Within the first 100 days of a new assignment, project or role, I would expect to:
- Forecast my contribution of value to the organization and its stakeholders.
- Clarify & communicate goals and expectations for performance.
- Design plans, projects and actions that directly support profitable organizational and team/individual growth.
- Begin implementing the plans in a measurable and visible way.
|Pre-launch||Personal brand “promise” Targets Communications Internal team assessment Influencers||Craft your vision Brand “statement” Communications channels Feedback loops Contribution – how will you measure success||Research: You’re in Charge – Now What (Neff and Citrin) The First 90 Days (Watkins) Strengths Finder (Rath) Complete 100 day “strawman”|
|40 Days||Listen the act What do you want to keep? What do you want to change? What do you want me to do? What are you afraid I will do? Assess the team Solidify, clarify strategy||Speaking coaching Culture alignment Political landscape – influencer map Craft strategic agenda Assess and stage your team Master communications plan Prioritization matrix||Communicate expectations in a measurable way Speaking engagements Image forecasting 360 Assimilation Meeting (3rd party orchestrated) Watch for culture traps|
|60 Days||Velocity (speed with direction) Build emotional commitment Align to the highest value initiatives Active measurement of performance Visible, tangible results Watch your shadow brand||VOC Stakeholder communication (state of the union address) Balanced scorecard (a real one) Early success celebrations|