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What questions should I ask in the first 90 days?

What are my key projects/goals within the first 30-90 days? How does my department support the other areas of the organization? How is my department positioned to contribute to the company's goals and strategy? What are the key successes that my department has made to the organization?

idealist.org - Win Your First 90 Days on the Job with This Learning Agenda - Idealist

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Promotion

Everyone wants to start a new job on the right foot, especially when it's the job you've been dreaming of. You want to come off as polished and professional. You want your new boss to be 100% certain that she made the right decision when she hired you. You want her to know that you have your stuff together. But, that doesn't mean rushing in with a list of to dos and a predefined set of goals and objectives. Think about it...you haven't even started yet! Because you haven’t started, you don't know the key priorities or projects that are critical to the organization. You have some sense of your role but you haven't met the key players and you haven't learned how your role impacts others within your organization. All of these things are critical components relevant to any objectives you would outline. Additionally, your new manager will want to have buy-in to your goals as well as your development; she can't do that if you've outlined them without her perspective. Still, if you're just itching to do something before your first day, here’s what I recommend: Instead of creating a set of objectives for what you'll accomplish, develop a 30-60 day learning agenda of the critical information you need to learn in order to be successful in your new role.

Create your perfect learning agenda

Questions to ask:

How does my boss like to communicate?

What are my key projects/goals within the first 30-90 days?

How does my department support the other areas of the organization?

How is my department positioned to contribute to the company’s goals and strategy?

What are the key successes that my department has made to the organization?

How does my role specifically support my department/organization's short/long-term strategy?

What is the low hanging fruit that will enable me to quickly demonstrate my value to the organization?

Actions to take:

Review business/ department goals/objectives

Review your job description & org charts

Schedule meetings with key colleagues

Learn departmental processes & systems

Determine, with your manager, on-going touch base sessions

Actively seek feedback on processes and ways to contribute

By the end of your learning agenda you should be clear on a few things: Performance expectations, including: how you will be evaluated, time of reviews and merit eligibility

Company & department strategy, mission, goals and key Initiative

How you’ll add value

Who you’ve met and how you’ll interact with them

Short term/long-term goals

Strategic priorities for your role

Your manager’s assessment of your performance thus far

Remember, it's okay to spend some time really learning your role and your new organization. You don't have to come in day one with all of the answers. All too often, new employees, full of passion and excitement become a one person demolition team. They are determined to show everyone around just how talented they are. Take the time to find out why things are done the way they are before you begin offering solutions for a complete overhaul.

Finally, there are some great books that can help you develop a strategy for success in your new role. A few I would recommend are: The First 90 Days by Michael Watkins and Right From The Start by Dan Ciampa. If your new job is a management role, check out, You're In Charge - Now What?

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"A serious relationship is one in which two people are dedicated to growing together," relationships and well-being coach Shula Melamed tells mbg. "It can happen quickly, or it can grow over the span of a few years—the critical component is that both people are invested in it and in a similar way." That means, yes, serious relationships involve some sort of commitment—though not necessarily a commitment to exclusivity, not necessarily a commitment to get married someday, not necessarily a commitment to be together forever. (Though for some people, those things might be important!) Everyone might have slightly different needs and preferences, but a relationship that's serious does involve a baseline commitment to continue being together and caring about each other indefinitely. There's usually a direct conversation about this, according to relationship therapist Aimee Hartstein, LCSW. "They have determined that both individuals are on the same page about the relationship and have labeled it 'serious,'" she tells mbg. "There is an understanding that both people are hoping that the relationship will grow and develop as time goes on." Beyond this general framework, most of the other details are specific to the individuals involved in the relationship. If you're not sure where you stand with your partner, you should just ask! Meantime though, here are what relationship experts say are usually some of the clearest signs that your relationship is getting serious and that your connection is getting deeper:

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