JivaroCXO LLC's process includes four steps:

1. Identify Stakeholders and Survey Their Expectations
• Identify key stakeholders and gain insight on short and long term expectations

• By asking and listening, stakeholders are able to clearly articulate their expectations in terms of results and behaviors for the first 90 days of the candidate's employment. These conversations also provide insight on long term expectations.

2. Reiterate Expected Results and Behaviors
• By asking and listening, stakeholders are able to clearly articulate their expectations in terms of results and behaviors for the first 90 days of the candidate’s employment. These conversations also provide insight on long term expectations

• The candidate groups, summarizes and reiterates the key expectations received from the stakeholder group and commits to what he/she will deliver in terms of results and behaviors. This provides a roadmap for the first 90 days of employment

3. Maintenance Plan
• The new leader learns and implements a follow-up process that provides the opportunity for an ongoing dialogue of results and behaviors with selected stakeholders

4. Formal Survey/Behavior Reinforcement
• A brief 360 degree survey is conducted at the end of the 90 day on-boarding period to formally gauge the progress of the new leader's actual versus perceived results and behaviors

• The new executive plans and reflects on the “employment honeymoon period”. This is designed to ensure deliberate reflection on the first 90 days and enables necessary adjustments to be made to ensure a long and happy “employment marriage”. Longer-term leadership coach referrals are available