{ "media_type": "text", "post_content": "My SO is moving from consulting to take an executive role at a F500 company in a couple of weeks. What are a few best practices you would recommend before starting the role? Is it normal to reach out to fellow execs/stakeholders before officially starting?", "post_id": "614236dfbf3a98002c580e05", "reply_count": 11, "vote_count": 2, "bowl_id": "5c133802e4f35d0012ad759f", "bowl_name": "Partners Only" }

My SO is moving from consulting to take an executive role at a F500 company in a couple of weeks. What are a few best practices you would recommend before starting the role? Is it normal to reach out to fellow execs/stakeholders before officially starting?

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This! I took full advantage of this when I moved to the industry, most of the firms were very helpful and yes a couple of them are working with us now so win win for everyone.

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Have them read The First 90 Days. Definitely great idea to connect with new peers

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A good book, which I struggle to admit as I’d rather add pithy comments 👍 (wish you the best though)

I was a C-exec at F500 prior to ACN, and echo the others. Networking and relationships are key, and quickly arriving at an understanding of the power map, who supports who, vs who is antagonistic against who. It’s helpful to understand who may eventually have cause to either be supportive of, or a barrier to her own agenda.

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No, that would be bad. definitely not a conversation you want to tee up. Rather, she should establish her own mental notes on these topics over time and use them to guide her own interactions. In short, I find senior industry roles to be way more political because they’re more static and long running. In consulting Our “politics” largely consists of how well you network with senior leaders that a) help to carry your story during performance cycles, and b) indirectly help you gravitate to larger clients where it’s easier to find opps to sell or be part of larger deals. In senior industry roles, they tend to be pushing multi- year agendas and always, there will be internal strife and conflict between those agendas because there is limited budget and someones scope of authority is usually getting cut whenever someone else’s expands. And size/scope of authority is usually a key determinant in your org leveling. You’ll get things like “how is so and so an SVP with a team of only 15 people and a 10M budget”, or “it seems a bit unfair that Jane is only an AVP considering her team is 250+ and she manages 100M budget”. Personalities creep in, and it can become very game of thrones. So I’m just saying, it’s worth developing the skill to silently observe these dynamics over time, and act accordingly.

Would definitely recommend meeting others on the exec team before hand for coffees, lunches etc….

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If my SO was landing an Exec position at Fortune 500, I’d be working on (a) cooking skills, (b) ab workouts, and (c) dog-walking abilities

Haha. Thinking about this for sure. I always wanted to be a house-husband :)

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