New job? How to get going once the honeymoon period is over

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The first months in any new role can be a whirlwind of new faces to meet, new processes to learn and new problems to solve. As the honeymoon period draws to a close and pressure for action mounts, your personal development plan is your blueprint for success in the foreseeable future.

Unfortunately, the buzz of securing a new job, followed by the rollercoaster that follows, means that such a plan is often put on the backburner. While 57% of everywomanNetwork members admit their induction period had its ups and downs, only 43% craft a plan for what comes next. And even then, that plan tends to be a vague set of ideas rather than a formalised strategy. 

But just because you went into your new role without a plan, doesn’t mean you have to continue in that vein. In her webinar Three months in to my new role, now what? (log in to listen back) author of the everywoman workbook Being promoted from within a team, Sara Parsons unveils the areas you need to think about when deciding what you do next. Follow her guide to building your PDP below.

Step one: REFLECT ON THE POSITIVES

“We do not learn from experiences, we learn from reflecting on experiences,” said American philosopher John Dewey. All that you’ve learned and been part of in your role to date are the building blocks for your plan. So, take some time out and brainstorm everything positive about your last few months that will give you some insight into what you need to do next.

Consider where you might have already made a difference. You may not have smashed every one of your goals, but you probably won’t have to dig too deep to discover what impact you’ve made. Is your boss feeling more optimistic now you’re in the hot seat? Are your direct reports more motivated? Have you implemented any new processes or identified any problems that need urgent attention? What sort of help and advice are your key stakeholders coming to you for?

Don’t forget to capture any more personal elements of success. Have any of the new experiences or individuals you’ve encountered forced you to step outside your comfort zone? Celebrate those personal triumphs as you look over your brainstorm notes and identify ways you can put your strengths to use over the coming months. Your natural talents and skills were the reasons you were brought in, and it’s important you nurture them as you develop.

Step two: MIND THE GAP

Take an honest assessment of where you’re missing key elements of your job description. Are there crucial relationships you’ve yet to embark on? Areas of the business you still feel confused about?

If you’ve been promoted from within the same organisation, take extra time over this step. Have you really stepped up from your old job? Are you still hanging on to tasks you should delegate? Are you doing things the way you used to, rather than moving things up a notch? Do you need to distance yourself from some relationships, while building up others? Reflect back on the job description, the conversations you had around the recruitment period, and early discussions with your hiring managers: are there areas which require your attention sooner rather than later?

Step three: WHAT SHADOWS ARE YOU CASTING?

The higher up the ladder you go, the more you’re an obvious role model, so a promotion is an opportune time to consider the shadow you’re casting and whether that sends a positive message to those coming up behind you. If you’ve direct reports, they’ll watch and learn from you, and often assume your approach is the right one. Your personal and professional values will come across in the small things you do as much as the vision you present – in the way you run meetings, conduct 1-2-1s and get to know new faces around you. Consider what messages you’re sending.

“Every time you get promoted or step up, it’s an opportunity to rebrand yourself a little bit.”

everywoman expert, Sara Parsons

Take a long hard look at your professional status in the company. If you’re new to the organisation, is your face and name known within your team and beyond? If you’ve been promoted, are others aware of this fact and the reason why you’re the best person for this elevated role? Consider how you can raise your status internally – can you contribute to internal comms as a way to build your reputation and credibility? Can you begin to share your area of expertise more widely – on social media, by emailing around relevant and interesting articles?

Step four: SIZE UP YOUR NETWORK

Now that you’ve started building up a picture of how you’re going to excel, where you need to start applying more energy, and how you’re going to do those things in line with your personal brand, take a holistic view of your network. Do you have the right connections in place to make all of the above a reality? If not, who or what type of person is missing and how can you gain access to them?

Set yourself a goal in terms of how you expand your network: attending a quarterly event, going for one coffee per month with a member of a different department; upping your participation in online groups and forums relevant to your industry.

Step five: ASK FOR HELP

Drawing on your strengths and resources will enable you to action many of the points on your personal development plan; but it’s ok if there are some areas you need help with. The scale of help you need can range from asking your boss for some advice, to finding an internal mentor, to putting together a business case for a skills training course or coaching session.

Align your requests with one or two business priorities for optimum success and put a time frame on both asking for help and getting what you need. Think about who you’re going to be asking for this help – usually your boss, and what knowledge you have about him or her that can aid you in a successful outcome.

Step six: ASK FOR FEEDBACK

As you get to grips with your new status, input from others can be invaluable. Consider whether you’ve met the expectations of your hiring bosses and if there’s any doubt, ask the question. Frame the request around your desire to ensure you’re on the right track. Not only will the responses you receive help you to refine your personal development plan in line with company and key stakeholder needs; your actions will send a clear message that you welcome feedback and are intent on doing a great job.

Once you’ve collated your personal development plan – drawing on just one or two key priorities from each of the above steps, share it with your boss and ask for his or her approval to ensure you’re on the right track.

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