![]() ![]() Develop a Learning Plan – too often we throw people into a new role and expect them to sink or swim – we assume they’ll learn what they need to know when they need to know it.Ideally, you should identify this when the job is first posted to ensure that you’re hiring a candidate with the appropriate skillset. Additionally, in a turnaround or realignment, it may be important for them to understand the politics in the organization first to avoid early missteps. For example, if someone is transitioning into a sustaining success situation, their 90 day plan may not need to be as aggressive as a in a turnaround situation. ![]() Depending upon the situation, a different skill set may be required and different approaches to introducing them to the organization may be required. Identify what type of situation they’re transitioning into – Michael Watkins, author of The First 90 Days outlines the STRS model (Startup, Turnaround, Realignment, and Sustaining Success).Below are a few key items that should be considered when creating the 90 Day Plan. To help ensure a successful transition of your employees, create a 90 Day Plan that will help accelerate that transition so that those people get to a breakeven point where they’re adding a net value to the organization faster. When this happens, it is important that those employees get on-board in their new role, are supported, and are able to add value effectively. This could include hiring employees from the outside as well as promoting and shifting resources within your organization. Often times change in your organization means changes to staffing. ![]()
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