You've worked super hard perfecting your application, preparing for the interview, pondering the assessments and you've reached your end goal - you've been offered that coveted CEO post.

And then what?

If you want to know how to nail your first days and weeks in post, or you want some clarity on the things you need to focus on to make more of an impact in order to get that CEO post then read on…

When you take into consideration that 50% of executives fail within the first 18 months of being in post AND it costs two and a half times the salary to re-recruit into that post... can organisations really afford not to support their new starter to make the right impact?

Your next big milestone will be your one-year anniversary. The actions you take in the next nine months will become a part of the story and review everyone gives.

If you don't continue to lead with intention then the positive impact and momentum you created in your first 100 days will be lost.

Internal promotions are a double-edged sword.

A fantastic achievement to be recognised and trusted to progress by your seniors.

But then dealing with everyone's behaviours and attitudes as the dynamics of your working relationships (and friendships) shift.

I mean I can list a load more than this, but here is a starter for five…

Being appointed as CEO or director for an organisation is a big deal. You've put a lot of work in to get this far. You don't want to blow it within the first few weeks! Get intentional about your entrance...

The truth is starting a new job can be exciting and overwhelming in equal measure. And the more senior you are, the more every move you make is in the spotlight.

Part of the art of planning for your new role is figuring out what you're going to do with all the stuff that is thrown at you.

In the early days of starting a new role, leaders can spend a lot of time looking at the wider organisation and not so much at getting their own team in order.

Yet one of the biggest decisions you will need to make in your first 100 days is about the people you'll want to have around to make your vision a reality.

Answering these questions will not only make sure you hit the ground running in your first days and weeks in post, but also gives a focus that won't leave you like a headless chicken.

An organisational strategy provides the overall direction for a business, but its most senior leaders - usually the Board - will want confidence that its people (including the CEO) are able to design and deliver it. That's where your personal vision and strategy helps you to stand out.