Description
Course info
Rating
(137)
Level
Intermediate
Updated
Jun 18, 2014
Duration
1h 20m
Description

This course helps you take ownership of the onboarding process beyond what HR and your boss will do. This course will help you assimilate into the company culture, understand the political landscape, and gain insight into your company's products and services. Employees who own their personal onboarding process should be more productive and valuable to the company and industry.

About the author
About the author

Jason Alba is founder of JibberJobber.com, an online relationship manager for professionals to manage their career and job search. Jason is the author of I’m on LinkedIn – Now What??? and coauthor of I’m on Facebook – Now What??? and specializes in helping professionals with career management, network, and personal branding.

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Section Introduction Transcripts
Section Introduction Transcripts

30/60/90 Day Plan and Tips to be Proactive
In this module we're going to talk about the idea of having a 30, 60 or 90 day plan. We're also going to talk about ideas and tips to help you be more proactive as you onboard yourself. Thirty, 60, and 90 plans are interesting ideas. Typically you're going to hear about these types of plans for people in leadership roles, especially executives who are coming in to guide the company in a different direction. We can borrow on the concept of 30, 60, and 90 plans for us, whether we're in a strategic role or not. We'll talk about specific objects or purposes, tasks or things that you do, and achievements or what it's going to look like by the end of the 30, 60, or 90 days. The ideas I present in this module might be perfect for you or there might be a few things missing. I encourage you to take notes during the next few videos and come up with what you think is the most appropriate 30, 60, and 90 day action plan for you and your company. As I was doing research for this course, I came across a book to help you get up and running in the first 90 days. I found a really interesting comment in the Amazon review. In short it said, a lot of this planning stuff can be boiled down to two things, (1) make a 90 day plan, which is what we're going over in the next few videos, and (2) communicate. I think it's critical that you have great communication. This includes listening and learning and observing. It also includes letting other people understand what you do and what you're willing to do. Having good communication can be critical for the first 90 days.

Beyond the 90 Day Plan
Welcome to module 3 of Onboard Yourself. By this time in the course you have a great idea of personal ownership in the onboarding process. We're talking about something completely different than what HR is going to do with and for you and rather how you can set yourself up to have an awesome career at your job or your new company. The 30, 60, and 90 day plan, you got it down, you're good. What do we do now? Let's focus on what happens after the first 90 days. I'd like you to think about what your goals are for year 1. What are your goals regarding your network? Are there certain people that you want to have a stronger relationship with? Do you want to grow your network outside of the company and be better known within the industry? What about your personal brand? How do you want to be known and how will that impact your career management? Further, what do you want your role to be in the company? Maybe it's time to looking at having a bigger role or more responsibility. And finally, how are you positioning yourself for the future? Whether it's within the company or somewhere else. Everything that we're doing in this first year will have an impact on all of these things. It can accelerate the direction you're headed or it can cause your career to stagnate a little bit. What are the things that we should do to help you with your network and your brand and your future in the first year? That's what we're going to talk about this module. Let's get started.