successful transitions. These range from high-potential development programs (which prepare promising leaders for senior levels) to formal onboarding processes (programs or coaching) that focus on key imperatives. You should take advantage of all the organization has to offer.
However, even if your new organization doesn’t have formal transition support, you should engage with HR and your new boss about creating a 90-day transition plan. If you have been promoted, find out whether there are competency models describing the requirements of your new role (but don’t assume they tell the whole story). If you have been hired from the outside, ask for help in identifying and connecting with key stakeholders or finding a cultural interpreter. These people often are natural historians who can give you insight into how the organization has evolved and changed.
Closing the Loop
Preparing yourself for a new role turns out to be hard work, and some of the barriers may lie within you. Take a few minutes to think hard about your personal vulnerabilities in your new role, as revealed by your analysis of your problem preferences. How will you compensate for them? Then think about the external forces, such as commitments to your current boss, that could hold you back. How can you avoid that outcome?
To borrow an old saw, preparing yourself is a journey and not a destination. You will have to work constantly to ensure that you’re engaging with the real challenges of your new position and not retreating to your comfort zone. It is easy to backslide into habits that are both comfortable and dangerous. Plan to reread this chapter and its questions periodically, asking, Am I doing all I can to prepare myself?
PREPARE YOURSELF—CHECKLIST
1 If you have been promoted, what are the implications for your need to balance breadth and depth, delegate, influence, communicate, and exhibit leadership presence?
2 If you are joining a new organization, how will you orient yourself to the business, identify and connect with key stakeholders, clarify expectations, and adapt to the new culture? What is the right balance between adapting to the new situation and trying to alter it?
3 What has made you successful so far in your career? Can you succeed in your new position by relying solely on those strengths? If not, what are the critical skills you need to develop?
4 Are there aspects of your new job that are critical to success but that you prefer not to focus on? Why? How will you compensate for your potential blind spots?
5 How can you ensure that you make the mental leap into the new position? From whom might you seek advice and counsel on this? What other activities might help you do this?
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