A 30-60-90 Day Plan Leader: Setting Up Success

As an executive leader, creating a 30-60-90 day plan is crucial for success. This document serves as a roadmap for new hires to navigate their role, learn job responsibilities, and prioritize tasks. While a 30-60-90 day plan may vary depending on the position, its core purpose remains the same: to help new executives find goals aligned with the organization's strategy.

The process of creating this plan is often initiated by the company's HR department and direct supervisor during the onboarding phase. Employees can also use this document as a tool for self-preparation before important job interviews, demonstrating their seriousness and organizational skills to potential employers.

During the final stage of a job interview, it's common for candidates to be asked how they envision their first three months in the new position. This question helps HR visualize the candidate's fit for the role and evaluate their potential success.

In this article, we will explore the six distinct phases of a successful 30-60-90 day plan as a new executive leader. We will also discuss the power of context in shaping one's leadership role and how to use catchphrases to change culture and spread new ideas within an organization.

Phase 1: Understanding the Organization

The first phase of creating a 30-60-90 day plan involves understanding the organization, its mission, vision, and values. This includes familiarizing oneself with company policies, procedures, and key stakeholders. By gaining this context, new executives can begin to build relationships and establish themselves within the organization.

Phase 2: Setting Goals

The second phase focuses on setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals for the next three months. These goals should align with the organization's strategy and be specific enough to guide action. New executives should also prioritize tasks and identify key performance indicators (KPIs) to measure progress.

Phase 3: Building Relationships

The third phase involves building relationships within the organization. This includes establishing a network of contacts, attending meetings and events, and fostering open communication with colleagues, supervisors, and stakeholders. By building these relationships, new executives can gain insights into company operations and identify opportunities for growth.

Phase 4: Delivering Results

The fourth phase is all about delivering results. New executives should focus on achieving their set goals and KPIs, while also identifying areas for improvement and implementing changes to optimize performance.

Phase 5: Evaluating Progress

The fifth phase involves evaluating progress against set goals and KPIs. New executives should regularly assess their performance, identify areas for improvement, and adjust course as needed.

Phase 6: Scaling Up

The final phase is all about scaling up success. New executives should focus on replicating their successes across the organization, while also identifying new opportunities for growth and development.

In conclusion, a 30-60-90 day plan is essential for new executive leaders to succeed in their roles. By understanding the organization, setting goals, building relationships, delivering results, evaluating progress, and scaling up success, executives can establish themselves as effective leaders and drive business outcomes. Remember, context is key to shaping one's leadership role, and using catchphrases can be a powerful way to change culture and spread new ideas within an organization.

Example 30 60 90 plan leader