I’m stepping into a new leadership role. Now What?

A common mistake new leaders make is believing their job in the first 90 days is to drive change. In reality, their first responsibility is to build the understanding, relationships, and credibility that make good change possible.

Below are several priorities worth considering. They're adapted from management expert Michael Watkins' work and a framework we’ve used with other leaders navigating transitions.

During the first month or so...

1. Learn the system before trying to change it.

Seek to understand:

How work actually gets done (not just the org chart)

Key stakeholders, informal influencers, and political dynamics

Existing incentives and constraints

Decision-making processes

Current strengths worth preserving

2. Build relationships and trust.

Learn:

What people are worried about

What they're proud of

Where they see opportunity

What they wish leadership understood

What success looks like from their perspective

3. Clarify expectations.

Early conversations with your manager should answer questions like:

Why was I hired?

What problems am I expected to solve?

What outcomes matter most?

What does success look like after 90 days? Six months? One year?

What decisions do you expect me to make independently?

Where do you want to stay closely involved?

The temptation in a new leadership role is to prove your value by moving fast. But lasting impact comes from asking good questions. From listening before acting. From understanding what already works before deciding what needs to change.

The leaders who earn trust the fastest are the ones who take the time to understand the people, the culture, and the system they're stepping into.