The plan itself should comprise four key elements – the person (you), the role, the organisation and the market. These four elements make up the ‘whole system,’ which is the basis of the plan.
But a first100 days approach is also punctuated by milestone reviews, which are undertaken at regular intervals and are focused on clear goals, with the aim of accelerating performance.
The basic principle is to provide a means of measuring achievement by starting with the outcome and setting markers along the way in order to ensure that there is enough space for self-reflection. Giving yourself this space means that you should be better placed to be responsive to the demands of specific situations.
1. The person
Identify what leadership skills and attributes are required for you to transition effectively into your new role and make your own unique contribution. Establishing how to optimise and capitalise on your strengths is also important.
2. The role
Evaluate where there are any gaps in your knowledge and outline how to fill them, not least by tackling the issues at hand. The objective is to gain a comprehensive understanding of company strategy and any appropriate products and services. Outline your desired gains within a workable timeframe and ensure that they are achieved.
3. The organisation
Learn how to navigate the organisation's culture. Find out how power and politics operate within it as well as how decisions are made. It is also vital to forge strong early relationships, to inspire your team and ensure that members of it feel more connected to the company mission and vision.
There is no point in having the right strategy and vision in isolation – you need to bring people with you. Get to know your bosses, subordinates and peers, both within your own and other people's departments.
4. The market
An ability to understand the market and identify what quick-wins you can make is imperative to success because it will help you to make a major impact from early on.
Five additional attributes for success:
- Develop a clear vision
- Appear confident
- Exercise patience and resilience
- Learn quickly
- Don’t be afraid to make mistakes.
Employers are starting to realise that, while focusing on individual areas such as leadership development or change management has benefits, creating a unified sense of purpose by adopting a more holistic approach to company culture generates a quicker return on investment.
Moreover, in the middle of a recession at a time in which uncertainty is rife, the smart thing to do is focus on the essentials - speed of delivery and positive results.
This means that the first 100 days for any new HR director present a window of opportunity in which constructive, and even radical, change can be introduced - if they choose to seize the chance with both hands.
The full version of this article was first published by our partner HRzone.