YOUR FIRST 100 DAYS AS A LEADER

Supporting professionals during their first 100 days as leaders

Becoming a leader for the first time is no doubt one of the biggest psychological and emotional shifts experienced in one’s career. Being an individual top performer at work is radically different than being a manager. Covering a first-time leadership position in a virtual world is even more challenging and requires specific preparation.

This 5-step process is aimed at supporting the needs of individuals and their respective HR business partners to successfully master this period.

4 distinguishing features

5-step individual process

A 5-step individual coaching process activated before the beginning of the new role and ending right after the first 100 days as a new leader.

All-virtual process

An integrated process that blends remote individual coaching and a digital platform that holds together the programme and assigns tasks between sessions.

Top accredited coaches

A coaching process exclusively delivered by TCO International’s top coaches accredited through our acclaimed Mentoring Camp.

The 3 dimensions: I, they, we

Exploring the 3 dimensions of a first-time leadership position – I, THEY, WE – setting the basis for consecutive skills-based leadership programs.

Your first 100 days as a leader: interviews

5 step sessions

Session 1: Preparation

What do I bring to the table? What do I know about my new role, my new boss & my new team? What are my short, medium and long-term goals? What challenges do I see?

Timing: before the official start in the new role.

Format: 2-hour coaching session.

Session 2: Orientation

What is my (new) boss like? What does my boss expect from me? What is my team like? Who are the most important stakeholders? Who am I stepping into?

Timing: within the first month in the new role.

Format: 1-hour coaching session and use of action-learning platform.

Session 3: Prioritisation

How do I want to prioritize projects and initiatives? How do I want to develop my team? How can I influence upwards? What needs to be developed, added or dismissed? Timing: within the second month in the new role. Format: 1-hour coaching session and use of action-learning platform.

Session 4: Calibration

Do I need to calibrate my vision given the organizational context? Have my expectations changed? Have expectations of my boss or of the organization changed? How can I get myself, my team, my stakeholders ready for implementation? Timing: within the third month in the new role. Format: 1-hour coaching session and use of action-learning platform.

Session 5: Implementation

Who will I need to take a leading role next to me? Who do I want to work together with and support me? How do I ensure to remain open and giving – even in tough times? How am I prepared to manage conflicting interests?

Timing: after 100 days in the new role.