Feb. 16, 2026
Want to Lead Well in Your First 90 Days? Assess and Align
Master month two of your first 90 days as a new leader. This episode delivers career strategies and leadership tactics for assessment, alignment, and turning chaos into clarity. Learn the critical difference between observation and evaluation, why SWOT analysis is an essential tool for analyzing both teams and operational systems, and the right time to share your findings with your boss. Get actionable leadership & career guidance for navigating your critical transition period, plus straightforward frameworks that help new managers avoid analysis paralysis and build confidence through strategic thinking.
Perfect for:
- Women in leadership stepping into new director, manager, or executive roles
- New leaders navigating their first 90 days without structured onboarding support
- Directors and managers overwhelmed by information overload during organizational transitions
- Career-driven professionals seeking practical frameworks to assess teams and operations strategically
Check out my calendar to schedule your personalized leader support session.
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WEBVTT
00:00.031 --> 00:12.969
[SPEAKER_00]: You're a month in and post it notes are all over the place and you're calendar Yeah, it looks like a game of Tetris and you're still drinking from the fire hose and if you're not careful All that information.
00:13.390 --> 00:18.057
[SPEAKER_00]: Yeah, it just becomes noise in the background So how do you turn chaos into order?
00:18.617 --> 00:19.398
[SPEAKER_00]: Well, that's next.
00:19.659 --> 00:20.520
[SPEAKER_00]: So stick with me
00:22.880 --> 00:24.422
[SPEAKER_00]: Welcome to Crossroads in Catalyst.
00:24.462 --> 00:25.823
[SPEAKER_00]: The podcast was Shneedabee.
00:25.963 --> 00:26.604
[SPEAKER_00]: I am your host.
00:26.945 --> 00:34.273
[SPEAKER_00]: This is where we discuss how a thoughtful, wise, and strategic perspective at a crossroads can be the catalyst for change in your leadership and career.
00:35.013 --> 00:40.880
[SPEAKER_00]: Now before we move forward with the episode, I want you to do me a favor and be sure to hit the follow button in Apple or Spotify.
00:41.401 --> 00:52.633
[SPEAKER_00]: Or go directly to my website, Crossroads in Catalyst.com and you can follow there and you will not miss a notification so that you always have access to the episodes.
00:52.613 --> 00:58.204
[SPEAKER_00]: Okay, so I am so glad that you're back with me for part two of this mini series on your first 90 days of leadership.
00:58.805 --> 01:05.217
[SPEAKER_00]: And if you didn't get a chance to listen to the first one, well, be sure to go and check that one out as well because you're going to want to hear that.
01:06.299 --> 01:09.205
[SPEAKER_00]: What I want to know is your head still spinning at this point.
01:10.086 --> 01:11.469
[SPEAKER_00]: And are you still feeling nervous?
01:11.970 --> 01:15.617
[SPEAKER_00]: Because it is no small feat to take on a new leadership role.
01:15.597 --> 01:26.282
[SPEAKER_00]: So you might be in a state of confusion by now because maybe the process is in the systems that you're assessing are just baffling or you're not just, you're really not sure where you should start.
01:27.494 --> 01:32.923
[SPEAKER_00]: I feel you on that, because I know I've been there, but let me remind you about something.
01:33.724 --> 01:34.646
[SPEAKER_00]: You can do this.
01:35.187 --> 01:43.961
[SPEAKER_00]: I don't want you to start to feel stuck like you're not sure what you're supposed to do or how you're going to make sense of what you're hearing, what you're learning.
01:44.702 --> 01:46.585
[SPEAKER_00]: You can do this, okay?
01:46.605 --> 01:49.771
[SPEAKER_00]: You are perfectly smart and intelligent person.
01:50.752 --> 01:53.637
[SPEAKER_00]: You're managing to trust you and you should trust yourself.
01:55.726 --> 02:15.951
[SPEAKER_00]: But to be sure, the first 90 days, they can be pretty daunting and because really not only are you learning new operations, you're trying to stay connected to your new bosses and your teams and you're trying to make sense out of what feels like a 10,000 piece jigsaw puzzle and the picture has been lost.
02:16.011 --> 02:19.675
[SPEAKER_00]: Because sometimes you don't even know what the outcome is supposed to be.
02:19.655 --> 02:20.156
[SPEAKER_00]: Okay.
02:20.918 --> 02:22.562
[SPEAKER_00]: And your onboarding experience.
02:22.602 --> 02:26.411
[SPEAKER_00]: Well, that's just as important as any other new higher in that organization.
02:26.452 --> 02:36.516
[SPEAKER_00]: And it is so easy for companies to just take for granted that a new leader does not need the same care and consideration.
02:36.496 --> 02:47.017
[SPEAKER_00]: of going through an onboarding process, having those sit down conversations with the appropriate contacts, just to make sure that you're settling in to your role.
02:47.058 --> 02:48.661
[SPEAKER_00]: This is not about hand holding.
02:48.701 --> 02:51.246
[SPEAKER_00]: This is about really preparing you for success.
02:51.727 --> 02:53.952
[SPEAKER_00]: And that's what we want for you.
