The first 90 days in a new leadership role can make or break you. There’s a great framework I often suggest for leaders in new roles looking to best navigate their way through a new role in a new company. I touched on this framework a while ago and have had a few people get in touch to ask for more or a breakdown on this. So here goes. In a nutshell, the first 30 days are about putting yourself into receiver mode, the next thirty are about floating your initial thoughts and getting feedback, the next thirty are about sharing your plans before you execute.
The first 30 days
In your first 30 days, the goal is simple: listen, learn, and make connections. You’re stepping into a new role with new people, processes, and challenges, so it’s essential to approach this time with curiosity and humility. This phase is all about asking questions, actively listening, and building genuine human connections.
Begin by meeting with your key stakeholders. Meet with team members and colleagues and other departments you work with. Ask them about their experiences, challenges, and perspectives. This is a chance to learn the dynamics of the team, understand existing workflows, and uncover any potential areas for improvement.
By taking a people-first approach in these early days, you’ll build trust and credibility. Show a genuine interest in your stakeholders and listen carefully to what they have to say. You’ll gain valuable insights into the way things are currently done, and get a good feel for the culture and dynamics at play. This is also a great opportunity to build trust and rapport. Remember, leadership isn’t about rushing to make decisions; it’s about understanding your team’s needs and preparing yourself for meaningful change.
The next 30 days
Once you’ve spent the first 30 days listening and learning, the next 30 days should focus on testing your ideas and getting feedback from your stakeholders. Now that you have a clearer understanding of the team’s dynamics and challenges, you can start to formulate some initial thoughts about potential changes or improvements.
Before diving headfirst into making changes, use this month to share your initial thoughts and ask for feedback. Be open to their insights and criticisms, and use their feedback to refine your thinking. This phase is about finding a compelling breakthrough in your new role and discovering how your vision aligns with the business’s needs and where you can make the biggest impact.
It’s important to be flexible during this phase. The idea is to let your initial ideas evolve and grow even better, based on the feedback you receive. The goal here is to test your assumptions, validate your ideas and get a sense of what will resonate with your team. This builds further trust as your stakeholders see you value their ideas and are looking to take a collaborative leadership approach.
The final 30 days
The last 30 days of your first 90-day transition are about sharing your plans and engaging your stakeholders in your vision. By now, you should have a clearer idea of the changes you want to make and the direction you want to take. It’s time to rally your team around your ambition and your breakthrough.
In this phase, communicate your vision clearly to your stakeholders. Share your plans and the compelling reasons behind the decisions you’ve made. This is your opportunity to align everyone around a common purpose and get them excited about the future. And hopefully they will be keen to collaborate because they have felt like they are part of the process and their ideas have been taken into account.
Continue to make your stakeholders engage with the process. Invite more feedback, encourage collaboration and inspire them to get involved. The more you involve your team in the decision-making process, the more they will buy into the vision and work together to help make it a reality.
Navigating leadership transitions requires a balance of patience, learning, and action. In the first 30 days, you focus on building trust by listening and understanding. The next 30 days are about testing your ideas and refining your approach through stakeholder feedback. And in the final 30 days, you share your vision and engage your team in creating a compelling breakthrough. The first 90 days are a critical time to establish trust, build relationships, and set the stage for long-term success. Show your team that you are dedicated to learning, listening and leading with their best interests at heart and you’ll lay the foundation for a successful leadership journey.
If your or your leadership team could do with some guidance I have been delivering successful leadership workshops that bring people together for years. I’d love to help, Don’t hesitate. Get in touch today.