Employee Behavior Onboarding

Help new employees build trust, connection, accountability, and team alignment from the beginning.

Schedule Time to Get Your Questions Answered Free Preview

Behavior-Based Onboarding Builds Team Alignment

Help new employees learn how to succeed inside the team, not just complete first-week tasks.

Most onboarding introduces forms, policies, software, and job duties. That matters, but it is not enough. New employees also need to understand how trust, communication, accountability, feedback, conflict resolution, and collaboration work inside the team they are joining. TIGERS Employee Behavior Onboarding gives new employees a behavior-based path into the culture so they can build connection, understand expectations, and contribute with more confidence from the beginning.

What Participants Receive

Employee Behavior Onboarding gives new employees a structured first-year learning path with 48 weekly micro-lessons. Each TIGERS principle is explored over two months, with four weekly micro-lessons per month to support reflection, discussion, development planning, and behavior awareness as employees build trust, communicate more clearly, understand expectations, and integrate successfully into the team culture.

48 weekly micro-lessons tied to the TIGERS 6 Principles
Two months of guided learning for each TIGERS principle
Reflection prompts that help employees understand how they work with others
Discussion topics for manager, mentor, or team conversations
Development planning for strengths, growing edges, and support needs
Practical language for trust, accountability, feedback, and collaboration
Support for reducing confusion, disengagement, conflict, and early turnover
A structured path for first-year employee integration and team success

How Managers and Mentors Use the Course

Employee Behavior Onboarding gives managers and mentors a practical way to support new employees through conversation, reflection, and development during the first year.

Guide Better Conversations

Managers and mentors can use the weekly micro-lessons to discuss expectations, questions, progress, and team behavior before small misunderstandings become larger problems.
Support Development Early

The course helps leaders notice strengths, growing edges, and support needs while new employees are still forming habits and learning how the team works.
Reinforce Team Alignment

Each micro-lesson helps new employees understand how trust, accountability, communication, collaboration, and follow-through appear in daily workplace behavior.

Why TIGERS Leadership Training Strengthens Onboarding

New employees complete the learning path, but managers and mentors create the environment where onboarding becomes real behavior.

Employee Behavior Onboarding works best when managers and mentors understand the TIGERS 6 Principles themselves. New employees can complete the micro-lessons, but leaders create the conditions where those lessons become real workplace behavior. When managers know how to reinforce trust, accountability, communication, development, and team alignment, onboarding becomes more than a course. It becomes a guided integration process that helps people succeed inside the culture.

Course Curriculum

TIGERS Employee Behavior Onboarding helps leaders, managers, and mentors move beyond paperwork and orientation by giving new employees a behavior-based path into the team. Using the TIGERS 6 Principles — Trust, Interdependence, Genuineness, Empathy, Risk Resolution, and Success — the course supports employee connection, development, communication, accountability, and culture alignment from the beginning. New employees learn the behaviors that support strong workplace relationships, better collaboration, healthier conflict resolution, and high-performance teamwork, while managers and mentors receive practical discussion resources, conversation guides, and development tools that help them build connection and identify each employee’s growing edges. For best results, leaders supporting this course should understand the TIGERS 6 Principles through Mastering High-Trust Leadership or the TIGERS licensing and certification pathway. The result is a more intentional onboarding process that helps reduce confusion, conflict, disengagement, and early turnover while improving employee confidence, contribution, and team integration.

