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It is related to role transition.
When entering a new role, preparing mentally is important as the nature and environment of role is different from the past. The fundamental change should be realized in order to prepare.
Nature of Role Challenge
1. Broader impact horizon > Balance depth and breadth. '' Fifty thousand foot view before may be equivalent to 5 thousand or hundred foot view''.
2. Greater complexity and ambiguity > Delegate more deeply
3. Tougher organizational politics > Influence differently
4. Further from the front line > Communicate more formally
5. More scrutiny > adjust to greater visibility
To prepare the challenge, direct on-boardig checklists can assist.
1. Business orientation
2. Stakeholder connection
3. Expectation alignment
4. Cultural adaption
It cannot avoid that there is knowledge and competence gap, learning relevant and fast is necessary for the role.
1. Creating learning agenda is the early step with periodically review. Agenda will crystalize the priority, guiding that what we learn first. Thinking process about agenda can review past, present and future as anchor point.
PAST: Performance, root causes, history of change.
Present: Vision & strategy, people, processes, land mines, early wins
Future: Challenges and opportunities, barriers and resources, culture
2. Find out sources of knowledge. Balance external and internal sources. Avoid the bias as listening to them. i.e. no excessively influence by the first interviews; what is the order of interviews?
Methods: Satisfaction survey, interview, focus group, analysis of critical decision, process analysis, plant and market tour and pilot projects.
Match Strategies to Situations
1. STARS Model to understand the current situation. Then diagnosing with portfolio.
2. Do not overlook psychological status of team. Each situation is more or less sharpening the thoughts of people.
Secure Early Wins
-This area is always mentioned but in fact, how to do better or in detail, people may not know.
-Plan waves during transition. Each wave consists of learning, designing changes, building supports, implementing and observing results.
1st wave: secure early win, build relationship, secure credibility, identify and harvest low-hanging fruit. (highest potential and fastest fruit)
2nd wave: more fundmental changes and gain deeper performance
Problematic Behavior Pattern: Lack of focus, discipline, innovation, team work, sense of urgency
-Maximize early-win project: Focus, oversight, goals, leadership, abilities, means and process (FOGLAMP)
-Avoid predictable surprise: environment, politics, capabilities, marketing related areas