Skip to main content

Your First 30 Days in a New Role



If you're about to take on a new role, congrats! You've made it through. Outshining the rest to come out on top. Celebrate, you earned it. 

As your start date approaches, the descent from cloud nine begins and you're back down on earth (and maybe a tad nervous). It's showtime but where to start?

We love ambition. Your bias for action is why you got hired. We want to hit the ground running and show our worth right away. However, rushing in and imposing yourself is a sure-fire way to become alienated. Burning bridges before they're raised. 

Your experience and skills are invaluable, but to leverage them you need a strong foundation. Your first 30 days should be focused on building relationships and a knowledge base (learning all you can). 

Work with your manager and get a list of folks to have 1-on-1s with. Identify the key stakeholders. Understand their background, their challenges, working style, and your relationship with them. 

Learn as much as you can. Understand the customer, the product, the company. Our strengths, our gaps, your place in it all. The good, the bad, the ugly. 

Once you have a solid footing. Take your theoretical learnings and apply them with a "starter project". Something that adds values, allows you to learn how the company works on a deeper level, but low stakes enough to limit risk while you're still learning/experimenting. 

You won't change the world in your first 30 days, but you can set yourself up for game-changing opportunities. Connect and learn. 

Comments

Popular posts from this blog

The Art of Giving Feedback

Constructive feedback is an awkward affair. You don't want hurt feelings, but recognize the importance of honesty. You've tried the classic "hoping things will get better on its own" and unfortunately it hasn't played out. When giving feedback, here are a few things that I try to keep it mind. Start with empathy. Step into their shoes and understand their story. If you don't know, ask. Be genuinely curious. Feedback is a dynamic affair. Shared communication with a shared goal towards progress. Take the emotion out of it. Focus on the situation, not the person. Focusing on the person adds unnecessary weight to an already emotionally-bloated event.  Be specific. Give clear examples. Vague feedback equals dismissed feedback.  Doing above won't de-awkward things fully, but it will dampen it and increase the chance of better outcomes. 

Step One is Knowing

In school, we listen to our teachers. At home, our parents. Throughout our childhood, following instructions is praised and rewarded. When we're young, there's value in this. We don't understand how the world works quite yet, so guidance can be lifesaving.  The bias to just accept obviously has drawbacks. Insert old jumping off a bridge adage .  This conditioning is especially strong for kids from lower income households. Their parents are more likely in working class jobs involving strict order-taking. Parents of middle-class households tend to be knowledge workers where influence is essential.  Studies have shown kids from middle-income households are more willing to negotiable with their teachers. They learn from their parents that things are not set in stone. This leads to better grades and learning outcomes when compared to their lower income counterparts who don't negotiable.  In business, if we simply accept things as they are, we would never innovate. In work, w

ELI5: The Stock Market

Today we get back to basics and answer some of the most common questions about the stock market.