So, you've stepped into a new role as a new executive, maybe from a promotion or securing a new job, and are now in the position of laying out the roadmap for your team or company.
Where do you start?
As with any role, for the most part, it's expected that you know what you're doing, and it's time to hit the ground running, making a positive impact and proving your worth – all while learning the ropes, navigating new relationships, and figuring out the unwritten rules of the organization.
It's a lot to handle, and it's easy to feel overwhelmed.
But here's the secret weapon that can transform those first few months from a nerve-wracking ordeal into a strategic launchpad for future success: a well-crafted 30-60-90 day plan.
Think of it as your personal roadmap, guiding you through the critical onboarding phase, aligning with the company's mission, and setting the stage for long-term success. It's about more than just surviving those initial months; it's about thriving, making a lasting impression, and establishing yourself as a valuable asset to the team.
In this guide, we'll break down the what, why, and how of 30-60-90-day plans for executives. We'll explore the benefits, provide a step-by-step guide to creating your own plan, and even share a handy template to get you started.
Let's get right into it.
What is a 30-60-90 Day Plan and Why Should New Executives Use It?
A 30-60-90 day plan is a roadmap that covers your goals, plans, and ideas for the next 30, 60, and 90 days, also known as the next three months. This essentially breaks down your short, medium, and long-term, ensuring you have a focus, direction, and personal goals.
Now, you might be thinking, "I'm an experienced executive; I don't need a plan!" Trust me, I've been there. I once waltzed into a new role, brimming with confidence, only to realize I was stumbling around in the dark. I didn't fully understand the company culture, the team dynamics, or the key priorities.
It was a humbling experience.
That's when I discovered the power of the 30-60-90 day plan. More out of urgency than anything else. It's not about hand-holding or micromanaging; it's about providing structure, focus, and a clear path to success based on the job description.
Here's why every executive, no matter how seasoned, should embrace this approach:
- Smooth Onboarding: A 30-60-90 day plan helps you hit the ground running, accelerating your learning curve and ensuring a smoother transition into the new role and organization.
- Crystal-Clear Expectations: No more guessing games. This plan outlines clear objectives and priorities, so you know exactly what's expected of you and where to focus your energy.
- Accelerated Performance: By setting clear goals and tracking your progress, you can ramp up your performance faster and make a meaningful impact sooner.
- Proactive Impression: A well-defined plan demonstrates your initiative, proactiveness, and commitment to success, earning you credibility and respect from your stakeholders. Additionally, collaborating with your hiring manager on this plan can help address any concerns and align expectations.
- Confidence Booster: Let's face it: starting a new job can be nerve-wracking. A 30-60-90 day plan provides a sense of control and direction, boosting your confidence and reducing anxiety.
I've seen firsthand how a 30-60-90 day plan can transform an executive's onboarding experience. A colleague of mine once used this approach to navigate a particularly challenging transition. He not only exceeded expectations but also gained the trust and admiration of his team in record time.
So, whether you're a seasoned executive or stepping into a leadership role for the first time, a 30-60-90 day plan is your secret weapon for success.
As the title suggests, it's time to stop just surviving and start thriving.
How to Craft Your 30-60-90 Day Plan: A Step-by-Step Guide
Let's get into the making side of things - how to set up and run your own roadmap from your executive role.
As you can imagine, there isn't really a one-size-fits-all template. Your 30-60-90 day plan should be tailored to your specific role, organization, goals, and strategic initiatives. But here's a general framework to guide you, broken down into three important phrases.
Phase 1: The First 30 Days - Learning & Building Relationships with Stakeholders
Think of this as your "sponge phase." It's all about soaking up information, building relationships, and getting a lay of the land.
Key Goals:
- Immerse yourself in the company culture: Understand the values, mission, and unwritten rules that make this organization tick. Understand the values, mission, and unwritten rules that make this organization tick. In a new company, it's crucial to align with the existing strategies and culture to ensure a smooth transition.
- Connect with stakeholders: Schedule one-on-one meetings, coffee chats, and informal conversations to build rapport and understand their perspectives.
- Deep dive into the business: Get a firm grasp on the current state of affairs, challenges, and opportunities.
- Identify quick wins: Look for areas where you can make an immediate impact and demonstrate your value.
Action Items:
- Schedule meetings with stakeholders: Your boss, team (both existing and new team members), cross-functional partners, and anyone else who can provide valuable insights.
- Conduct informational interviews: Ask questions, listen actively, and learn as much as you can about the organization and its people.
- Review company documents: Dive into reports, presentations, and any other materials that can shed light on the company's history, strategy, and challenges.
- Shadow team members: Spend time observing how your direct reports work, their processes, and the challenges they face.
- Set up regular check-ins with your supervisor or mentor: Get feedback, guidance, and support as you navigate your first few weeks.
Remember, the first 30 days are about laying the foundation for success. Focus on building relationships, gathering information, and demonstrating your eagerness to learn and contribute.
Phase 2: The Next 30 Days (Days 31-60) - Contributing & Strategizing Initiatives
Alright, you've got your bearings, built some relationships, and started to understand the lay of the land. Now, it's time to shift gears and start making your mark.