02:53.992 --> 02:55.635
[SPEAKER_00]: Okay.
02:57.134 --> 03:07.929
[SPEAKER_00]: I've been onboarded numerous times and each one has revealed its own challenges and they've not always been what I would have hoped for.
03:08.209 --> 03:09.471
[SPEAKER_00]: Let's say it like that.
03:11.093 --> 03:15.079
[SPEAKER_00]: The one thing that you will want to do is understand what the goal is.
03:16.981 --> 03:22.028
[SPEAKER_00]: Because I've had several bosses who were not great on-borders, even though they were nice people,
03:23.375 --> 03:31.069
[SPEAKER_00]: Some of the information that they provided to me, which I think they thought was guidance, it wasn't always helpful to me.
03:32.111 --> 03:37.941
[SPEAKER_00]: I had one boss basically tell me, well, just do what you did in your last job.
03:39.184 --> 03:45.535
[SPEAKER_00]: Well, when you make a statement like that, that is full of assumptions and some of those assumptions are that.
03:45.751 --> 03:50.859
[SPEAKER_00]: the culture, the processes, the scenarios, that those were all very similar.
03:51.480 --> 03:59.834
[SPEAKER_00]: And what we can do here is we can just take whatever work there and apply it here and voila, everything is great.
04:00.235 --> 04:02.899
[SPEAKER_00]: You get a pad on the back and the job is well done.
04:03.554 --> 04:06.297
[SPEAKER_00]: Yeah, no, that's that's not how that happens.
04:07.078 --> 04:08.820
[SPEAKER_00]: Rarely does it happen like that.
04:09.441 --> 04:10.662
[SPEAKER_00]: So what happens instead?
04:10.702 --> 04:19.873
[SPEAKER_00]: Well, what happens instead is that you end up forcing a solution that doesn't fit and now you and possibly others are frustrated with the results.
04:20.594 --> 04:22.276
[SPEAKER_00]: So I want you to think about it, okay?
04:22.616 --> 04:28.583
[SPEAKER_00]: You were hired for your experience, but assumptions can make whatever problems exist.
04:28.563 --> 04:33.052
[SPEAKER_00]: they just make a worse and it's not an effective application of your knowledge.
04:33.393 --> 04:50.487
[SPEAKER_00]: So don't get lost and making a lot of assumptions because I don't know if you've heard the old saying, when you make assumptions, you make a blank out of you and me, I'm not going to say the word,
04:50.467 --> 05:03.598
[SPEAKER_00]: But in addition to that, it's not a typical to have an onboarding gap, and this may leave you feeling isolated, so that you have to fight the temptation.
05:03.983 --> 05:08.110
[SPEAKER_00]: to feel like there's some some level of abandonment there.
05:08.331 --> 05:08.631
[SPEAKER_00]: Okay?
05:08.932 --> 05:16.646
[SPEAKER_00]: Well, also simultaneously working toward building a plan to address the specific needs and problems that you're seeing.
05:17.687 --> 05:24.720
[SPEAKER_00]: Okay, again, you are not alone and there are many leaders who have felt this exact same way, including me.
05:24.780 --> 05:27.004
[SPEAKER_00]: So you are in good company.
05:28.013 --> 05:32.318
[SPEAKER_00]: And I don't want you to feel embarrassed to seek the guidance that you need.
05:32.898 --> 05:38.584
[SPEAKER_00]: Okay, experience does not mean no assistance required.
05:39.906 --> 05:45.812
[SPEAKER_00]: Again, you're new to the role, maybe you're even new to the organization.
05:45.852 --> 05:56.383
[SPEAKER_00]: So do not hesitate to reach out and request some clarification on what it is that you're supposed to be working toward.
05:56.363 --> 05:57.767
[SPEAKER_00]: because that's not always clear.
05:57.847 --> 06:02.278
[SPEAKER_00]: And again, sometimes the people in the organization don't necessarily know.
06:02.338 --> 06:06.288
[SPEAKER_00]: They know that they need help, but they're not exactly sure and they can't put their finger on it.
06:07.030 --> 06:13.005
[SPEAKER_00]: And sometimes it's kind of like sticking the thumb in the air to see which direction the wind is blowing.
06:14.167 --> 06:16.873
[SPEAKER_00]: that's kind of how it is in some organizations.
06:17.033 --> 06:20.861
[SPEAKER_00]: So you'll have to exercise some patients with yourself.
06:21.262 --> 06:26.694
[SPEAKER_00]: You'll have to exercise some patients with your boss and probably with your teams and your colleagues as well.
06:28.277 --> 06:30.201
[SPEAKER_00]: So then the question would be,
06:30.181 --> 06:34.166
[SPEAKER_00]: How do you put the puzzle together without drowning in your own notes?
06:34.567 --> 06:37.630
[SPEAKER_00]: Because by this time, I'm sure you've taken a whole lot of them.
06:37.651 --> 06:43.278
[SPEAKER_00]: And I do not want you to suffer from analysis paralysis.
06:44.199 --> 06:44.299
[SPEAKER_00]: Okay?
