The introduction of your organisation, its systems, workflows, and your new leader’s team is a classic example of the onboarding process. Subsequently, it will often be up to the new leader to find success in his or her role. However, this success might be difficult to achieve without proper integration into the organisation, and this can be a costly mistake, if it leads to a resignation or a dismissal.
If you want to make sure your new leader becomes part of the company rather than just acquainted with it, thus maximising the chances of success for both the leader and the organisation, then you should take a closer look at integration.
