GoKawiilMy recent move from Monzo to Engine by Starling brought a familiar feeling rushing back: the intense, almost overwhelming urge to prove my worth immediately. When starting a new job, it’s completely natural to want to justify the company’s decision to hire you by making an instant impact. We want to show up, roll up our sleeves, and start fixing things.
But a bias toward action is a superpower only when applied correctly - action without context is just noise. If you swing a sledgehammer before looking at the blueprints, you might knock down a load-bearing wall. Here’s how to frame your bias toward action not as rushing, but as moving decisively only after you’ve built a foundation of context.
Phase 1: the collection period
Listening is an action if done deliberately. During your first few weeks, focus on being active in your passivity.
Map the terrain. Identify key stakeholders and observe team dynamics before suggesting changes.
Identify key stakeholders and observe team dynamics before suggesting changes. Investigate the “why.” Apply Chesterton’s Fence - don’t remove a barrier or criticize a legacy process until you know exactly why it was built in the first place.
Gather data. Read historical documentation, shadow your peers, and conduct 1:1s focused entirely on discovery.
Phase 2: the synthesis phase
This is the bridge between collecting information and taking action. It requires dedicated, analytical thought.
Connect the dots. Look for recurring pain points mentioned independently by different stakeholders across the business.
... continue reading