A structured plan for the first 90 days is not just a luxury; it’s a necessity. It provides a roadmap for building credibility, earning trust, and setting a foundation for long-term success. Here is a training plan designed to help new frontline managers not just survive, but thrive, in their crucial first three months.
Phase 1: Days 1-30 – The Listening Tour
The primary goal of the first month is simple: listen and learn. Resist the urge to jump in and fix everything you see. Instead, focus on understanding the team, its dynamics, and the broader organisational context.
- Conduct 1:1 Meetings: Schedule a one-on-one with every member of your team. This is not a performance review. The purpose is to build rapport, understand their roles, and learn about their professional aspirations, challenges, and successes from their perspective. Ask open-ended questions like, “What do you enjoy most about your work?” and “What’s one thing we could do to make the team more effective?”
- Understand the “Why”: Spend time with your own manager, cross-functional partners, and key stakeholders. Ask them to explain the team’s key performance indicators (KPIs), goals, and how your team’s work fits into the company’s larger mission. This provides invaluable context and helps you align your team’s efforts.
- Observe and Absorb: Sit in on team meetings, observe workflows, and watch how tasks are delegated and completed. Your role is that of a student. Identify what’s working well and what’s causing friction, without immediately intervening.
Phase 2: Days 31-60 – Action and Alignment
With a solid understanding of the team’s landscape, you can begin to transition from observer to leader. This phase is about taking purposeful action and aligning your team’s work with strategic goals.
- Implement a “Quick Win”: Based on your listening tour, identify one or two small, easily achievable improvements. This could be streamlining a repetitive process or clarifying a communication channel. Delivering a quick win builds credibility and shows the team you’ve listened and are ready to act.
- Clarify Expectations: Now is the time to set clear and consistent expectations for performance, communication, and collaboration. Communicate the team’s new goals and explain how individual contributions will help achieve them.
- Begin to Coach: Start providing specific, constructive feedback. Move beyond just discussing tasks to discussing professional development. Delegate tasks that allow team members to grow, showing you trust their abilities.
Phase 3: Days 61-90 – Leading and Evolving
By the third month, you should be fully integrated into your role. This phase is about solidifying your leadership style and looking to the future.
- Address Deeper Issues: Take on the more significant, systemic challenges you identified in Phase 1. Work with your own manager and other stakeholders to implement more substantial changes.
- Formalise Career Development: Shift one-on-ones to include conversations about long-term career paths. Help your team members create personal development plans and identify the skills they need to grow.
- Seek Feedback on Your Leadership: As a new manager, it’s vital to model the behavior you want from your team. Ask for feedback on your own performance. Questions like, “What could I be doing better to support you?” demonstrate humility and a commitment to your own growth.
By approaching your first three months with a deliberate and strategic plan, you’ll not only survive but thrive in your new role. This structured approach helps you build the trust and confidence needed to lead a high-performing team and embark on a successful leadership journey.