![]() Check with your manager to see if there are specific templates or methods the organization uses to set out 30-60-90 day plans. Generally, you’ll want to include overall objectives and specific ways to measure your progress toward those objectives.Įach goal will be different, depending on your role and expectations. You may even make a few mistakes along the way, and that’s okay.The specific goals outlined in your 30-60-90 day plan can be as detailed or broad as you need them to be. Your first 90 days as a manager will be a time of accelerated growth and learning. Enjoy your weekend you’ve earned it and can come back Monday energized to tackle new challenges. If your first day as a new manager was a Monday, your 90th day will be a Saturday. ![]() Is there a goal your team wasn’t able to hit before you came on? Is there an idea for a product or process that your leadership can bring to fruition? Early wins boost morale and send a message that promoting you was the right move. 90 days is a great timeline to strive for your first big win. For example, look for and eliminate bottlenecks, redundancies, and “work about work.” Resist “fixing” processes and policies that are perfectly fine, and focus on the ones that really need an overhaul. It’s tempting to put your own stamp on your team’s every process. ![]() We also recommend the book Crucial Conversations, which is relevant to managers and individual contributors alike-both at work and outside of it.ĭon’t fix what isn’t broken. Harvard Business Review is the gold standard and a great place to start. Soak in content on management: online courses, books, articles, podcasts. In this way, you’ll know where you are and where you’re headed.ĭo your homework. It’s also important to set personal goals and make time to reflect on your progress toward them. On your continued quest to understand yourself as a leader, consider a personality test (and ask your direct reports to take it as well). Plus, you’ll be training your own self-awareness so that it eventually comes naturally. You’ll quickly learn what situations lead you to react in a way you’d like to change. Spend a week thoughtfully observing how you react in your work environment: to people, to stress, to conflict. ![]() Identify a coworker with whom you often struggle to communicate, and try a new strategy. Choose a delegated task to use as “practice.” Seek feedback on how you communicated, and iterate on your approach. During your first two weeks, actively spend time identifying where you need to grow. Things to ask about include performance management, leadership development, and a professional development budget. Your managers are here to support you! Ask around to learn what’s available from your company that can help develop in your new role. Remember, your company wouldn’t have promoted you if they weren’t invested in your success. Use that time to listen and learn about their goals, motivators, and working styles. Show your commitment to a positive working relationship by scheduling 1:1s right out of the gate. Even if you’re already well-acquainted with the folks you’re now managing, you may not know them on the level you’ll now need to. Rather than overwhelming your new direct reports with requests for feedback, start by seeking it from a mentor or other experienced manager who may have insight into what you’ll want to focus on. It’s never too early to start gathering feedback on your strengths and weaknesses. In fact, while your skills in your previous role may continue to come in handy, they’re an entirely different skillset from the one you’ll need to develop as a manager. Being an all-star individual contributor doesn’t mean you’ll be a natural manager. You have new responsibilities, new goals, and new direct reports… so where do you begin? In this post, we break down the things you need to do in your first 90 days. Congratulations! Amidst all the well-wishes from your team and your friends, there may be one question nagging you in the back of your mind: Now what?
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