Maximize your new leader’s potential with this simple 3-day guide.
You’ve just promoted Maya to head of client services. The team is excited, and Maya is eager. But what you do in the next 72 hours will make or break this transition.
Let’s break down exactly what needs to happen in those crucial first three days.
Hour 1: The Announcement
- Do: Send a company-wide email introducing Maya in her new role.
- Don’t: Assume everyone knows Maya or understands the scope of her new position.
Use this email template:
Subject: Exciting News – Maya [Last Name] promoted to Head of Client Services
Team,
I’m thrilled to announce that Maya [Last Name] has been promoted to Head of Client Services, effective immediately.
In her new role, Maya will be responsible for:
- [Key Responsibility 1]
- [Key Responsibility 2]
- [Key Responsibility 3]
Maya has been with us for [X] years, most recently as [Previous Role]. Her [specific achievement] has been instrumental in [company impact].
Please join me in congratulating Maya!
[Your Name]
[Designation]
Bonus: If possible, hold a 5-minute all-hands video call for a personal touch.
Impact: Maya gains instant authority, reducing confusion and aligning the team fast.
Hours 2-4: The Handover Meeting
Set up a 30-minute meeting with Maya and her predecessor (if possible). Cover these specific points:
- Current status of all major accounts
- Ongoing projects and their timelines
- Team dynamics and any personnel issues
- Key performance indicators (KPIs) for the role
Pro tip: Record this meeting. It’s a goldmine of information Maya will want to revisit.
Impact: Minimizes Maya’s learning curve, helping her move quickly on key tasks.
Hours 5-8: The Team Introduction
Maya needs to address her team. Keep the team meeting short and informal.
Here’s the framework:
- Express gratitude for the opportunity (2 minutes)
- Acknowledge team’s past successes (3 minutes)
- Open the floor for questions (10-15 minutes)
Key phrase: “You know how to reach me or message me anytime.”
Impact: Early direction gets the team moving, increasing productivity immediately.
Day 2: The One-on-Ones
Maya should set up 15-minute check-ins with each team member.
Here’s the structure:
- Ice breaker (2 minutes)
- Discuss current projects and responsibilities (8 minutes)
- Ask: “What’s the biggest blocker you’re facing?” (5 minutes)
Question to ask: “If you were in my position, what’s the first thing you would change?”
Impact: Early insights help Maya solve team challenges faster.
Day 3: The Game Plan
Maya drafts her 30-60-90 day plan. It should include:
- 30-Day Goal: Build rapport and learn team dynamics.
- 60-Day Goal: Identify quick wins and start making small improvements.
Tip: Start with a simple 90-day plan. Focus on immediate wins, and expand the details as you gain more clarity and control.
Impact: Early wins lead to measurable improvements, boosting team performance.
The CEO's Role
Your job isn’t done after the promotion. Here’s what you need to do:
- Daily: 10-minute check-in with Maya. Ask: “What support do you need today?”
- Weekly: 30-minute deep dive. Review progress and challenges.
- End of Week 2: Gather anonymous feedback from Maya’s team and direct reports.
Impact: Continuous feedback keeps Maya on track, preventing issues early.
Remember, your support in these early days sets the tone for Maya’s entire tenure in this new role.
Preparation: The Key to a Smooth Transition (5-30 Days Before)
While the first 72 hours are crucial, preparing ahead of time is key to making Maya’s transition smooth.
Here’s how you can streamline the groundwork:
1. Skills Assessment:
Identify any gaps and set up mentorship or quick training.
2. Role Definition:
Clarify Maya’s responsibilities, decision-making authority, and KPIs with a simple written overview.
3. Team Prep:
Subtly get Maya in front of the team before the promotion by having her lead key projects or team meetings.
4. Mentor Assignment:
Pair Maya with a senior leader for targeted advice during the transition.
5. Transition Plan:
Draft a high-level transition plan with Maya, setting key milestones for the first 90 days. Keep it simple and goal-focused.
For smaller teams, compress this timeline to 5 days. For larger or complex roles, use the full 30 days. Don’t cut corners – investing now ensures Maya’s success from day one.
Impact: Clarity drives faster decision-making, avoiding delays and confusion.
The Bottom Line
The first 72 hours of a promotion are crucial.
They set the stage for everything that follows. By following this detailed plan, you’re not just setting Maya up for success – you’re paving the way for smoother transitions and stronger leadership across your entire organization.
Thank you for being here, I will see you next Thursday!
Surabhi
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