#Episode53: 30 60 90 Day Play Plan to Career Success #Work2dot0 #FutureofJobs

Vishal Kumar June 25, 2019


30 60 90 Day Play Plan to Career Success

30 60, 90 days to career success. But before that, welcome to Work2dot0. In this episode we talk about how talents and odds are meeting the future of work. We share the insights that we acquired from our working with job seekers and recruiters using TAO for hiring. And we bring those insights right to you. So we all could learn and have a conversation about the future.

So let’s talk about an interesting problem. So we have heard from many working professionals in many ways, sometime even experienced professionals with lot of experience under their belt. And very, very common with new joinee working in a company on how to best measure the success of their role. How to perform in a way that you’re appreciated within the company. And many times we realize that the workers who are actually facing this particular problem, they are in many ways exceptional workers. No problem in how they perform very high performance individuals. But somehow did the alignment seem off from what you work and what the company appreciates. And now, so what’s the problem? And the typical, you can pinpoint the typical problem is that what you are performing on, what you’re delivering is not in line with what the company expect from you. Or what your hiring manager is expecting from you.

Obviously besides if you take apart other political motivations behind whatever you are seeing. But even that, even if you include that, that’s again a problem with alignment. That what you perform and what someone expects from you is not aligning well. So how to address that particular problem? And we if you have not heard about this theory, its 30, 60, 90 day rule. It has one, it has worked miraculously in helping professionals achieved that or fixed that so call alignment. So first let’s talk about why we have misalignment. So we all are individual, we all are working. We all have created our own ways to deliver an outcome. Now, if we join a particular company, we are joining in a totally different culture. Its luck if they are in same culture of where I am, where I’ve been groomed and trained in, then life is good.
But if in most of the cases, every business is different, every business has a different history behind it. And they have different culture. So now once you’re joining a particular company, you have certain way to deliver an outcome. You have a certain way to measure an outcome. You have a certain way to understand the productivity that you are working on. But then when you do it with that, the company might be off in understanding how they measure your productivity, how they measure your outcome. And that really it’s not your fault because you are performing the way you are supposed to, the way you have been performing and gaining success. It’s just that you’re not performing the way you are expected to perform. So how to fix that problem? In a typical enterprise world, we have this beautiful world word called maturity. And this relationship between you and the company is lacking the understanding of the maturity. And you cannot change the company to suit your narrative.

You rather could tell you narrative in a way that you or your outcome is now visible and appreciated by the company and how you can do that. So there is a rule called 30, 60, 90 day plan and primarily what it is that you spend, you sort of devise next 30 days, next 60 days, next 90 day. And quantify what you want to achieve in that 30 day, 60 Day, 90 day to help you fix your alignment. If you’re a new joinee you want to hit the ground running. You don’t want to just start working on the company because again, your utmost, your ulterior motive in working for a company is that whatever value you create should be appreciated. If you create a value that’s not been appreciated, you would immediately feel discouraged. And very soon you will start tuning off from being a high productive employee.

It is not good for your professional career. That’s not good for the company. So it’s very important for you to first spend understanding, first implement a strategy that helps you understand this company that you are joining in or understand the company that you’re not aligned with. And this particular art form applies to any industry, any job role. So what you do is devise your next 90 days in three slots, 30 days, 60 days, 90 days. First 30 day. Your job is to listen. Listen to your surroundings. The idea is to be mature, to understand the maturity of the organizations and how much you’re off from that maturity. And what you can do to so that you both are at the same platform, at the same level. So spend first 30 days primarily understanding what’s going on, listening to your surroundings, listening to your hiring managers. Having some one on one conversation with a lot of people and gather that information.
Capture as much as information as possible. Be that sponge that just soaks in all of the information that will help you understand the alignment issues. Or that helps you understand what’s going on. And with that in mind, don`t rush into action. So keep doing your routine job. So this, by the way, the 30, 60, 90 days, not a full time effort. It’s just you some hour a week you spend in ensuring that you understand that. So this 30, 60, 90 days should be maybe 5% or 10% off your routine work that you should set aside for. And keep delivering on what you’re expected to deliver. At the same point you’re working on this particular plan. So now 30 days you capture a lot of information. You understood that the idea is the key understanding of what the organization is, what they are doing, where they’re heading to.

On the 60 day plan, when you go to the second tier of 60 day, your job is to implement some of those plans. Start implementing or start executing on those findings. So if you capture that you’re certain manager require you to be presented. In some ways if you realize that some of the developers that you’re interacting, they are some of the product managers, they like seeing your product in certain ways. Whether you are an entrepreneur trying to see if a client x appreciate your product if delivered in certain way. Then use that information in the second tier on 60 day ban. Start implementing piecemeal on that and start, start measuring that. Start measuring the outcome, give a tiny success, and build the trust with the other party, with the company, with the client.

Use that for tier two of that relationship of the 30 60, 90 day roadmap. Spend the tier two in building the relationship, starting to build the relationship, starting to fix the alignment and see the outcome. Fix and iterate and in the 90 day you have a lot better vision. When you go to the third stage of where you are standing, what you are delivering on and what you are seeing as some of the things that are impacting and not impacting. So you use the third tier in your 30, 60, 90 day plan in actually doing 20% of the effort that gets 80% of the outcome. So pretty much Pareto inaction in your professional career. So you are spending your time effectively and you’re generating a lot of value for the company and for your hiring manager and for yourself.

This really is the methodical way you’re doing nothing but just finding a maturity. So you got your information. You need to know who is at which level. Then you try to piece around and hey, if can I didn’t understand that level, right? And the third is you now see it in action and see if rarely emboldens your effort. And seeing that if it regenerates the similar outcome. And this, you can even use this drill to build a rapport with your hiring managers. So it’s a very cool technique. Do give it a run. We hope you are successful with that. If you like what you’re seeing, do subscribe and share. Thank you so much for watching this video. Until the next videos, take curious and stay hungry. Bye-Bye.

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