06:45.160 --> 06:47.964
[SPEAKER_00]: We're going to start with observing and evaluating.
06:48.324 --> 06:50.227
[SPEAKER_00]: And I want you to know the difference between the two.
06:50.988 --> 06:51.468
[SPEAKER_00]: Okay?
06:51.488 --> 07:00.019
[SPEAKER_00]: Observing is watching a process to understand what's happening.
07:01.585 --> 07:10.579
[SPEAKER_00]: Now in month two of your first 90 days, you should still be spending the majority of your time observing rather than evaluating.
07:10.759 --> 07:18.230
[SPEAKER_00]: And by the majority of your time, I'm talking more like 70% of your time observing and about 30% evaluating.
07:18.711 --> 07:27.424
[SPEAKER_00]: Now again, I give the caveat that depending on the circumstances of your higher and the company,
07:28.045 --> 07:45.548
[SPEAKER_00]: It may be that they really need somebody to jump in and do A, B, and C right away without you having the opportunity to really observe and evaluate and understand what is actually happening with a particular process or system that is okay, but in a lot of situations.
07:46.017 --> 07:54.406
[SPEAKER_00]: you really want to take the time to really understand and comprehend deeply the work that you're supposed to be doing.
07:55.547 --> 07:59.491
[SPEAKER_00]: So start documenting what you're seeing by asking yourself some key questions.
08:01.053 --> 08:08.901
[SPEAKER_00]: If you're working in a similar role as your last job, ask yourself questions like who were the primary stakeholders to carry out A.B.
08:08.941 --> 08:10.202
[SPEAKER_00]: and C processes.
08:11.178 --> 08:12.982
[SPEAKER_00]: What was the order of the processes?
08:13.703 --> 08:17.211
[SPEAKER_00]: What type of technology was utilized to optimize the system?
08:17.992 --> 08:25.067
[SPEAKER_00]: And you might also consider reaching out to the software provider or providers, because in most cases, they're going to be many.
08:25.107 --> 08:30.739
[SPEAKER_00]: And having them explain to you how their system works.
08:30.719 --> 08:34.084
[SPEAKER_00]: What are the advantages and disadvantages of the system?
08:34.384 --> 08:48.205
[SPEAKER_00]: There are all kinds of questions that you can ask to really get to the nitty-gritty of the system, which will assist you in determining what your organization needs.
08:48.185 --> 09:01.730
[SPEAKER_00]: Leave no stone unturned, because the more you rely upon some of your experience, the better questions you will be able to ask based on what you've seen and what you know has worked in the past.
09:01.750 --> 09:08.202
[SPEAKER_00]: And again, you don't have to make assumptions and automatically apply what you've done in the past.
09:08.182 --> 09:16.364
[SPEAKER_00]: to the current situation because you're not going to be able to make a one size fits approach work in every scenario.
09:16.384 --> 09:18.370
[SPEAKER_00]: It's not even a one size.
09:20.375 --> 09:20.816
[SPEAKER_00]: What did I say?
09:20.896 --> 09:21.819
[SPEAKER_00]: One size fits most.
09:21.899 --> 09:24.486
[SPEAKER_00]: It's not a one size fits all either.
09:24.466 --> 09:35.117
[SPEAKER_00]: you want to really think critically and take your time as much as allowed as it's allowed so that you can apply a system that works.
09:35.518 --> 09:36.879
[SPEAKER_00]: You're going to have to create this.
09:37.440 --> 09:40.042
[SPEAKER_00]: And let me tell you another thing that actually works well.
09:40.823 --> 09:42.525
[SPEAKER_00]: A good old-fashioned SWAT analysis.
09:43.166 --> 09:52.836
[SPEAKER_00]: And if you don't
09:53.086 --> 10:08.783
[SPEAKER_00]: I want you to do this not only for your team but do it for the greater operational systems that you oversee at large because this is what's going to really help you as your documenting these things you'll start to see a pattern that emerges.
10:08.763 --> 10:18.034
[SPEAKER_00]: and then you'll be able to categorize them according to either your SWAT analysis or some other framework that has really helped you in the past.
10:18.515 --> 10:29.148
[SPEAKER_00]: I don't want you to give up your experience because you've put it on hold so that you avoid making some minor mistakes or even some major mistakes.
10:29.709 --> 10:34.635
[SPEAKER_00]: But I want you to exercise and awareness as you proceed forward.
10:34.615 --> 10:38.479
[SPEAKER_00]: with handling your observation and evaluation.
10:38.820 --> 10:43.845
[SPEAKER_00]: And of course, you're going to continue to ask questions of your colleagues, of your team members.
10:44.706 --> 10:48.711
[SPEAKER_00]: And this is how you're going to build a good process.
10:49.091 --> 10:56.800
[SPEAKER_00]: This is how you're going to put forth some recommendations that are going to be necessary down the road.
10:57.781 --> 11:03.728
[SPEAKER_00]: And so this next thing is an absolute must-do.
11:04.450 --> 11:09.057
[SPEAKER_00]: you have to check in with your boss so that you can share some of your observations.
11:09.818 --> 11:15.187
[SPEAKER_00]: This is actually going to boost your confidence to have some of your findings confirmed, okay?
