The First 100 Days: CEO & C-Suite Transition
Tenures are rarely lost in year three — they are lost in the first hundred days, quietly, while everyone is still applauding.
Format
Classroom · Virtual
Upcoming sessions
Pick a session to applyADMISSIONS OPENThe programme
Every executive transition re-answers the same questions: what is the real mandate, and from whom; which inherited commitments to honour and which to reopen; who stays, who goes, and how fast; what to signal in the first month knowing every signal is amplified. This programme works those questions with executives entering or preparing for top roles — sequencing diagnosis before vision, building the board relationship before it is tested, and choosing the two or three early decisions that will define the tenure. Confidential cohort, senior peers only.
What you will do
Who attends
Incoming and recently appointed CEOs and C-suite executives; internal candidates preparing for succession; boards designing transitions.
Programme agenda
Built for the decisions no textbook prepares you for
I.The mandate, decoded
- What you were actually hired to do — and by whom
- Inherited commitments: honour, renegotiate or retire
- The listening tour that is diagnosis, not theatre
II.Team and signals
- The team you inherit: assessing fast without wrecking trust
- Early signals: what the organisation reads into everything you do
- Quick wins that are neither quick nor wins — and the real ones
III.The board and the long game
- The chair, the board and the cadence of trust
- The two or three decisions that will define the tenure
- Your own operating model: calendar, energy, counsel
Frequently asked
Who attends The First 100 Days programme?
Incoming and recently appointed CEOs and C-suite executives, internal candidates preparing for succession, and boards designing transitions. The cohort is confidential and limited to senior peers, so the real questions can be worked openly.
What does the programme actually work through?
The questions every transition re-answers: what the real mandate is and from whom; which inherited commitments to honour and which to reopen; how to reshape the team with speed and fairness; and how to build the board relationship before the first hard vote. Participants leave with the sequencing of their own first hundred days — diagnosis, team, signals and the two or three decisions that will define the tenure.
Can the programme support a specific transition, and in which languages?
Yes. BIZENIUS delivers the programme in English and French, and a tailored in-house edition can be built around one executive’s transition or a board’s succession design. Sessions run on a rolling calendar with dates confirmed on request; fees and quotations are provided on enquiry.
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In their words
Knowledge transfer, emphasised throughout
“We worked with BIZENIUS for our Fresh Graduates Programme — they are simply amazing. Knowledge transfer and practical learning were emphasised throughout.”
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One request — the full agenda, the faculty and the next cohort dates, sent personally by the admissions team.