The First 90 Days

加速学习：制定重点学习议程

First, let's look at accelerating your learning.

Watkins 强调，在任何新角色中，你都会被信息轰炸。这就像试图从消防水管中喝水。你不能学习所有东西，也不应该尝试。相反，你需要一个重点学习议程。

Watkins 建议制定一个包含具体问题的学习计划。公司的历史、愿景和战略是什么？关键人物是谁，他们的议程是什么？最大的挑战和机遇是什么？

首先列出你需要知道的最重要的事情。然后，确定最佳信息来源——关键文件、会议，以及最重要的人员。

不要只依赖正式报告。与组织中各个级别的人员交谈，从前线到执行层。你会惊讶于你获得的见解。例如，Watkins 分享了一位新任 CEO 的故事，他最初几周都在不同的公司地点出差，不是为了发表宏伟的声明，而是为了倾听和向员工学习。这种方法帮助他快速了解实际问题并建立信誉。

匹配战略与情境：运用STARS模型

Next, let's explore matching your strategy to the situation.

Watkins 介绍了一个名为 STARS 模型的强大框架，它代表启动 (Start-up)、转型 (Turnaround)、调整 (Realignment) 和持续成功 (Sustaining Success)。

每种情况都提出了独特的挑战和机遇，你的方法需要相应调整。想象一下你是一位厨师。你不会用同样的食谱来制作精致的蛋奶酥和丰盛的炖菜，对吧？同样，领导者需要根据具体情况调整他们的风格和策略。

启动就像启动一个新企业。你需要组建团队、获取资源并建立动力。转型是危机情况。你需要快速做出艰难的决定，通常涉及成本削减和重组。调整是关于振兴一家迷失方向的公司。而持续成功是关于在高效组织中保持势头。

以下是如何应用 STARS 模型：通过提出关键问题来诊断你的情况。组织是在快速增长、面临危机还是在缓慢发展？然后，根据该情况的具体需求调整你的行动。例如，在转型中，你可能需要专注于短期胜利以稳定业务，而在初创企业中，你可能需要优先建立关系并建立清晰的愿景。Watkins 为每种 STARS 情况提供了详细的检查清单，可以轻松识别关键优先级。

获得早期胜利：建立动力和信誉

Now, let’s talk about securing early wins.

这对于建立动力和信誉至关重要。可以把它想象成种一个花园。你不会期望一夜之间获得丰收，对吧？你会从小的、可实现的任务开始，比如准备土壤和播种。同样，在一个新的角色中，你需要确定早期获胜的机会，以展示你的能力并建立信心。

这些胜利不必是巨大的、革命性的变化。它们可以是小的、渐进的改进，表明你正在取得进展。例如，你可能会简化一个繁琐的流程，解决一个长期存在的客户投诉，或者认可团队成员的杰出贡献。

以下是如何确保早期获胜：识别唾手可得的成果——你可以快速产生明显影响的领域。专注于与你老板的优先事项一致并解决关键业务挑战的行动。而且，重要的是，沟通你的成功。让人们知道你取得了什么成就以及它如何使组织受益。Watkins 强调，早期的胜利会创造一个良性循环，建立动力并使其更容易应对未来的更大挑战。

《The First 90 Days》这本书中，Watkins 提到，早期的成功案例非常重要。

与新老板协商成功：建立共同理解

All of this sets the stage for the next crucial step: negotiating success with your new boss.

这并不是关于讨价还价工资或津贴。而是要建立对期望、优先事项和资源的共同理解。

Watkins 概述了你需要与老板进行的五个关键对话：情况对话、期望对话、风格对话、资源对话和个人发展对话。

情况对话是关于挑战的性质达成一致——是启动、转型、调整还是持续成功？期望对话阐明了你的老板期望你实现什么以及如何衡量你的绩效。风格对话探讨了你和你的老板如何才能最好地合作。资源对话确定了你成功所需的资源。个人发展对话侧重于你在该职位上的成长和发展。

以下是如何进行这些对话：做好充分准备。考虑你老板的观点，并预测他们的问题和疑虑。积极主动。不要等你的老板发起这些对话。并且要协作。将对话框定为实现共同目标的共同努力。请记住，你与老板的关系是你成功的最重要因素。 阅读《The First 90 Days》可以帮助你和老板建立良好的关系。

建立你的团队：创建高效文化

Now, let's move on to building your team.