11:15.607 --> 11:25.363
[SPEAKER_00]: And not only that, it's going to give you an opportunity to have some of the blanks filled in by someone who may have a really solid understanding of the system.
11:26.605 --> 11:30.070
[SPEAKER_00]: That is really what's going to help you overall.
11:30.134 --> 11:43.255
[SPEAKER_00]: And it'd be no different than talking to one of your good friends and just sharing some ideas and just saying, hey, you know, this is kind of what I, what I saw, what I understood is this is this what you took away from that scenario.
11:44.076 --> 11:48.283
[SPEAKER_00]: And believe me, it will boost your confidence.
11:48.303 --> 11:56.817
[SPEAKER_00]: It will make you feel better about the work that you're doing because sometimes again, you're kind of thinking
11:56.797 --> 11:59.882
[SPEAKER_00]: Well, I don't know that I'm really getting a whole lot of accomplished here.
12:01.285 --> 12:06.774
[SPEAKER_00]: You don't have to come in and do major things in order to feel like you've accomplished something.
12:08.677 --> 12:15.970
[SPEAKER_00]: This work, this groundwork that you're laying, this is just as important as any decision that you're going to make six months from now.
12:15.950 --> 12:20.480
[SPEAKER_00]: the more informed you are, the better off you will be.
12:20.500 --> 12:23.768
[SPEAKER_00]: The better off your team will be and the better rapport that you will be.
12:24.128 --> 12:30.001
[SPEAKER_00]: Because as you're sharing what you're observing, you're also building rapport and trust.
12:30.062 --> 12:35.173
[SPEAKER_00]: Because now your boss is recognizing that they made the right decision when they hired you.
12:36.200 --> 12:50.389
[SPEAKER_00]: and they will be able to trust that because you are thoughtful, because you are considerate, you're thinking through your exercising critical thinking skills that they can trust your judgment.
12:51.071 --> 12:53.736
[SPEAKER_00]: And that's also another thing that you want.
12:53.716 --> 13:03.894
[SPEAKER_00]: All right, and additionally, this is going to help to serve as a great discussion point, so that you can determine if the direction in which you're headed is the right one.
13:04.915 --> 13:13.711
[SPEAKER_00]: These things that you're going to share, they're going to spark the right conversations and the right questions, so then you'll be prompted to ask more questions.
13:13.731 --> 13:17.918
[SPEAKER_00]: And then you're going to start to feel more comfortable like you're in your element.
13:17.898 --> 13:26.401
[SPEAKER_00]: And you want those, those wins, you want those small wins because that's what's going to help to keep you motivated to continue to move forward.
13:27.224 --> 13:33.561
[SPEAKER_00]: And then by the end of month two, you won't have the complete picture yet, but what you will have.
13:33.541 --> 13:36.304
[SPEAKER_00]: is a more of an outline.
13:36.725 --> 13:42.572
[SPEAKER_00]: You'll be able to see the outline forming so that you understand what needs to happen next.
13:43.073 --> 13:48.800
[SPEAKER_00]: And this is going to be an excellent primer to help bring some of the order to the chaos, right?
13:49.561 --> 13:55.508
[SPEAKER_00]: So if you want more specific pointers for your particular situation, then schedule some time with me.
13:55.568 --> 14:00.274
[SPEAKER_00]: And you can do that by clicking the calendar link in the show notes.
14:00.254 --> 14:08.045
[SPEAKER_00]: This, I think, is one of the most important things about starting a new role, especially if you're a leader.
14:08.085 --> 14:11.057
[SPEAKER_00]: It's just coming in with a plan.
14:12.320 --> 14:20.169
[SPEAKER_00]: because again, every organization, they have needs, but they don't always know what those needs are.
14:20.209 --> 14:23.773
[SPEAKER_00]: They're not always quite sure how to address things.
14:23.973 --> 14:32.703
[SPEAKER_00]: And depending on how fast pace that environment is, they might not have the opportunity to really flesh out for you what it is that they're looking to do.
14:32.743 --> 14:36.808
[SPEAKER_00]: You're just, you're going to have to discover that as you go through,
14:36.788 --> 14:46.464
[SPEAKER_00]: the observing and evaluation process, and aside, and excuse me, assessing and aligning what you're finding with the overall goals of the organization.
14:47.065 --> 14:51.932
[SPEAKER_00]: Okay, this is applicable not only in the company, this is applicable in your personal life.
14:52.714 --> 14:54.757
[SPEAKER_00]: You have to go through this process.
14:55.558 --> 15:04.112
[SPEAKER_00]: And the sharper you get at it, the better off you'll feel and think about what it is that you're doing.
15:04.092 --> 15:11.947
[SPEAKER_00]: All right, so next week we're going to be talking about part three of your first 90 days as a leader.
15:12.628 --> 15:14.472
[SPEAKER_00]: And I'm so glad that you joined me today.
15:14.692 --> 15:16.957
[SPEAKER_00]: I really do appreciate that you're listening.
