Stepping into a leadership role—especially if you’ve been promoted from within—can feel like an exciting yet overwhelming transition. The first 90 days are critical for establishing your leadership style, building trust with your team, and laying the foundation for long-term success. But here’s the catch: most new leaders don’t receive the training they need to thrive in those first few months.
According to Wharton Executive Education, 60% of new managers have never received formal management training, and Gartner reports that 60% of new managers fail within their first 24 months due to a lack of leadership skills and support. That’s a concerning statistic, but it also presents an opportunity. With the right mindset, strategies, and intentional focus, you can set yourself (and your team) up for success.
Let’s talk about what it takes to navigate your first 90 days in leadership.
1. Shift your mindset from individual contributor to leader
One of the biggest transitions for new leaders is realizing that success is no longer just about personal achievement—it’s about elevating your team’s performance. That means shifting from a ‘put your head down and do great work’ mentality to a mindset of coaching, guiding, and empowering others, not just for short-term wins, but to drive long-term results that benefit the entire team or department.
A few key mindset shifts to embrace:
- Your success is now your team’s success. Focus on removing roadblocks, giving clear direction, and ensuring each team member has what they need to perform at their best.
- Difficult conversations are part of the job. You can’t avoid tough discussions—whether it’s addressing performance issues or guiding a team through change. Being direct, fair, and open to feedback is key.
- Trust isn’t given; it’s earned. How you lead in the first 90 days will set the tone for how your team views you for the long haul.
2. Build credibility and trust from day one
New leaders often feel pressure to prove themselves quickly, sometimes by making immediate changes or asserting authority. But trying to overhaul processes or set a new vision too soon can backfire if you haven’t first earned your team’s trust.
Consider this path forward:
- Listen more than you talk. Spend time getting to know your team. What challenges do they face? What do they love about their work? What ideas do they have? People want to feel seen and heard—and when they do, they’re more likely to trust your leadership.
- Be consistent and reliable. Do what you say you’re going to do. If you make commitments, follow through. Trust is built in small moments.
- Focus on relationships, not just results. Employees perform best when they feel valued. Taking the time to get to know them, not just as professionals, but as people, goes a long way in building a strong, engaged team.
3. Use a 30-60-90 day plan to stay focused
A structured approach can help you balance learning, relationship-building, and early wins. Here’s a simple breakdown.
First 30 days
- Observe and listen: Meet your team, department heads, and other leaders to understand the culture, expectations, and challenges.
- Clarify expectations: What does success look like in your role? What does leadership expect from you? What does your team need?
- Build relationships: Take time to connect one-on-one with your direct reports. Learn their strengths, career goals, and pain points. It’s also important to foster relationships within your team while finding opportunities to be successful together.
Days 31-60
- Communicate your vision: By now, you should have a clearer sense of where the team excels and where improvements are needed. Start sharing your vision and aligning your team around common goals.
- Create small wins: Identify one or two key improvements that will make a meaningful impact. This could be streamlining a process, improving communication, or implementing a quick efficiency fix.
Days 61-90
- Implement and adjust: Start rolling out strategies for long-term improvements. Keep communication open—invite feedback, course-correct where needed, and reinforce your commitment to collaboration.
- Measure progress: Regular one-on-one meetings and informal check-ins will help you assess how the transition is going. Seek feedback from your team and leadership—are you on the right track?
4. Know your team’s strengths and challenges
Great leaders don’t just manage people; they maximize their potential. A practical way to assess your team is to think about four categories:
- High potential/high performer: Keep these people engaged. Make sure they see future opportunities within the organization.
- High potential/needs improvement: These employees have talent but may be underutilized or need more development. Provide support, coaching, and an Individual Development Plan (IDP).
- Low potential/high performer: Often experienced employees who may not want more responsibility. Keep them engaged by aligning their work with their strengths and interests.
- Low potential/low performer: Evaluate fit. Are they in the wrong role, or do they need more training or coaching? Aligning their role with what motivates them can lead to better performance—and sometimes even renewed ambition.
This framework isn’t about labeling people—it’s about understanding how to help them succeed in ways that benefit both them and the organization.
5. Create a culture of feedback and growth
Your first 90 days are just the beginning. A strong leader creates an environment of trust, accountability, and continuous learning.
How do you know you’re making progress?
- Regular feedback: Meet with your team one-on-one, not just for status updates but to genuinely check in. What’s working? What’s not? Do they feel supported?
- Self-awareness: Be open to feedback on your own leadership. Ask your team and peers how you can improve.
- No surprises at review time: If a team member is blindsided by feedback during a performance review, that’s a sign there wasn’t enough communication beforehand.
Leadership is a journey, and no one gets it perfectly right away.
The key is to lead with authenticity, listen with intention, and focus on lifting your team up. As you settle into your role, check in regularly with your mentor or manager and with your team. One-on-one meetings are essential—not just for updates but also for creating a psychologically safe space where feedback flows both ways. These conversations help you gauge what’s working and what may need to shift.
Leadership is a marathon, not a sprint
The first 90 days set the foundation, but outstanding leadership is about consistent, long-term growth. Be patient with yourself, lean into learning opportunities, and don’t be afraid to ask for help. What’s one step you’ll take today to set yourself up for success?
