Are you a first-time CEO? Not sure yet what to do in the first 100 days of your leadership? Or are you joining a new company as a CEO? The below first 100-day action plan may be helpful for you. Treat it as a checklist to ensure you cover all that is relevant to you.
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1. Align with the Board, the Owners, or the Very Important Stakeholders
Get Crystal Clear Mandate and Alignment (ideally in a written form)
Accountabilities/Expected Deliverables
Key Performance Measures
Division of Roles and Responsibilities between Chairman, Owner, and CEO (i.e., to avoid the two captains, single ship issue)
Build a Strong Relationship with the Board/Owner
Set Clear Expectations, Agree on Targets with the Board, and Get the Board's Support
Define and Agree on Meeting Cadence (When to meet to discuss what)
Obtain Critical Resources
Ensure total control of the budget allocation
Ensure able to appoint people as needed
Get Access to Formal Data/Informal Information
Mitigate Nasty Surprises
Detect hidden threats and quickly communicate the issues
Clarify/Manage expectations regarding the surprises
Define and Align the Vision and Values of the Company
An Inspiring Vision for the Company
The Values for the Company, i.e., the Key Rules
The Expectations for the Employees
2. Understand the Business, the Company, and the People
Familiarise Self with the Business
Desktop Research/Consultancy/External Interviews to Understand the Industry:
Industry Structure/Fundamentals
Key Players
Value Chain/Drivers
Key Trends
Key Success Factors
Typical Pitfalls/Dangers/Risks
Internal Interviews to Understand the Company
Top 10 Salespeople: Customer Decision Criteria; Customer Perception of our firm vs. competitors along this criteria; Any Customer Complaints; Any Quality Issues; Any Downward Trends; What Need to Be Improved/Changed; What Have Been Tried Before but Failed; What Need to be Preserved; What Can be Done to Make Your Life Easier
Key people in Operations, Manufacturing, Finance, and HR: What are the key past, current, and future plans/initiatives/results
Corporate Wide Employee Survey: What are your pain points; If you were me, what would you fix; What are the Opportunities for the Company
External Interviews to Get Feedback and Valuable Ideas
Top 10 Customers: How is the Business Going for You; What are the Key Trends for You; What are Your Pain Points; What is Our Current Performance; How Are We Compared to Competitors; How Can We do Better
Test and rank customer decision criteria
Gauge customer perception of our firm vs. competitors along these criteria
Conduct a brand health check
Establish a view of customer advocacy
Test loyalty and propensity to switch provider
Test customer appreciation of specific value proposition
Representatives from Industry Association
Representatives from Government Agency
Industry Peers (CEOs from other related companies)
Data Analysis to Understand the Operational Baseline
Business financial performance (sales, margin, return on investment, total shareholder return)
Investor financial performance (valuation vs. peers, analyst expectation)
Cost structure across all Business Units
Summary of key metrics across the value chain
Existing organization structure
Employee engagement survey result
Standard Operating Procedure/Map of critical processes
Map of Top 100 potential talent & their performance
Competitors to be monitored
Existing strategy and its alignment with the objective/plans
Does the portfolio of projects make sense?
Incentives/KPIs for the top 20 people – are the KPIs aligned with the strategy?
Familiarise Self with the Finance
Profit & Loss Analysis: Understand How the Business Generates Profit
Familiar with the Profit figures, e.g., Why it is like that
Understand how the Profit will change next year (under three scenarios, i.e., Business As Usual, with initiatives, and with org change). Note: Cannot be delegated to CFO! The CEO must understand this.
Understand the Key Levers of Profit, i.e., Find the Profit Driver, then Empower it!
Develop a Simple Dashboard/Metric to track
Find hidden problems. Need to manage expectations quickly
Find hidden reserves and keep them as backup
Balance Sheet Analysis: Find Problems in Balance Sheet and Communicate Early
Identify legacy issues immediately, i.e., You only have this one chance with a limited time window to erase the mistakes of the previous CEO, e.g., Obsolete inventory, Insufficient reserves, Excessive goodwill, Unresolved disputes, Litigation problems
Take a conservative approach when predicting the future. Better to over-deliver than to over-promise
Check for any unwritten promises/commitments (which are not shown in the Balance Sheet)
Understand the People, Corporate Politics, and Build Alliance
Introduce Self to the Organisation + Listening Tour with Key People
Introducing self
Ask them: “What do you do? What are your main responsibilities?”
