In the 1990s, as organizations adopted less hierarchical methods and responded to global and economic forces with flatter structures, downsizing, and mergers and acquisitions, assimilation coaching became a distinct specialty. Leadership assimilation, sometimes referred to as onboarding or transition, is designed to achieve two major objectives: shortening the productivity curve of the new leader and increasing engagement and reducing turnover in the organization (Conger & Fishel, 2007). Coaching aims to minimize risk and expense for organizations by assisting leaders in understanding their new roles and objectives, setting up operations, defining their leadership vision, and developing a new network of colleagues ...

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