Starting a new job can be both exciting and overwhelming. Learning a new role, meeting colleagues, adapting to a different workplace culture, and managing the pressure to perform can make the transition challenging. Working with a coach during your first few months can provide guidance, build confidence, and help you establish yourself more effectively. This guide explores how to make the most of your first 90 days in a new role, with a coach by your side.
Key Takeaways
- Prepare before day one by researching the company and role, and spending time reviewing your initial goals with your coach.
- Focus on building relationships and understanding your colleagues’ roles in the first 30 days, using your coach for early feedback.
- Begin taking on tasks and showing what you can do in the next 30 days, while also asking for feedback to adjust your approach.
- During the final 30 days, solidify your place by demonstrating consistent progress and planning for what's next.
- A coach can help you adapt, set clear goals, and build confidence during the critical first 90 days.
Understanding the Value of a Coach in Your First 90 Days
During the first 90 days in a new role, think of your executive coach as a personal guide through the maze of a new company culture and position. The coach is not there to do the work for you, but to help you determine the best way to address it.
A coach provides a structured way to approach your first few months, helping you avoid common pitfalls. Those first 90 days pass quickly yet provide a unique window to set yourself up for long-term success. Without a plan, you might miss out on key opportunities or focus on the wrong things. Career transition coaching, on the other hand, offers a framework to help you build confidence and focus your energy effectively.
Here’s what a coach can help you with:
- Clarifying your objectives: A coach will help you define success during your first 90 days, creating a first 90 days success plan that aligns with your new role and the company's goals.
- Building relationships: Building trust early is essential. A coach can guide you in connecting with your new team, identifying key stakeholders, and understanding team dynamics.
- Achieving early wins: A coach will help identify opportunities to quickly make a positive impact, demonstrating your value and building momentum.
- Navigating challenges: New roles come with unexpected hurdles. A coach offers a confidential space to discuss concerns and brainstorm solutions, acting as a sounding board and thought partner.
- Developing your approach: Whether it's refining your communication style or understanding how to receive feedback, a coach can offer insight and strategies for working with your new colleagues.
Having someone in your corner can help you adapt quickly, integrate smoothly, and begin contributing meaningfully from the start. This support ensures you are not merely adjusting to your new role but positioning yourself to thrive in it.
Setting the Stage: Your Pre-Start Preparation
Prep work can make a significant difference during this transitional time.
Researching Your New Company and Role
Before walking through the door on day one, it’s wise to build a foundation for yourself. Spend time digging into the company at large. What is their mission? What have they been working on recently? Review their website (particularly their career pages for valuable insight), recent news, and social media posts. Reread your job description. Understanding the company's landscape and your place in it is key. Where does your role fit into the larger picture?
Defining Your Initial Goals with Your Coach
Before your first day, talk with your coach about what you would like to achieve during the first 90 days. What does success look like for you in this new role and what do you need to learn or accomplish to get there? Your coach can help you frame these goals in a way that’s realistic and measurable. They might suggest focusing on:
- Learning the core responsibilities of your role.
- Identifying key people you need to connect with.
- Understanding the team's current projects and priorities.
You don’t need to have all the answers, but setting initial intentions is helpful. Remember, the first 90 days are critical for setting the tone for your tenure at the company.
The First 30 Days: Immersion and Learning
The initial 30-day period is your chance to get a feel for the company's pulse, understand the workflow, and start building foundational relationships. Think of it as laying the groundwork for everything that comes after. Your coach is a valuable partner here, offering another perspective and helping you interpret what you're learning. It’s a good time to focus on getting some early wins, even small ones, to build your confidence and show you’re engaged.
Building Relationships and Understanding Team Dynamics
This is probably the most crucial aspect of your first month. You need to get to know the people you'll be working with. Schedule one-on-one meetings with your direct reports, your peers, and even people in other departments you'll interact with. Ask them about their roles, their challenges, and what they think is working well and what could be better. Try to understand the unwritten rules and the team's culture. It’s easy to get caught up in tasks, but without good relationships, getting things done becomes much harder. Your coach can offer insights into how to approach different personalities and build trust quickly. Think about how you want to be perceived and behave accordingly.
Identifying Key Stakeholders and Their Expectations
Beyond your immediate team, identify the people who have a vested interest in your success or whose work impacts yours. This might include your manager, other department heads, or even key clients. Reach out to them and have similar conversations as you did with your team. Ask them what success looks like in your role from their perspective. What are their priorities? What are their biggest concerns? Understanding these different viewpoints will help you prioritize your own efforts and avoid missteps. This is a core part of your executive onboarding strategy.