15:17.658 --> 15:22.287
[SPEAKER_00]: And, you know, don't miss out on the brief reflective insights that I offer and
15:22.267 --> 15:30.634
[SPEAKER_00]: my newsletter, the catalyst is short, it's sweet, but it's going to give you something to consider as you continue on your leadership journey.
15:30.834 --> 15:46.168
[SPEAKER_00]: Okay, sign up at crossroadsandcatalyst.com slash newsletter and of course the link will also be in the show notes and until next time be thoughtful, be wise and be strategic and remember crossroads reveal who you are.
15:46.788 --> 15:52.273
[SPEAKER_00]: Catalyst shape who you become
15:52.253 --> 15:53.000
[SPEAKER_00]: See you next week.
00:00.031 --> 00:12.969
[SPEAKER_00]: You're a month in and post it notes are all over the place and you're calendar Yeah, it looks like a game of Tetris and you're still drinking from the fire hose and if you're not careful All that information.
00:13.390 --> 00:18.057
[SPEAKER_00]: Yeah, it just becomes noise in the background So how do you turn chaos into order?
00:18.617 --> 00:19.398
[SPEAKER_00]: Well, that's next.
00:19.659 --> 00:20.520
[SPEAKER_00]: So stick with me
00:22.880 --> 00:24.422
[SPEAKER_00]: Welcome to Crossroads in Catalyst.
00:24.462 --> 00:25.823
[SPEAKER_00]: The podcast was Shneedabee.
00:25.963 --> 00:26.604
[SPEAKER_00]: I am your host.
00:26.945 --> 00:34.273
[SPEAKER_00]: This is where we discuss how a thoughtful, wise, and strategic perspective at a crossroads can be the catalyst for change in your leadership and career.
00:35.013 --> 00:40.880
[SPEAKER_00]: Now before we move forward with the episode, I want you to do me a favor and be sure to hit the follow button in Apple or Spotify.
00:41.401 --> 00:52.633
[SPEAKER_00]: Or go directly to my website, Crossroads in Catalyst.com and you can follow there and you will not miss a notification so that you always have access to the episodes.
00:52.613 --> 00:58.204
[SPEAKER_00]: Okay, so I am so glad that you're back with me for part two of this mini series on your first 90 days of leadership.
00:58.805 --> 01:05.217
[SPEAKER_00]: And if you didn't get a chance to listen to the first one, well, be sure to go and check that one out as well because you're going to want to hear that.
01:06.299 --> 01:09.205
[SPEAKER_00]: What I want to know is your head still spinning at this point.
01:10.086 --> 01:11.469
[SPEAKER_00]: And are you still feeling nervous?
01:11.970 --> 01:15.617
[SPEAKER_00]: Because it is no small feat to take on a new leadership role.
01:15.597 --> 01:26.282
[SPEAKER_00]: So you might be in a state of confusion by now because maybe the process is in the systems that you're assessing are just baffling or you're not just, you're really not sure where you should start.
01:27.494 --> 01:32.923
[SPEAKER_00]: I feel you on that, because I know I've been there, but let me remind you about something.
01:33.724 --> 01:34.646
[SPEAKER_00]: You can do this.
01:35.187 --> 01:43.961
[SPEAKER_00]: I don't want you to start to feel stuck like you're not sure what you're supposed to do or how you're going to make sense of what you're hearing, what you're learning.
01:44.702 --> 01:46.585
[SPEAKER_00]: You can do this, okay?
01:46.605 --> 01:49.771
[SPEAKER_00]: You are perfectly smart and intelligent person.
01:50.752 --> 01:53.637
[SPEAKER_00]: You're managing to trust you and you should trust yourself.
01:55.726 --> 02:15.951
[SPEAKER_00]: But to be sure, the first 90 days, they can be pretty daunting and because really not only are you learning new operations, you're trying to stay connected to your new bosses and your teams and you're trying to make sense out of what feels like a 10,000 piece jigsaw puzzle and the picture has been lost.
02:16.011 --> 02:19.675
[SPEAKER_00]: Because sometimes you don't even know what the outcome is supposed to be.
02:19.655 --> 02:20.156
[SPEAKER_00]: Okay.
02:20.918 --> 02:22.562
[SPEAKER_00]: And your onboarding experience.
02:22.602 --> 02:26.411
[SPEAKER_00]: Well, that's just as important as any other new higher in that organization.
02:26.452 --> 02:36.516
[SPEAKER_00]: And it is so easy for companies to just take for granted that a new leader does not need the same care and consideration.
02:36.496 --> 02:47.017
[SPEAKER_00]: of going through an onboarding process, having those sit down conversations with the appropriate contacts, just to make sure that you're settling in to your role.
02:47.058 --> 02:48.661
[SPEAKER_00]: This is not about hand holding.
02:48.701 --> 02:51.246
[SPEAKER_00]: This is about really preparing you for success.
02:51.727 --> 02:53.952
[SPEAKER_00]: And that's what we want for you.
02:53.992 --> 02:55.635
[SPEAKER_00]: Okay.
02:57.134 --> 03:07.929
[SPEAKER_00]: I've been onboarded numerous times and each one has revealed its own challenges and they've not always been what I would have hoped for.
