12 Top Tips for New Leaders - Navigating the First Crucial 90 Days

Stepping into the shoes of a new leadership role is an exciting yet challenging endeavour.

Yet the fear of the unknown brings uncertainty, leading to you questioning your abilities.

You were hired because you were good at your previous job, but are you wondering now if you are good enough? Is it a step too far? Does the scale of the role seem suddenly overwhelming?

The first 90 days are critical in setting the tone for your tenure and establishing your leadership style.

So getting yourself into the ‘right mindset’ and planning how to get off to a good start will set you up for success.

I have pulled together some key tips to keep you grounded in these early days and get you off to a great start.

After all - you only have one chance to make a first impression!

#1. Remember why you were Hired?

Those who hired you understand the job. They PICKED YOU. They are invested in your success. They believe in you, so now believe in yourself. To help you, ask yourself:

• What qualities did they see? Note 10 reasons and write them down

• What are my strengths? Write a long list. Which strengths will help you most in this role?

#2. Anchor to your Purpose

When your job echoes your values and ambition, it feels seamless and motivating. Hopefully, this role is in line with your values. To remind yourself ask:

• Why did you say ‘yes’ to this job?

• How does it contribute to your long-term dreams?

• What excites you most about this role?

#3. Reflect on your Personal Brand

Your Personal Brand is your professional identity. How others perceive and engage with you. It is essential to be genuine and authentic. Authenticity builds trust.

The question is, has your appearance and executive presence grown with you?

If your career has advanced quickly, it's easy to still be stuck with that 'student' look and a colloquial aura.

Similarly, if you've had a remote job, then those comfy joggers might not give the right impression you want to convey.

It is time to up your game? I recommend it is worth reflecting on:

• Wardrobe: does it mirror your position's stature?

• Communication: are you clear? Or using filler words or slang?

• Grooming: it is up to par?

#4. Create a Road Map

Before you start, draft a plan for the initial week, month, and quarter.

While the complete picture may be unclear, having an outline will steer you. Almost as soon as you start on the job, you will be tugged in all directions. There will be short-term issues, crises, people who want to see you, decisions to make... and the list goes on!

The risk is that you will get sucked into the short-term and not establish your longer-term, sustainable plans.

Setting early milestones will keep you focused. Review them weekly to draw you back on track.

Each week you can refine and add detail as you progress.

#5 Listen and Learn

In the early days, it's essential to prioritise listening - not just hearing people, but active listening.

Ask open-ended questions and encourage others to share their thoughts and ideas. This will help you to understand the company's culture, its strengths, and challenges.

It will also show your team that you value their input and that you're willing to learn from them.

It's not just about asking questions, but also about letting people know that you have listened and heard them.

Be fully present when you are talking to them. 15 minutes of focused attention trumps an hour of divided attention.

Observe not just the words, but the tone of voice, body language, what is said, and importantly, what is not said.

Seek guidance in identifying the stakeholders and influencers and arrange to meet with them personally.

People will take note of who you speak to and in what order. Try to navigate this with tact.

My advice would be to speak personally to as many people as possible. As well as one-to-one meetings, you can meet as duos or trios over coffee and lunch.

It is important that people feel heard and valued.

#6. Build your Team

If you have a Team - call a meeting with them at your EARLIEST opportunity (first hour).

They need to get to know the person behind the reins. Trust being the first step to building a highly effective team.

Although you don't have a detailed action plan, you can share your vision and ambitions for the team.

Paint a picture of what it will be like working under your leadership.

Emphasise your care for their well-being and shared ambition for success.

Step into the shoes of your team to help you empathise and get the right tone.

There is the saying ‘ A New Broom Sweeps Clean’ - so the team may be concerned about their jobs and will read things into your language and actions that you don’t intend.

You don’t need to have the answers but telling people when you will communicate with them - and sharing your process will help them, and keep them updated.

Think also about who the previous boss was and the circumstances of them moving. Whom were the team expecting as their new boss? Navigating loyalties and winning people over will be instrumental in your success.

#7. Understand the Business Landscape

Before you can lead effectively, you need to understand the business inside and out.

Spend your first few weeks immersing yourself in the company's operations, culture, and market position. Review financial statements, meet with department heads, and familiarise yourself with the company's processes, products or services.

Understanding the competitive landscape is equally important. Identify your company's key competitors and understand their strengths and weaknesses. This will help you to position your company effectively in the market and to develop strategies that leverage your company's unique strengths.

Take note of your early intuition. You will find you will quickly get drawn into ‘Group Think’ and lose that ‘First Impression’.

#8 Be Decisive but Flexible

In your new role, you'll be faced with many decisions. It's important to be decisive and show your team that you're capable of making tough choices. However, it's equally important to be flexible and willing to change course when necessary.

Remember, it's okay to make mistakes.

What's important is that you learn from them and that you use them as opportunities for growth.

#9. Get a Mentor/Sponsor

Getting a mentor can help you navigate and thrive within the organisation.

As someone more experienced who has ‘been there before’, they can help you in several ways such as by providing:

- Guidance and Learning - Valuable insights and advice, helping you navigate your new job's challenges and processes effectively.

- Networking and Visibility - Introducing you to key contacts and sponsors, advocating for your growth, and enhancing your professional connections and visibility.

- Personal Development and Confidence - Offering constructive feedback, boosting your skills and confidence, leading to better performance and advancement opportunities.

#10. Get a Confidant

The adage ‘it is lonely at the top’ rings true for many.

As you advance, you'll miss brainstorming with peers, especially on sensitive issues.

You will find time with your direct boss becomes a precious commodity. Often you will meet them relatively infrequently, and when you do meet, they will be looking for solutions and well-thought-through options.

They won't have time to chew the cud or solve your problems.

Here a confidant can step in as a strategic partner, refining ideas, fostering team dialogue, providing emotional support and much more.

This might be a trusted friend, often a more experienced acquaintance or you can turn to a professional coach.

When there is a bad day - and there will be - an effective coach will help you reflect and learn, polish you up, restore your confidence and help you get back on track.

A good coach focused on your needs, who can take a holistic approach and tell you what you need to hear, and not necessarily what you want to hear, can save you a huge amount of angst and time.

#11 Early Wins

Find some early wins and celebrate them. This will help to create a positive culture and to motivate your team.

When crafting a long-term strategy, it's easy to focus on a goal which is some distance away and to forget the value of making small improvements on the way.

So celebrate these smaller victories - be it a process improvement, revamping meetings to be fewer in number and more productive, a cost reduction idea, a personal development achievement etc.

#12. Communication is Paramount

People are nervous about change. They will fill in any gaps you leave open.

I cannot emphasise enough the importance of communication.

Update your immediate and wider team regularly. Update them on progress, decisions expectations, and what you still need to decide. Be transparent with communication and the process of when and how they will be updated.

Crucially be available and foster an open environment where counter views and dialogue are welcome.

Over-communication is ok. People often need to hear things several times. Just don’t leave any loose threads that could stir confusion.

In short, these 12 tips are a reminder to manage yourself, stay positive, and capitalise on your strengths. They highlight the importance of clear communication, acting with integrity, and building a strong team while also being open to seeking assistance.

Stick to these principles, and you’ll be on your way to becoming the High-Impact Amazing Leader you would want to work for!

Good Luck!