRO at multiple Fortune Global 500 companies, with the legal expertise of a labor law firm specializing in foreign-invested companies.
ㆍThrough an Executive Success Acceleration approach that integrates leadership development, organizational culture, stakeholder management, and Executive Coaching, we support early performance creation beyond simple adaptation.
ㆍWe align expectations among the CEO, HR, and the new executive, and design a structure in which both the organization and the leader can succeed together.
ㆍWe provide customized solutions applicable to both Korean companies and foreign-invested companies by balancing Korean corporate culture with global leadership best practices.
자주 묻는 질문
Q8
How does KangNam Labor Law Firm differentiate itself from general HR consulting firms or conventional labor advisory services?
A Seamless Integration of Labor Law and Human Resources
General HR consulting firms often lack strong labor and employment law capabilities, while conventional labor consultants may have limitations in designing and delivering management-oriented, globally benchmarked HR strategies.
KangNam Labor Law Firm provides a distinctive and integrated solution that combines its robust labor law expertise and dispute-prevention capabilities with the practical HR strategy experience of Dr. Junki Han, a former CHRO and senior HR executive at leading global companies, including Microsoft, eBay, and Cigna, a major U.S. financial and insurance group.
This combination enables us to provide clients with both legal risk protection and practical, business-oriented HR solutions through a single advisory platform.
A Balance Between Theory and Practice
Dr. Junki Han, Senior Advisor, holds a doctoral degree in Human Resources and Organization Management and also serves as a professor specializing in practical management education.
Through direct one-on-one counseling, business coaching, and a range of tailored strategic options, he provides practical solutions designed to improve implementation and produce tangible results in the workplace.
General HR consulting firms often lack strong labor and employment law capabilities, while conventional labor consultants may have limitations in designing and delivering management-oriented, globally benchmarked HR strategies.
KangNam Labor Law Firm provides a distinctive and integrated solution that combines its robust labor law expertise and dispute-prevention capabilities with the practical HR strategy experience of Dr. Junki Han, a former CHRO and senior HR executive at leading global companies, including Microsoft, eBay, and Cigna, a major U.S. financial and insurance group.
This combination enables us to provide clients with both legal risk protection and practical, business-oriented HR solutions through a single advisory platform.
A Balance Between Theory and Practice
Dr. Junki Han, Senior Advisor, holds a doctoral degree in Human Resources and Organization Management and also serves as a professor specializing in practical management education.
Through direct one-on-one counseling, business coaching, and a range of tailored strategic options, he provides practical solutions designed to improve implementation and produce tangible results in the workplace.
Q7
How are consulting fees determined?
Consulting fees are calculated reasonably and transparently based on the project scope, the time required, the number of participants, and the frequency and duration of the engagement.
Following the preliminary assessment meeting, we provide a customized quotation tailored to the client’s budget and specific needs, with the aim of delivering the best possible value for the investment.
Following the preliminary assessment meeting, we provide a customized quotation tailored to the client’s budget and specific needs, with the aim of delivering the best possible value for the investment.
Q6
What specifically does the “Virtual CHRO Advisory Service” provide?
This service is a hybrid, in-depth HR and organizational consulting solution that combines online and offline support with CEO business partnering and targeted coaching. It is designed for SMEs, venture companies, and foreign-invested companies that may find it difficult to maintain an independent HR department or employ a senior-level Chief Learning Officer (CLO) on a full-time basis.
At a reasonable cost, we operate as an extension of the client’s internal learning and development team by continuously planning and implementing initiatives such as annual learning master plans aligned with business strategy, core competency modeling, leadership training for team leaders and executives, and organizational culture development sessions.
For foreign-invested companies, workshops and lectures may also be delivered entirely in English by a consultant with native-level English proficiency.
At a reasonable cost, we operate as an extension of the client’s internal learning and development team by continuously planning and implementing initiatives such as annual learning master plans aligned with business strategy, core competency modeling, leadership training for team leaders and executives, and organizational culture development sessions.
For foreign-invested companies, workshops and lectures may also be delivered entirely in English by a consultant with native-level English proficiency.
Q5
What is the process for engaging the consulting service?
The consulting engagement follows a prompt and clearly structured four-step process:
1. Consultation Request
Submit the HR or labor-related issue currently facing your organization through our website or by telephone.
2. Preliminary Assessment
Participate in a one-on-one meeting with Dr. Junki Han, Senior Advisor at KangNam Labor Law Firm, to identify the organization’s specific needs and assess potential risks.
3. Customized Proposal
Receive a tailored proposal outlining the recommended curriculum, project schedule, and scope of advisory services.
4. Contract and Implementation
Following final coordination, the parties execute the consulting agreement, and the consulting or coaching project begins immediately.
1. Consultation Request
Submit the HR or labor-related issue currently facing your organization through our website or by telephone.
2. Preliminary Assessment
Participate in a one-on-one meeting with Dr. Junki Han, Senior Advisor at KangNam Labor Law Firm, to identify the organization’s specific needs and assess potential risks.
3. Customized Proposal
Receive a tailored proposal outlining the recommended curriculum, project schedule, and scope of advisory services.
