The First 90 Days
by Alex Ng
Michael Watkins’ proven strategies for successfully navigating leadership transitions and achieving breakthrough results in new roles.
The Big Idea
"Transitions are the most challenging periods in professional life. The first 90 days in a new role determine long-term success or failure. By following a structured approach to learning, building relationships, and securing early wins, leaders can dramatically accelerate their impact."
Key Insights
Diagnose the Situation
Different business situations require different strategies. Watkins identifies four: Start-up, Turnaround, Realignment, and Sustaining Success. Misdiagnosing your situation is a common failure mode.
A turnaround requires urgent, visible action. A realignment requires building urgency for change that others don't yet see. Using turnaround tactics in a realignment situation creates unnecessary resistance.
Secure Early Wins
You need to build credibility quickly. Early wins create momentum and demonstrate your competence. But they must be visible, aligned with business priorities, and achieved in ways that build relationships, not burn them.
Identify a problem you can solve in the first 30-60 days that matters to key stakeholders. The win itself is important, but how you achieve it - whom you involve, how you communicate - matters as much.
Negotiate Success
Proactively engage your new boss to clarify expectations, define success, negotiate for resources, and establish communication patterns. Don't assume you know what they want or that they'll tell you.
In the first week, have a conversation covering: What does success look like in my first 90 days? What resources do I have? What decisions can I make alone? How do you want to communicate?
Build Your Team
Inherited teams weren't built for you. Assess each person's competence and potential, then decide who to keep, develop, move, or let go. Delay too long and you own the results of a team that isn't yours.
Within the first 30 days, have 1-on-1s with each team member. Assess not just what they do but how they think. Are they A-players who might leave, solid performers, or people in wrong roles?
Chapter Breakdown
Transition Fundamentals
Leaders in transition are vulnerable. Old assumptions and habits from previous roles can derail them. The goal is to reach the 'break-even point' - where you're contributing as much value as you're consuming - as quickly as possible.
Diagnosing the Situation
Four scenarios require different approaches:
- Start-up: Building from scratch. Assemble team, create systems.
- Turnaround: Saving a failing operation. Quick, decisive action needed.
- Realignment: Redirecting before obvious failure. Build urgency for change.
- Sustaining Success: Taking over a winning organization. Don't fix what isn't broken.
Securing Early Wins
Build credibility through quick victories that matter to stakeholders. Choose wins that are visible, align with business priorities, and demonstrate your capabilities. But be careful not to burn political capital in achieving them.
Negotiating Success
Don't assume you understand your boss's expectations. Have explicit conversations about success criteria, resources, decision rights, and communication preferences. Document agreements. Check in regularly to course-correct.
Building Your Team
Evaluate inherited team members on both performance and potential. Decide who to keep, develop, move, or remove. Make changes early - delayed decisions become your responsibility. Establish team processes and expectations clearly.
Creating Coalitions
Map the political landscape. Identify key stakeholders, influencers, and potential blockers. Build relationships systematically. Your technical agenda will fail without political support.
Take Action
Practical steps you can implement today:
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Before starting, diagnose your situation: Is it a start-up, turnaround, realignment, or sustaining success? This determines your strategy
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In week one, have a detailed conversation with your boss about expectations, success metrics, and communication preferences
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Identify 1-2 early wins you can achieve in the first 60 days that are visible and aligned with stakeholder priorities
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Schedule 1-on-1s with all direct reports in the first month - assess competence, commitment, and fit for the role
Summary Written By
Software Engineer & Writer
Software engineer with a passion for distilling complex ideas into actionable insights. Writes about finance, investment, entrepreneurship, and technology.
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