Newly appointed CEO? How to optimize performance and secure resilience during your first 100 days in the new role
I’ve written about the journey of becoming a CEO back in 2017 and whilst the message is still very accurate and planning your journey is a key - I would like to point out how important investing your time and efforts into understanding and optimizing performance and capacity, as well as securing a resilient baseline are, when it comes to your success after those first 90-100 days in the role. As I’ve said before, executive retention and performance are determined during that period.
On-boarding and support when taking on a new role and culture are obviously important but personally, I feel on top of traditional mentoring and guidance a new CEO needs to focus on themselves, their performance and wellbeing in order to maximize the outputs later on.
Executive Resilience is the new black
Executive wellness is one thing, but executive resilience is another. Part of this is about self-leadership, part of it is about capacity, physical and mental wellbeing, self-consciousness and navigating in complexity. Personality assessments done during a recruitment process may be of great support along the road if used wisely. Health assessments, stress and resilience testing, wellness advisory… sleep and recovery optimization - now we are talking!
First and foremost CEOs need to understand themselves
The future CEOs should undergo a series of assessments, screenings, and resilience coaching to be “fit for fight” whatever the future brings. It’s not just about learning about the market, the organization, stakeholder relations, interacting with the board, deep diving into the financials and building a strong team. You, dear CEO - you need to be on top of your cognitive and physical game to create success for you and people around you - from DAY ONE - and even more importantly - also beyond DAY 100. Understanding how your "personal system" functions will enable you to unleash the best version of you. A sustainable, best version.
You cannot afford your CEO not to function
Companies need to invest in their CEOs from day one. Or before day one. Offer health screenings, stress and resilience assessments, performance optimization programs etc.
You cannot afford your CEO not to function. And CEO performance is not just about GRIT.
This needs to be a board level discussion and decision. How do we provide the best support for our new CEO? Find a partner/s who can help you with the above services. Starting from switching mindsets from “fun to do executive wellness programs” to a “business critical, data driven, performance programs”.
Yes, it’s a marathon, not a sprint
And you as the newly appointed CEO need to buy in (and grasp) why all this matters: Why it’s not just about endless meetings for the first few weeks or months, getting to know "everyone and everything". You should not spend all your energy during working hours and have nothing left in the tank when you exit the office in the evening. Or even worse, to have nothing left in the tank after 100 days in the job. Cliche or not, it’s a marathon not a sprint. I mean your life - not just your work.
Own that journey. You owe it to yourself (and the people around you).
Written by: Satu Ahlman, Performance, Culture and Leadership Advisor - Founder, Saga Performance
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About the author
Satu Ahlman is the Founder and Performance Advisor at Saga Performance. Her passion is for people development through a systems approach to performance, leadership, and life. This leads to incredible results with top executives, athletes, and entrepreneurs around the world.
About Saga Performance
Saga Performance works with corporate professionals as the catalyst to achieving and sustaining high performance. Typically, our clients are executives, entrepreneurs, and driven corporate professionals who seek to optimize performance, get the best out of themselves. And organizations that aim to secure healthy high performing cultures and walk the talk leadership.