Leveraging Your Coach for Early Wins and Feedback
Talk to your coach about the information you’ve been gathering. Are there any quick wins you can achieve that will demonstrate your value and build momentum? Maybe it's streamlining a small process or providing a fresh perspective on a recurring issue. Your coach can also help you interpret the feedback you receive. Is it constructive? How can you act on it? Getting this early feedback loop going with your coach is vital for your onboarding support. You can also find insight into structuring your initial period in this 30-60-90-day plan.
The Next 30 Days: Contribution and Integration
Now that you've spent the first month getting your bearings, it's time to really make an impression. During this phase, you’ll move from learning to doing, and make sure your contributions fit well within the team’s and organization’s objectives.
Taking Ownership and Demonstrating Value
This is where you start to take the reins on projects or specific areas of responsibility. Don't just do the tasks assigned: look for opportunities to go a little farther. Think about how your work directly impacts the team's goals or the company's bottom line. Your coach can help you identify these opportunities and frame your contributions effectively. Remember, value shows up in consistent, quality work that moves the needle.
Seeking Constructive Feedback and Adapting Your Approach
As you start contributing more, actively seeking feedback becomes even more important. Don't wait for formal reviews. Ask your manager, your coach, and trusted colleagues for their thoughts on your work and your integration into the team. Be specific: "How could I have handled that client interaction better?" or "What's one thing I could do to improve my collaboration on this project?" This feedback is valuable. It helps you understand how you're perceived and where you can adjust your approach. Your coach is a great resource here, helping you interpret feedback and strategize on change implementation. Being open to feedback and showing that you're adapting is a clear sign of growth and a commitment to success in your new role. This is a great time to review your initial 30-60-90-day plan and see where adjustments might be needed based on what you're learning.
The Final 30 Days: Solidifying Your Position and Planning Ahead
During the last 30 days of your initial onboarding period, your goal is to solidify your position and start thinking about what comes next.
Refining Your Goals and Action Plan
You should now have a clearer picture of your role and the company's direction. This is a good time to revisit the initial goals you set with your coach. Are they still relevant? Have your priorities shifted based on what you've learned? Work with your coach to adjust your objectives and create a more detailed action plan for the next quarter. Think about specific, measurable outcomes you want to achieve. This might involve:
- Quantifying your contributions from the first 60 days.
- Setting new, more ambitious targets based on what you've learned.
- Identifying any skill gaps and determining how to address them.
- Mapping out key projects or initiatives you'll lead or contribute to.
Remember that your coach can help you frame these goals using models like ACHIEVE, making them actionable and clear.
Seeking and Acting on Feedback
Don't stop asking for feedback at the 90-day mark. You still want to know how you're perceived and where you can continue to improve. Schedule follow-up conversations with key stakeholders and your manager. Ask specific questions about your performance, your integration into the team, and your contributions to date. Be prepared to listen openly and without defensiveness. Your coach can help you process their feedback and develop strategies for incorporating it into your work. Strive for continuous improvement moving forward.
Planning for Long-Term Success
As you near the end of the 90-day onboarding period, discuss your career aspirations with your manager and your coach. Identify opportunities for professional development, new responsibilities, or projects that align with your long-term goals and the company's needs.
This period is your chance to transition from being the 'new person' to a valued, contributing member of the team. Demonstrate your ability to learn, adapt, and consistently deliver results.
Frequently Asked Questions
How can a coach help me in my first 90 days?
A coach can help you determine what you want to achieve in your new role. They can help you make a plan to reach your objectives, learn new skills, and build solid relationships with your colleagues.
What should I do before my first day?
Before you start, do some homework. Learn about the company, where your role fits into the organization’s work, and who you need to know. Talk with your coach about what you hope to accomplish during your first few months.
What's the main goal for the first 30 days?
In the first month, focus on meeting people and understanding how your new team works. Find out who the key players are and what they need and expect from you. Your coach can help you make a good first impression and give you tips on achieving early wins.
How do I show I'm valuable in the second month?
After the first month, start taking charge of your tasks and show what you can do. Ask for honest opinions from your boss and colleagues about your work. Use this feedback to adapt and improve.
What should I focus on in the final 30 days?
During the final 30 days, you want to feel settled and look ahead. Make sure you've met your initial goals and start thinking about what's next for your role and your career. Your coach can help you plan for the long term.
Is it okay to feel nervous in a new role, and how can a coach help?
It's normal to feel a bit unsure or overwhelmed when starting a new position. A coach provides a safe space to talk about your concerns and helps you build confidence. They can also help you manage stress and stay focused on your goals.
