# First 100 days coaching programme &\#8211; hit the ground running # First 100 Days Coaching ## Hit the ground running. Make your mark before you’re settled New leadership appointments don’t get a grace period. Your first 100 days set the tone for everything that follows. Your credibility, your team’s commitment, and your ability to deliver on the promises that got you hired are all tested very quickly. Most leaders know this. Few get the support they need to actually execute on it. ![First 100 days coaching. Image of a calendar]() The gap between “what we’ll achieve in the first 100 days” [(as told in interview)]() and what actually happens is often measured in months of lost momentum. We close that gap. ## What we do **Executive Coaching** We work with you one-on-one to: - **Understand your leadership impact.** Psychometric assessment shows how your natural style lands with others, and where you’ll need to flex to win credibility quickly. - **Identify your 3–5 critical priorities.** Not everything matters equally. We focus on the moves that move the needle in your first 100 days. - **Measure your progress.** Regular check-ins track what’s working, where you’re hitting resistance, and what to adjust. - **Close skill and knowledge gaps.** We surface what you need to know about the organisation’s culture, politics, and unspoken rules — the stuff that trips up external hires. This is typically six sessions over three months. **Team Development** Building a high-performing team takes longer than 100 days, but the foundation is set in the first few weeks. We work with you and your team to: - **Assess the [team’s current state]().** What’s working? What’s broken? What are the real blockers to performance? - **Set strategy and expectations.** A facilitated workshop with your team to align on the challenge ahead, the team’s role, and what success looks like. - **Support ongoing momentum.** Individual and group coaching to navigate early conflicts, build trust, and establish yourself as a leader worth following. ## Why the first 100 days matter You make lasting impressions fast. People form opinions about new leaders in weeks, not months. An early false start is hard to recover from; early wins compound. You set the team’s operating rhythm: how you lead in month one is how your team will expect to be led. Build it right, and you’ve set a high bar for the whole tenure. Get it wrong, and you’ll be undoing bad habits for years – or you might not last that long! You prove you can deliver. You were hired to achieve something. Showing tangible progress in the first 100 days builds trust with your boss, your team, and the wider organisation. It gives you political capital for the harder work ahead. You need an outside perspective. New leaders often can’t see their own impact because they’re too busy learning the landscape. An experienced coach who knows how to read organisations can help you navigate the unwritten politics and culture shifts that trip up even strong leaders. ## How it works We start with an initial briefing to understand your role, your goals, and the organisational landscape. Then: You complete psychometric assessment. Typically this will include The [Leadership Judgement Indicator]() and one or more occupational/behavioural questionnaires chosen for your specific role. We conduct a 2-hour feedback session. We will walk through the results, explore what’s likely to land well in your new context, and identify areas where you’ll need to deliberately flex your style. Coaching sessions begin immediately. You set 3–5 priorities (often drafted in the feedback session). Coaching is typically fortnightly – enough frequency to maintain momentum and catch issues early. We work with your team in parallel. A workshop in weeks 2–3 to establish team strategy. Then individual or group check-ins depending on what emerges. You stay on track. Regular pulse checks ensure you’re making progress against your priorities and adjusting as the real priorities of the role reveal themselves. ## What you’ll get - **Clarity on your impact.** You’ll understand how your leadership style reads to others, where it works well, and where it creates friction. - **A clear 100-day roadmap.** Not vague “get to know people” plans. Specific, measurable actions that move the business and build your credibility. - **Early wins.** Concrete progress you can point to with your team, with your stakeholders, and with your manager or shareholders. - **A high-performing team culture.** Teams that trust their leader and understand the mission move faster and stay longer. - **Confidence.** Walking into a new role is hard. Knowing you have expert support and a clear plan makes all the difference. ## Cost and timing The programme typically runs 3 months and costs £4000–£6000 depending on the scope (individual coaching alone vs. individual and team coaching/development). This includes: - Psychometric assessment and administration - 2-hour initial feedback session - 6 coaching sessions (fortnightly) - Team facilitation workshop - Ongoing support and check-ins ## Who this is for - **External hires**: especially in senior roles, into complex organisations, or stepping up into a new function. - **Internal promotions:** moving from peer to leader, or stepping up significantly within the organisation. - **Significant role changes:** new function, new team, new geography, or restructured responsibilities. This programme is not restricted to people hired through bfpeople. If you’ve appointed someone into a critical leadership role and want to protect your investment and accelerate their impact, we can help. ## Get started Call us on +44(0)333 202 2225 or email: hello@bfpeople.com to discuss your situation. We’ll talk through what success looks like for this appointment and design a programme tailored to the role and the individual. Or, if you prefer, complete this brief form and we’ll get back to you quickly