1. Have I reflected on the context of my transition—not just from my own perspective, but from that of all key stakeholders?
2. Have I established in my own mind the time frame and intended outcomes of my leadership transition?
3. Have I established my initial set of priorities with a full understanding of what others expect of me?
4. How will I control my agenda and allocate my time?
5. Have I developed a clear process and time frame for selecting my top team?
6. Have I committed sufficiently to building a relationship with my chairman and board?
7. Do I have a mechanism for building the necessary support office and infrastructure?
8. Have I thought through my communications plan internal and external?
9. Do I have a mechanism for getting balanced feedback and information?
10. Have I established appropriate personal ground rules?
What questions would you add?
Guest Post by Donna Brighton While NCAA basketball has been cancelled, we are all dealing with a different...
Guest Post by Neal Black As I write this I am sitting at home, away from my team, not quite in lock-down mode...
John F. Burns, Pulitzer Prize-winning journalist and 40 year correspondent for The New York Times wrote in...
Do you long for carefree days without any problems? Don’t we all? Who might you list as the...
Excerpted from Chapter 27 of Daniel Montgomery’s just released “How to Be Present in an Absent...
Guest Post by Debby Thompson Excitement filled the air as we climbed the stairs to the restaurant’s upper...
Guest Post by Jennifer Ledet I’ve read that you should never ask a question for which you don’t already...