Assuring Success in the First 100 Days of Appointment
Part I of II

“You never get a second chance to make a first impression.”

Success Profiles introduces an effective tool to improve success in Healthcare organizations.    We have worked with Healthcare leaders to develop a structured approach to leadership and management on-boarding that addresses a common dilemma in Healthcare today.   Overall success rates for people appointed into a new leadership or management role in Healthcare is approximately 60%.  The number for those people that are new to their respective organization and role is even lower.

The Need:  With the increasing financial, job complexity and business model challenges that healthcare will face as the industry navigates the changes within the Affordable Care Act, it is imperative that the leadership and management appointment rate success be higher than 60%.  Best practice organizations that have a structured approach to talent management have success rates that exceed 75%.  This gives them a significant competitive advantage

We invite you to learn about our 100 Day Leadership On-Boarding Road-map to Success during an easy-to-attend Webinar on Tuesday, 14 Feb at 12 Noon EST and again on Thursday, 16 Feb at 2PM EST.  To attend, simply contact any of our staff, or use one of the links below to register. This webinar will also be used as refresher training for those who have already had the initial training.

Join the 14 Feb Webinar by clicking here:
https://www2.gotomeeting.com/register/133173714

Join the 16 Feb Webinar by clicking here:
https://www2.gotomeeting.com/register/248614466

If these times are full or inconvenient, please contact us at Success Profiles or me directly at bshimel@successprofiles.com.  I will work with you personally to schedule another time for you.

Help your Executives be more Effective

Healthcare executives (VP’s) can spend around 70% of their time managing the bottom quartile-performing departments.  Most, if not all, of those appointments could have been avoided if the organization had the practice discipline to avoid over-leveraging their leaders/managers and if the organization had a consistent formal approach to on-boarding new leaders to more assure their success.

Success Profiles’ leadership and management “on-boarding” process provides the structured road-map and game plan blueprint for all “New” leaders and managers to follow. The overall process incorporates a combination of diagnostic tools, leadership assessments, goal prioritization steps, milestone timelines, action-planning functions, coaching plans, and performance metric determination and resource needs.

“As goes the decisions that leaders make and the success they achieve in their first 100 days, so goes their performance over the long term.”

Example of large format version of the 100 day Leadership and Management Game Plan

The Critical Milestones @ 10, 30, 30, 30 (100) Days: The process, assessments and game plan development allow for the automatic scheduling and review of progress along the timeline of the first 100 days.  The initial assessment phase and preliminary game plan development includes the first 10 working days (2 weeks), followed by an update after the next 30 days, 60 days and 90 days.  A final game plan is created at the 100 day milestone for guidance over the remaining 9 months of the first 12 months of the appointment.  If the assignment or increase in responsibility includes a “turn-around” of a low performing department/function, coaching sessions can be scheduled more frequently (at one and two week intervals or as needed).  People may elect to use the on-boarding process, diagnostic tools, game plan development and coaching functions every year at the beginning of their annual planning and budget planning cycles.

“The likelihood of a new manager executing on a successful game plan is directly proportionate to the mutual development of a formal plan and on the consistent/periodic follow up coaching sessions within the first 100 days.”

The Game Plan Development: For a leadership/management on-boarding plan to have high probability of success, there are several elements that must be mutually agreed upon by the newly appointed leader/manager and their immediate supervisor/coach.

• An agreement on how to make a first impression to build trust with superiors, peers, direct reports and staff.  The “cultural fit” game plan to win respect and support.
  • The “New”leader/manager must work to establish positive, trusting relationships with all the leaders in their network and the staff in their respective departments.
    • When they connect with the people within their span of responsibility, everything they do going forward will be easier – if they don’t, everything will be harder.
    • An understanding, agreement and “cascade alignment” of the performance expectations established by the organization, the senior leaders and immediate supervisor (hard metrics).
    • An understanding and agreement with the leadership effectiveness and cultural – engagement expectations established by HR (the PMEC and TMEC soft metrics).
    • An accurate and objective diagnosis of the “as is” state of performance when the new leadership/management assumes responsibility (from high performing to “a turnaround”).
    • A mutually agreed upon list of priorities and action items (think who first, then what).
    • A realistic timeline to achieve the desired performance outcomes.
    • The authority to make day to day decisions.
    • The resources to be successful (capital, staffing, tools/equipment, physical space etc.)
    • The ability to establish the “direct report” leaders reporting up to the new leader/manager.
    • The ability to make staffing decisions with disruptive employees that could be negative, pessimistic and unwilling to change/adapt to the new standards that are established.
    • The flexibility to change and adjust the game plan based upon potential changing conditions, dynamics and assumptions.
    • A protocol of how the newly appointed leader/manager and their respective coach (immediate supervisor) are going to disagree so that they can work through crucial conversation

The 100 Day Leadership On-Boarding Road-map adds purpose, structure, and human concern to the first days of every new leader’s role in your organization.  It can truly

Assure Success in the First 100 Days of Appointment. 

If possible, please join us for the webinar, if not visit us on-line at http://www.RightPeopleRightRoles.com, or give us a call!  We love to talk about making you more successful.