无论你是继承现有团队还是从头开始组建团队，你都需要评估你的团队成员，让他们围绕共同的愿景保持一致，并创建一种高效的文化。可以把它想象成指挥一个管弦乐队。你需要了解每个音乐家的优势和劣势，确保他们都在演奏相同的乐谱，并创造一个让他们能够发挥最佳水平的环境。

Watkins 建议采用结构化的方法进行团队评估，评估每个成员的能力、判断力、精力、专注力、关系和信任度。他还强调了使团队的结构、流程和技能与总体战略保持一致的重要性。

以下是如何建立一个高效的团队：与每个团队成员单独会面，了解他们的观点并评估他们的能力。识别团队当前状态与期望的未来状态之间的任何差距或不一致之处。而且，如有必要，对人员变动做出艰难的决定。Watkins 强调，建立正确的团队对于实现你的目标至关重要。

《The First 90 Days》这本书中，作者用了大量篇幅来讲解如何构建团队。

实践应用："两次旅行规则"和90天计划

Let’s move to practical application, the author, Watkins, suggests a method called the "Two Trip Rule".

作者 Watkins 建议了一种称为“两次旅行规则”的方法。这是一个简单但非常有用的指导方针，用于在关键的前 90 天内管理你的时间和精力。这个想法是：在此期间，不要离开你的主要位置超过两次。

你可能会问，“为什么这如此重要？”嗯，这是因为过渡期的要求非常高。你需要出席、可见并可供你的团队和你的老板使用。过多的旅行会扰乱你的学习、损害你的人际关系并削弱你获得早期胜利的能力。

以下是你可以做的：如果你绝对必须旅行，请尝试合并旅行并尽量缩短旅行时间。尽可能委派任务，并授权你的团队在你缺席时处理问题。而且，最重要的是，与你的团队和你的老板清楚地沟通你的旅行计划以及你将如何保持联系。

Watkins 提供的另一个实用工具是 90 天计划模板。这是一个简单的结构化文档，概述了你在前三个月的主要目标、优先事项和行动步骤。它是你过渡的路线图，帮助你保持专注并跟踪你的进展。

结构化反思：成功的关键

What surprised me most about "The First 90 Days" is the emphasis on structured reflection.

《The First 90 Days》最让我惊讶的是对结构化反思的强调。Watkins 认为，仅仅努力工作和对事件做出反应是不够的。你需要花时间退后一步，反思你的经历，并调整你的方法。

这改变了我们通常对领导力的看法，领导力通常强调行动和果断。但 Watkins 表明，反思同样重要，如果不是更重要的话，尤其是在过渡期间。

所以，下次你发现自己进入一个新的领导角色时，请记住《The First 90 Days》的关键原则。加速你的学习，将你的策略与情况相匹配，获得早期的胜利，与你的老板协商成功，并建立一个高效的团队。通过遵循 Watkins 的框架，你不仅可以在关键的前三个月生存下来，而且会茁壮成长，为长期的成功做好准备。

• Accelerate Learning: Focus on a learning agenda, identifying key information sources and people. Understand the company's history, vision, strategy, key players, challenges, and opportunities.
• Match Strategy to Situation (STARS Model): Adapt your leadership style to the specific context: Start-up, Turnaround, Realignment, or Sustaining Success.
• Secure Early Wins: Identify and achieve small, incremental improvements to build momentum and credibility.
• Negotiate Success: Have five key conversations with your boss: situation, expectations, style, resources, and personal development. Discuss and align on expectations with your new boss.
• Build a High-Performing Team: Assess team members, align them around a common vision, and create a high-performing culture.
• Two Trip Rule: Limit major travel during the first 90 days to stay present and focused.
• Create a 90-day plan: Use a template to outline goals, priorities, and action steps.
• Structured Reflection: Regularly reflect on experiences and adjust your approach.
• The book, "The First 90 Days", offers a practical framework.
• "The First 90 Days" emphasizes adapting leadership.
• Apply the principles of "The First 90 Days" for long-term success.