03:08.209 --> 03:09.471
[SPEAKER_00]: Let's say it like that.
03:11.093 --> 03:15.079
[SPEAKER_00]: The one thing that you will want to do is understand what the goal is.
03:16.981 --> 03:22.028
[SPEAKER_00]: Because I've had several bosses who were not great on-borders, even though they were nice people,
03:23.375 --> 03:31.069
[SPEAKER_00]: Some of the information that they provided to me, which I think they thought was guidance, it wasn't always helpful to me.
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[SPEAKER_00]: I had one boss basically tell me, well, just do what you did in your last job.
03:39.184 --> 03:45.535
[SPEAKER_00]: Well, when you make a statement like that, that is full of assumptions and some of those assumptions are that.
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[SPEAKER_00]: the culture, the processes, the scenarios, that those were all very similar.
03:51.480 --> 03:59.834
[SPEAKER_00]: And what we can do here is we can just take whatever work there and apply it here and voila, everything is great.
04:00.235 --> 04:02.899
[SPEAKER_00]: You get a pad on the back and the job is well done.
04:03.554 --> 04:06.297
[SPEAKER_00]: Yeah, no, that's that's not how that happens.
04:07.078 --> 04:08.820
[SPEAKER_00]: Rarely does it happen like that.
04:09.441 --> 04:10.662
[SPEAKER_00]: So what happens instead?
04:10.702 --> 04:19.873
[SPEAKER_00]: Well, what happens instead is that you end up forcing a solution that doesn't fit and now you and possibly others are frustrated with the results.
04:20.594 --> 04:22.276
[SPEAKER_00]: So I want you to think about it, okay?
04:22.616 --> 04:28.583
[SPEAKER_00]: You were hired for your experience, but assumptions can make whatever problems exist.
04:28.563 --> 04:33.052
[SPEAKER_00]: they just make a worse and it's not an effective application of your knowledge.
04:33.393 --> 04:50.487
[SPEAKER_00]: So don't get lost and making a lot of assumptions because I don't know if you've heard the old saying, when you make assumptions, you make a blank out of you and me, I'm not going to say the word,
04:50.467 --> 05:03.598
[SPEAKER_00]: But in addition to that, it's not a typical to have an onboarding gap, and this may leave you feeling isolated, so that you have to fight the temptation.
05:03.983 --> 05:08.110
[SPEAKER_00]: to feel like there's some some level of abandonment there.
05:08.331 --> 05:08.631
[SPEAKER_00]: Okay?
05:08.932 --> 05:16.646
[SPEAKER_00]: Well, also simultaneously working toward building a plan to address the specific needs and problems that you're seeing.
05:17.687 --> 05:24.720
[SPEAKER_00]: Okay, again, you are not alone and there are many leaders who have felt this exact same way, including me.
05:24.780 --> 05:27.004
[SPEAKER_00]: So you are in good company.
05:28.013 --> 05:32.318
[SPEAKER_00]: And I don't want you to feel embarrassed to seek the guidance that you need.
05:32.898 --> 05:38.584
[SPEAKER_00]: Okay, experience does not mean no assistance required.
05:39.906 --> 05:45.812
[SPEAKER_00]: Again, you're new to the role, maybe you're even new to the organization.
05:45.852 --> 05:56.383
[SPEAKER_00]: So do not hesitate to reach out and request some clarification on what it is that you're supposed to be working toward.
05:56.363 --> 05:57.767
[SPEAKER_00]: because that's not always clear.
05:57.847 --> 06:02.278
[SPEAKER_00]: And again, sometimes the people in the organization don't necessarily know.
06:02.338 --> 06:06.288
[SPEAKER_00]: They know that they need help, but they're not exactly sure and they can't put their finger on it.
06:07.030 --> 06:13.005
[SPEAKER_00]: And sometimes it's kind of like sticking the thumb in the air to see which direction the wind is blowing.
06:14.167 --> 06:16.873
[SPEAKER_00]: that's kind of how it is in some organizations.
06:17.033 --> 06:20.861
[SPEAKER_00]: So you'll have to exercise some patients with yourself.
06:21.262 --> 06:26.694
[SPEAKER_00]: You'll have to exercise some patients with your boss and probably with your teams and your colleagues as well.
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[SPEAKER_00]: So then the question would be,
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[SPEAKER_00]: How do you put the puzzle together without drowning in your own notes?
06:34.567 --> 06:37.630
[SPEAKER_00]: Because by this time, I'm sure you've taken a whole lot of them.
06:37.651 --> 06:43.278
[SPEAKER_00]: And I do not want you to suffer from analysis paralysis.
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[SPEAKER_00]: Okay?
06:45.160 --> 06:47.964
[SPEAKER_00]: We're going to start with observing and evaluating.
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[SPEAKER_00]: And I want you to know the difference between the two.
06:50.988 --> 06:51.468
[SPEAKER_00]: Okay?
06:51.488 --> 07:00.019
[SPEAKER_00]: Observing is watching a process to understand what's happening.
07:01.585 --> 07:10.579
[SPEAKER_00]: Now in month two of your first 90 days, you should still be spending the majority of your time observing rather than evaluating.
