Taking on a new leadership role is both an exciting and challenging journey that can define a leader’s tenure. The initial phase is crucial for setting the right tone, building credibility, and creating momentum that can lead to long-term success—or, if mishandled, to potential derailment.
One framework that has consistently guided leaders through these pivotal early months is The First 90 Days by Michael Watkins. My connection to Watkins’ work dates back to 2005 when I worked at Sun Microsystems and supported a regional talent development program. During this time, we asked participants to create their own “First 90 Days Plan” for roles they aspired to hold, sparking deep engagement and meaningful discussions about leadership transitions. This experience not only reinforced the value of having a structured transition plan but also demonstrated the impact of mentorship and guidance when applying these principles.
Through my work as an Organizational leader, I have applied the framework on multiple leadership role transitions, and most recently supporting leaders across different industries, I’ve seen Watkins’ framework in action and have developed my insights into which principles tend to have the most significant impact in complex organizational contexts. In this article, I’ll provide a high-level overview of all eight core principles and then share my perspective on the top five most critical elements for navigating leadership transitions successfully. I aim to honor the foundation of Watkins' framework while expanding on it with practical examples and insights that leaders can apply in their unique circumstances.
High-Level Summary of Watkins’ Eight Core Concepts
The First 90 Days by Michael Watkins outlines a structured approach to help leaders establish themselves and drive results quickly. The eight core principles are:
Promote Yourself Mentally and emotionally transition into your new role. Let go of old habits and adapt your mindset to focus on strategic leadership rather than operational execution.
Accelerate Learning Develop a structured plan to quickly understand the organization’s culture, politics, and key business dynamics. Shortening your learning curve will allow you to make informed decisions faster.
Match Strategy to the Situation Diagnose the business context—whether it’s a turnaround, realignment, start-up, or sustaining success—and tailor your approach accordingly. Misreading the situation can lead to applying the wrong strategy.
Negotiate Success Establish clear expectations and negotiate for resources, support, and strategic priorities early on. Misalignment with your boss or key stakeholders can create confusion and hinder progress.
Secure Early Wins Achieving early, visible successes builds credibility and creates momentum. Identify a few quick wins that align with broader strategic goals to demonstrate your value and gain trust.
Build Alliances and Cultivate Relationships Proactively build alliances and relationships with key stakeholders across the organization. Informal networks and relationships are often as important as formal reporting lines for achieving results.
Achieve Alignment Create clarity around vision, objectives, and roles to ensure that your team is working toward common goals. Misalignment can lead to confusion, resistance, and diminished effectiveness.
Build the Team Evaluate and realign your team’s capabilities early on to support your strategic direction. Delaying decisions around team composition can undermine your ability to execute effectively.
I recommend The First 90 Days by Michael Watkins, which is available on Amazon
My Perspective: The Top 5 Most Critical Elements
While all eight principles are valuable, my experience has shown that five of them are particularly essential for a successful transition. These are Match Strategy to the Situation, Negotiate Success, Build Alliances and Relationships, Achieve Alignment, and Build the Team. Below, I share practical observations and examples that illustrate the impact of applying these principles effectively.
1. Diagnosing Strategic Context Early (Inspired by Watkins’ “Match Strategy to the Situation”)
Understanding the unique context of your new role is fundamental. Leaders must accurately assess whether they are entering a turnaround, a realignment, a start-up, or a sustaining success environment. Misreading the context and applying the wrong strategy can be a major stumbling block. A turnaround might require quick stabilization and decisive action, while sustaining success may demand a focus on maintaining momentum and refining processes.
Practical Application Example: I supported a divisional leader who entered an organization facing serious profitability issues and low morale. Initially, he approached the situation as if it were a sustaining success, focusing on incremental process improvements. This created confusion and resistance within his team, who felt that immediate stabilization was needed. After re-evaluating the situation as a turnaround, he shifted his strategy to prioritize operational stabilization, rebuilding trust, and regaining customer confidence. Within six months, the division was back on track.
Key Recommendation: Use the first 30 days to assess the business environment. Conduct stakeholder interviews, review historical performance data, and engage with the team to diagnose whether your focus should be on stabilizing, realigning, building, or sustaining. Tailor your strategy accordingly to set the right foundation.
2. Establishing a Success Blueprint (Inspired by Watkins’ “Negotiate Success”)
The expectations of your new role are often set long before you arrive. Misalignment between you and your key stakeholders can derail your progress before you’ve even begun. Effective leaders take the time to clarify and negotiate priorities with their boss and other stakeholders to ensure a common understanding of success metrics, strategic goals, and required resources.
