Spend the week in 1:1s and observation, not decisions. Resist the urge to fix anything in week one, you don't have enough context yet to know if it's actually broken.
Arriving with a fix-it mindset usually assumes the people already there haven't already thought of your first ideas. Watching before acting isn't passivity, it's how you avoid spending your credibility solving the wrong problem in public.
"What's working well right now that we shouldn't touch?" · "What's the biggest bottleneck in your day-to-day?" · "If you could change one thing about how we work, what would it be?"
Keep it light, this is not an interview.
Share a brief background overview, including your professional journey leading up to this role.
Ask: "What aspects of your role are you most passionate about?"
Discuss hobbies, interests, and activities that you enjoy outside of work.
Ask: "What do you like to do in your free time? Any hobbies or interests you're particularly passionate about?"
Discuss the aspects of the role that resonate most with the team member. Encourage them to share their preferences, work style, and any specific areas they hope to improve or develop.
Ask: "What do you enjoy most about your role? Are there any areas you feel could be improved?"
Biggest bottlenecks.
"If you could change one thing about how we work, what would it be?"
Explore the team member's previous roles and experiences. Discuss how their past experiences have shaped their perspective and approach to work.
Ask: "Can you share a bit about your previous roles and how they have influenced your current work style?"
Ask: "What skills or experiences from your past roles do you think will be valuable in your current position?"
Summarize key points discussed during the meeting. Express appreciation for their time and openness in sharing. Reinforce your commitment to supporting their growth and success within the team.