Melissa Llarena is a firsthand career transition expert (having gone through 16 business unit changes in 10 years) and president of Career Outcomes Matter. More of my tips on how to create a lasting impression during interviews can be found by subscribing to my blog. I also offer mock interviews and guidance to help clients create a strategy that they feel confident communicating. Your plan will also communicate that you’re able to hit the ground running and do what you’re getting paid to do in an efficient and effective way.Īs a career coach for the job hunt, I have worked with many anxious job seekers on how to draft a 90-day plan that will propel them to first choice. Regardless, the idea is that you will want to establish a system to help you understand how you’re doing and whether any changes need to be made.īy addressing these questions in your 90-day plan, you will show the hiring manager that you’ve given serious thought to the role and have created a strategy accordingly. Avoid making hasty decisions by working with the necessary stakeholders to determine which projects can likely be addressed immediately versus those that need more time and planning.Īs you work toward achieving your goals, what tools of measurement will inform you of your progress after 30, 60 and 90 days? It may be setting up weekly or biweekly meetings with your supervisor or utilizing performance metrics to track your progress along the way. In the early days of a new job, it’s beneficial to identify the “quick wins,” those tasks that can be completed easily in a short time frame and will visibly improve some part of the department or company. What are the “quick fixes” and what requires more time? This will help you connect the dots and see how your role relates to others within the larger organization. It’s also good to familiarize yourself with departments outside of yours and who the key people are in each area. Not only is this good information to know generally but it will likely help you in your responsibilities. Get to know everyone in your department and what they work on. Work relationships are invaluable when it comes to your career. Who are the people I would need to meet with to help me reach my goals? How does your position help the department and/or business achieve its goals? Furthermore, based on what you are learning and observing, which of your priorities are the most important? Take the time to discover the answers to these questions then draft a plan that will show how you intend to approach these priorities in the first 30, 60 and 90 days of the job. This question will help you connect the description of the job to the departmental objectives. Be prepared to listen and observe to not only learn what is being said but also what is unsaid. Revisit conversations and strike up new ones to help you clarify what needs to be done. Your First 30 Days’ Mantra: LEARN The first phase is one of observation. Whether you already received this information during the interview process or not, it’s important to get a firm understanding of what the hiring manager and other members of the department identify as the departmental goals and objectives. My proposed 90-day plan enables the leader to 1) learn the organization’s perception of it’s purpose and strategy, 2) clarify desired expectations for all players, and 3) align plans, decisions, and actions to best serve customers, stakeholders, and staff. What are the departmental goals and objectives?
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