Organizations often fail at orienting new employees, doing the minimum and perhaps even fumbling that. So why not plan your own orientation? It’s your own job and career, after all.. “Keep in mind that every word spoken, every silence maintained, every action taken and every inaction will undergo scrutiny in the initial days.
You also need to understand your job – its history, how coveted it is, who held it last and where they are, and how often it turns over. Often neglected, but vitally important, are expectations: What do people want from you in this position, including the concrete results in the next quarter so you can develop specific steps to achieve those goals.
During the first 30 days officially on the job, the two consultants say your primary objective will be to develop your internal network further so you can better understand the organizational DNA. As you meet with people, keep in mind that the power of your questions and the quality of your listening will be much more appreciated than the opinions you offer. “Adopt a posture of patience, humility, questioning, listening, observation and analysis,” they advise.
In the next 30 days, they urge you to focus on validating the understanding you have developed of the DNA, summarizing it in one or two pages. As well, obtain feedback from your manager on how you are faring, identify quick wins for the coming days that fit the overall company strategy and goals, share what you have found with your team to ensure you are on the right track, and develop your external network.
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