Raise your hand if you’ve ever:
1. Interviewed for a job you wanted passionately
2. Received your dream job and found yourself wanting a plan to help you succeed in the role
I suspect just about every one of you raised your hand, which means you’re all in luck! This Tuesday evening at Leadership Chat on Twitter we’ll be welcoming Guest Host George Bradt, “onboarding” guru, Forbes Columnist and author of, “The New Leader’s 100-Day Action Plan.”
George wrote a brilliant article in Forbes that has been viewed nearly 1.5 million times entitled “Top Executive Recruiters Agree There are Only Three True Job Interview Questions,” in which George reveals that ultimately every job interview is designed to answer the following:
1. Can you do the job?
2. Will you love the job?
3. Can we tolerate working with you?
These questions boil down to your strengths, motivation and fit with the culture.
Though many argue culture doesn’t matter and it’s all about results, as the CEO of Executive Recruitment firm Heidrick & Struggles said to George:
40 percent of senior executives leave organizations or are fired or pushed out within 18 months. It’s not because they’re dumb; it’s because a lot of times culturally they may not fit in with the organization or it’s not clearly articulated to them as they joined.
In “The New Leader’s 100-Day Action Plan” George provides very specific guidance on how to answer these three critical questions, get the job, and then succeed brilliantly by creating a targeted and well-designed action plan for the first 3 months on the job. This plan includes:
1. Taking control of the “fuzzy front end”
This is the period of time after you’ve accepted the job but before you officially start. I had no idea before I began working with George that leaders can prepare to succeed by using this time wisely to identify and create relationships with key stakeholders, have prestart conversations, learn more about the culture, and to craft your vision and message.
2. Taking control of “Day One” in order to make a powerful first impression
As George famously says, “Everything communicates.” He believes most new leaders don’t give enough thought to what they will do on “Day One” in their role.
Who will you meet with and in what order? What will your message be? If there are multiple facilities or locations you’ll be responsible for, which will you show up to on that first day? What will your agenda say about what you think is important? These are all critical questions and must be considered, along with George’s list of “what not to do” on Day One.
3. Motivating and focusing your team with ongoing communications
George and his team believe, “Leadership is about inspiring and enabling others to do their absolute best together to realize a meaningful and rewarding shared purpose.” Thus…”the starting point for your communication approach should be that shared purpose. Communication is about moving your target audience from its current reality toward a reality newly shaped by that purpose.”
4. Implementing your 100-day action plan
Essential aspects of this plan include:
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Aligning the team around a burning imperative
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Exploiting key milestones to drive team performance
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Overinvesting in early wins to build team confidence
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Making sure the right people are in the right roles, keeping in mind the number one thing most CEOs wish they’d done differently
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Evolving people, plans and practices to capitalize on changing circumstances
Get all the details behind all these secrets! Join me, George, and my brilliant Co-Host Steve Woodruff Tuesday evening, February 28th at 8:00 pm Eastern Time on Twitter when we’ll hold a global conversation about getting your leadership dream job and succeeding beyond your imagination.
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Photo credit: Rhythm of Success
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