• New leaders at any level, from first-time managers to seasoned executives, stepping into a new role.
• Individuals experiencing a career transition, whether it's a promotion, a lateral move, or a change in industry.
• Anyone feeling overwhelmed by the demands of a new job or struggling to gain traction.
• Teams experiencing difficulties in collaboration or performance, seeking guidance on how to improve.
• Those looking for a practical framework to navigate the challenges of leadership transitions, as outlined in "The First 90 Days".
• Anyone who want to learn proven strategies for getting up to speed faster and smarter in a new position.
• Individuals seeking to build strong relationships with their boss and team members.
• People aiming to secure early wins and establish credibility in their new role, according to "The First 90 Days".
• Those interested in understanding different leadership situations (Start-up, Turnaround, Realignment, Sustaining Success) and how to adapt their approach accordingly.
• Anyone who wants to master the concepts of accelerating learning, negotiating success, and building high-performing teams, all key themes in "The First 90 Days" by Michael Watkins.

How does Michael Watkins in 'The First 90 Days' describe the importance of "Promote Yourself"?

• Self-Promotion: Promote Yourself: This involves actively shaping your image and reputation within the organization.
• Early Wins: Secure Early Wins: Achieving tangible results early on builds credibility and momentum.
• Peer Relationships: Building relationships with peers is crucial for collaboration and support.

What are practical applications of avoiding 'Transition Traps' according to 'The First 90 Days'?

• Pitfalls: Transition Traps: These are common pitfalls that new leaders fall into, hindering their effectiveness.
• Defining Expectations: Negotiate Success: This involves proactively clarifying expectations and securing resources with your boss.
• Support Network: Building the Advice-and-Counsel Network: This involves creating a network of trusted advisors to provide guidance and support.

How does 'The First 90 Days' by Michael Watkins redefine understanding 'Organizational Culture' in modern leadership?

• Shared Norms: Organizational Culture: Understanding the shared values, beliefs, and norms of the organization is crucial for effective integration.
• Persuasion: Influence Strategies: Adapting your approach to persuade and motivate others within the specific context.
• Alliances: Building Coalitions: Forming alliances with key stakeholders to gain support for your initiatives.

In 'The First 90 Days,' how does Michael Watkins suggest assessing your inherited team using categories like 'Stars'?

• Key Contributors: Stars: These are high-potential individuals who can significantly contribute to your team's success.
• Reliable Performers: Keepers: These are solid performers who consistently meet expectations.
• Uncertain Potential: Question Marks: These are individuals whose performance or potential is uncertain.

According to Michael Watkins in 'The First 90 Days', what is the process of 'Creating a Vision'?

• Future State: Creating a Vision: This involves defining a compelling future state for the team or organization.
• Strategic Plan: Strategy Development: This involves outlining the plan to achieve the vision, including key goals and initiatives.
• Shared Understanding: Gaining Alignment: This involves ensuring that team members understand and support the vision and strategy.

How does 'Accelerate Learning' fit into the broader framework of 'The First 90 Days' by Michael Watkins?

• Rapid Learning: Accelerate Learning: This involves rapidly acquiring knowledge about the organization, its people, and its challenges.
• Situational Leadership: Match Strategy to Situation: This involves tailoring your leadership approach to the specific context and challenges you face.
• Team Building: Build Your Team: Assembling a high-performing team is critical for achieving your goals.

What is the significance of 'The Seven Seismic Shifts' as described in 'The First 90 Days' by Michael Watkins?

• Fundamental Transitions: The Seven Seismic Shifts: These are the fundamental transitions that leaders must make as they move into new roles.
• Broader Understanding: Specialist to Generalist: Moving from a narrow focus to a broader understanding of the business.
• Information Integration: Analyst to Integrator: Moving from analyzing data to integrating information from multiple sources.

In 'The First 90 Days' by Michael Watkins, what is the importance of reaching the 'Break-Even Point'?

• Value Contribution: Break-Even Point: The point at which a new leader has contributed as much value as they have consumed.
• Positive Contribution: Net Contribution: New leaders should aim to reach a point of positive net contribution as quickly as possible.
• Credibility: Momentum: Reaching the break-even point creates positive momentum and builds credibility.