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Let's try to use the concept of a break-even point. You can define the break-even point as when your contributed value to Axelerant is more than what you've consumed from it. Let's arrive at the break-even point as fast as possible.
Fundamental Propositions
Root causes of transition failure are an interaction between situation and individual.
There are systematic methods leaders can use to reduce failure and accelerate break-even.
The overriding goal in a transition is building momentum by building credibility.
Transitions are a crucible for leadership development.
Adoption of a standard framework for transitions yields returns for organizations
Promote Yourself
Get into the transition state of mind.
Prepare mentally to move into a new role, let go of the past, and embrace the new situation.
Think about the differences between your old and new situations
How do you have to think/act differently?
Revisit your mindset periodically.
Ponder Yourself
What made you successful so far in your career? Can you succeed in the new position on the same skills? What new skills are required?
Are there aspects of the new job that are critical but you prefer not to focus on? Why?
What do you need to do to make the mental leap to the new position? Who can you seek advice from? What activities may help?
Accelerate Your Learning
Figure out what you need to know and learn it as soon as possible. The following concepts around effective and efficient learning should help reduce your window of vulnerability in not knowing what you should.
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Take steps to learn about the organization and domain culture: symbols, norms, and assumptions. There are three kinds of culture: organizational, professional, and geographic.
Are you effective at learning about new organizations? Do you sometimes fall prey to the action imperative? To coming in with “the answer”? If so, how will you avoid doing this?
What’s your learning agenda? Based on what you know now, compose a list of questions to guide early inquiry. What hypotheses do you have, and how will you test them?
Given the questions, you want to answer, which individuals are most likely to provide you with solid, actionable insights?
How might you increase the efficiency of your learning process? What are some ways you might extract more actionable insights for your investment of time and energy?
Given your answers to the previous questions, create your learning plan.
Match Strategy to Situation (STaRS model)
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Transition Type | Challenges | Opportunities | Organization or Domain Psychology |
Startup | |||
Turnaround | |||
Realignment | |||
Sustaining Success |
Situational Awareness
Which of the 4 STaRS situations are you facing?
What are the implications for the challenges and opportunities?
What are the implications for your learning agenda?
Which of your skills/strengths are likely to be most valuable? Or get you into trouble?
What’s the prevailing frame of mind? What psychology transformations do you need to make?
Should your early focus be on offense or defense?
What’s the mix of types of situations you’re managing? Which portions of your unit are in each situation? What are the implications for managing and rewarding people?