Don’t wait for guidance from your boss that may never arrive. Here’s how to develop an action plan.
I started a senior role about six months ago at a nonprofit organization. Upon my arrival, I didn’t receive any sort of onboarding and, priorities, projects, etc. The CEO does not have time for regular meetings and operates as though I’ll get myself up to speed by osmosis. I am a fairly resourceful person, so looking at old files and checking in with my team, helped me to piece together my own orientation to the organization and a cycle of the work that must be produced.
I want to commend you for staying positive and taking control of the situation to get yourself up to speed. It’s extremely tough to be new to an organization and not receive the necessary onboarding training and introductions to help get you get started. I’m not sure if your, but I’ve seen this happen especially with companies that have pivoted to remote-first and haven’t taken the time to build an onboarding strategy to match.
First, I want you to go back to your job description and pull out the key focus areas that were mentioned in the posting. This may have been the first and last time the organization took time to really think about what it needs the person hired in this role to do.
Next, it’s time to go on a listening tour! Schedule quick meetings with any of the key stakeholders you mentioned above. While it may be hard to get on everyone’s calendar, this is a non-negotiable. Before you can confidently take action toward any of the goals for your role, you must understand what’s been done in the past, what’s important to your stakeholders, and build relationships.
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