PremiumPlacement for Executive and C-Level
"The first 100 days"
From politics, we know the 100-day period in which one should be established enough to be able to completely fill one's position. This period is often much shorter for executive and C-level positions in business. The intent for hiring is often rapid change, which provides additional security for hiring decision makers. In the first 100 days, executives quickly become aware of the different needs for change due to the "lack of operational blindness." However, it has not proven effective to change all issues immediately and in parallel, causing considerable uncertainty among the workforce. After researching the need for change, it is advisable to establish priorities based on the criteria of economic success, industrial peace (fear in the workforce, works council), chance of implementation, time span and degree of impact. Then a timetable should be defined in which the change requirements are to be implemented over a period of time far beyond the 100 days. This strategy must be coordinated with the owner, supervisory board, holding company and, if necessary, works council before implementation.
The next step is to involve the next management levels and define their shares in implementation. Of course, the strategy must be regularly scrutinized and, if necessary, adapted or the operational implementation adjusted.
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