#NEW LEADERSHIP ROLE 90 DAY PLAN HOW TO#

I recommend listening as much as possible when you’re new, but also having a light agenda prepared, so these first meetings go more smoothly. Maybe you have a shared interest to connect on a more personal level. Look them up on LinkedIn before the meeting. In each meeting, learn about the other person’s role in the company and get to know them as a person. Ask many questions to understand the big picture. Meet with your peers (the direct reports of your manager), coworkers with a similar role to you, anybody you’ll work with regularly outside your organization, and, if possible, the previous manager of your team. Try to get your hands on ORKs for your team, your larger org, and cross-functional partner teams. Understanding existing OKRs is a great way to get a better sense of the current status of direction of different teams. Read existing strategy documents like annual road maps or objectives and key results (OKRs). Ask many questions about the company, culture, goals, and challenges. Be a spongeĪsk your manager and stakeholders what you can tackle in the first 90 days that will allow you to hit the ground running, as well as make a significant impact in the organization.

Instead of, “Meet many product stakeholders”, try, “Schedule 5 initial 1:1s with product stakeholders in the first 30 days”, and “Set up 3 regular 1:1s with stakeholders outside of my organization within 60 days”. In each stage of your strategy plan, your goals should be SMART: specific, measurable, attainable, realistic, and time-bound. Identify how short-term goals feed into the bigger picture. Think about the steps it’ll take to set yourself on track to be successful in the role long-term. Does your team have specific long-term goals? Is there anything particularly important that senior leadership wants to see? Reflect on your overall priorities and identify why the company hired you. Start by identifying your big goals for the first three months, then break it down into manageable tasks for each month. Six tips for making a 30-60-90-day plan 1. I used it as a checklist for my goals, as well as who to meet with. When I moved from managing the JavaScript Cloud Advocacy team at Microsoft to managing multiple teams, drafting a 30-60-90-day plan helped me think about priorities, set realistic time-bound expectations, and identify the highest priorities for myself and my teams. It’s a reminder of priorities, and defines what you plan to accomplish in the time frame. It’s a key part of a robust onboarding process. It serves as a guide, a resource, and a checklist. It allows you to identify the largest challenges, and set goals. What is a 30-60-90-day plan?Ī 30-60-90-day plan is a tool for new managers or managers new to their role to gain clarity of what’s expected from them.

#NEW LEADERSHIP ROLE 90 DAY PLAN HOW TO#

Here’s how to write one for a smooth transition. A 30-60-90-day plan can set you up for success in your new job. In between onboarding and getting to know your direct reports, you need to familiarize yourself with the tech stack, tooling, operations, and rhythm of the business.

Starting a new job as an engineering manager can be overwhelming.

New leadership role 90 day plan