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[SPEAKER_00]: And by the majority of your time, I'm talking more like 70% of your time observing and about 30% evaluating.
07:18.711 --> 07:27.424
[SPEAKER_00]: Now again, I give the caveat that depending on the circumstances of your higher and the company,
07:28.045 --> 07:45.548
[SPEAKER_00]: It may be that they really need somebody to jump in and do A, B, and C right away without you having the opportunity to really observe and evaluate and understand what is actually happening with a particular process or system that is okay, but in a lot of situations.
07:46.017 --> 07:54.406
[SPEAKER_00]: you really want to take the time to really understand and comprehend deeply the work that you're supposed to be doing.
07:55.547 --> 07:59.491
[SPEAKER_00]: So start documenting what you're seeing by asking yourself some key questions.
08:01.053 --> 08:08.901
[SPEAKER_00]: If you're working in a similar role as your last job, ask yourself questions like who were the primary stakeholders to carry out A.B.
08:08.941 --> 08:10.202
[SPEAKER_00]: and C processes.
08:11.178 --> 08:12.982
[SPEAKER_00]: What was the order of the processes?
08:13.703 --> 08:17.211
[SPEAKER_00]: What type of technology was utilized to optimize the system?
08:17.992 --> 08:25.067
[SPEAKER_00]: And you might also consider reaching out to the software provider or providers, because in most cases, they're going to be many.
08:25.107 --> 08:30.739
[SPEAKER_00]: And having them explain to you how their system works.
08:30.719 --> 08:34.084
[SPEAKER_00]: What are the advantages and disadvantages of the system?
08:34.384 --> 08:48.205
[SPEAKER_00]: There are all kinds of questions that you can ask to really get to the nitty-gritty of the system, which will assist you in determining what your organization needs.
08:48.185 --> 09:01.730
[SPEAKER_00]: Leave no stone unturned, because the more you rely upon some of your experience, the better questions you will be able to ask based on what you've seen and what you know has worked in the past.
09:01.750 --> 09:08.202
[SPEAKER_00]: And again, you don't have to make assumptions and automatically apply what you've done in the past.
09:08.182 --> 09:16.364
[SPEAKER_00]: to the current situation because you're not going to be able to make a one size fits approach work in every scenario.
09:16.384 --> 09:18.370
[SPEAKER_00]: It's not even a one size.
09:20.375 --> 09:20.816
[SPEAKER_00]: What did I say?
09:20.896 --> 09:21.819
[SPEAKER_00]: One size fits most.
09:21.899 --> 09:24.486
[SPEAKER_00]: It's not a one size fits all either.
09:24.466 --> 09:35.117
[SPEAKER_00]: you want to really think critically and take your time as much as allowed as it's allowed so that you can apply a system that works.
09:35.518 --> 09:36.879
[SPEAKER_00]: You're going to have to create this.
09:37.440 --> 09:40.042
[SPEAKER_00]: And let me tell you another thing that actually works well.
09:40.823 --> 09:42.525
[SPEAKER_00]: A good old-fashioned SWAT analysis.
09:43.166 --> 09:52.836
[SPEAKER_00]: And if you don't
09:53.086 --> 10:08.783
[SPEAKER_00]: I want you to do this not only for your team but do it for the greater operational systems that you oversee at large because this is what's going to really help you as your documenting these things you'll start to see a pattern that emerges.
10:08.763 --> 10:18.034
[SPEAKER_00]: and then you'll be able to categorize them according to either your SWAT analysis or some other framework that has really helped you in the past.
10:18.515 --> 10:29.148
[SPEAKER_00]: I don't want you to give up your experience because you've put it on hold so that you avoid making some minor mistakes or even some major mistakes.
10:29.709 --> 10:34.635
[SPEAKER_00]: But I want you to exercise and awareness as you proceed forward.
10:34.615 --> 10:38.479
[SPEAKER_00]: with handling your observation and evaluation.
10:38.820 --> 10:43.845
[SPEAKER_00]: And of course, you're going to continue to ask questions of your colleagues, of your team members.
10:44.706 --> 10:48.711
[SPEAKER_00]: And this is how you're going to build a good process.
10:49.091 --> 10:56.800
[SPEAKER_00]: This is how you're going to put forth some recommendations that are going to be necessary down the road.
10:57.781 --> 11:03.728
[SPEAKER_00]: And so this next thing is an absolute must-do.
11:04.450 --> 11:09.057
[SPEAKER_00]: you have to check in with your boss so that you can share some of your observations.
11:09.818 --> 11:15.187
[SPEAKER_00]: This is actually going to boost your confidence to have some of your findings confirmed, okay?
11:15.607 --> 11:25.363
[SPEAKER_00]: And not only that, it's going to give you an opportunity to have some of the blanks filled in by someone who may have a really solid understanding of the system.
11:26.605 --> 11:30.070
[SPEAKER_00]: That is really what's going to help you overall.
11:30.134 --> 11:43.255
[SPEAKER_00]: And it'd be no different than talking to one of your good friends and just sharing some ideas and just saying, hey, you know, this is kind of what I, what I saw, what I understood is this is this what you took away from that scenario.
