Part 2: How to be successful within the first 60 days of any new job: “What”
Continuing our series on how to be successful within the first 60 days of any new position, we now focus on the “what”- as in, “what is my job.”
More than anything, the focus is a tactical exercise in fully understanding your job responsibilities. While I wish it was as easy as regularly referring to your job description (which I have found can be notably different than the work I actually end up doing), the goal here is to get a grasp of your day-to-day and make sure you can get to a point where you can work independently, with little to no help.
I recall my transition to a new position a few years ago when I began managing a sales team. Among a number of job responsibilities that I needed to understand, I needed to get a better grasp on how to conduct a coaching session with my sales reps and I had to learn how to complete a number of administrative tasks through our CRM (customer relationship management) software. In this case, and in any new job transition that you face, the key is to master two simple things: (1) asking questions, and (2) finding “mini mentors.”
What many people neglect to think about, is the importance of asking questions. Some feel embarrassed to speak up and admit that they don’t know something, not wanting to appear un-knowledgeable. This is the worst approach you can take. In most situations, no one will tell you every single thing you need to know and if you are not willing to ask questions (paired with some self-directed research) then how are you expected to understand something? Don’t be apprehensive about asking questions. When you first start a job, you are not expected to know it all. Yet if you don’t, then in the months that follow things that you aren’t expected to know on day one become things that you should have learned a while ago. It is important who you ask questions to (better your peers than your boss, and better to spread out the question asking instead of asking one person every single questions about everything).
Secondly, find “mini mentors.” When most of us think of mentorship, we think of a formal relationship we develop with an accomplished person in our field. Someone we can come to when making tough career decisions. While this research is important to have, mentors can also play a more targeted role in your day-to-day work. Find a resource for specific job responsibilities that you can go to when questions arise. In my case, for example, I had a mini-mentor to help me with conducting coaching reviews and a different mentor to help with the tasks I had to do in our CRM system.
When I needed to prepare for my initial coaching sessions or when I wanted to test out a new coaching technique I did test runs with my coaching mini-mentor. When I needed to pull a weekly report on my sales team’s results or wanted to create a new report on their prospecting activity, I reached out to my CRM mini-mentor to walk through how to do this in the system.
For any given job, you can have upwards of a half dozen mini-mentors or more, each providing something valuable to you during your transition to a position (and beyond). It’s a good idea to find ways to reciprocate with your mini-mentors to help them in an area that you are good at that they may need help in.
Remember to seek out and develop relationships with mini-mentors and be willing to ask questions of them (and anyone) when starting a new role.
Next, we will address the “How” in the first 60 days of any new job.
Follow my blog by clicking the link at either the top left or bottom right of your screen. I’d really appreciate it!