The New Leader’s 100-Day Action Plan | George B. Bradt

Summary of: The New Leader’s 100-Day Action Plan: How to Take Charge, Build Your Team, and Get Immediate Results
By: George B. Bradt

Introduction

Embarking on a new leadership role can be both exciting and challenging. In ‘The New Leader’s 100-Day Action Plan’, George B. Bradt offers a comprehensive and practical guide to help leaders navigate the important first 100 days of their journey. By following a systematic process, new leaders can be better prepared to face the challenges presented by day one on the job, establish themselves within the company culture, and produce immediate results. The book provides invaluable advice on goal-setting, team-building, and developing a plan that covers the pre-start stage through the first 100 days, enabling leaders to create a firm foundation for long-term success.

Successful Leadership: A Plan for the First 100 Days

Around 50% of new leaders fail within their first 18 months, mainly due to issues within the first 100 days of their tenure. However, creating an effective plan and maintaining a systematic approach can decrease this failure rate to less than 10%. To increase the chances of success, leaders need to follow three steps – develop a systematic process to gain a foothold in the new position, make a strong impression on the first day, and focus on forming a strong bond with the team during the first 100 days. To accomplish these goals, leaders must create a plan that includes identifying crucial people to meet, merging into the new corporate culture, helping the team achieve visible goals, and positioning the team for long-term success. Planning, therefore, is an essential factor in the success of new leaders. By building a cohesive team through collaboration and shared success, leaders can create a culture of excellence that ensures long-term success.

Becoming a Leader During the Interview

The road to being an effective leader starts during the job interview process. As soon as you become a serious job candidate, it’s time to prepare. Answer three important interview questions: “Are you capable?”, “Will you be motivated?” and “Will you fit into the organization?”. Align your skills to the company’s purpose and values. Be a problem solver and show that you have studied the organization and know how it has achieved its key goals. Make sure your values match the corporate culture. Remember to pay attention to questions that may reveal what kinds of people you work best with.

Making Informed Decisions

Before accepting a job offer, take the time to objectively evaluate the position, company culture, and your own capabilities and deficiencies. Conduct a SWOT analysis and compare the company’s stated strategy with the current reality. Ask the employer about their interest in you and clarify any incorrect impressions they may have about your abilities. This evaluation will help you determine if the job and the company are right for you.

When considering a job offer, it’s essential to conduct your own research to determine if it’s the right fit for you. Begin by finding out why the position is available and objectively evaluating your own capabilities and deficiencies, along with the new boss, position, and company culture.

Your evaluation should focus on the company, including its customers, suppliers, and competitors, as well as the industry, larger market, and demographic factors that can affect its growth. Use a SWOT analysis to consider the job’s strengths, weaknesses, opportunities, and threats, and compare the company’s stated competitive strategy against the current reality.

It’s also important to consider how you’ll get along with your future boss, what your responsibilities will be, and who will be in your reporting structure. Ask the employer about their interest in you, and clarify any incorrect impressions they may have about your abilities. Doing so will help you determine if the job and the firm are right for you.

By taking the time to think things through and put an on-boarding plan in place, you can accelerate your transition into a new leadership role. Remember, before accepting a job offer, it’s crucial to make an informed decision that aligns with your personal and professional goals.

Starting Your New Job on the Right Foot

Starting a new job can be overwhelming, but there are ways to prepare and make the transition easier. It’s important to set specific goals, identify key people and their roles in the organization, and gather information before starting. “Prestart” meetings with key stakeholders can make a significant positive first impression and give you a head start. On the first day, plan to meet the right people in the right order to convey your interest and respect. Be a good listener, provide feedback, and pay attention to the messages you convey about yourself and your leadership style. By following these rules, you can set priorities and achieve your goals in your first 100 days while also establishing yourself as a competent and respected leader. Setting up your office to meet your needs and be inviting to others can also help create a positive work environment. Overall, starting your new job on the right foot requires preparation, focus, and a willingness to learn and adapt to your new environment.

Making an Impact in Corporate Culture

To make an impact in your new job, it is essential to learn the corporate culture and work within its framework. The “ACES” model helps assess the culture and select the right cultural approach. Posting early wins is crucial to building team credibility, and a mission statement informs the organization about how to spend its time. Coca-Cola’s early-win concept succeeded in Hong Kong by creating a plan to hire one family on each floor of an apartment building to supply Coke to the other families at the same price they paid at the local store, building the team and generating new supplier and customer relationships. Success depends on devoting more resources to the project than initially estimated and selecting a realistic yet challenging goal.

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