New role, new team—your first 90 days will decide if you thrive or fail.
The clock’s ticking from the moment you step into a leadership role. If you’re still “figuring it out” after six months, you’ve already fallen behind. You need a solid game plan from day one that shows you’re not just a manager but a leader.
Here’s the truth: your team is watching the second you take that position. They’re judging your decisions, your actions, and yes, even your silence. You’re mistaken if you think you have six months to ease in.
By the 90-day mark, your team has already formed opinions. The big question is: Will those opinions set you up for success—or failure?
Welcome to the Leadership Test
When you step into a new leadership role, the pressure is immediate. Your team expects you to bring vision, make decisions, and lead with confidence. But what happens when you’re still figuring things out? If you’re still unsure after six months, you’ve already lost valuable ground.
The first 90 days aren’t just about getting comfortable—they’re about proving you deserve the role. You need to show your team you’re a leader worth following.
So, How Do You Pass the Test?
Your team won’t wait for you to settle in—they’ll start forming opinions right away. If you’re not intentional with your actions from day one, you risk letting them decide your narrative. Leadership is about being proactive, not reactive.
The key to passing this unspoken test? A clear plan. And not just any plan—a month-by-month strategy that shows you’re in control, making progress, and, most importantly, leading with purpose.
𝗠𝗼𝗻𝘁𝗵 𝟭: Shut Up and Listen; Be a Sponge
Don’t walk in like you know everything. Even if you’ve led teams before, this one is different. Every company, every team has its own unique culture, unwritten rules, and power dynamics.
Walk in like a know-it-all and you’ll quickly lose credibility. The leaders who win respect are the ones who listen before they lead.
Meet with everyone: Not just your direct reports—go beyond the surface. Set up one-on-ones with people in other departments, even those who don’t report directly to you. This gives you a broader view of how the team fits into the company’s bigger picture and where cross-departmental challenges lie.
Observe how things get done: This is your time to absorb, not act. Watch workflows, team interactions, and how decisions are made. Don’t jump in with solutions just yet – first, get the full picture. Understanding the “why” behind current processes will give you more credibility when you start making changes.
Ask questions—lots of them: The smartest leaders are the ones who ask questions, not the ones who pretend they already know. Don’t assume anything, even if it seems obvious. Ask about the challenges the team is facing, what’s working well, and what could be improved. This is how you uncover the real pain points, not just what’s on the surface.
Pro Tip 1: Take Notes—But Not Just About Tasks
Don’t just take notes on workflows and processes in these early conversations. Please pay attention to who is saying what and how they say it. Does someone seem resistant to change? Who’s the go-to problem solver that everyone trusts? These insights are gold and will help you later when leading through change.
Pro Tip 2: Ask the Right Question (The Power of Listening)
Ask this simple but powerful question: “What’s one thing you’d change about how we do things?”
This question does two things:
- It shows you’re genuinely interested in their perspective.
- It allows them to share pain points or ideas without feeling defensive or pressured.
By the end of the month, you’ll have a notebook full of insights and, more importantly, the team’s trust. When you start making changes in month two, people will be more receptive because they will feel heard. The best part? The changes will not be just your ideas but the team’s.
𝗠𝗼𝗻𝘁𝗵 𝟮: Bring a Quick Win
Here’s where you start making your mark. But don’t overhaul everything—find one thing, one broken process or a simple issue, and fix it. Fast. Small wins early on build momentum and trust. Delivering something fast sends a powerful message: You’re not just here to lead; you’re here to help. A well-chosen quick win will prove to your team that you listen and act. Once they see results, they’ll trust you when it’s time for more significant changes.
- Identify a problem: There’s always something that could be working better. Maybe it’s a clunky workflow, a time-consuming process, or a recurring issue everyone’s been ignoring. Use what you learned in Month 1 to find that problem. Pro tip: Don’t choose something too complicated or controversial just yet.
- Fix it fast: Don’t get tangled down with perfection—your goal is speed and impact. The team needs to see that you’re not just there to talk but to make things happen. Small, meaningful changes signal that you’re paying attention and taking their feedback seriously.
- Keep it simple: You’ll have time for the significant, sweeping changes later. For now, focus on something straightforward that you can execute quickly. A small early win is better than a massive overhaul that takes months. Start small, deliver, and build credibility.
