The First 90 Days: How New Managers Can Set the Right Leadership Foundation

The First 90 Days: How New Managers Can Set the Right Leadership Foundation

By

Starting a new management role is one of the most pivotal transitions in a professional’s career. The first 90 days matter — they set the tone for your leadership, shape how your team perceives you, and determine how effectively you can influence outcomes.

Unfortunately, many new managers are promoted without the right support. They’re expected to “figure it out” while juggling people dynamics, team performance, and organizational expectations.

If you’re stepping into a leadership role, this blog offers a roadmap to help you lead intentionally from day one.

1. Pause and Understand the Landscape

Before jumping into decisions or trying to fix things, take time to observe and understand your new environment.

Who are your key stakeholders? What are the team’s strengths and challenges? What unspoken rules guide how work gets done?

Start with curiosity. Listen more than you speak in the early days. This helps you gain credibility and insight before making major moves.

2. Schedule One-on-One Conversations Early

Within your first two weeks, meet each team member individually. Ask questions like:

  • What’s working well?
  • What would you like to see improved?
  • How do you prefer to receive feedback?

These conversations will help you build trust, understand team dynamics, and establish open lines of communication.

3. Clarify Expectations — Both Ways

Your team needs clarity. Set clear expectations around roles, deliverables, and communication norms. But also ask your team what they expect from you.

Leaders who co-create expectations with their teams often experience stronger buy-in and fewer misunderstandings.

4. Align with Your Own Manager

Don’t assume your boss knows what you’re dealing with. Schedule regular check-ins. Ask about their priorities, how success is measured, and how they prefer to stay updated.

This alignment protects you from surprises and ensures your leadership is driving business goals — not just team morale.

5. Don’t Try to Prove Yourself Too Quickly

Many new managers feel pressure to make an immediate mark. But over-functioning or making sweeping changes can backfire.

Instead, focus on building credibility through consistency, responsiveness, and small wins. The best leaders earn influence over time.

6. Establish Your Leadership Identity

How do you want to be known? As supportive? Decisive? Strategic?

Be intentional about your presence, communication, and decision-making style. Your team is observing you closely in these early days, so show up as the kind of leader you’d want to follow.

7. Seek Feedback and Coaching

Even the best leaders need mirrors. Ask your team, peers, and supervisor for feedback early and often.

Better yet, work with a coach to help you reflect, course-correct, and accelerate your leadership growth during this critical transition period.

Final Thoughts

The first 90 days are not about being perfect. They’re about being purposeful.

You have the chance to build trust, shape culture, and set a foundation that will serve you — and your team — for years to come.

If you’re stepping into a new management role or supporting new leaders in your organization, explore the LeadIn Accelerator program — an intensive, two-day leadership transition experience designed for the first 90 days.

To learn more or book a discovery call, email purity.kinanu@gmail.com or visit the Programs page.

Similar Posts