As George and his coauthors first said in their book The New Leader’s 100-Day Action Plan, over the years, we have noticed that many first-time leaders show up for a new role happy and smiling, but without a plan. Neither they nor their organizations have thought things through in advance. On their first day, they are welcomed by such confidence-building remarks as “Oh, you’re here . . . we’d better find you an office.”
Gillian was thrust into her first leadership role with short notice. Like many first-time leaders she found herself on day 1 with no plan, a long list of goals, and no clue where and what to start, how to delegate, or how to communicate to her new team. She spent her first few days in her office, writing out plans and strategies. She knows now, the last place she should have been was behind her desk.
Some enlightened organizations have a better process in place. If you are lucky, you will be associated with an organization that actually puts people in charge of preparing for a leader’s transition into a new role. Imagine the difference when new leaders are escorted to offices that are fully set up for them, complete with computer, passwords, phones, files, information, and a 30-day schedule of orientation and assimilation meetings.
Better . . . but still not good enough. Even if the company has done this for you, if you have waited until this moment to start, ...