First 100 Days
Starting in a new role or starting as a leader in a new organization can come with expectations, fear and anxiety. For the new leader, and current employees of the organization this is a time of change. Begin the first days and months by seeking to observe, learn and understand from the people around you. Get to know people throughout all levels of the organization. This is a time to be open, avoid making quick assumptions or judging. You may feel eager to prove yourself and hit the ground running, however it’s more important to make a positive impression. Information and relationships will be the key to success as a leader.
FOCUS ON BUILDING TRUST
The first 100 days is the perfect opportunity to begin building relationships with the people around you. Gathering as much information as you can about the organization and its culture will be valuable to you in the future. During this time, remind yourself of the old saying, “We have two ears and one mouth so that we can listen twice as much as we speak,” by Epictetus. It may be tempting to think you’ve arrived at this position with all of the answers, but it’s most important to focus on listening. When the people around you feel heard and cared for, they begin to trust your leadership. Before trust is established, little can be accomplished. When you meet with your coworkers include getting to know them personally as one of your goals. Share your experiences with them, it takes being open, transparent and offering trust to be trusted in return.
Others in the organization will be learning about you as well, they may even have preconceived notions about you before you begin. During your first few months people are analyzing your behavior and what they can expect from you. Be aware of your attitudes, behaviors and energy; these days set the tone for your future and establish credibility. Act transparently and be open with people. Avoid any temptation to isolate yourself or focus on data over relationships. Take time to reflect on your leadership style and how that fits with the current cultural norms of the organization. Treat everyone with consistency, fairness, and according to the standards set forth by the organization.
Attempt to meet with employees at all levels in the organization within the first 100 days. If it’s a small organization meet with everyone, if it’s larger meet with as many as possible. Learn about each person, their job processes, what is working well in their opinion, what could be improved and what solutions that have to offer. If you are told about problems you are able to solve, solve them. Follow-through on providing people with training or tools their need to do their jobs well. This will not only improve the work environment, but it will build relationships with the people around you. When you hear of accomplishments and successes, recognize and reward those individuals.
As you learn more about the organization and what your role entails as a leader there, begin to prioritize what goals and actions will be taken. Start with two or three areas of focus at a time and avoid making drastic changes. Decide which goals should be accomplished within the next 6 months, the first year, and the second year you are there. When communicating any organization goals or changes start with explaining the reason why it is necessary. Make changes only after you fully understand the process, you can’t fix what you don’t understand, and you risk alienating staff.
The focus of the first 100 days should remain on people. Get to know people, listen to them, build relationships and understand the organization. Your first priority is always to build trust with your team.
FIVE STEPS FOR THE FIRST 100 DAYS
- Identify what knowledge and skills you will need
- Consider making a detailed plan for your first 100 days, you can use the Leadership Challenge: Create an Action Plan for the First 100 Days to guide you.
- Practice self-awareness and assess your leadership style