Your life is full of deadlines and goals. We all have a lot on our plates, but it doesn't need to be stressful! If you're an executive or professional looking for more time in your day-to-day, we have got the perfect solution: 30 60 90 Days Plan for the Executives like you. In this guide you will find: How to make your mark with a great first impression. What it takes to establish credibility quickly as an executive!
Your life is full of deadlines and goals. We all have a lot on our plates, but it doesn't need to be stressful! If you're an executive or professional looking for more time in your day-to-day, we have got the perfect solution: 30 60 90 Days Plan for the Executives like you. In this guide you will find: How to make your mark with a great first impression. What it takes to establish credibility quickly as an executive!
Executives vary from others in that they are held to a higher standard of performance. As an executive, you will need to be fully engaged with the business from day one and make high-impact improvements to your role as quickly as possible. Simultaneously, context is critical, and you will need to grasp the culture, team, present operational methods, and difficulties before you can solve them.
In addition, consider the GROW model of goal setting as a planning and implementation framework for your tasks and projects. The GROW model focuses on a goal based on the situation’s context. It can be done using various approaches and identifying behavioral options to continually learn and implement the changes. Thus, the 30-60-90 Days Plan can assist you in mastering the two crucial aspects of executive success: adequate planning and timely execution.
This 30-60-90 day plan for executives is to be executed in 30 days. It will set the tone for success over the next 3 months and ultimately provide you with a clear understanding of how your leadership can best serve the company's goals.
We will talk about each of these aspects of a 30-60-90 days plan for executives in detail as we proceed with the article. This plan would prove significantly fundamental to you as an executive. Being the CEO you can implement this at the workplace to get higher productivity from employees. Remember to tailor it according to your team's fit.
Now, let me walk you through the 30 60 90 days plan for the executives;
1) Executing on Daily Tasks
The first step to implementing a 30-60-90 days plan for executives is to make them do their daily tasks. Hire a personal assistant who has excellent organizational skills and an ability to prioritize tasks so that nothing falls through the cracks. This person will keep you accountable each day by sending you reminders via email or phone. They will also act as a gatekeeper to prevent you from getting distracted by other tasks.
Many executives on your team probably have excellent time management skills. However, if you are like most of us, there are likely many competing priorities each day that can cause tasks (or more importantly, deadlines) to fall through the cracks. A personal assistant ensures that you stay on top of everything and allows you to focus on what is important. Without having to worry about what you should be working on next or whether or not something slipped through the cracks.
In modern workplaces like remote and hybrid companies, executives hire virtual assistants to execute daily tasks. Nowadays, many human resources (HR) leaders outsource executive support by hiring virtual assistants. Typically, virtual or managed remote executive assistants can take off admin work from executives with minimal supervision. They are tech-savvy and organized, helping executives handle repetitive daily tasks and allowing them to focus on strategic business-building responsibilities.
2) Managing Your Relationships
To get 30 days down quickly, identify three people whom you need to know better to get 30 days closer to 90. Make plans with each one of these people to get 30 minutes face-time (e.g., 30-minute phone call, 30-minute lunch/coffee meeting, 30-minute happy hour).
Identify the person who knows how best to influence company processes and come up with a plan to win them over for your interests. For each of the next 30 days, identify three tasks that need to be completed for you to build rapport. Doing so will show this individual that you are serious about your job and can deliver results while building credibility.
If you want to be a successful executive, don’t forget the human element in business relationships. Executives must know how to strike a balance in their connections. A leader must maintain the distance for objective decision-making and follower perception but with enough closeness to establish trust and loyalty.
Furthermore, it would help if you were transparent and fair to establish lasting connections with people. Using technology like team member management software to track performance accurately would be best. In addition, be a good role model. Promote connection and collaboration to bridge team member and management gaps to promote productivity.