𝗠𝗼𝗻𝘁𝗵 𝟯: Get Loud About Goals
Now that you’ve earned a little trust, it’s time to start leading more actively. Start setting your teams’ goals: clear, actionable goals that align with both the team’s needs and the company’s objectives. If your team doesn’t know what success looks like, they’ll never know if they’re winning. Clarity is your best friend in Month 3.
Be specific: Don’t be vague. Make sure everyone knows what success looks like.
Here’s how you do it:
- Be specific: Vague goals create vague results. Your team needs to know exactly what success looks like. Break goals into actionable steps and explain how each fits into the bigger picture. If your goal is to increase customer satisfaction, specify how much, in what time-frame, and what changes need to be made. Clarity drives action.
- Tie goals to KPIs: If it can’t be measured, it can’t be improved. Make sure every goal is tied to a key performance indicator (KPI). This isn’t about micromanaging; it’s about giving your team a dashboard to see their progress. Whether it’s boosting sales, improving project timelines, or reducing errors, KPIs show your team how their efforts are making an impact.
- Communicate constantly: Goals and current results should never be a mystery. This is where leaders often fail—they set goals once but don’t follow up. Keep the conversation going. Regular check-ins, updates, and reminders keep the team focused. When you’re clear about what’s expected, your team knows where to aim—and they’ll hit the target.
Pro Tip 1: Make Goals a Team Effort
Do you want your team to commit to these goals fully? Involve them in the process. Ask for their input and let them help shape the targets. When the team feels ownership over the goals, they’re far more invested in achieving them. Plus, it creates a culture of accountability—everyone knows what success looks like and works toward the same outcome.
Pro Tip 2: Visibility is Key
Out of sight, out of mind, right? Don’t let that happen to your goals. Post the goals where everyone can see them—literally. Make those goals visible, whether it’s a shared document, a dashboard, or a visual tracker in the office. When your team sees the targets daily, it keeps everyone focused and aligned.
Now What?
So, you’ve made it through the first 90 days. The team’s watching you, but now they’re also trusting you. That’s a massive shift, but don’t get too comfortable. Leadership is about staying ahead of the game.
Let’s talk about the next few months:
𝗠𝗼𝗻𝘁𝗵 𝟰: Strengthen Communication
By now, you’ve hit your stride, and the team is moving in the right direction. But don’t get comfortable—this is where things can fall apart if you’re not careful. Momentum only lasts if communication stays strong. Clear, consistent communication isn’t just helpful; keeping everyone aligned is essential.
Here’s how to make sure communication remains rock solid:
Make check-ins a priority: Regular check-ins are your lifeline. Don’t assume things are running smoothly because no one is raising issues. Schedule weekly or bi-weekly touchpoints to stay updated on progress, address challenges, and keep the team focused. This shows you’re invested in their success.
Constantly clarify expectations: If your team isn’t clear on what’s expected, they’ll drift. Revisit goals, deadlines, and responsibilities regularly. Don’t just rely on a one-time briefing. Ensure every team member knows exactly what success looks like for their role. It’s not about micromanaging—it’s about keeping everyone on the same page.
Encourage feedback loops: Communication is a two-way street. Ask for input and make it easy for your team to share their thoughts, whether it’s about the project, their role, or any issues they’re facing. Create a culture where feedback is not only accepted but expected. This builds trust and keeps communication flowing.
Pro Tip 1: Use Multiple Channels
People absorb information differently. Don’t rely on just one method of communication. Use a mix of team meetings, one-on-ones, emails, and instant messaging platforms to keep the conversation going. This ensures everyone stays in the loop and has no excuse to say, “I didn’t know.”
Pro Tip 2: Listen as Much as You Talk
As a leader, your job isn’t just to give direction—it’s to listen. When team members feel heard, they’re more likely to open up about challenges or offer innovative ideas. Don’t dominate every conversation. Make space for them to share, and you’ll uncover insights you’d never get otherwise.
𝗠𝗼𝗻𝘁𝗵 𝟱: Refine Processes
Now that you’ve been working closely with your team, you’ve probably noticed where things aren’t running as smoothly as they should. This is the time to dig in and fine-tune those processes. You’ve earned trust and shown you can lead; now it’s about making the team more efficient. It’s not just about steering the ship—it’s about making it sail faster and smarter.