Tell them: “I am new here. I want to understand how things are done here/how decisions are made in this company. Let’s say I have a radical idea. What should I do for the idea to be implemented/who should I talk to?”
Ask them: “What are the greatest challenges you are facing right now in your role? Similarly, what are the greatest opportunities you can think of to improve the performance of your division?”
Build rapport/relationship
Ask for advice: “Can you please give me three pieces of advice that will make me more successful in my new mandate?”
Ask for help: “Would you mind, if I have some further questions, to contact you? What is the best way to contact you—phone or email?”
Send something useful in their way
Create the Stakeholder Map
Who has the Power?
Who is Interested?
Ask for Guidance/Find a “Cultural Translator/Guide”
Understand the Organisation’s Capacity for Change
3. Put in Place Your Core Team (i.e., Your Direct Reports/the Executive Team)
Change/Build Your Leadership Team
Determine the Ideal Team you need
What capabilities are needed
A mix of old guys and new guys
What is needed from the old guys; What is required from the new guys
Assess the Capability of the Existing Team in Place
Assess the capability of existing personnel, making sure they are fit for the job. If they are not, you must change the Team within 30 days
Determine who to keep, change, move, or watch
Make sure the top 20 people are the right people for the job
Ensure the Team is Cohesive/Aligned
Foster an environment of open communication, e.g., introduce the rules
Launch Introduction Workshop, Know Me session, Align on Ways of Working, and Create Team Norms/Team Charter/Rules of Engagement of the Executive Team
Explain the Plan; Clarify the Roles & Responsibilities (Accountabilities, Deliverables, and Decision Rights)
Set Hard Objectives & Targets (see also Sections 4 and 5)
Align on Strategic Objectives; Ensure Buy-in
A clear 3 to 5-year Strategic direction for the Company
Where to Play
How to Win
Set Targets; Ensure Buy-in and Ownership
Strategic targets for the next 12 months
Financial Target by Geography/Business Unit for the next 3-5 years
Volume & Price Growth
Margin Improvement
Asset Productivity
Cash Generation
Define and Agree on Meeting Cadence (When to meet to discuss what)
Introduce Performance Management System
Set Targets and Metrics for each team member
Set the 1-on-1 Performance Contract
Establish the tracking mechanism
Consider Leadership Academy/Coaching for the Team Members
4. Develop a 3-6 Months Quick Win Plan
Preserve Cash (if in a distressing situation)
Stop all spending temporarily
Create Cash Spending Rules; Establish Cash Management Office
Find ways to increase cash quickly
Preserve cash for significant initiatives, i.e., Money goes to the most critical projects
Take Symbolic Actions
Introduce 1-2 Culture Change Initiatives (for immediate policy change)
Introduce Direct Feedback Channels, e.g., email & suggestion boxes and corporate-wide survey
Introduce Monthly Pulse Check + Newsletter. Keep good news rolling
Launch No-Regret moves
Fix the Basic Processes (in case broken)
Operational Routines
Decision Making/Debottlenecking/Problem-Solving Process
Strategic Exploration
Conduct Operating Reviews at Priority Sites (Site Visit + Questionnaire + KPI review)
Detailed Supply Chain Review
Detailed Manufacturing Review
Detailed Procurement Review
Review Existing Project Portfolio
Halt all initiatives temporarily; Halt projects with limited short-term cash impact; Cease preparations for new projects, unless urgent and cash-generative immediately
Create inventory initiatives by function
Assess project maturity, robustness, and the likelihood of success
Prioritize projects based on progress and EBIT impact; Eliminate long-tail of projects
Execute changes and update targets
Eliminate canceled projects and redeploy resources to the prioritized projects
Update project targets; ensure clear P&L link; and review milestones to align with the full potential target of the Transformation Program
Hand over project management to the Transformation Program Management Office
Leverage Internal Knowledge to Exploit Big, Easy Levers (does not guarantee optimal results but ensures quick actions)
Pricing (typical impact: 2-4% EBIT)
Sales Force Effectiveness (typical impact: 1-2% EBIT impact)
Procurement (typical impact: 5-20% lower procurement cost)
Working Capital (typical impact: 20-40% Net Working Capital reduction)
Supply Chain (typical impact: 1-5% Gross Margin improvement)
Lean Manufacturing (typical impact: 10-20% lower manufacturing cost)
Overhead Reduction (typical impact: 10-30% overhead reduction)
Organisational Delayering (typical impact: 15-30% headcount reduction)
For each lever, conduct three workshops with your people
Workshop 1: Identify opportunities (create 10-15 list) and define the next steps to validate
Workshop 2: Choose opportunities based on validation results and sizing
