Beitrag 3

Stepping into a leadership role can feel like a mix of excitement and anxiety. The first 100 days are especially important: they lay the groundwork for your leadership style and influence team dynamics. This guide offers practical Onboarding Checklist to help you thrive during this critical transition.

Key essentials (Infographic)

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Phase 1: Preparation (Before Day 1)

Phase 1 - Preparation

1. Understand the Role and Expectations:

   • Review the job description and clarify expectations with your manager or HR.

   • Research the organization’s mission, vision, values, and strategic goals.

     
     

2. Gather Background Information:

   • Study organizational charts, team structures, and key stakeholders.

   • Review recent performance reports, project updates, and industry trends.

     
     

3. Set Up Logistics:

   • Confirm your start date, schedule, and any necessary tools (e.g., email, software, access to systems).

   • Plan your first-week agenda, including introductory meetings.

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Phase 2: Building Relationships (Week 1-2)

Phase 2 - Building relationships

1. Introduce Yourself:

   • Send a warm, professional introduction email to your team and key stakeholders.

   • Share your background, leadership philosophy, and excitement about the role.

   
   

2. Schedule One-on-One Meetings:

   • Meet with each team member to learn about their roles, challenges, and aspirations.

   • Ask open-ended questions like:

     • What’s working well on the team?

     • What challenges are you facing?

     • How can I support you?

       
       

3. Connect with Key Stakeholders:

   • Identify and meet with peers, senior leaders, and cross-functional partners.

   • Understand their expectations and how your role aligns with their goals.

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Phase 3: Assessing the Landscape (Week 3-4)

Phase 3 - Assessing the landscape

1. Evaluate Team Dynamics:

   • Observe team interactions, communication styles, and collaboration patterns.

   • Identify strengths, weaknesses, and areas for improvement.

     
     

2. Review Current Projects and Priorities:

   • Assess the status of ongoing projects, deadlines, and resource allocation.

   • Identify any gaps or risks that need immediate attention.

   
   

3. Understand Organizational Culture:

   • Observe how decisions are made, how feedback is given, and how success is measured.

   • Learn the unwritten rules and norms of the organization.

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Phase 4: Setting Direction (Month 2)

Phase 4 - Setting direction

1. Define Your Vision and Goals:

   • Draft a clear vision for your team or department that aligns with organizational objectives.

   • Set short-term and long-term goals, and communicate them to your team.

     
     

2. Establish Team Norms:

   • Collaborate with your team to define expectations for communication, collaboration, and accountability.

   • Create a team charter or agreement if necessary.

     
     

3. Prioritize Quick Wins:

   • Identify and execute on low-hanging fruit that can build momentum and demonstrate early success.

   • Celebrate these wins to boost team morale.

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Phase 5: Driving Execution (Month 3)

Phase 5 - Driving Execution

1. Develop an Action Plan:

   • Break down your goals into actionable steps and assign responsibilities.

   • Create a timeline with milestones and deadlines.

     
     

2. Provide Feedback and Coaching:

   • Schedule regular check-ins with team members to provide feedback and support.

   • Offer coaching to help them grow and overcome challenges.

     
     

3. Align with Organizational Strategy:

   • Ensure your team’s goals and projects are aligned with the broader organizational strategy.

   • Communicate how your team’s work contributes to the company’s success.

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Phase 6: Reflection and Adjustment (End of 90 Days)

Phase 6 - Reflection and Adjustment

1. Evaluate Progress:

   • Review your achievements against the goals you set at the beginning.

   • Identify what’s working well and what needs adjustment.

     
     

2. Seek Feedback:

• Ask for feedback from your team, peers, and manager on your leadership style and impact.

• Use this feedback to refine your approach.

  
  

3. Plan for the Future:

• Set new goals and priorities for the next 90 days.

• Communicate your vision and plan to your team and stakeholders.

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Bonus Tips 

Your first 100 days as a new team leader hold significant potential for growth.

By actively engaging your team, setting clear expectations, and promoting a culture of continuous improvement, you can create a strong foundation for your leadership journey.