Practical Application Example: One executive I supported stepped into a high-visibility role at a large consumer goods company. He assumed that his primary mandate was to drive revenue growth. However, his supervisor was more concerned about cutting costs and improving operational efficiency. This disconnect led to frustration and confusion. Through structured alignment meetings, he was able to clarify expectations, negotiate for balanced objectives, and gain the resources needed to drive both efficiency and growth.
Key Recommendation: During your first few weeks, set up a structured cadence of conversations with your boss and key stakeholders. Focus on discussing both short- and long-term priorities, defining success metrics, and negotiating for the resources you need. Regularly revisit these agreements to ensure continued alignment.
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3. Build Alliances and Relationships: Invest in Stakeholders Early
Navigating complex organizations requires more than building a strong direct team. Leaders must also cultivate relationships with key influencers and stakeholders across the organization. Understanding and leveraging informal networks can significantly enhance your ability to drive change and gain support for your initiatives.
Practical Application Example: I supported a senior leader transitioning into a new division that had been through multiple leadership changes. Despite having a clear understanding of the strategic goals, he encountered resistance and lacked insight into the cultural nuances of the team. By creating a structured learning agenda that included one-on-one sessions with key influencers, listening tours with front-line staff, and informal “cultural audits,” he gained a clearer picture of where resistance was stemming from and how to address it effectively.
Key Recommendation: Build a Three-Tier Learning Agenda that includes:
Operational Insights: Conduct deep-dive assessments with key functional leaders to identify bottlenecks and performance gaps.
Cultural and Team Dynamics: Engage in “listening tours” with team members at all levels to understand morale, sources of disengagement, and resistance to change.
Key Stakeholder Mapping: Identify influential individuals who may not be in formal positions of authority but have significant informal power.
4. Achieving Alignment Through Vision Clarity (Inspired by Watkins’ “Achieve Alignment”)
Without clear alignment, even the best strategies can falter. Misalignment on vision, goals, and roles can lead to fragmentation and resistance. Leaders must invest in creating shared understanding around the direction and purpose of their team’s work.
Practical Application Example: I worked with a General Manager who inherited a fragmented team that operated in silos. We organized a series of alignment workshops to co-create a shared vision and redefine roles. Through structured strategy sessions, we established clear accountabilities, which significantly improved productivity and morale within the first quarter.
Key Recommendation: Use structured alignment sessions to co-create a shared vision and define clear roles and goals. Regularly revisit these elements to adapt to evolving conditions.
5. Building a High-Performance Team Early On (Inspired by Watkins’ “Build the Team”)
New leaders must assess their teams early on to ensure they have the right talent to support their strategic direction. Delaying decisions around team composition can undermine your ability to execute effectively. Leaders often inherit teams with varying levels of capability and alignment.
Practical Application Example: A senior executive I coached inherited a team that lacked the strategic capabilities needed to support a large-scale transformation agenda. We conducted a comprehensive team assessment, identified gaps, and made targeted changes by bringing in leaders with the right experience. This realignment created a more cohesive team, better equipped to execute the new strategy.
Key Recommendation: Conduct a 45-day team audit using structured interviews and capability assessments. Evaluate each team member’s strengths, and create a realignment plan that addresses key gaps. Clearly communicate your rationale to build trust.
Reinforcing the Value of Structured Transitions
The First 90 Days by Michael Watkins framework provides invaluable guidance for navigating leadership transitions. By integrating its principles with your own context and focusing on the most critical elements, leaders can establish themselves more effectively and set the stage for long-term success.
Whether you’re stepping into a new role as CEO, moving laterally, or leading a new team, these principles can help you navigate your transition with clarity, confidence, and a clear roadmap for success.
Practical Checklist for Leaders in Transition:
Diagnose the Strategic Context Early: Assess whether you are in a turnaround, realignment, start-up, or sustaining success environment. Tailor your strategy accordingly.
Establish a Success Blueprint: Define success with your stakeholders early on, and negotiate for the resources and support needed.
Build Strategic Alliances Early: Map out key stakeholders and influencers, including informal networks, and engage them in the process early.
Achieve Alignment Through Vision Clarity: Co-create a shared vision and communicate clear goals, ensuring alignment across the team.
Build a High-Performance Team Early On: Evaluate team strengths and make necessary changes swiftly to create the right capabilities for success.
By applying these principles thoughtfully and strategically, leaders can build credibility, create a positive impact, and set the tone for future success.