Key Goals:
- Start contributing to projects and initiatives: Put your knowledge and skills to work and demonstrate your value to the team.
- Deepen your understanding of your role and responsibilities: Clarify expectations, set performance goals, identify key performance indicators, and ensure you're aligned with your supervisor.
- Begin formulating strategic plans: Identify areas for improvement, brainstorm solutions, and start developing a roadmap for the future. Understand your team's existing strategy to align your contributions effectively.
- Build trust and credibility: Continue to nurture relationships, deliver on your commitments, and establish yourself as a reliable and capable leader.
Action Items:
- Take ownership of specific projects or tasks: Volunteer for assignments that align with your skills and interests and demonstrate your ability to deliver results.
- Proactively seek out opportunities to contribute: Don't wait to be asked; look for ways to add value and make a difference.
- Conduct research and analysis: Gather data, analyze trends, and identify opportunities for innovation and growth.
- Present your initial findings and recommendations: Share your insights with key stakeholders and demonstrate your strategic thinking.
- Continue building relationships and fostering collaboration: Network with colleagues, attend industry events and seek out opportunities to connect with people across the organization.
This phase is about transitioning from observer to contributor.
It's about demonstrating your initiative, strategic thinking, and ability to get things done. Remember, it's okay to make mistakes along the way – it's all part of the learning process.
The key is to be proactive, seek out feedback, and continuously refine your approach.
Phase 3: The Final 30 Days (Days 61-90) - Executing & Leading
You've learned the ropes, built relationships, and started contributing. Now, it's time to step into your full leadership potential and drive real results.
Key Goals:
- Execute your strategic plans and initiatives: Put your ideas into action and make things happen.
- Demonstrate leadership: Inspire and motivate your team, provide clear direction, and foster a culture of high performance. As an executive team member, your role is crucial in contributing to the strategic vision and creating performance goals.
- Solidify your position: Establish yourself as a trusted and respected member of the executive leadership team.
- Continue learning and adapting: Embrace feedback, seek out new challenges, and never stop growing as a leader. Maybe start running some team-building activities or working on the company culture.
Action Items:
- Implement your strategic plans: Set clear timelines, assign responsibilities, and monitor progress closely using performance metrics.
- Communicate effectively: Keep your team and stakeholders informed, provide regular updates, and address any concerns or roadblocks.
- Provide guidance and support: Be a coach and mentor to your own team members, helping them develop their skills and achieve their goals.
- Seek out feedback on your performance: Ask for constructive criticism from your supervisor, peers, and team members. Use this feedback to identify areas for improvement and continue growing as a leader.
- Continue building relationships and expanding your network: Attend industry events, connect with thought leaders, and stay abreast of the latest trends and best practices.
This is your time to shine. You've laid the groundwork, built relationships, and developed a strategic vision. Now, it's time to execute, lead with confidence, and make a lasting impact on the organization.
30-60-90 Day Plan Template for Executives
Feel free to take and adjust the outline above, but if it doesn't really fit what you're looking for or what your needs are, I've taken the time to thin out the template so it's a bit more basic, ready for you to instead your own goals and journey.
Copy and paste it out, put it in a Word document, put it on your wall, or whatever you want to succeed.
Template Structure
- Phase 1 (Days 1-30): Learning & Building Relationships
- Key Goals: (List 3-5 key goals for this phase)
- Action Items: (List specific actions to achieve each goal, including engaging with each team member)
- Metrics for Success: (Identify how you'll measure progress)
- Phase 2 (Days 31-60): Contributing & Strategizing
- Key Goals: (List 3-5 key goals for this phase)
- Action Items: (List specific actions to achieve each goal, including collaborating with team members)
- Metrics for Success: (Identify how you'll measure progress)
- Phase 3 (Days 61-90): Executing & Leading
- Key Goals: (List 3-5 key goals for this phase)
- Action Items: (List specific actions to achieve each goal, leveraging team member strengths)
- Metrics for Success: (Identify how you'll measure progress)
Tips for Customizing Your Plan:
- Be Specific: Avoid vague goals like "learn about the company." Instead, set specific objectives like "conduct informational interviews with all department heads."
- Prioritize: Identify the most critical goals for each phase and focus your energy on those.
- Be Flexible: Things change, and that's okay. Be prepared to adjust your plan as needed.
- Seek Feedback: Share your plan with your supervisor or mentor and get their input.
- Track Your Progress: Regularly review your plan and track your progress toward your goals.
Remember, your 30-60-90 day plan is a living document. It's a tool to help you navigate your new role, not a rigid set of rules. Use it as a guide, adapt as needed, and most importantly, don't be afraid to ask for help along the way.
Need a little extra guidance in crafting your plan or navigating your new role?
Consider connecting with an experienced executive mentor on Mentorcruise. They can provide personalized support, advice, and accountability to help you thrive in your new position.
Check out our exclusive team of mentors and coaches today who have worked and thrived in some of the largest companies in the world, including Google, Microsoft, Uber, Netflix, Stripe, and so many more.
This kind of experience can increase your success rates tenfold, so get in touchand see what we can do for you today.