Workshop 3: Develop a roadmap
Explore other typical Quick Win Initiatives
Terminate money-losing products
Fix, Sell, or Close money-losing sites
Sell poorly fitted Business Units
Eliminate the middle management layer
Cut down most of the non-profitable products
Outsource support functions, e.g., IT, HR, AP and AR processing, R&D, etc
Adopt industry best practices
Stop new product development if profitability isn’t clear
Launch productivity improvement initiative
Price promotion to clear slow-moving products and generate cash
Negotiate deals with top players/customers
Terminate consultant contracts
Halt strategy process and M&A activities
Hold or adjust discretionary investments
5. Develop a 1-2 Year Value Creation Plan (the Hard Side of Transformation)
Conduct Deep-Dive Diagnostic
Define and Prioritise Key Initiatives
Identify a Comprehensive Set of Initiatives/Projects
Size the Opportunities
Create a Shortlist based on EBIT impact potential and ability to execute/easiness to implement
Create Roadmap
Develop Initiative Charters (Rationale, Key Activities, Resourcing, Owner)
Build Initiatives Roadmaps (Key Activities, Milestones, Political Decision Points)
Roll-up Initiatives Roadmaps into a comprehensive Implementation Plan for Transformation Program Management Office
Transformation Program Set-up (note: Transformation Program = compilation of all Transformation Projects; each project has its own team and milestones)
Create an overall program structure
Review all initiatives contributing to the full potential target
Define program hierarchy and organize initiatives underneath it
Create an overall program chart
Identify initiative owners and other staff members for each project
Define the role of the Transformation Program Management Office (PMO)
Passive PMO: The PMO provides administrative support to the initiative owners
Activist PMO: The PMO drives the initiative owners and provides the necessary support (e.g., capability development, communication, risk management)
Responsible PMO: The PMO who drives and controls the initiatives (i.e., PMO = initiatives owner)
Build a master timeline for the execution phase
Combine all initiative workstreams into one master timeline
Sequence initiatives based on their value and interdependencies
Develop workstream charters
Specify the objective and milestones
Define KPIs and means
Document key risks and interdependencies
Assign responsibilities
Sign-off charters by execution teams
Prepare the next phase of bottom-up planning
On-board initiative leads and other staff
Prepare program comms and launch with PMO
Transformation PMO Setup and Governance
Set up program governance essentials
Staff the CTO (Chief Transformation Officer) and key PMO positions
Define program governance structure (SteerCo, PMO, Cross-functional teams, Business Unit/functional teams, special issues teams)
Determine meeting cadence, information flow, and reporting cycle
Determined issue resolution and escalation path
Communicate the establishment of PMO to the organization
Integrate representatives from Finance, HR, and other relevant functions into the PMO
Develop charters for PMO and workstream teams, including roles, responsibilities, parameters for success, interdependencies, and decision rights
Align on a tracking mechanism, issue log, and tools to be deployed
Establish and share guidelines for identifying interdependencies
Integrate/synthesize results from the Diagnostic phase
Define the overall structure and master roadmap
Define Full Potential
Diagnose corporate performance
Gather and consolidate the business performance data cube (P&L, balance sheet, Total Shareholder Return)
Benchmark financial fundamentals
Assess and prioritize value-creation opportunities
Analyze investor expectations, conduct management belief audits, and collect expert experience from different value drivers
Conduct management workshops to align expectations and set priorities
Set overall targets for the transformation journey
Define ambition levels for value creation (Total Shareholder Return, share price, market cap), growth, profitability, and cash flow based on benchmarks
Break down targets for individual projects
Operational levers
Capital allocation and financial policy
Portfolio moves
Build the full potential value/EBIT bridge based on a financial model
Establish links from all projects into a single integrated financial model
Baseline and Target Setting
Collect data and internal documents: Financial and HR, overall and by workstream
Establish explicit financial and headcount baseline: Overall and for each workstream
Manage top-down target setting: Develop the overall top-down targets in financial, headcount, and operating metric terms
Manage bottom-up target setting and validation; work with workstreams to refine and set bottom-up targets
Freeze baseline and targets, i.e., assign targets for each initiative
Minimize the Risk of Failure
Define starting point
