First 100 days - coaching initiative

HR Director present Paddy Stapleton with his diploma in Personal Coaching.The actions you take during your first 100 days in a new job will largely determine whether you will succeed or fail in the long term.

Transition into a new role is a period of opportunity and a chance at an individual level for a fresh start. But it is also a period of vulnerability as generally people lack a full understanding of their new role, there is likely to be more turbulence/ambiguity than originally envisaged and a lack of established working relationships.

The attendant risks include getting caught in an activity trap, lack of credibility, poor decisions, loss of confidence and failure to acquire the necessary legitimacy for the position.

The purpose of the 'First 100 Days' coaching initiative is to enable the manager to:

• Hit the ground running
• Transition to the new role with impact
• Develop effective habits through :
  • Focussing on strategic 'Must Win Battles'
  • Developing own leadership style
  • Increasing self awareness
  • Maintaining life work balance
• Arrive at the break even point as quickly as possible (100 days).

Building trust and relationships with their own team and others is also a critical component as is learning how to navigate through the company's policies and procedures.

The process facilitates open discussion on personal vulnerabilities and increasing self awareness through the provision of a safe and confidential space. Development of a personal learning plan to reflect demands of the new role is also a feature.

The process helps the client to direct their time and energy to the critical areas for success. It involves 10 hours of coaching over the first 100 days in a new position with the first coaching session taking place before the manager takes up their new position. The coaching process operates in both a challenging and supporting role and holds the client accountable for implementation of agreed actions. Throughout the organisation there are a number of managers in transition mode at any one time. The 'First 100 Days' will accelerate this transition process and thereby add significant value.

This initiative was launched as company policy by the Executive Director, Human Resources, initially for all SM1 and SM2 managers taking up new positions, in January 2008.

Further details of the 'First 100 Days' and the various coaching contacts are listed on the Coaching Website.