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FAQ

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Although prepared for martyrdom, I preferred that it be postponed, so I took measures to prepare. -Winston Churchill

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Ways to Use the Readiness Test...

As a benchmark of your first 100 days readiness. Just reading through the questions and seeing your answers will give you clues as to what you might do that will make a difference.

In preparation for your "Get Acquainted" Readiness Interview with Robert Hargrove.

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How do I answer the questions?

Please answer all the questions "yes" or "no." If you wish to provide more information for feedback or for a coaching consultation, written answers to the supplementary questions. The more information you provide, the better the coaching feedback can be.

What about confidentiality?

Robert Hargrove has been the CEO of a professional consulting firm respected all over the world for almost 30 years. Everything you say will be held in the strictest confidence.

What if the question doesn't seem relevant?

The short answer to that question is that if it doesn't seem relevant, just skip the question.

Take the First 100 Days Readiness Test

Our research shows that new leaders who are successful in their First 100-Days tend to take very specific steps on a very clear path, one that the First 100-Day Readiness Test is designed to illuminate.

I invite you to take the First 100 Days Readiness Test to benchmark your First 100-Days readiness or as part of Your First 100 Days "Get Acquainted" Readiness Interview.

THE FIRST 100 DAYS READINESS TEST

Answer each question with a “yes” or “no” and the supplementary written questions to the extent that you wish to.

When you complete the test and submit it, your answers will be sent to you via email.

1. Are you going into a big new job with big expectations that demand performing from day one?


2. Do you have 1 to 3 immediate actions you can take in the next 72 hours that would seal your leadership, have an impact, make a strong first impression?


3. Did you go through a Due Diligence process before you started the job that involved speaking to different stakeholders about your organization’s strengths, weaknesses, opportunities, and threats?


4. Do you have a clear going-in mandate that says what is expected of you and what you are empowered to do and not do?


Have you tested it?


5. Do you have a story ready that tells key stakeholders what you are going to do to put your stamp on the organization?


Does it say how you will deal with current challenges and how you will take the organization to next level?


6. Are you facing an immediate crisis or turnaround situation that calls for prompt action?


Are you prepared to throw yourself into the middle of it and deal with it proactively?


7. Are you prepared to make radical changes in your first 100 days before the window of opportunity closes?


8. Do you have a first 100 Day goal?


9. Do you have a First 100 Day Plan that includes what you will do in the first 30 days, second 30 days, and third 30 days?


10. Have you brought (or intend to bring) your team together for a “face reality” session?


Are you prepared to make unreasonable promises and requests of your team that would impact current reality?


11. Do you have an idea of what would be a big vision or Impossible Future for your organization that would be a game-changer?


12. Do you have the right people on the bus with respect to your team?


13. Are you prepared to make tough people decisions in your first 100-days if required?


14. It’s all politics! Have you taken the time to map the political chessboard and learn the culture, even if you have been hired to change it?


15. Will the leadership skills that got you here (your current success) get you there (success in this job)?


16. Have you taken stock of your personal philosophies of leadership and the “teachable points of view” (TPOV) that have made you successful in the past?


17. Do you have a coach who can help you gather and distill information, navigate the political chessboard, or be an arm around the shoulder?


18. Have you established a good relationship and feedback loop with your new boss(s)?


Are you already on your boss’s schedule for regular meetings?


19. Have you established a program for maintaining emotional health and fitness?


20. Have you prepared your family for period of intense dedication to work?