3) Getting To Know Company Processes
There is no faster way than getting involved in daily operations than inviting yourself along on 30 workdays in a row where nothing changes. To do so, go into work early 30 days in a row, and sit next to someone who knows exactly what is going on. Ask them 30 questions about the inner workings of the company, 30 questions about how decisions are made, 30 questions about who is involved in those decisions. 30 questions about where things went wrong, 30 questions about why a specific thing was done a certain way. It does not matter if you can answer 30% of their answers – it just matters that you are asking the right people the right questions.
4) Identifying Your Best Players!
One of your priorities should be to map out how work gets done for yourself. After all, if you do not know who does what and when they do it, how will you ever expect other employees to understand what they can expect from you and how you intend to help them reach their goals?
From 30 days out, sit down with 30 people who already know you well and 30 people who know the company well. Ask them 30 questions about your strengths and weaknesses as it pertains to running a successful business. Keep track of all those 30 answers. Put together the 30 most common adjectives used to describe you and compare those adjectives against the 30 most commonly used verbs associated with your name.
5) Putting New Plans Into Action
After understanding yourself better, begin mapping out three areas where new opportunities exist for 30 days each. Identify ways in which you can make 30% more money by taking on important tasks that are currently being neglected or not completed adequately by current employees. Identify 30% more tasks that need to get done, 30% more people who are involved in the execution of those tasks, and 30% more timeframes for each task. 30% larger consequences associated with failing to meet any one of them. Identify 30 ways you can save 30% over current profit margins while also making your customers happier.
Identify 30% more efficient ways in which 30 people on your team can work together to complete 30 different tasks. We are pressing on the number “30”, as it's the crucial one in our 30-60-90 day plan for executives.
6) Building A Hiring Plan
After 30 days, take a step back and look at who you have working for you. Do 30%-40%-50% of the employees understand their roles? Are 30%-40%-50% of them capable of doing what is required of them within the 30-day timeframe that they are supposed to be completing it by? If any one of these ratios does not add up, then chances are good that gaps exist in terms of skill sets or competency levels, or both! And you need to take a step forward and get it rolling.
At this point, create three 30-day plans going forward: a hiring plan, a firing plan, and an onboarding plan.
The 30% of your employees who understand their roles and responsibilities need to be kept on the team. 30-day plans for those employees should be used to define 30 additional goals they can accomplish together as a unit between now and 30 days from now. So that they stay busy, productive, and most importantly – happy!
The 30% of your employees who don't understand their roles or responsibilities need to be fired immediately. 30-day plans for these employees help you build a list of 30 ways they are preventing other people from doing their jobs (i.e., if an employee does not show up on time ever, it prevents the rest of the team from beginning work at 9 AM sharp). The 30 reasons why 30 days of work (or 30 hours, 30 shifts, or 30 paychecks) is the longest they should ever be allowed to remain employed by your company and 30 reasons why they would not find new employment within 30 days after you let them go.
The 30% of employees who do not know what is required of them need to be trained using a 30-day plan that focuses on teaching them how to do exactly that. Again, a 30-day plan for these employees helps you identify the 30 most common tasks they are performing wrong now. The 30 most common mistakes they make with those tasks, and the 30 most effective ways in which those mistakes can be fixed so that their performance levels will improve as much as possible within the given 30 days.
7) Moving Forward In Operations
After 30 days, take a look at 30% of the processes and the policies too. And 30% of how resources are allocated. Do 30%-40%-50% of these need to be improved? If so, then 30-day plans for those specific issues help you identify 30 different steps that can be taken within 30 days to improve each process or policy, or resource allocation.
Finally, brainstorm 30 new goals that fall between short term (30 days) and long term (06 months). Prioritize them in terms of their ability to help your team succeed going forward. The top three should become 30-day plans with actionable milestones identified along the way.
Final Thoughts
You would be seeing a tremendous change once reaching the 90th day. It would not only increase your productivity at work but also at your personal space. Boosted confidence, better mental space, zeal to get started, and getting work done. All the things start falling into place with the 30 60 90 days plan for executives!
Reference:
https://www.prialto.com/blog/outsourced-executive-assistants-virtual-teams
