Partner
Onboarding Guide

Welcome! We’re excited to partner with you in developing
a new generation of moral leaders across your organization.

This Partner Onboarding Guide is designed as a practical resource for organizations that have committed to participating in the fellowship. It contains the essential tools, timelines, and templates to help you successfully nominate fellows, communicate internally, and support participant engagement throughout the 15-week journey.
This guide is intended for individuals managing the fellowship experience (Fellowship Engagement Partner) within partner
organizations—those responsible for coordinating with fellows, their managers, and The HOW Institute. We’re grateful for
your leadership and look forward to working closely with you.

Fellowship Overview

The NXT-GEN Fellowship is a 15-week immersive leadership experience designed to cultivate moral leadership through reflection, peer dialogue, and practical application. Fellows commit approximately 3 hours per week through a fully virtual format that includes live sessions, peer coaching, and self-paced learning.

Live Zoom Sessions

Biweekly workshops (offered at multiple time slots to accommodate time zones) engage fellows in interactive discussions, real-world case studies, and guest speaker insights. These sessions serve as the backbone of the cohort experience.

Self-Paced Learning

Fellows explore curated content on a digital platform (NovoEd), including articles, short videos, and interactive exercises that deepen understanding of moral leadership concepts.

Peer
Coaching

Fellows are paired with a trained graduate coach or peer partner and participate in structured conversations throughout the fellowship. These sessions foster personal accountability, reflection, and applied learning.

Leadership Practicum

Fellows identify and work through a real leadership challenge or opportunity within their organization, applying the frameworks and practices explored throughout the fellowship. Reflections are submitted at four points during the program.

Moral Leadership Assessment

Fellows and their managers complete a pre- and post-fellowship assessment to reflect on growth and identify areas for continued development.

Manager Engagement

Fellows are encouraged to have regular check-ins with their direct managers. Managers complete two short assessments—one at the start and one at the conclusion—and are invited to attend graduation. These touchpoints help support the fellow’s growth and promote alignment with organizational goals.

Post-Fellowship Engagement

After completing the fellowship, fellows join the NXT-GEN Graduate Community—a global network of alumni across sectors. Graduates gain access to exclusive events, ongoing learning, peer mentoring, and leadership opportunities. Each fellow also receives a digital certificate and badge recognizing their moral leadership journey.

Role of the Fellowship Engagement Partner

As the Fellowship Engagement Partner, you play a critical role in ensuring a successful experience for your organization’s participants in the NXT-GEN Fellowship. You serve as the primary liaison between your organization and The HOW Institute throughout the fellowship.
Key Responsibilities:
  • Nominate and Enroll Fellows
    • Coordinate the internal nomination, application, or selection process.
    • Submit participant information by the required deadlines.
  • Set Expectations and Communicate Internally
    • Share key details and timelines with fellows and their managers.
    • Reinforce expectations around engagement, time commitment, and graduation criteria.
  • Monitor Fellow Engagement
    • Receive regular engagements reports and review participation.
    • Follow up internally with fellows who may be falling behind.
    • Communicate any updates or changes in fellow status (e.g. withdrawals, manager changes).
  • Facilitate Manager Connection
    • Encourage fellow-manager check-ins using recommended templates and agendas.
    • Help ensure managers are aware of key milestones and feedback opportunities.
  • Serve as Ongoing Liaison
    • Act as the point of contact for The HOW Institute throughout the fellowship.
    • Join periodic check-in calls with the NXT-GEN team to discuss engagement and opportunities.
    • Share feedback or flag issues early to support a successful fellowship experience.

Fellowship Sessions & Platforms

This section provides an overview of the key logistical components and technology platforms used throughout the fellowship to support a smooth experience for both fellows and Fellowship Engagement Partners.
Session Timing & Scheduling
  • The fellowship runs for 15 weeks, typically from
    March–June or September–December.
  • Live Zoom sessions are held most weeks and offered at
    three recurring time slots:

    • 8:00 AM ET, 11:00 AM ET, and 7:00 PM ET
    • Fellows select their preferred time during onboarding
      and are assigned to one of these tracks for consistency.
  • Special events (e.g., kickoff, guest speaker sessions,
    graduation) occur outside the regular cadence and are
    typically offered in one time slot with a recording made
    available.
Key Platforms
  • NovoEd – The central online learning platform used for:
    • Accessing weekly content (videos, readings, exercises)
    • Submitting practicum reflections
    • Viewing updates and assignments
    • Tracking completion progress
  • Zoom – Used for live workshops, speaker sessions, and
    peer coaching.
  • Email – Used for all official communication, reminders,
    and access links from the HOW Institute.

