July 2026 Newsletter
Burning Questions from the C-Suite
From a CEO: How Do I Onboard a New Right Hand?
When onboarding a RH, resist the urge to map out every single aspect of the job. That teaches the new leader that you as the boss will figure things out for them. Wrong message to send, especially since a big part of the RH role is making order out of chaos and figuring out how to get clarity even when no one has handed it to you.
If the CEO dictates everything the new leader is supposed to do during the first few weeks or months, the RH learns to take orders; they don’t learn how to jointly lead with you. When the onboarding period is over, neither of you will have practice working together as leaders. But you will have lots of practice waiting for the boss to take the first action.
You will both be trained to believe that employee productivity and success are dependent primarily on what the boss does, not on what the employee does.
Here’s a better alternative. Start by asking your Right Hand to drive the onboarding process. Tell them you’re available to support them, but it is their responsibility to make sure they have a successful onboarding experience.
Then ask your RH to deliver these two things within the first couple weeks:
A productive 1:1 meeting cadence with you. How often do they need you? When do they want to meet? How long should those meetings be? What do they want to accomplish? Ask them to set up and run the meetings, bring an agenda, and come prepared with what they need from you. They own scheduling the meetings, not you. (They are expected to be polite and work around your availability, just like they would with anyone else they’re booking with.) Right Hands: Revisit the 1:1 meeting cadence/structure every 3-6 months to make sure it’s still delivering for both of you.
A 90-Day Plan. Give your RH a few days to find the bathrooms, meet people, and learn about the company. It’s fine for you or HR to guide that process. Tell them that after they’ve done those things, their first big assignment is to propose what they plan to accomplish in the first three months. This proposal should include 3-5 (not 15!) business deliverables such as revamping a process or hiring a new employee. It can also include specific training activities such as learning the product catalog or meeting all the customers. To create this plan, the RH will probably need conversations with you or other leaders. Tell the RH they are in charge of making those conversations happen, and your role is to help when they ask for it. Explicitly say that the RH is responsible for asking for what they need from you during the onboarding period and beyond. You are committed to their success, but you can’t read their mind.
As CEO or Lead, what are your responsibilities during the onboarding period?
Make sure the RH does the two things above in a timely fashion.
Be present. Inviting the RH to drive onboarding does not take less of your time; it just delivers better results and transfers ownership of outcomes to the RH.
Think of your role as mentor, coach, and connector. Ask questions, offer advice when asked, be available to troubleshoot issues, explain “how things work” and provide institutional knowledge. Introduce the RH to key people and help them build those relationships. Mentor, coach, and connect rather than dictate. This is how you grow leaders.
Note: We have a proven system that helps CEOs hire and onboard new Right Hands. Reply to this email or book onto our calendar if you want to know more
Famous Right Hands: Lionel Messi and Ángel Di María
I confess that I don’t own any soccer jerseys and you are probably a bigger FIFA fan than me. But watching world class soccer is . . . wow. Just wow. Unbelievable how good those footballers are. Every video I saw made me want to up my running game and hit the gym more.
So here’s a Right Hand example from the 2022 World Cup grand tour. If we got anything wrong–or you want to add your own analysis–please reply and set us straight!
When Argentina lifted the 2022 FIFA World Cup trophy, Lionel Messi received most of the headlines. Deservedly so. But watch closely and see how often Ángel Di María kept showing up exactly where Messi needed him.
Di María wasn't trying to be Messi. He stretched defenses, made selfless runs, created space, and delivered in the biggest moments—including scoring in the World CupFinal. That's what great Right Hands do. They don't compete with the Lead for the spotlight. They amplify the Lead's strengths while bringing in capabilities the Lead doesn't have. Messi's brilliance drew attention. Di María’s outstanding performance was quieter. But it took both to win.
Too many Leads look for a clone of themselves. Clones create redundancy, not advantage. A great Right Hand usually complements rather than duplicates. They solve different problems, see different risks, and make different plays. And when the pressure is highest, Lead and Right Hand don't ask, "Whose moment is this?" They ask, "What does the team need from me right now?" That's how championships are won. Win together, don’t just work together.
Links: Messi and Di Maria Assists, Why Angel Di Maria is an essential part of The Lionel Messi Story
The Book
Well, folks, apparently it takes a LOOOOONG time to get Amazon's approval on an audio book. It's produced, edited, and dare I say, fabulous. But it's still stuck in limbo at Amazon. We'll send you a note when it's ready because we know many of you have been waiting for this format. Whatever format you prefer, we'd be grateful if you'd leave us a review!
News
Heather and her husband, Kelly, just returned from ten days in Oahu, Hawaii: the island of warm oceans, golden sand, enormous trees, and Jurassic Park film sets. Kelly’s college degree was in war history, and a sad but meaningful highlight was visiting Pearl Harbor. They toured the USS Arizona Memorial, the USS Bowfin submarine, and the USS Missouri Battleship, where surrender documents for WWII were signed. Heather’s brother and sister-in-law joined for most of the trip, and showed off their favorite Oahu haunts. Thanks to Vistage Chair Steve Crabtree and his amazing members for extending the invite to speak.
Feeling Stuck?
Getting the Right Hand Right isn't a one-time decision. It's a continual effort.
Sometimes you need help figuring out whether you even need a Right Hand. Sometimes you need to strengthen or assess existing leaders. And sometimes you're preparing for transition and need a real succession path.
Make sure Right Hand relationships are moving your business forward, not holding it back. Let us be your partner in all things Right Hand. Reply to this email or click here to schedule a conversation.