How do you turn fresh graduates into confident, accountable professionals ready to lead?
This global financial firm did it through a powerful leadership onboarding program with SimuRise. Using a high-energy business simulation on the final day of induction, they helped new analysts move from classroom theory to real-world thinking fast.
The Challenge: From Interns to Owners
These weren’t just new hires. They were the future backbone of the business.
70% of the analysts had interned at the firm previously. Now, they were stepping into key roles—handling Controller responsibilities, accounting, analytics, and reporting.
The firm wanted more than just a smooth induction.
They wanted to build:
- A sense of ownership
- Strong understanding of firm values
- Confidence to contribute from Day One
SimuRise designed a leadership onboarding program with a powerful capstone simulation to bring this vision to life.
The Simulation: Mining for Mindsets
The final day featured The Quest for King Solomon’s Mines, a business simulation where teams must plan, strategize, and make decisions under pressure.
This wasn’t just a game. It was a fast-paced test of behavior, thinking, and values.
Here’s what the new analysts experienced and internalized:
1. Play to Win, Not to Survive
They learned to shift from risk-avoidance to ambition. From “don’t mess up” to “how do we win?”
2. Think Strategically, Not Just Reactively
They practiced using data and planning ahead—core habits for long-term success in finance and analytics roles.
3. Growth Mindset in Action
When they failed, they reflected. When they succeeded, they recalibrated. They learned to stay agile and adapt quickly.
4. Take Real Ownership
By taking accountability for team outcomes, they understood what it means to lead, no matter your title.
Cultural Alignment Through Experience
Beyond behavior, the simulation also helped embed the firm’s culture.
The program reinforced:
- The mission and long-term vision
- The values of integrity, excellence, and trust
- The expectation of high personal standards
Instead of PowerPoint slides, values were experienced through action.
And that made all the difference.
The Result: More Than Orientation
This wasn’t just a leadership onboarding program. It was a mindshift.
- Analysts walked in unsure, they walked out engaged.
- They connected their role to the big picture.
- They saw how their actions directly impact the firm’s goals.
- They felt ready to contribute, grow, and lead.
By combining behavioral learning, real business scenarios, and cultural alignment, this leadership onboarding program became a powerful launchpad, not just for productivity, but for leadership potential.
Final Thought
When it comes to leadership onboarding program, don’t settle for surface-level introductions. Give new hires a chance to experience ownership. Because the sooner they act like leaders, the sooner they’ll become them.
