Joining a new company
Identifies how the new role and company strategy differ from the leader’s previous experience. The plan connects those differences to capability needs, priority relationships and credible early wins.
— Talent & Leadership
Transition / First-90-Days Coach
Builds a role-specific first-90-days plan by assessing a leader’s experience and Hogan profile against the new role and company strategy, clarifying capability gaps, relationship priorities and early wins.
- Talent & Leadership
- Traceable reasoning
- Runs anywhere
2–3 days → ~25 minutes
For one complete, review-ready pass
No coding required
- Input
- Leader’s CV or career history
- Output
- Role-specific first-90-days plan
- Runs in
- Skillsize · ChatGPT · Claude · Copilot
- Export
- SKILL.md · MCP
- Time saved
- ~2–3 days per run
— USE CASES
What people use Transition / First-90-Days Coach for
Moving into broader responsibility
Clarifies where an internal promotion requires more than applying existing strengths at greater scale. It gives the leader and their adviser a focused plan for addressing the demands of the expanded remit.
Supporting a leadership transition
Gives coaches and talent advisers an evidence-informed basis for first-90-days discussions. The plan links the leader’s background and assessment profile to the expectations of the role.
Taking on a changed mandate
Translates a new strategic mandate into concrete transition priorities. It distinguishes relevant experience from areas that need deliberate attention and identifies early contributions aligned with company goals.
What it works from
- Leader’s CV or career history
- Hogan assessment profile
- New role brief and expectations
- Company strategy and strategic priorities
What you get back
- Role-specific first-90-days plan
- Assessment of material differences from previous roles
- Capability gaps and development priorities
- Priority relationships for the new remit
— HOW IT BEHAVES
How Transition / First-90-Days Coach produces its result
The mechanics behind this specific template — what it reads, what it calculates, and where a human stays in the loop.
Composed as work product
Findings on the leadership population are written up as a document that reads like professional output, with each claim tied back to a leader.
Criteria-based analysis of every leader
Each leader is assessed against explicit criteria you control, so the same standard is applied across the leadership population on every run.
Structured extraction from assessment, review and performance evidence
Facts and fields are lifted out of assessment, review and performance evidence and held in a consistent shape, leader by leader.
Grounded in your own assessment, review and performance evidence
The run works from assessment, review and performance evidence you supply, so conclusions about the leadership population are anchored to your evidence rather than general model knowledge.
Why this is expensive by hand
A leadership transition can look like a familiar job while demanding different capabilities, relationships and measures of success. In practice it shows up as joining a new company: identifies how the new role and company strategy differ from the leader’s previous experience. The plan connects those differences to capability needs, priority relationships and credible early wins. It is the kind of work that decides whether a recommendation survives scrutiny — and the kind that quietly eats 2–3 days of senior time whenever it comes round.
How this Skill produces it
As a Skill, the work is already sequenced. You bring the evidence, and the run produces role-specific first-90-days plan plus assessment of material differences from previous roles. The criteria, ordering and review points that make the answer trustworthy are encoded in the Skill itself — which is the difference between a structured method and a prompt someone pastes in. In effect, 2–3 days of senior time compresses into ~25 minutes — and the output is comparable across clients, quarters and colleagues instead of shaped by whoever ran it.
Who it's for
- CHROs and talent management leads
- Succession and leadership development teams
- Executive assessors and coaches
- Consultants running talent reviews
Run it in Skillsize — or export it anywhere
Transition / First-90-Days Coach exports as a structured SKILL.md file and is MCP-ready, so the same method runs in ChatGPT, Claude, Copilot or your own AI products. Adapt it to your methodology, and the intelligence stays yours — not locked to one vendor.
ChatGPTClaudeCopilotAI Products (MCP)
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