Define transformation structure by decomposing projects into detailed milestones and assign a clear owner, sponsor, and target for each project
Teams and sub-teams are briefed on the expected roles and deliverables
Track ongoing initiatives and include them in the regular performance review
Build rigor into the execution plan
Define a charter for each project
Set a roadmap for each project (timeline and milestones to reach implementation maturity)
Prepare implementation roadmaps and business cases
Evaluate the quality of the plans
Pressure test and derisk all implementation roadmaps (Rigor test by assessing the Duration of the project, Integrity of the team, Commitment to change, and the Effort of stakeholders)
Approve initiatives for implementation (incl. approval of business cases); initiatives that don't pass the hurdle are cut (including ongoing initiatives)
Initiate regular reviews: Regularly review impact and investment profile to ensure an optimized portfolio
Minimize the Risk of Disruptions
Create risk inventory
Conduct management belief audits to identify business risks
Analyze risk scenarios: Customer, supplier, personnel, operational, financial, and other business performance risks
Prioritize risks based on impact and urgency/probability
Assess risks: Probability and impact, incl. P&L and cash flow
Review risk inventory in management workshops
Categorize and prioritize risks
Decide a short list of critical risks for mitigation
Decide risk mitigation
Assign an owner for each risk
Define mitigating actions for each risk, and integrate them into Turnaround priorities
Identify process improvement needs for mid-term risk mitigation
Launch risk mitigation action in the Transformation PMO
Tracking and Reporting
Define tracking process and metrics
Determine process, roles, and instructions for benefit/business case calculation, validation (incl. role of finance), and realization tracking
Set up monitoring tools and reporting
Set up monitoring tools and upload project targets into the monitoring tool
Establish weekly, monthly, and quarterly reporting and issue resolution cadences, in line with program governance
Upload initiative implementation plans/roadmaps
Customize reporting dashboards and detail change control/approval process
Set up a War room for visual reporting of transformation progress
Start reporting
6. Develop the Change Management Plan (the Soft Side of Transformation)
Introduce the Vision and Values of the Company
The Inspiring Vision for the Company
The Values for the Company, i.e., the Key Rules
The Expectations for the Employees
Assess the Readiness for Change
Launch the baseline Ready-Willing-Able Survey
Ready
Our business is facing significant competitive challenges
We need to change the way we fundamentally operate
There is a strong recognition that we need to change
Most people in my area understand the need to change
There is a sense of urgency in my area about assessing change
People in other areas recognize that change is urgently needed
Willing
People’s energy for embracing change is high
Most people in my area are willing to change
I believe change efforts will receive active support from managers
Top management is committed to the project
I believe the proposed project will deliver
I will accept changes in my role if it helps improve our performance
Able
There is a strong commitment to change from top management
Top management will ensure obstacles to this project are dealt with effectively
We have a good track record of implementing major projects
There are the necessary skills in my area to deliver the required changes
I am confident I will receive the support I need from my manager
We have the necessary culture to implement this project
Identify roadblocks and prepare intervention/communication plans
Create the Change Story
Create the Mother Story and make sure it is an emotional story
The case for Change: Why need to change; How it will look like and feel after change
Challenge Ahead: What are the problems; What are the solutions
Individual Implication: What will it mean for you; How will we help people like you; How can everyone influence the change
Create Variant Stories for different stakeholder groups
Determine levers to adjust context to sustain behavior change, e.g., changes to performance management, role charters)
Story Cascading program. Remember that More communication = Better acceptance
Develop Communication/Stakeholder Engagement Plan
Create Stakeholders Mapping (Power, Interest, Key Needs, Communication Strategy, Level of Support/Resistance): The Owners; Board of Directors; Senior Management Team; Senior Functional Team; Site Management Teams; All Other Employees; Customers; Suppliers/Vendors; Business Partners; Banks; Credit Rating Agencies/Stock Analysts; Industry Associations; Related Government Agencies; Consumers
Prepare a Communication Plan for each Stakeholder Group (What, Who, When, How, and Frequency)