Fellow Candidate Criteria

The HOW Institute collaborates with each NXT-GEN Fellowship partner organization to ensure the program complements your talent development goals and broader organizational strategies.
Leadership Selection Criteria
  • Currently holds a formal leadership role, with:
    • Direct management of at least 3–15 people, or
    • Responsibility for leading cross-functional teams or strategic initiatives at a meaningful scale
  • Has at least 10–15 years of total professional experience, including a minimum of 3 years in management
  • Demonstrates a clear trajectory toward senior leadership or executive roles within the next 3–5 years
Organizational Readiness Criteria
  • Has been with the organization for a minimum of 1 year (recommended)
  • Is endorsed by senior leadership as a rising leader and steward of the organization’s culture
Fellowship Commitment Criteria
  • Has the capacity for a 3-hour weekly time commitment over the 15-week Fellowship
  • Has manager support to fully engage in the program without competing project overload
Mindset and Engagement Criteria
  • Demonstrates openness to learning, moral reflection, and growth
  • Has a track record of contributing to team culture, mentoring others, or engaging in leadership development
  • Is willing to actively participate in a peer learning community, share experiences, and engage in mutual feedback

Candidate Fellows Selection and Enrollment Process

To ensure a thoughtful and effective selection process, each organization is encouraged to:
  1. Identify a Pool of Candidates
    Select individuals based on the program’s eligibility criteria and the organization’s leadership development objectives. This may include high-potential leaders, team managers, or those overseeing major cross-functional projects. Candidate pools may be identified directly by Talent/HR functions or through nominations by managers.
  2. Distribute the Application
    Share the application with the identified candidate pool—or a specific subgroup based on internal goals such as geographic diversity or equity. Distributing the application broadly within a targeted population encourages self-selection, which often results in stronger participant engagement.
  3. Use of Applications
    Completed applications can:

    1. Enhance commitment by clarifying time and program expectations upfront
    2. Be used to inform cohort composition and balance
    3. Serve as a tool for creating a waiting list, supporting future cohort planning and sustained engagement
  4. Suggested Distribution Strategy
    Share the sample application with emerging leaders who currently manage teams or lead cross-functional efforts. This strategy supports the development of a high-quality applicant pool and helps build a pipeline for ongoing organizational involvement in the Fellowship.

Invite managers to directly nominate high-potential team members for participation. This model strengthens managerial investment and shared responsibility. Finalists then have the option to accept or decline the opportunity.

Select fellows directly recommended for smaller cohorts or when integrating the Fellowship into specific initiatives. Application completion is still encouraged to ensure readiness.
Regardless of approach, using the sample application helps clarify expectations.

Once selected, please share your participant information using the participant data template found in Appendix A. It is important that we receive information for all fields on the template, particularly time slot preferences, as this information supports the formation of diverse, balanced learning cohorts and ensures smooth program logistics.
  • Full Name
  • Title
  • Email Address
  • City/ country
  • Time Zone
  • Business Unit or Department
  • Resume

Engagement & Surveys

Onboarding & Engagement Timeline

As a Fellowship Engagement Partner, your involvement throughout the 15-week journey is key to ensuring a meaningful experience for your fellows. Below is a general timeline of key touchpoints and responsibilities.
Before the Fellowship
  • Fellow Selection Deadline: Fellows should be selected 3 weeks prior to the start of the fellowship to allow time for onboarding and cohort placement.
  • Pre-Fellowship Call: We’ll schedule a call with you to review key details, answer questions, and align on goals and expectations.
  • Internal Launch Call: An optional but highly recommended session held just before the fellowship begins to orient fellows, review key logistics, and generate excitement. This session is organized and led by the Fellowship Engagement Partner, with support from the HOW team upon request. We suggest scheduling this session within two weeks of the fellowship start date to ensure fellows are set up for success.
During the Fellowship
  • Check-In #1 (Fellowship Week 5): Module 1 review.
  • Check-In #2 (Fellowship Week 8): Module 2 review/mid-point check-in.
  • Check-In #3 (Fellowship Week 10): Mid-feedback review.
  • Check-In #4 (Fellowship Week 14): Graduation prep, planning for next cohort.
  • Check-In #5 (2-3 Weeks Post-Fellowship): Final feedback review, planning for next cohort.
Post-Fellowship
  • Fellowship Close-Out & Transition: After the program ends, we’ll meet to reflect on overall fellow experience and engagement, and discuss next steps for continuing moral leadership development through the graduate community and internal initiatives.

Communications

The HOW Institute communicates directly with fellows throughout the 15-week fellowship to support learning, engagement, and community-building. Fellows receive:
  • Welcome Email – Sent approximately 2 weeks before the program begins, providing orientation materials, time slot confirmation, and access to NovoEd.
  • Weekly Emails – These contain guidance for upcoming sessions, key reminders, deadlines, and encouragement.
  • Reminders for Practicum Reflections & Events – Fellows receive specific prompts and support to stay on track with milestone activities such as coaching, reflections, and key sessions.

As a Fellowship Engagement Partner, your communication helps set expectations and reinforce engagement internally. We recommend the following:
  • Initial Announcement to Fellows – Send a message from a senior leader to formally announce their selection and underscore the importance of the fellowship (template provided).
  • Manager Communication – Notify the fellow’s manager that their direct report has been selected, outline the time commitment, and encourage active support throughout the program (template provided).
  • Internal Launch Call – Host an optional kickoff session with your cohort of fellows to welcome them, answer questions, and build excitement.
  • Fellow Check-ins – As needed, check in with fellows individually or as a group to provide encouragement, reinforce commitment, and help remove barriers to participation.
  • Celebrating Graduation – Amplify completion by celebrating your graduates internally—this can include shout-outs in newsletters, team meetings, or learning portals..

