Recently I have been working with a couple of people that have taken on new roles either from internal promotion or moving to a different company. We have been talking about how important it is to have a plan for the initial few months of the role. For many reasons adopting this methodology is helpful: to create a powerful professional first impression, it helps prioritise your time so that you learn as much as you can as quick as you can and you start building relationships with all the key stakeholders.
So what might this 90 day plan look like ? Take a look at a book entitled The First 90 Days by Michael Watkins for some more detailed material.
It should be a very personally created plan that is tailored to suit both you individually and the needs that success in the role require both short and long term.
As Steven Covey states in his book Seven Habits of Highly Effective People “ begin with the end in mind” even when planning for the first 90 day transition period. A few questions that might help you here are :
- If you imagine the new role in two years time what do you want to have achieved?
- What legacy do you want to leave?
- How can you add value to the role?
- What type of person do you want to be described as by your team/colleagues?
- Describe you short/medium/long term vision for role
- What do your stakeholders want from you
- How can you take the role to the next level
The next element of the plan is to assess the current resources that are available to you both people and otherwise? How well do you understand the different personalities and motivations of the individuals that are critical to your success? If the answers are difficult in this section the first 90 days might include an action to build this knowledge and assess the resources available.
The final element is what actions are required to close the gap and what are the quick wins that can be accomplished in the first 90 day’s. In addition for the longer term action items, when they are broken down into chunks which are the chunks that can be realistically set down as goals to achieve in this 90 day period and which what chunks need to be assigned to the 180 day plus part of the strategic plan
The final step is to pull all the elements of the 90 day plan above into an easy to update one page top level summary that you can carry around with you as a working reminder and communication tool for the next 90 day’s,
Sandra works as a coach with both business and private clients. More information can be found at http://www.sandrawebbercoaching.com