Define a two-way communication plan (leverage the Change Stories, various content and delivery methods, including line leaders and change champions)
Host regular working sessions with leaders/change champions to ensure commitment and remind them to role model new behaviors
Clear governance on communication and messaging, i.e., set up the communications governance structure
Establish feedback mechanisms
Determine how Very Important Stakeholders are handled
Introduce a Single Point of Contact for all non-Very Important Stakeholders
Launch Communication Programme/Schedule the Meetings/Interaction Points
Get feedback from the stakeholders
Repeat the Ready-Willing-Able survey
Conduct pulse checks at regular intervals, and adjust accordingly
Create the Change Champion program
Build the program, including the incentives
Identify the Champions
Train the trainers program - so that the Champions can train others
Role-Model the Change/Take Symbolic Actions
Revamp the Corporate-wide Performance Management System
Everyone gets cascaded targets and individual performance contracts (to secure buy-in
Link incentives and consequences to targets for all roles
Introduce the Training Academy to upskill the employees
Be specific and realistic about the capabilities and capacity required to deliver
Analyze gaps between existing and ideal capabilities
Develop intervention plan
Beware of the Political Coups
Identify potential 'Evils'
Create a Plan to Manage the 'Evils'
Offer peace terms before they create problems
Introduce Any Organisational Reorganisation required
7. Initiate the Development of 3-5 years Strategy
Create a plan to develop the Corporate & Business Unit Strategy
Baseline Strategy & Performance
Analyze historical performance and root causes
Assess current competitiveness against benchmarks: Offering, target customers, differentiation
Assess market outlook and future customer needs
Review the current management plan
Review business model and right to win
Conduct feasibility check for business model
Screen opportunities and threats
Prioritize opportunities and set the agenda
Scope opportunities and assess impacts
Prioritize opportunities, set targets and timeline
Prepare for strategic agenda rollout
Plan M&A and other changes
Assess Business Risks and Create Mitigation Plans
8. Create Self-Management Plan
Define a Personal Goal/Purpose
Define Major Actions, aka the CEO Agenda (List of Major Initiatives, Timing, and Metrics)
CEO vision for self and organization
Key priorities for work as CEO
Action steps to complete key priorities and milestones to monitor
Performance objectives for self and organization
Key people to engage with detailed initiatives and actions
Meeting plans for key meetings (agenda items and expected outcomes)
Communication strategy for initiatives rollout
Scheduled meeting times
Scorecard to track progress
Ensure Time is Spent Effectively/Calendar Analysis
Analyse Current Calendar, e.g., see how much time is spent on each bucket
Internal Meetings: Direct team/1-on-1/ office event; Board/ VIP stakeholders; Business Units/Functional Units/Sites
External Meetings: Customers; Partner/Vendor; Investor/Debtor; Media/Government
On the road/traveling
Strategy related
Day-to-day Operations
Email/impromptu meetings
Self-time for thinking, planning, and development
Home & Family/Personal appointment
Create the Ideal Time Spent Allocation (link to the CEO Agenda)
Keep-Start-Stop framework
Make sure there is time allocated for Self
Make sure there is time allocated 1-on-1 with Direct Reports as well as a Team meeting
Create Rules of Prioritisation and get the Personal Assistant to be familiar with these rules
Ensure the Ideal Time Allocations are booked in the Calendar
Set the meeting discipline/rhythm
Get the Chief of Staff to review any meeting requests and prioritize: Create a simple, short meeting request form (What topic, How Important, How Long, What Decisions are Needed, Have the Data Been Prepared)
Create Role-Modelling Opportunities/Take Symbolic Actions
Address Skill Gaps (if any)
Review Current Skillset via 360-degree review
Determine the Required Skillset for Success Now and in the Next Career Move
Industry knowledge and context
Stakeholder relationship
Lean transformation skill
Industry 4.0 skill
Create a Personal Development Plan
Hope the checklist is useful for you. Good luck with the implementation.
Explore more free strategy resources here.
If you are not a new CEO, please check this strategic checklist (free download is available):
Beyond the 100 days, you may find this CEO handbook useful:
Dear New CEO,
Congratulations on your new role as CEO!
Stepping into this leadership position is a remarkable achievement, and I'm here to ensure your journey is nothing short of extraordinary.
If you need support in delivering this first 100-day action plan, please feel free to reach out at Marvilano@Marvilano.com.
Thanks.
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