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Your First 100 Days As CIO: Must-Do Items
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Laurianne
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Laurianne,
User Rank: Author
2/6/2013 | 6:39:00 PM
re: Your First 100 Days As CIO: Must-Do Items
#3 is interesting for what is left out: Use your personal network to find good sources and do your due diligence on upsides and downsides with people who have left the company, or competed with the company, otherwise you will get too rosy a picture. This is delicate work.

What other steps might you add to this list?

Laurianne McLaughlin
InformationWeek
pbug
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pbug,
User Rank: Strategist
2/8/2013 | 6:26:55 PM
re: Your First 100 Days As CIO: Must-Do Items
I would add one more thought; meet with your tech people, the ones who actually do the work. Schedule at least one or two group meetings per week and travel as needed to find out what is really going on, what works, what doesn't. You'd be amazed what your managers will never tell you, so meet with the workers - and don't allow the big bosses to attend those meetings.
ChrisMurphy
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ChrisMurphy,
User Rank: Author
2/8/2013 | 8:03:18 PM
re: Your First 100 Days As CIO: Must-Do Items
Quintiles CIO Richard Thomas offered some good advice on building a team and changing a cultural at this year's IW Conference (video below). A really important piece is knowing your team and its capabilities. A leaders needs to find who the do-ers are and put them in position to take action. In a twist on "that dog don' hunt," he says he looked for "dogs who hunt". Here's a video well worth 20 minutes (the dog bit's in the last couple of minutes):

http://www.informationweek.com...
Melanie Rodier
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Melanie Rodier,
User Rank: Apprentice
2/11/2013 | 6:40:36 PM
re: Your First 100 Days As CIO: Must-Do Items
It sounds like some of these points can quite easily translate to other jobs too. Ultimately, listening before acting is key. Not only does it mean avoiding barking up the wrong tree in the first 100 days, but to listen to employees means team-building and building trust, which will be crucial over the course of the coming months and years, unless you want to risk antagonizing your employees from the start.


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