Here’s how to get it done:
Spot the inefficiencies: By this point, you should know where things are getting stuck. Are there redundant steps in a workflow? Is the team wasting time on tasks that could be streamlined? Pay attention to the details. Small inefficiencies add up, and fixing them could have a huge impact on productivity.
Involve your team: You don’t have to have all the answers—your team is in the trenches daily and probably has excellent ideas on improving processes. Ask them directly: “What can we do better?” When they contribute, they feel more ownership over the improvements. Plus, you’ll get fresh ideas you might not have considered.
Prioritize the fixes: Not every problem can be fixed immediately. Prioritize what will have the most significant impact and tackle those issues first. Remember that some process changes may take time to implement, so focus on the ones that will yield quick, noticeable improvements without overwhelming the team.
Pro Tip 1: Use Data and Smart Tools to Identify Bottlenecks
Don’t rely just on gut feelings—back up your decisions with data. Map and optimize the processes with the Process Space®Platform. Whether it’s project timelines, task completion rates, or employee feedback, analyze the data to identify where the real bottlenecks are. This way, your process improvements are based on evidence, not just assumptions.
Pro Tip 2: Process Improvements Should Be Collaborative
When you bring the team into the conversation about refining processes, it’s not just about getting their ideas—it’s about creating buy-in. People are much more likely to support the changes they helped create. Make it a collaborative effort, and you’ll see more engagement and fewer roadblocks when implementing the fixes.
𝗠𝗼𝗻𝘁𝗵 𝟲: Review and Recalibrate
Now it’s time to take a step back and ask the tough questions. You’ve had six months in the role—so, have you hit your KPIs? Are you and your team where you expected to be? Leadership isn’t just about setting goals and moving forward; it’s about knowing when to pause, reflect, and adjust your course. Growth, for both you and your team, requires constant recalibration.
Here’s how to handle it:
- Measure your progress: Look at the hard numbers. Have you achieved the KPIs you set in those early months? If not, why? Was the target unrealistic, or did you miss key opportunities along the way? This is your moment to assess what’s working and what’s not. Don’t sugarcoat it—be honest with yourself and your team.
- Conduct performance reviews: This isn’t just about your own progress—it’s about your team’s too. Set up one-on-ones with your direct reports to review their achievements and challenges. Use this time to offer constructive feedback and get a sense of how they feel about the goals you’ve set. Their success is your success, so make sure everyone’s aligned.
- Tweak your strategy: After you’ve reviewed the data and had conversations with your team, it’s time to make adjustments. What’s working? What needs to change? Don’t be afraid to shift gears if the original plan isn’t delivering the results you expected. Leadership is about being flexible and open to change when it’s necessary.
- Create an archive of everything you have tested: this way you will have a better overview on what works and what doesn’t. And when you will want to repeat the success stories, you will have all the steps how to do it. The Process Space®Platform is your go-to tool for that.
Pro Tip 1: Don’t Wait Until the End to Make Adjustments
While Month 6 is a good time for formal reflection, you should be making small adjustments along the way. Don’t wait for the 6-month mark to pivot if something clearly isn’t working. Agile leadership means tweaking your strategy as soon as you spot a problem, not waiting for an official “review” period.
Pro Tip 2: Growth is Continuous
Leadership isn’t about hitting one goal and calling it a day. It’s a continuous process of learning, growing, and improving. Make sure that you and your team understand that there’s always room for growth—no matter how well things are going. Regular reflection and recalibration will keep everyone moving forward, even after the first six months are behind you.
Leadership Isn’t Just a Title—It’s a Test
Here’s the thing: leadership is relentless. It’s about constant evaluation. From the moment you step into that role, you’re being judged. Not in a cruel way, but in the way that every action, every decision either builds or erodes trust.
Your team isn’t waiting for you to “find your feet.” They’re looking for someone to follow. Are you that person?
What’s the Secret Weapon?
You don’t need to be a magician to juggle leadership and process management. You just need the right tools to take the chaos out of the picture. The Process Space® Platform gives you the structure to organize workflows, allowing you to focus on leading, not managing the noise.
Here’s a tip: Set your leadership game plan, but let tools like The Process Space® Platform keep your processes tight and efficient.