  • Reinforce that the fellowship is a professional development priority, not an “add-on.”
  • Frame participation as an investment in their leadership and growth.
  • Encourage fellows to discuss the fellowship with their managers and identify ways to apply learning in real-time.

Manager Engagement

Engaging managers is essential to maximizing the fellowship’s impact. Managers help fellows prioritize their time, apply learning on the job, and reinforce the organization’s investment in values-based leadership.
Why It Matters
  • Helps fellows protect time for the fellowship
  • Encourages on-the-job application of insights
  • Reinforces values-based leadership
  • Builds shared accountability for growth
Key Manager Touchpoints

Week 5:
Setting the foundation

Here, managers connect with their fellows to discuss:

  • Reflect on Dive into Moral Leadership
  • Aspirations and leadership growth
  • Challenges & manager support
  • Pre-fellowship leadership assessment insights

Week 10:
Mid-fellowship progress

Here, managers connect with their fellows to discuss:

  • Key takeaways and applied learnings
  • Practicum project progress and challenges
  • Leadership behaviors in action
  • Support needed for continued growth

Week 15:
Reflection and future

Here, managers connect with their fellows to discuss:

  • Biggest leadership shifts and insights
  • Impact of leadership practicum project
  • Future leadership development focus
  • Apply lessons beyond the fellowship
Manager Events
  • Orientation (Week 1): Required overview of their role; offered live and recorded.
  • Midpoint Workshop: Provides space for reflection, support, and shared learning. Offered at two time slots to accommodate schedules.
  • Live Panels & Interviews: Managers are invited to attend guest speaker events and panel conversations. Recordings are provided for those unable to attend live.
How You Can Support
As a Fellowship Engagement Partner:
  • Share invitation emails and key dates
  • Reinforce the value of manager engagement
  • Encourage attendance at manager events
  • Support fellows in scheduling check-ins

Beyond NXT-GEN: Fellow Community Engagement & Support

The NXT-GEN Fellowship is just the beginning. Graduates join an active, global community of purpose-driven leaders committed to moral leadership in action. Through ongoing engagement, fellows stay connected, inspired, and supported as they grow in their leadership and navigate real-world complexity.
Continued Connection & Learning Opportunities
Graduates gain access to a range of touchpoints designed to deepen learning and foster connection, including:
  • Virtual Gatherings such as continued learning sessions, peer mentor circle, and cross-sector conversations
  • Guest Leader Dialogues with senior leaders across industries
  • Graduate Intensives: immersive multi-session seminars focused on real-time leadership challenges
  • HOW Live: quarterly public forums on moral leadership in action, open to graduates, fellows, and partner networks
Pathways for Leadership & Contribution
Graduates are invited to stay engaged and grow their impact through meaningful roles within the community, including:
  • Serve on the NXT-GEN Leadership Council to help shape the future of the community
  • Apply to serve as a HOW Coach for new fellows
  • Facilitate or host in-org fellow community gatherings
  • Advise HOW staff on content, strategy, and emerging leadership needs
  • Collaborate on cross-sector leadership campaigns or join themed working groups
Tools for Engagement & Storytelling
Graduates stay informed and connected through a suite of community-focused tools and content channels:
  • Access to a resource library featuring curated materials and session recordings
  • Spotlight opportunities in HOW communications, including newsletters and storytelling features
  • Recurring content streams such as NXT-GEN Wave Files and #FellowFridays celebrating graduate insights and actions
Partnership-Enabled Experiences
Through our partnerships, fellows benefit from custom engagement experiences such as:
  • Organization-specific gatherings and leadership exchanges hosted virtually and/or onsite
  • Tailored content offerings for internal leadership development
  • Shared evaluation tools to measure and amplify the impact of moral leadership across your organization

FAQs

If a Fellow must withdraw from the program, their organization may nominate a replacement, subject to approval by The HOW Institute. Replacement requests should be made as early as possible to maintain group cohesion.

If an organization decides to withdraw a fellow without a replacement, written notification is required. Please note that cancellations made after the program has commenced may impact eligibility for future cohorts. If notice is provided within the first three weeks of the fellowship, organizations my choose to roll over a fellow to the next cohort. In either case, early communication regarding cancellations, withdrawals, or rollovers is strongly encouraged

The HOW Institute does not provide refunds for cancellations or reduction in the number of fellows a partner organization sends to the program after the Letter of Engagement is signed.
However, The HOW Institute does allow up to 1/3 of participants from the original cohort size commitment by any partner organization to be transferred to the immediate next cohort only.

Please contact us at nxtgen@thehowinstitute.org.

Appendices

  1. Appendix A: Participant Data Template
  2. Sample Application
  3. Communication Templates
    • Initial Invitation to Fellows
    • Manager Notification Email
    • Internal L&D Announcement
    • Graduation & Debrief Invitation
    • Sample Internal Check-In Invitation
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