A few months ago, I got a text from a client that made me smile immediately. She had just been promoted - three months into her new role - and had received a $15,000 raise.

She was over the moon and thanked me for having her build her 30-60-90 day plan before she started.

Her exact words were:

That’s the part that stuck with me: from week one.

She didn’t wait to “get her bearings” or see what her boss wanted her to do. She walked in with a point of view - about what she needed to learn, how she wanted to lead, and where she could make the biggest impact.

That level of preparation completely changed the way she was perceived.

What Most People Get Wrong

Most professionals - even very capable ones - wait until they’ve started a new job to build their 30-60-90 day plan.

It sounds reasonable:
“Let me meet people first.”
“Let me understand the culture.”
“Let me see what my manager expects.”

The problem is that by the time you’re two weeks in, the pace has picked up, priorities are flying at you from every direction, and you’re already behind. You’re reacting instead of leading.

When you’re in a leadership role, that approach doesn’t work. You can’t afford to wait and see. You need to walk in already clear on what matters, how you’ll show up, and what success should look like - even if you adjust it later.

That preparation is what separates people who are managed from those who lead.

Another Client Story: Day One Leadership

Another client of mine, a newly appointed Director, experienced this first-hand.

Before her start date, we worked together to build a solid 30-60-90 day plan. She had mapped out what she needed to learn, where she wanted to deliver early value, and what her department’s goals should be.

On her first day - at 4:00 p.m., to be exact - her CEO called her into his office. He wanted to see her plan. He also wanted to discuss her KPIs and how success for her role would be measured.

If she hadn’t done that work ahead of time, she would have been on her back foot. But instead, she was ready.

She led the conversation, walked him through her recommendations, and confidently pushed back on areas that needed clarification. Together, they finalized her KPIs - which now directly tie into her bonus and commission structure.

That conversation set the tone for her entire tenure. From day one, her CEO saw her as a strategic partner - someone who takes ownership, not someone waiting for instructions.

Why It Matters

When you prepare before you start, you send a clear message: “I take ownership of my success.”

A 30-60-90 day plan isn’t a corporate formality or a checklist. It’s a leadership tool.

It shows how you think, how you prioritize, and how you manage uncertainty. It allows you to shape your role rather than simply inherit it. And it helps you build credibility quickly with your manager and peers.

Here’s the reality: very few people do this level of preparation. Most walk into a new job with a smile, a notebook, and the hope that onboarding will cover what they need. Those who walk in with clarity stand out immediately.

How to Build Your Plan (Before Day One)

You don’t need a 20-page document. You just need a clear, structured framework that helps you think through your first three months. Whether you’re stepping into a new role or resetting in your current one, this approach works. Here's a high-level example of what needs to be in a 30-60-90 day plan.

Days 1–30: Learn and Listen

Your first month is about absorbing information, not proving yourself. That doesn’t mean you sit quietly. It means you listen intentionally and ask sharp questions to gain understanding.

Focus on:

• Understanding the business model and how your team contributes to it.
• Mapping your key stakeholders - who influences what, and how decisions actually get made.
• Learning what’s working, what’s broken, and what your manager really cares about.

Deliverables by Day 30:

• A short summary of your key learnings, opportunities, and early observations.
• A stakeholder map outlining who you’ll need to (or have engaged) engage and why.
• A draft of your next 60-day priorities, aligned with your manager’s expectations.

Days 31–60: Contribute and Connect

By this point, you’ve built some context and trust. Now it’s time to start making visible progress.

Focus on:

• Executing one or two “early wins” that demonstrate traction.
• Strengthening relationships across departments.
• Communicating proactively with your manager about what’s working and what you’re adjusting.

Deliverables by Day 60:

• A measurable result from an early project or process improvement.
• A short update or presentation summarizing results, insights, and next steps.
• A refined version of your 90-day plan based on feedback and real-world learning.

Days 61–90: Lead and Elevate

Now it’s time to expand your influence. This is where you shift from learning and contributing to leading.

Focus on:

• Driving initiatives that align with company or departmental goals.
• Coaching your team or mentoring peers to amplify impact.
• Positioning yourself as someone who sees beyond their immediate remit.

Deliverables by Day 90:

• A forward-looking roadmap for the next quarter.
• A KPI dashboard or report showing your measurable impact.
• A documented development or team growth plan.

The Real Talk

A 30-60-90 day plan won’t guarantee you a promotion. But it will guarantee you clarity - and clarity changes everything.

It changes how you show up in meetings. It changes how your manager perceives you. It changes how you make decisions when the pressure is on.

When you’ve already thought through what you need to learn, who you need to engage with, and what success looks like, you stop reacting and start leading.

That’s exactly what my clients did. One shaped her KPIs with her CEO on her first day. Another was promoted and received a $15,000 raise within 90 days. Two very different roles, same principle: they started strong because they prepared early.

Both results began with a plan.

Your Next Move

If you’re stepping into a new role soon - or if you’ve been in one for a while and need a reset - take an hour to sketch your own 30-60-90 day plan.

Ask yourself:

• What do I need to learn?
• Who do I need to engage with?
• How do I want to show up?
• What will success look like by the end of 90 days?

And if you want help building a personalized plan that positions you to lead from day one, click HERE to book a free Career Strategy Call. Let's set the tone so you can start strong.

Until next week,

Beckie

P.S. You don’t have to be changing jobs to use this framework. You can apply it right now - to your current role, your next quarter, or an upcoming project. Great leaders don’t wait for direction. They create it.