The PORT Model — Onboarding Planner

Use this in your first weeks in a new role, or when a new leader is joining your team. Work through each stage before you start changing anything. Your answers save automatically in this file on this device.

Purpose

Why this role exists right now

▾

What changed that created this role, or made now the right time for someone new?

What does success look like in the first term, to the people who brought you in?

What's the honeymoon period actually for, in this context?

Observe

Watch before you change anything

▾

Where does how things are described differ from how they actually work?

Who holds real influence here, regardless of formal title?

What's one thing you're tempted to change immediately — and why should it wait?

Relationships

Build them deliberately, not by accident

▾

Map the people you most need on side, and how you'll adapt your approach to each

D — lead with the point, respect their time, show momentum.
I — invest in the relationship first; small talk isn't wasted time with this style.
S — go slowly, be consistent, don't force fast familiarity.
C — come prepared, respect their expertise, expect to earn trust through competence.

Who do you most need on side in the first month, and why?

Terms

Set how people will work with you, on purpose

▾

What communication style and rhythm do you want to establish from day one?

What's one boundary you want to set early, before default patterns form around you?

What would a visible, credible first win look like — small enough to be real, big enough to matter?