Propositions
The root causes of transition failure always lie in a pernicious interaction between the situation, with its opportunities and pitfalls, and what other component?
What is "the individual"?
What a leader in transition should be promoting during the first 90 days
What is "yourself"?
This model, known by its acronym, helps determine the type of transition you are in.
What is the STARS model?
Defining your learning agenda, identifying the best sources of insight, and creating a learning plan are found in this chapter of "The First 90 Days"
What is Chapter 2, Accelerate Your Learning?
One of the five conversations you will have with your boss is focused on situational diagnosis. Using which model can help to validate the status of people, process, and product.
What is "The STAR" Model?
This group can employ systematic methods to both lessen the likelihood of failure and reach the breakeven point faster
What are "leaders"?
According to Watkins, leaders in transition should match strategy to this...
What is "situation"?
Name the group you would build that would include technical advisers, cultural interpreters, and political counselors
What is an Advice and Counsel Network?
Chapter 3 is focused on matching strategy to situation. What type of development should we adopt that includes managerial functions, geographic regions, career cross-roads, and STARS business situations?
What is 4-D Development?
As a project manager, it is important to complete a thorough stakeholder analysis. The same approach applies to your manager. This specific conversation can improve your effectiveness with your new manager as it relates to communication and interaction.
What is "The Style Convesation"?
The overriding goal in a transition is to build momentum by creating virtuous cycles that build credibility and by avoiding getting caught in vicious cycles that can cause what undesirable outcome?
What is "credibility damage"
Before making big changes within the department or organization, a leader in transition should secure these first...
What are "early wins"?
Leveraging these can turn a frown upside-down and can turn what could be considered an "ooops" into something more positive.
What are "teachable moments"?
One specific chapter contains several "do not's", to include:
Don’t trash the past
Don’t stay away
Don’t surprise your boss
This is all part of which critical chapter?
What is "Chapter 5, Negotiate Success"?
Creating a clear understanding of what you need to be successful early in your relationships includes negotiating with your manager. This conversation can be considered an output from the STARS assessment and prior to team building.
What is the Resources Conversation?
Transitions are a ________ for leadership development and should be managed accordingly.
What is a crucible?
Networking and stakeholder management are key to understanding culture and priorities. What should a leader in transition create during their first 90 days that can set them up for success as they move forward?
What are "coalitions or alliances"?
As a part of what we would call "stakeholder management", how does Watkins categorize these groups, and what should transitioning leaders be doing while networking?
What is "identifying supporters, opponents, and convincibles"?
This is one of the 5 "Do's" while building a productive relationship with your new manager.
Align these with the correct conversation....
What is the Expectations Conversation?
What should organizations adopt to accelerate transitions that can yield big results?
What is a "standard transition framework"?
The process of assessing your existing team, aligning goals and incentives, and establishing new processes are all a part of which key practice?
What is "team building"?
Many leaders transition into a new role and begin to make impactful changes without following a transition plan. This approach ends up failing more often than not. Watkins suggests we do what instead?
What is "making waves of change"?
There are 5 key themes that should be mapped out for the 30, 60, 90 day plan. They include: 1) Priorities, 2) Goals, 3) Milestones, 4) Manager Review. Which component is missing?
What is "Outputs"?
Identify your desired future state in terms of skills, capabilities, and experiences, and ask your boss for support. This conversation can help get you to the next level by developing skills, both technical and people related.
What is the "Personal Development Conversation"?