In your first 30 days, you must be fully focused on learning. So, here’s how I break down what should be EVERYONE’s 30-60-90 day plan: They’re put in place so that you go in with some idea of how your first days will be spent, and that the way you spend your time will tie into your KPIs over the first two quarters, if not in the very first.
Ultimately all 30-60-90 plans have one objective. The answer, my friend, lies in humility wrapped in simplicity, much like a succulent piece of grilled chicken is often elegantly wrapped in bacon. So, what is one to do, you ask? How do I impress my future bosses and peers without a 30-60-90, you ask? And at the same time, you must be nimble and flexible enough to know that you’ll end up throwing the whole thing out of the window sooner rather than later. The point is this: You can start with any level of clarity and detail with your 30-60-90 plan. When you assume that you know everything going into a brand-new role, you demonstrate a level of arrogance that ultimately hurts more than it helps. Learn about leading with empathy, kindness, owning mistakes, and helping others grow. Ted Lasso leadership is all the rage, with good reason. The Ted Lasso football pitch: Leadership lessons for professionals But every single one assumed a level of clarity and omniscience that is just plain unrealistic, given the dynamic nature of business we find ourselves in today. When presented, it took many minutes, and tucked the audience into La-La-Land before even the 30-day plan was fully described. One plan was over 250 line items in a Excel file, and had filters marking which ones were due for completion in 30 days, 60 days, and 90 days. Most are elaborate and should be rightfully called programs instead of plans. In my long and winding career, I’ve seen a fair number of 30-60-90 day plans for onboarding new employees.
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