The programme to help prepare for and navigate a successful, effective and satisfying first 90-days in your new role
Thank you for the support. Today in particular, your question about over-delivery and the precedent it sets really struck me as the exact unconscious stress I've been struggling to identify
Andrew, Charity Sector Professional
Moving role in the charity sector is an interesting prospect. The fairly flat structures, particularly in small and mid scale charities, can mean that you need to "move out to move up". And so it is not uncommon for those in the sector to change roles 2, 3 or even 4 times in their first 10 years.
If your new role is with a different charity, especially for those with a number of years under their belt in their former role, it can be very hard to cope with being the new person and having to learn, sometimes from scratch, about your new organisation and the way it operates.
If your new role is with the same charity, the challenge comes from having to make a gravitas transition into your new role and new responsibilities, and for your colleagues to recognise and accept that transition also - how Do you go about line-managing the people who were your peers last week?
The first 90 days of a new role can determine your success or failure and have implications for the rest of your career.
Initial impressions are crucial since perceptions are formed quickly and, although they may be based on limited information, once formed they typically stick
So, you've found yourself here, which generally means one of four things: -
You've been offered a new job and you've now got to hand in your notice, and hopefully negotiate a productive and good-natured exit from your existing charity and prepare for the new role; or
You've already handed in that notice, you're starting the new role next week and you've suddenly realised you've got to live up to everything you promised in your job-winning interview (and more); or
You're thinking about moving on and have been applying for a few things but haven't actually been offered a new role yet; or
You're here by accident and were looking for something completely different
If your answer is 1, 2 or 3, and any of the challenges below resonate with where you are and how you're feeling at the moment, then this is the course for you.
If your answer is 4, why not read on anyway? You may find yourself wanting to be a 1, 2 or 3 by the end of it!
If you're already working in the charity or social good sector, you already know what an amazing space it is to work it. But, the chances are, you also know of some of its foibles and challenges - if you've not experienced them first hand you may well have seen or heard of them from others
Stress, overwhelm and burn-out aren't entirely common place, but they're definitely on the increase, and pressure from many angles, internal and external, aren't helping those statistics. Over-delivery and striving to achieve unrealistic expectations in your first 3-months in role are not sustainable and could be setting you up for further challenge or a fall
The jump between roles and the on-the-hoof learning needed to hit the ground running can come as more of shock than you had expected
And the relationships both internal and external, you need to develop and cement quickly can also be tricky to navigate
And, if you're moving into your first job in the sector, then you're in for some surprises - the culture shift is not to be underestimated
do you want to:
create an exit for yourself from your current role that lets you feel like you did everything you could to do justice to your colleagues, your beneficiaries and your supporters AND leave enough room to still have some life outside of work?
work through a guided process to help define how you want to approach your new role, identify your own strengths and the areas you believe you will find most challenging and create a plan to address these?
outline your own plans for the induction and on-boarding process, and design your entrance into the new role?
maximise the benefits of being the new person and the learning, relationship-building and scene-setting opportunities that this once-only circumstance allows?
minimise the risks of unsustainable and unhealthy overwhelm and over-delivery?
what can you expect from the First 90 Days programme
Our new First 90 Days programme has been specifically designed to support those working in the charity sector, to successfully and “stresslessly”, make the move into a new role
The formal programme offers support from the point at which you formally accept the new job offer to the end of your first quarter in post.
Ongoing programme and peer support is available indefinitely via a closed facebook group of programme participants
We will work through a full programme covering people, politics, positioning, perception and planning, to ensure you sail through your first 90 days and emerge the other side with the reputation and recognition from those above, below and around you, that you have chosen to create.
You will design your own transition, decide on who you want to be and how you want to be perceived, and we will create a blueprint to enable you to do so
the programme includes
Full day-by-day, then week-by-week, course materials, supporting information, and plan outlines & templates, to help you plan for and stay on track with the transition into your new role
An initial 90-minute one-to-one support session to talk through the new role, your hopes and fears, and to identify the main challenges and to outline the key achievements and wins you need to make
Weekly live group zoom catch-up sessions to share progress, successes, failures and ideas
Monthly 60-minute one-to-one support sessions to drill down into the detail of your individual situation and progress
Lifetime access to the course materials, email support and the First 90 Days facebook group for continued support and to help learn from shared experience
I’m a Roffey Park Management & Leadership-trained, charity sector professional, with 15+ years’ experience of recruiting and onboarding colleagues into Fundraiser, Management and Leadership roles.
I’ve worked with some well-known charities in the arts and caring /hospice sectors and, having worked freelance for some time, have had plenty of opportunities to fine-tune and hone my own approach to starting a new role as well as in observing and learning from the experiences of others
I have a particular interest in the wellbeing of those working in the charity sector. Experiencing a badly (or un) planned or executed induction or introduction to starting a new role, has been identified as a common cause of stress and anxiety for people in our sector. I’m keen to use my experience and learning to help ensure that individuals are as prepared possible themselves, regardless of any provision from the new employer
sign up now and invest in yourself and your success in your new role
I know what it's like to work in the charity sector. And I know that amazing glow-inside feeling when you're experience and expertise is acknowledged and you're offered a new role
But I also know that start of a new role can also be really nerve-wracking: you join a team who are all operating at full speed, your instinct is to leap straight in, to help, to make a difference. But when you don't know where the paper is, how the IT system works, or indeed, how anything works within the team, that feeling of uselessness is disconcerting.
It is widely accepted that it can take around 6 months to get up to speed in a new role. Why not make your own plan? Embrace the things you cannot change, timetable in your learning about the new charity and new team, but put that other pent-up enthusiasm and usefulness and start working on the things you can affect and you can achieve
click on one of the options below, sign up today, and book your initial intro session. Or if you're still not sure, book a call with me and we can talk it through further
To make access easier, there's a payment plan, giving you the option of making the payment over the first 6 months of your role rather than having to pay in total up front.