20th Apr 2012

The end of the First 100 Days!

This week Jacob Lew reaches the end of his first 100 days as President Obama’s Chief of Staff. When our clients come to the end of their 100 days we recommend the following: 

CLOSE OUT YOUR FIRST 100 DAYS PLAN

Just as some executives find it difficult to let go of their previous role when they are promoted to a new job, some find it hard to let go of their First 100 Days process. When 100 days are literally up, the 100 Days Plan is done whether or not you had time to do justice to all its complexities. It’s done, so draw a line under it and move on to focus on the bigger picture.

RECORD ACHIEVEMENTS AND CAPTURE LESSONS LEARNED

It’s not always possible to realize every goal you set out with by the end of the first 100 days, but let’s hope you made it most of the way there. Now is the time to mark your achievements and consider your next steps with a wider timeframe in mind. Are your two-year strategic aspirations on track? Which of your desired outcomes did you achieve and which evaded you? What lessons can you draw from this data, about your own leadership, the organisation, and the market?

COMMUNICATE FIRST 100 DAYS SUCCESS TO STAKEHOLDERS

Use your record of your achievements to communicate the success of your first 100 days to stakeholders. There are no prizes for modesty in business – use this formal opportunity to take pride in the accelerated progress you’ve achieved in a short space of time. No need to be arrogant about it – give credit to your team where credit is due. It’s what ‘we’ have achieved, not just what ‘I’ have achieved. Your confidence and enthusiasm should shine through in the way you present the results of your hard work.

CELEBRATE WITH YOUR TEAM

As a leader you will not want to miss this obvious chance to build your team’s morale. The sense of making progress is a hugely important factor in motivating a high-performance team. These people have played a vital part in bringing your plans to a successful outcome – so let them know it mattered by celebrating with them. A social occasion for which you foot the bill sends a clear message of appreciation.

CONSIDER YOUR ‘SECOND ACT’

If you have completed the intensive First 100 Days process, by the end of it you are the one driving the desire for judgement and approval from your boss, peers and team. You will be ideally placed to look forward to the next big milestone at which your performance will be assessed, at the end of your first 12 months on the job.

Hilda Goold

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