1. Why Behavior-Based Onboarding Works Better
2. How to Navigate and Enroll In This Course
  FREE PREVIEW
3. Welcome to TIGERS Team Fundamentals - Behavior Based Employee Onboarding
  FREE PREVIEW
4. Before We Begin: A Short Onboarding Reflection
  FREE PREVIEW
1. TIGERS 6 Principles Behavioral Personal Development Plan
2. Trust Overview
  FREE PREVIEW
3. Trust Week 1: What is trust and why is it important?
4. Trust week 1: How to restore broken trust
5. Trust Self Assessment
6. Trust Week 2: Behaviors that Build or Damage Trust
7. Trust Week 3: The Art and Science of Making Meaningful Behavior Change
8. Trust Week 4: Do what you say you are going to do
9. Trust Week 4: 6 Steps to a Successful Delegation
10. Trust Week 4: Test your comprehension of Trust
1. Trust Month Two Overview
2. Trust Week 5 - Achieving the Peak of Trust
3. Trust Week 5 - How To Restore Trust On Teams
4. Trust Week 6 - Give Trust to Get Trust in the Workplace
5. Trust Week 6 - A kid's response to bullying
6. Trust Week 7 - How to stop gossip
7. Trust Week 8 - Why is gossip believed?
8. Week 8 - How to heal gossip and other personal affronts.
9. Trust Month 2 Quiz
1. Interdependence Overview
2. Interdependence Week 1 - Interdependence Lies At The Heart Of Community
3. Interdependence Week 2 - Interdependence Corrects Group Think
4. Interdependence Week 3 - Interdependence Self-scoring Assessment
5. Interdependence Week 4 - Do We Have as Much Sense as a Goose?
6. Interdependence Month One Review
1. Interdependence Month Two Overview
2. Interdependence Week 5 - Interdependence Improves Work Culture Success
3. Interdependence Week 6 - The Interdependent Relationship
4. Interdependence Week 6 - Comparison VS Self-Reflection
5. Interdependence Week 7 - Interdependence Grows When You Build Your Collective Intelligence
6. Interdependence Week 8 - How to diminish problems that reduce group intelligence
7. Interdependence Month Two Quiz
1. Genuineness Overview
  FREE PREVIEW
2. Genuineness Week 1 - How to reap the rewards of Genuineness
  FREE PREVIEW
3. Genuineness Week 2 - The Benefit of Appointing a Contrarian
4. Genuineness Week 2 - Questions About Your Action Items from Week one and two.
5. Genuineness Week 3 - What it means to be genuine.
6. Genuineness Self-Assessment
7. Genuineness Week 4 - How to overcome doubt in yourself
8. Testing your knowledge for Genuineness Month 1
1. Genuineness Month 2 Introduction
2. Genuineness Week 5 - Genuineness in the Workplace – How Essential is it to Team Work?
3. Genuineness Week 6 - Building Your Assertiveness
4. Genuineness Week 6 - How you handle conflict is a good indication of your genuineness
5. Genuineness Week 7 - How is being assertive different from passive or aggressive?
6. Genuineness Week 8 - Assertive phrases to use when directing others
7. Genuineness Week 8 - Assertive, Passive or Aggressive Quiz
8. Genuineness Week 8 - Scripts for saying no.
9. Genuineness Month 2 Quiz
1. Empathy Overview
  FREE PREVIEW
2. Empathy Week 1 - Empathy Is a Power Tool for Conflict Resolution and Kind Work Relationships
  FREE PREVIEW
3. Empathy Week 2 - Be Kind and Empathetic With Yourself To Reduce Anxiety
4. Empathy Week 3 - Empathy Is Not Sympathy - Video
5. Empathy Week 4 - Self assessment determines if you rely more on sympathy or empathy
6. Empathy week 4: Empathy is critical for leadership success
1. Empathy month two
2. Empathy Week 5 - Empathy Improvement Results From Skill Improvement
3. Empathy Week 5 - The Power of Empathy Video
4. Empathy Week 5 - Building Empathy Video
5. Empathy Week 6 - Empathy Skill Training One
6. Empathy Week 7 - Empathetic Listening Training 1
7. Empathy Week 8 - Empathetic Listening Part 11
8. Empathy Week 8 - Listening to Shame Video
9. Empathy Week 8 - The Power of Vulnerability
10. Empathy Month Two Quiz
1. Risk Overview
  FREE PREVIEW
2. Risk Week 1 - A Tale of Two Companies
3. Week 2 - Behaviors that support or damage risk
4. Risk Week 3 - Take More Risks - Video
5. Risk Week 3 Self Assessment
6. Risk Week 4 - 5 Tips To Help You Weigh The Value Of Taking A Risk
7. Risk Week 4 - Quiz
1. Risk Month 2 Review
2. Risk Week 5 - When we bring what we do not know to light it reduces risk.
3. Risk Week 6 - Receiving Feedback – Exploring our reaction
4. Risk Week 6 - Studies on how men and women approach success and failure
5. Risk Week 7 - How to respond to the feedback you receive
6. Risk Week 8 - When you want to know what group members think
7. Risk Week 8 - Receiving Feedback Quiz
1. Success Overview
  FREE PREVIEW
2. Success Week 1 - Success Is More Than Just Making Money.
3. Success Week 2 - Behaviors that support or damage success
4. Success Week 3 - Success involves feeling appreciated
5. Success Week 4 - The art and science of making meaningful behavior change
6. Week 4 Personal Success Inventory
7. Success Week Four Review - Quiz
1. Success Month 2
2. Success Week 5 - Recognition Is A Human Need
3. Success Week 5 - Employee Recognition Video
4. Success week 6: Why personal satisfaction is the most important ingredient of success.
5. Success Week 7: What do successful people do differently?
6. Week 8: How to Break Down Your Goals Into Successful Steps
1. Congratulations! Here's what's next ... how you ensure your training sticks
2. More resources for you
3. Before you go...

Contact Us Today For Course Enrollment Details

Instructor

President, TIGERS 6 Principles Dianne Crampton

Dianne Crampton is a pioneering force in collaborative workforce and leadership development — and the creator of the TIGERS 6 Principles, a behavior-based system that transforms how people work together. Drawing on her background in education, psychology, and business group dynamics, she developed a research-validated framework proven to improve trust, accountability, and collaboration across industries. Her work, validated by Gonzaga University and the Washington Education Association, has guided leaders through mergers, culture change, and team performance challenges with measurable results. Holding an advanced degree in Organizational Leadership and System Design from Gonzaga University, Dianne continues to shape the future of leadership development that turns learning into lasting behavior change.

Don't lose the employees you worked so hard to hire.

Behavior onboard, improve employee soft skills and successful team and work culture integration. Improve how employees cooperate and communicate with colleagues for high performance team outcomes.

Get started now by contacting us today!

Checklist

Include a list of items to support the central theme of your page. Bulleted lists are a great way to parse information into digestible pieces.

Text length of individual points can be shorter or longer depending on your needs
Text length of individual points can be shorter or longer depending on your needs
Text length of individual points can be shorter or longer depending on your needs