娇色导航

You’ve landed the role. The board is excited. The press release is live. Expectations couldn’t be higher. Now comes the hard part: earning their trust.

Your first instinct, fueled by adrenaline and ambition, will be to draft a grand 18-month transformation plan. You want to prove they made the right choice. You want to start breaking things.

I’ve learned this the hard way: that’s a mistake. 

The most critical objective in your first quarter as a technology executive is not to launch a revolution. It is to build credibility. 

Credibility is the political capital you’ll draw on over the next three years. Earn enough of it early, and you’ll buy yourself room to transform. Fall short, and even the best strategy will stall. 

Instead of trying to boil the ocean, your focus should be narrow and intense. I rely on a simple framework, the 4A Playbook, to keep me focused when the spotlight burns hottest.

Jason Hood

1. Assess: Listen more than you speak 

Your first 30 days are for discovery. Your mission is to understand the landscape, not to change it. Schedule meetings not just with your peers, but with the senior engineers who hold institutional knowledge, the sales leaders who hear client complaints and the finance partners who understand the real budget pressures. 

I learned this lesson on a major lab transformation. The official documentation was a waterfall-style mess — pristine on paper but hopelessly outdated the moment it was approved. The real source of truth? It wasn’t in a binder. It lived in the heads of three people: a lead architect, a senior developer and a key operator from the business side. So I didn’t spend my first week huddled with VPs. I spent it at a whiteboard with that trio, teasing out what was really going on. And the breakthrough didn’t happen in isolation. It came when we brought IT and business perspectives together in the same room. Those sessions didn’t just give us a map — they built a bridge between two groups that had been working at arm’s length. That bridge saved us months of missteps down the road.

2. Align: Find the ‘burning platform’ 

After you assess, your next job is to find the one or two “quick wins” that solve a real, recognized pain point. Don’t invent a problem to solve. Find the “burning platform” that everyone already agrees is on fire. Is it the slow development environment? A buggy checkout process? A manual report that takes three days to run? By aligning your first actions with an existing, acknowledged problem, you aren’t asking for trust — you are earning it by being a practical problem-solver.

3. Act: Deliver a clean, public win 

Now, you execute. Your goal is a small, visible and unambiguous win within 60-90 days. When you automated that painful manual report, you didn’t just save a few hours; you showed the Head of Sales that you listen, and you deliver. When you sped up the development environment, you showed your engineering team that you understand their daily friction. These early wins aren’t about the technology; they are about building a reputation for competence and follow-through.

4. Amplify: Communicate the ‘what’ and the ‘why; 

This is the step most leaders forget. You must be the chief storyteller for your team’s success. It’s not enough to deliver the win; you have to amplify it. Send a concise, business-focused update to your peers: “This week, the technology team, in partnership with sales ops, automated the QBR report, cutting generation time from three days to two minutes. This means our sales leaders can now spend more time selling. Great work by the team.”

Sharing these wins does two things: it gives your team the recognition they deserve, and it helps your peers see technology not as a cost center but as a driver of business outcomes. 

Real credibility isn’t earned by rolling out a sweeping 18-month transformation plan. It’s forged in the first 100 days, one deliberate and well-communicated victory at a time. Stack enough of those wins, and you’ve earned the right to ask for the big investment. 

In my next article, as part of what I’m calling the 娇色导航Masterclass, we’ll tackle a new challenge: How to move from approval to advocacy and secure board-level buy-in for your real vision.

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