Using a 30-60-90 Day Plan to Lead with Clarity, Not Just Survive the Role
Over the years, I’ve coached enough early-stage managers to see a clear pattern. The ones who succeed treat the transition into management as a moment to design, not just survive.
That’s where a strong 30-60-90 day plan comes in. Not the kind you write and forget. The kind that creates alignment, builds relationships, and removes the noise.
Regardless of whether you’re given a long, guided onboarding or thrown into the deep end, you need to take ownership of your first 30 days. Don’t wait for someone to tell you what to do. You need to be proactive and intentional. This is where you set the stage for your entire tenure as a manager. To do this effectively, focus on these three recommendations.
Step 1: Understand Before You Deliver
The best leaders don’t rush to prove themselves in the first month. They pause to understand the system they’re stepping into. This looks like two parallel tracks: understanding up and understanding down.
Understanding up means getting crystal clear on what your manager expects. What are the non-negotiable priorities? What problems need solving immediately? What does success look like through their lens in the first 30-60-90 days?
Understanding down means intentionally connecting with your team. Introduce yourself with context. Ask what support looks like for them. Understand what’s working, what’s not, and what’s burning. Be intentional about getting to know them using a tool such as a “Getting Started Questionnaire”. These answers and conversations become your compass, helping you map who everyone is, how they operate, and how best to manage them.
The result? You’re not just orienting yourself. You’re laying the foundation for a team that feels seen, supported, and set up to deliver.
Step 2: Direction, Not Just Delivery
Once you’ve understood the landscape, start charting a direction. This is where clarity becomes your differentiator. What are you building? What are you trying to improve, not just for your team, but for yourself as a leader?
Often, new managers default to tactical execution without a clear point of view. They clear their inbox. They respond fast. They run meetings. But they don’t lead.
With the knowledge you now have, use this initial period to define what good leadership looks like for you and for your team. Map an operating rhythm to run your team and your business, laying the foundations for building a high-performing team.
But, don’t make the mistake of crafting a grand plan. It’s about getting the basics right.
- Clarity on goals, priorities, and expectations
- Consistent cadence of feedback and coaching.
- Tracking, measuring, and reporting.
Step 3: Reflect and Recalibrate
The final stretch is about stepping back and validating: Have I read the room right?
Conduct your own review. Get feedback on your learnings and plan of action from your manager and your team. The kind that answers: Am I clearer today than I was 30 days ago? Is my team set up for performing, not because I’m firefighting, but because I’ve created clarity and a foundation?
Ask for feedback that goes beyond your plan so far. Ask how you’re showing up. How you communicate.
This rhythm of reflection is the hidden skill behind long-term leadership effectiveness. And it’s a rhythm we often wait too long to implement.
Taking the feedback onboard, prepare for your next 30 by asking yourself…
What do I want to be acknowledging and celebrating after 60 days?
The best teams are built by leaders who lead themselves first.
September 6, 2025
