WHO IS IT FOR?
Making a critical start in your new role?
First 100 Days™ is designed for leaders who want to make a strong start in a new role, understand expectations quickly and manage their first 100 days with a deliberate plan.
If you’re a first-time manager
To reshape the responsibilities, relationships and leadership approach that change as you move from specialist to manager.
If you’ve been promoted to a broader role
To get a clear read on your increased responsibilities, new measures of success and the leadership impact expected of you.
If you’ve joined a new organization
To understand the organization’s culture and power dynamics, build trust with key stakeholders and focus on the right priorities.
If you’ve taken on a senior leadership role
To build your strategic agenda, align with your leadership team and deliver visible results within the first 100 days.
A CRITICAL TRANSITION PERIOD
Why do the first 100 days matter so much?
When you move into a new role, it isn’t only your job description that changes. Your measures of success, your relationships, your priorities and the leadership approach expected of you are reshaped as well.
The decisions you make and the relationships you build in the first 100 days form a strong foundation that shapes how you are perceived in your new role and how your impact develops.
THE FIRST 100 DAYS™ APPROACH
Settle into your new role with the 3C Model.
First 100 Days™ doesn’t treat a move into a new role as just a to-do list. It supports you in leaving your previous role behind, understanding your new context and building your leadership impact deliberately.
01 — CONFRONT
Confront
Confront the reality of the transition.
Honestly assess the role you’re leaving behind, the expectations of the new position, the changing measures of success and the habits that may hold you back in this transition.
02 — CONNECT
Connect
Connect with the context of your new role.
Make sense of the organization’s culture, your team, key stakeholders, power dynamics and the strengths you’ll draw on in your new role.
03 — COMMIT
Commit
Commit and put your first-100-days plan into action.
Turn your priorities, key relationships, early wins and leadership goals into a concrete action plan.
Rather than rushing to make yourself visible in a new role, the 3C Model helps you read the situation accurately, build the key connections and move forward with deliberate steps.
PROGRAM FOCUS AREAS
What do we work on in the First 100 Days™ program?
The program is tailored to the conditions and priorities of your new role.
Closing out your previous role and transitioning
Assessing the role, relationships and ways of working you’re leaving behind, so you can prepare yourself mentally and professionally for your new role.
Role and success expectations
Clarifying the scope of your new role, the results expected of you and the success measures for the first 100 days.
Understanding organizational culture and context
Reading the organization’s unwritten rules, how decisions are made, its power dynamics and its openness to change.
Managing key stakeholders
Planning the relationships you need to build with your manager, your team, your peers and other key stakeholders, along with your communication strategy.
Team and leadership approach
Understanding the team’s needs, shaping your leadership stance and building a working foundation based on trust.
First 100 days roadmap
Turning your priorities, early wins, critical conversations and goals into a concrete 30–60–100 day action plan.
PROGRAM JOURNEY
How does First 100 Days™ work?
The program is scheduled around the start date of your new role and your needs. One-on-one coaching and advisory sessions are supported by practical exercises, strategic preparation and regular progress reviews.
BEFORE YOU START
Preparation
We close out your previous role, assess the expectations of the new one and surface the strengths and risks you carry into the transition.
FIRST 30 DAYS
Listening and understanding
We focus on understanding the organization’s culture, the team, key stakeholders, business priorities and the current situation. Together, we assess your first impressions and your communication approach.
DAYS 31–60
Setting priorities
We clarify the success measures of your role, the key relationships, your leadership agenda and the areas for early wins.
DAYS 61–100
Impact and sustainability
We put your decisions into practice, evaluate the results and build the leadership and action plan you’ll carry forward after the first 100 days.
Format: one-on-one process spread over 100 days · Online sessions · Coaching and advisory · Practical exercises · 30–60–100 day roadmap
As needed: the 16PF Personality and Competency Inventory and a debrief session can be included in the program.
PROGRAM OUTCOMES
What will you have gained by the end of your first 100 days?
First 100 Days™ helps you manage the first months of your new role not simply by living through them, but by observing, making sense of them and making deliberate choices.
A clear definition of success
You define more clearly what is expected of you in your new role and which results will be used to judge success.
A strong stakeholder strategy
You prioritize the relationships you will build with your manager, your team, your peers and other key stakeholders.
The ability to read the organizational culture
By better understanding the culture surrounding your new role, its unwritten rules and its decision-making dynamics, you gain clarity on how to move forward.
A leadership approach suited to the role
You reassess the habits that have worked for you in the past and identify the leadership behaviors your new role requires.
A focused action plan
You build your 30–60–100 day roadmap, covering your priorities, early wins and key steps.
A foundation for sustained progress
You clarify the leadership agenda and development areas you will carry forward beyond the first 100 days.
The aim is not to change everything in the first 100 days, but to focus on the right issues, at the right time, with the right relationships.
Frequently Asked Questions
Common questions about First 100 Days™
Still have questions?
What should a new manager do in the first 100 days?
Rather than making sweeping changes right away, a new manager should focus in the first 100 days on understanding the role’s expectations, the organization’s culture, the team’s dynamics and the key stakeholders. Then they should clarify success measures, priorities, areas for early wins and leadership rhythms. First 100 Days™ turns this process into a personalized 30–60–100 day roadmap.
Who is the First 100 Days™ program suitable for?
The program suits professionals who are managing for the first time, have been promoted, have joined a new organization, have taken on broader responsibility or have moved into a senior leadership role. It supports leaders who want to understand the expectations of their new role faster and manage their first months with a deliberate plan.
When should the program start?
Ideally, it starts a few weeks before you begin the new role or in its first days. That said, if you’ve already started and are in your first weeks or months, you can still benefit from the program. The process is adapted to your start date and your current agenda.
What is the difference between First 100 Days™ and standard executive coaching?
Executive coaching is a personalized development process in which leaders can work on whatever topics come up at different stages. First 100 Days™, by contrast, focuses on a transition into a new role; it is structured around a defined time frame, the 3C Career Transition Model™ and a concrete 30–60–100 day roadmap. It brings together coaching and strategic transition advisory.
What does the 30–60–100 day plan include?
The plan covers learning and observation goals, key stakeholder conversations, team and organizational analysis, the success measures of the role, priorities, early wins and leadership goals. No ready-made template is applied; the plan is built around the context of your role and organization.
How long does the program last and how is it delivered?
The program is a one-on-one, online process spread over roughly 100 days. The rhythm of the sessions is set around your start date and needs. The process is supported by coaching and advisory sessions, practical exercises, progress reviews and the 30–60–100 day roadmap. The 16PF Personality and Competency Inventory can also be included as needed.
Are sessions confidential?
Yes. Information shared in sessions is confidential and is not disclosed to third parties without the client’s explicit consent. The process follows the ICF Ethical Standards, and the scope of confidentiality and each party’s responsibilities are clearly defined before the program begins.
A STRONG START IN YOUR NEW ROLE
Let’s plan your first 100 days together.
Let’s look at the expectations of your new role, your key stakeholders and your priorities together. Let’s talk about how a First 100 Days™ journey tailored to you could be structured.
Free 20-minute online call
