Leadership team in the first ninety days - Wisely Talent Assessment Team

Working today more often than not been done in teams. The emotionally intelligent and socially intelligent leaders are learning agile to rapidly build high performance teams, evaluating talent. Everyone needs to know quickly and honestly their position regarding the mission and goals of the team and the organization.

A winning team in the first 90 days

The most important decisions you make in your first 90 days will probably be about the people on your team. If you can create a high-performance team, you can play a huge role in creating value. Otherwise, you will face serious difficulties, because no leader can hope to achieve much by themselves.

Michael Watkins, the first 90 days: Success Strategies for New Leaders at all levels, Harvard Business School Press, 2003.

Assessing a team and decide who should stay and who should go is one of the most critical tasks a manager faces when moving to a new location. It can make or break lever and the leadership is ultimately about leverage.

Each year, about 25 percent of managers in typical Fortune 500 companies change jobs. Most spend an average of four years in a certain position. High potential leaders in mid-senior ranks move more frequently: every 2.5 to 3 years. These statistics demonstrate why leaders need to build strong teams, composed of the right people in right jobs, as quickly as possible.

The first weeks are crucial for learning and assessment. Leaders must maintain the right balance of confidence and humility, asking probing questions and active listening. During this time, leaders are more vulnerable. Without a network of on-site service company, have to learn everything possible about the organization, its strategies, customers and team members in the shortest possible time-frame.

Leaders must dedicate a large percentage of time to get to know the members of existing teams. If you are promoted to a new position within the organization, it is likely that he knows some of his key characters. Transition from outside, and you face the task of identifying and putting the right people in right positions, which is a much bigger challenge. In both cases, you must choose wisely, without interrupting the short-term performance.

How do you rate your existing team as quickly as possible? How do you reduce the learning curve and get started right away team performance in the first 90 days? What are the most common mistakes leaders in a new position do?

How to answer the three questions above?

Working with an experienced executive coach trained in emotional intelligence and incorporating leadership assessments such as the Baron Eqi and 260 CPI can help you become a team leader more stimulating and happy. You can become a leader who models emotional intelligence and social intelligence, and that inspires people to become happily engaged with the strategy and vision of society .......