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Leverage the First 100 Days as a New Leader

You only get one chance to make a good first impression.

  • Over 50% of new leaders fail within the first 18 months of their assignment. By neglecting to leverage the first 100 days on the job, managers risk not meeting leadership expectations in the long run.
  • New leaders are burdened by high expectations for success based on achievements in previous roles, but often do not have the tools or information to perform well in their new position.
  • New leaders who attempt to make drastic changes or a major impact without fully understanding the corporate landscape will alienate their team, their peers, and their boss.

Our Advice

Critical Insight

  • New leaders cannot successfully onboard themselves. They need to engage their spheres of influence to guide them through their first 100 days and beyond.
  • New leaders need to focus on learning, listening, and gaining a cultural understanding throughout their earliest days. Forming a solid network is invaluable.
  • A combined effort on the part of HR, senior managers, peers, staff members, and of course, the new leader will propel the leader to achieve shared goals.
  • Divide the first 100 days of a new leadership position into 30 to 40 day phases where the new leader can focus on developing knowledge and forming an iterative long-term strategy.

Impact and Result

  • New leaders must integrate into the larger organizational culture by leveraging relationships within their spheres of influence.
  • Effectively set up and conduct information-gathering and routine meetings with key stakeholders.
  • Strategize for the first 100 days on the job to build a solid foundation for long-term success.

Leverage the First 100 Days as a New Leader

1. Understand the phased approach to a leader's first 100 days

Effectively guide leaders into their new role.

2. Record initial team assessments

Test assumptions with stakeholders.

3. Conduct a SWOT Analysis

Learn the strengths, weaknesses, opportunities, and threats that affect the department or organization.

4. Organize and write a strategic plan

Gain feedback and buy-in for the strategy.

5. Solicit a 360 review from staff and management

Collect feedback to improve leadership skills.


Member Testimonials

After each Info-Tech experience, we ask our members to quantify the real-time savings, monetary impact, and project improvements our research helped them achieve. See our top member experiences for this blueprint and what our clients have to say.

Client

Experience

Impact

$ Saved

Days Saved

SIM Group

Guided Implementation

9/10

$2,000

2


About Info-Tech

Info-Tech Research Group is the world’s fastest-growing information technology research and advisory company, proudly serving over 30,000 IT professionals.

We produce unbiased and highly relevant research to help CIOs and IT leaders make strategic, timely, and well-informed decisions. We partner closely with IT teams to provide everything they need, from actionable tools to analyst guidance, ensuring they deliver measurable results for their organizations.

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A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your IT problems.

Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.

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Each call will focus on explaining the material and helping you to plan your project, interpret and analyze the results of each project step, and set the direction for your next project step.

Contributors

  • 10 in-depth interviews with HR leaders, line of business managers, and executives.
  • A nine-question survey to better understand the first 100 days of new leaders and what contributes to their short and long-term success. The survey attracted 59 respondents.

Search Code: 75524
Published: June 24, 2014
Last Revised: June 24, 2014

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