All programs
First 100 days
Who it is for: Newly appointed managers and directors
New leaders rarely fail on competence. They fail on the takeover: inherited teams, invisible alliances, and expectations nobody wrote down. The first hundred days decide the next three years, they deserve a plan.
Who it is for
- Newly appointed managers, directors and executives
- Internal promotions, yesterday a colleague, today the boss
- Leaders joining a new company, market or culture
What we work on
- The listening tour: what to ask, whom to trust, what to leave alone
- Quick wins that buy credibility without mortgaging the year
- The team: keep, move, recruit, and the first difficult decision
- Your own 100-day narrative for your boss and your board
How it unfolds
Six sessions timed to the milestones: before day one, week two, week six, and the review at day ninety. Between sessions, short written check-ins keep the plan honest.
Promoted to Head of Operations in 7 months
I came in wanting to “get better at visibility”, which meant nothing. Two sessions later I had a real goal, a number and a date. The plan felt almost boring, and it worked.
Retrained as a data analyst, hired three weeks after the program
The reality-testing saved me. My fantasy plan A died in week three (in an interview with someone who actually does the job) and plan B turned out to be the right one. I changed careers without burning my savings.
Free scoping call
Tell me about the team
Thirty minutes, free: you describe the room as it is, I tell you honestly whether a workshop will help, and which format, for how much, if it will.
- A straight answer, even if it is "you don't need me"
- A written proposal within three working days
- On site, in our room at the address below, or hybrid, whatever the team needs