11:44.076 --> 11:48.283
[SPEAKER_00]: And believe me, it will boost your confidence.
11:48.303 --> 11:56.817
[SPEAKER_00]: It will make you feel better about the work that you're doing because sometimes again, you're kind of thinking
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[SPEAKER_00]: Well, I don't know that I'm really getting a whole lot of accomplished here.
12:01.285 --> 12:06.774
[SPEAKER_00]: You don't have to come in and do major things in order to feel like you've accomplished something.
12:08.677 --> 12:15.970
[SPEAKER_00]: This work, this groundwork that you're laying, this is just as important as any decision that you're going to make six months from now.
12:15.950 --> 12:20.480
[SPEAKER_00]: the more informed you are, the better off you will be.
12:20.500 --> 12:23.768
[SPEAKER_00]: The better off your team will be and the better rapport that you will be.
12:24.128 --> 12:30.001
[SPEAKER_00]: Because as you're sharing what you're observing, you're also building rapport and trust.
12:30.062 --> 12:35.173
[SPEAKER_00]: Because now your boss is recognizing that they made the right decision when they hired you.
12:36.200 --> 12:50.389
[SPEAKER_00]: and they will be able to trust that because you are thoughtful, because you are considerate, you're thinking through your exercising critical thinking skills that they can trust your judgment.
12:51.071 --> 12:53.736
[SPEAKER_00]: And that's also another thing that you want.
12:53.716 --> 13:03.894
[SPEAKER_00]: All right, and additionally, this is going to help to serve as a great discussion point, so that you can determine if the direction in which you're headed is the right one.
13:04.915 --> 13:13.711
[SPEAKER_00]: These things that you're going to share, they're going to spark the right conversations and the right questions, so then you'll be prompted to ask more questions.
13:13.731 --> 13:17.918
[SPEAKER_00]: And then you're going to start to feel more comfortable like you're in your element.
13:17.898 --> 13:26.401
[SPEAKER_00]: And you want those, those wins, you want those small wins because that's what's going to help to keep you motivated to continue to move forward.
13:27.224 --> 13:33.561
[SPEAKER_00]: And then by the end of month two, you won't have the complete picture yet, but what you will have.
13:33.541 --> 13:36.304
[SPEAKER_00]: is a more of an outline.
13:36.725 --> 13:42.572
[SPEAKER_00]: You'll be able to see the outline forming so that you understand what needs to happen next.
13:43.073 --> 13:48.800
[SPEAKER_00]: And this is going to be an excellent primer to help bring some of the order to the chaos, right?
13:49.561 --> 13:55.508
[SPEAKER_00]: So if you want more specific pointers for your particular situation, then schedule some time with me.
13:55.568 --> 14:00.274
[SPEAKER_00]: And you can do that by clicking the calendar link in the show notes.
14:00.254 --> 14:08.045
[SPEAKER_00]: This, I think, is one of the most important things about starting a new role, especially if you're a leader.
14:08.085 --> 14:11.057
[SPEAKER_00]: It's just coming in with a plan.
14:12.320 --> 14:20.169
[SPEAKER_00]: because again, every organization, they have needs, but they don't always know what those needs are.
14:20.209 --> 14:23.773
[SPEAKER_00]: They're not always quite sure how to address things.
14:23.973 --> 14:32.703
[SPEAKER_00]: And depending on how fast pace that environment is, they might not have the opportunity to really flesh out for you what it is that they're looking to do.
14:32.743 --> 14:36.808
[SPEAKER_00]: You're just, you're going to have to discover that as you go through,
14:36.788 --> 14:46.464
[SPEAKER_00]: the observing and evaluation process, and aside, and excuse me, assessing and aligning what you're finding with the overall goals of the organization.
14:47.065 --> 14:51.932
[SPEAKER_00]: Okay, this is applicable not only in the company, this is applicable in your personal life.
14:52.714 --> 14:54.757
[SPEAKER_00]: You have to go through this process.
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[SPEAKER_00]: And the sharper you get at it, the better off you'll feel and think about what it is that you're doing.
15:04.092 --> 15:11.947
[SPEAKER_00]: All right, so next week we're going to be talking about part three of your first 90 days as a leader.
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[SPEAKER_00]: And I'm so glad that you joined me today.
15:14.692 --> 15:16.957
[SPEAKER_00]: I really do appreciate that you're listening.
15:17.658 --> 15:22.287
[SPEAKER_00]: And, you know, don't miss out on the brief reflective insights that I offer and
15:22.267 --> 15:30.634
[SPEAKER_00]: my newsletter, the catalyst is short, it's sweet, but it's going to give you something to consider as you continue on your leadership journey.
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[SPEAKER_00]: Okay, sign up at crossroadsandcatalyst.com slash newsletter and of course the link will also be in the show notes and until next time be thoughtful, be wise and be strategic and remember crossroads reveal who you are.
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[SPEAKER_00]: Catalyst shape who you become
15:52.253 --> 15:53.000
[SPEAKER_00]: See you next week.