Your First 90 Days as a New Executive

Nimbus Search Partners : Congratulations on your new leadership role! It's time to get started, but don't worry about rushing to hit a 90 or 100-day deadline for success. Despite what many books might tell you, the data doesn't really support that idea. In reality, most new leaders—92 percent if they're hired from outside the company and 72 percent if they're promoted internally—take more than 90 days to really get the hang of their new position. Many top executives even say it took them at least six months to start making a real difference (62 percent for external hires, 25 percent for internal promotions).

CEOs have an even longer timeline to work with: On average, people who have a stake in the company give them nine months to come up with a solid plan, 14 months to build the right team, and 19 months to make a measurable impact.

Still not convinced that you shouldn't stress too much about the first 100 days? Here's something to think about: 40 to 50 percent of new leaders fail in their first year and a half on the job, even though most of them can show you a plan they made for their first 100 days.

So, if the 100-day plan isn't the way to go, what is? Recent research studies, indicate that an executive transition should focus on five main areas without worrying too much about strict timelines. When you've got these areas covered, you'll know your transition is complete:

1. Business/Function: This means understanding how things are currently going and whether your team is on board with your plans.
2. Culture: It's about knowing what kind of culture your organization has and if it needs to change, and then using your influence to make those changes happen.
3. Team: This is all about having the right people on your team and making sure they work well together.
4. Yourself: It's important to get up to speed quickly, set boundaries, and think about the legacy you want to leave behind. Make sure you're focusing on the things only you can do.
5. Other Stakeholders: Understand what your bosses and stakeholders want from you and build good relationships with them.

So, maybe it's time to let go of the idea that you need a strict 100-day plan. Instead, base your plans on what will actually make a difference—by looking at these five areas and taking action where it matters most.