4. Contract and Implementation
Following final coordination, the parties execute the consulting agreement, and the consulting or coaching project begins immediately.
Q4
Is there a specific sequence for the six services? Can each service be selected and engaged separately?
Yes. Each service may be selected and engaged separately.
Although the six services are organically interconnected, clients may choose only the programs they require, depending on their circumstances, priorities, and level of urgency. The services are therefore provided on a customized, modular basis.
For example, a company may first address an urgent issue involving a Performance Improvement Plan (PIP) or restructuring communications. Thereafter, the company may use the Virtual CHRO service to support organizational stabilization and post-project management, while gradually expanding the engagement into other necessary HR and organizational development consulting services.
Although the six services are organically interconnected, clients may choose only the programs they require, depending on their circumstances, priorities, and level of urgency. The services are therefore provided on a customized, modular basis.
For example, a company may first address an urgent issue involving a Performance Improvement Plan (PIP) or restructuring communications. Thereafter, the company may use the Virtual CHRO service to support organizational stabilization and post-project management, while gradually expanding the engagement into other necessary HR and organizational development consulting services.
Q3
How is the consulting service primarily conducted?
The consulting service is delivered through a practical, solution-oriented approach grounded in each client’s specific needs. We avoid traditional projects centered primarily on lectures or standardized reports.
Based on a thorough preliminary assessment, the engagement is conducted through a hybrid model tailored to the company’s current HR and organizational challenges. This model combines hands-on, one-on-one business coaching with the direct participation of working-level employees and leadership teams to achieve meaningful behavioral change. Depending on the client’s needs, the engagement may include interviews, workshop facilitation, individualized business coaching, and in-depth analytical reports.
Based on a thorough preliminary assessment, the engagement is conducted through a hybrid model tailored to the company’s current HR and organizational challenges. This model combines hands-on, one-on-one business coaching with the direct participation of working-level employees and leadership teams to achieve meaningful behavioral change. Depending on the client’s needs, the engagement may include interviews, workshop facilitation, individualized business coaching, and in-depth analytical reports.
Q2
Who are the primary target clients for this consulting service?
This consulting service is particularly suitable for:
Companies experiencing direct or indirect productivity issues, potential legal disputes, or conflicts among executives and employees in connection with performance evaluations and the management of underperforming employees
Companies that require discreet and orderly restructuring, as well as outplacement or career transition support for departing employees, due to deteriorating business conditions or business restructuring
Companies seeking to ensure the successful onboarding, early stabilization, and long-term performance of newly recruited or promoted executives
Small and medium-sized foreign-invested companies, SMEs, and venture companies that require high-quality organizational development solutions without establishing an independent HR department, appointing a full-time CHRO, or making a permanent executive-level hire
Companies experiencing direct or indirect productivity issues, potential legal disputes, or conflicts among executives and employees in connection with performance evaluations and the management of underperforming employees
Companies that require discreet and orderly restructuring, as well as outplacement or career transition support for departing employees, due to deteriorating business conditions or business restructuring
Companies seeking to ensure the successful onboarding, early stabilization, and long-term performance of newly recruited or promoted executives
Small and medium-sized foreign-invested companies, SMEs, and venture companies that require high-quality organizational development solutions without establishing an independent HR department, appointing a full-time CHRO, or making a permanent executive-level hire
Q1
What is the basic concept of the newly launched “Executive People Advisory Consulting” service, and what benefits can clients expect?
Basic Concept
This program combines the practical experience of a Chief Human Resources Officer (CHRO) at leading global companies with the labor and employment law expertise of KangNam Labor Law Firm. It provides senior executives and corporate decision-makers with highly customized expert services addressing critical HR and organizational development issues that they consistently recognize as important but often find difficult to manage effectively through internal resources alone.
The principal programs include performance management, underperformer management, corporate restructuring, career transition support, executive onboarding, and Virtual HRD. As a premium advisory service, the program provides one-stop solutions for managing key HR and organizational risks while developing effective growth strategies.
In addition to these programs, further customized services can be designed to address each client company’s specific needs and requested areas of support.
Expected Benefits
The service proactively prevents serious labor disputes and legal risks while strengthening leadership capabilities and stabilizing the organization. Through these measures, it supports sustainable improvements in corporate productivity and long-term organizational performance.
This program combines the practical experience of a Chief Human Resources Officer (CHRO) at leading global companies with the labor and employment law expertise of KangNam Labor Law Firm. It provides senior executives and corporate decision-makers with highly customized expert services addressing critical HR and organizational development issues that they consistently recognize as important but often find difficult to manage effectively through internal resources alone.
The principal programs include performance management, underperformer management, corporate restructuring, career transition support, executive onboarding, and Virtual HRD. As a premium advisory service, the program provides one-stop solutions for managing key HR and organizational risks while developing effective growth strategies.
In addition to these programs, further customized services can be designed to address each client company’s specific needs and requested areas of support.
Expected Benefits
The service proactively prevents serious labor disputes and legal risks while strengthening leadership capabilities and stabilizing the organization. Through these measures, it supports sustainable improvements in corporate productivity and long-term organizational performance.