A 100-day plan is a tool to help establish yourself in a new position, set goals and priorities and begin making progress towards achieving them. Typically, a 100-day plan will outline specific actions to be taken and milestones to be achieved within the first 100 days of starting the new role, with the goal of making a powerful impact and establishing a solid foundation for future success.
A 100-day plan typically contains several key elements that are structured specifically to help you achieve their goals in the first 100 days of their new role.
- Background and context: This section summarises the current situation and the reasons for creating the 100-day plan.
- Goals and objectives: This section defines the specific goals and objectives that you hope to achieve within the first 100 days, along with a plan for achieving them.
- Prioritisation: The plan should contain a list of priorities that are ranked in order of importance, so that you can focus on the most important tasks first.
- Action plan: A detailed plan of action outlining the specific steps that will be taken to achieve the goals and objectives, with timelines, resources and teams needed to execute it.
- Metrics and measurements: This section outlines the key performance indicators (KPIs) that will measure progress and success, and how they will be tracked and reported.
- Review and adjustment: This section outlines a plan for regular reviews of the 100-day plan, and how it will be adjusted as necessary to ensure that goals are met.
The structure of 100-day plan can vary depending on the organisation or individual's preference, but the key is to include the above elements in a clear, concise and actionable format that is easily understood by yourself and those you wish to share it with.
A 100-day plan typically addresses several aspects or dimensions to help you establish yourself in your new role, set goals and priorities and begin making progress towards achieving them. Some of these aspects include:
- Organisational goals: The plan should align with the overall goals of the organisation, and should include specific actions that will help you contribute to achieving those goals.
- Team and stakeholders: The plan should identify key team members and stakeholders, and should outline specific actions that will be taken to build strong relationships with them.
- Operations and processes: The plan should identify key operational and process improvements that will be made and should include specific actions that will be taken to implement those improvements.
- Culture and values: The plan should align with the organisation's culture and values, and should include specific actions that will be taken to reinforce those culture and values.
- Learning and development: The plan should include specific actions that will be taken to learn about the organisation, the industry and the role, as well as actions to develop the skills and knowledge needed for the role.
- Communication and visibility: The plan should include specific actions that will be taken to communicate progress and results, both internally and externally, and to build visibility for you and your team.
It's important to note that the 100-day plan should be tailored to the specific role and organisation, and can include other aspects as necessary. It's also important to keep in mind that a 100-day plan is a living document that should be flexible and adaptable based on the progress and the outcome.