Part 1: Assess
As a new CEO, you’re under fire almost right away. You need to achieve results, and fast. You need a plan that is going to help you effectively prove yourself within the first 30, 60, and 90 days of your new position.
Since you haven’t been with this company long (or perhaps this is your first position as a CEO altogether), your learning curve is short, which means you’re under even more pressure than the previous leader whom you replaced. You need to hit the ground running. On top of actually doing your job, you must learn the brand, processes & procedures, employees, tools, software, and everything else that will help you accomplish your goals.
You have a lot of new responsibilities to the company, to your employees, and to yourself—for personal performance. To prove your competency, you’ll need to achieve some sort of ROI within your first 3 months, which can be difficult to do while taking on a slew of new tasks.
How does the new CEO accomplish everything he needs to in his first 3 months on the job? In this series of posts entitled “Make an Impact,” we’re laying out a 30-60-90-day timeline to help you handle all of the important duties that come with your position.
Part 1 | First 30 days – ASSESS
Perhaps you already have a plan for change; but slow down… before implementing that plan, and proving your effectiveness, you’ll first need to quickly gain the trust of your executive team and employees. In order to do so, you need to spend the first month learning the ins and outs of your company – its processes, people, and priorities.
At the head of it all are two simple questions:
- Where are we today?
- Where do we want to go?
Step 1: Assess current operations.
Before you figure out what needs to change, you must first understand how every part of the company currently operates and how it is performing. This involves learning how different departments and teams are working together to achieve success as a whole. You will also need to understand your product/service offerings and quality, as well current finances and budget.
This is a very important step in the process. If you don’t understand how the different parts of the machine move now, your team won’t take you seriously when you begin making suggestions to mix things up.
Step 2: Assess current company culture.
A company’s culture is made up of the attitudes and beliefs of its people. Therefore, to properly assess current company culture, you’ll need to get to know those people. Interview key employees from each department. Find out what challenges they have, what motivates them, and how they feel about their current roles and responsibilities.
Step 3: Assess current priorities and how well they’re working.
Business priorities should align with the company’s mission, so your task here is to understand that mission, along with the vision and goals that are helping to move it along. Determine whether current priorities really do align with the overall mission, as well as any pain-points in both the process and personnel that may be hindering forward movement.
And stay tuned for Part 2 and the next 30 days in our “Make an Impact” blog series, where we’ll discuss the importance of building relationships and rapport and establishing your plan for success.
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