Your first 90 days as a leader can make or break your legacy. Whether you’re taking a new role or leading a new team, how you arrive there lays the groundwork for trust, credibility, and team dynamics. New leaders may feel they need to drive fast—but the secret to lasting influence is creating early alignment, not seizing control. Here are some tips on how you can overcome your team in the first 90 days and set yourself up for success.
Know the Power of Listening
Listen first, then lead. New leaders will try to mend things too fast without stopping to learn the culture and pain points. Listen to your team’s stories, hopes, and frustrations. It’s one of the most undervalued leadership skills—and one of the most powerful, according to McKinsey & Company.
Utilize one-on-one time to pose open-ended questions. Get team members to explain to you what is working well, what isn’t, and what they would like to see. These first exchanges foster psychological safety and show that you respect up-to-date information.
Define Expectations Day One
Ambiguity kills momentum. Use your first days to clearly define what success will look like—not only for you, but also for the team. Be open about your leadership style, decision-making style, and communication style. But also, simultaneously, ask your team what they need to succeed.
Align on short-term objectives that can be achieved in your first 90 days. Leaders who develop early success build credibility faster and generate momentum, states Harvard Business Review. Expectations need to be crystal clear to reduce anxiety and prevent misalignment.
Build Trust Through Small Wins
Big plans are thrilling—but small victories establish trust. Rather than relocating the whole team or reorganizing processes, look for areas where you can make concrete, immediate progress. These could be correcting a workflow snafu, enhancing communications technology, or solving an overlooked team issue.
Small, thoughtful actions show that you’re capable, attentive, and committed to making life better for your team. In her Forbes article, leadership consultant Julia Korn writes that “early wins speak louder than job titles.”
Establish Core Values and Cultural Norms
Every winning team operates on a system of values—either formal or informal. As a new leader, make it a priority to define or restate those values. Do you want an experimental culture? Collaboration? Accountability?
Ask your staff for comments, then make a commitment to the most crucial ones. Then visibly live them. If you believe in openness, post frequently. If feedback is important, demonstrate providing and receiving it to others.
Don’t Try to Prove Yourself
The desire to demonstrate your capabilities can translate into micromanagement or unwarranted change. Don’t fall into the trap of always trying to show your smarts or experience. The desire as new leaders is not to be the most intelligent in the room—but to get others to shine.
Great leaders elevate others. Gallup research suggests that employees perform better when they have coach-leaders, not critic-leaders. Love to craft great questions and invite others to bring substantial contributions to the table.
Establish Rituals That Seal Connection
Great teams don’t simply work together—they bond. Spend your first 90 days creating rhythms and rituals that will unite people. This might include routine touchbases, monthly learning gatherings, or sharing success with the whole team. These are trust-builders and silo-destroyers.
Even minor things—a Monday morning coffee discussion or a Friday “wins” Slack channel—create cohesion. Recognized and valued teams are more resilient and motivated, particularly when things get challenging and change needs to happen.
Learn the Landscape, Then Lead the Change
Take time to understand your team’s history, challenges, and context before implementing sweeping changes. Who are the informal influencers? What projects have failed in the past, and why? Where does the team feel stuck?
Once you’ve mapped the landscape, you’ll be better equipped to lead strategic change. Remember: respect precedes influence. Leaders are more likely to be trusted with the future if they respect the past.
Make a 90-Day Plan and Share It
Transparency is a mark of bold leadership. Create a 90-day plan that outlines your priorities, listening technique, and intended outcomes. Then share it with others.
When evaluating progress and reevaluating objectives, incorporate milestones into your strategy. By treating your first 90 days as a shared journey, you’ll build alignment and momentum that carries well beyond your first quarter.
Establish Trust and Be a True Leader
The first 90 days are not all about producing KPIs—there’s establishing the trust and alignment that propel long-term achievement too. Listen first, win small, clarify values, and connect, and you put yourself forward not as a boss, but as a genuine leader. Step forward with empathy, remain curious, and lead with purpose—and others will follow.
