The first day as a new manager is a whirlwind of emotions.
You walk into the office, determined to prove yourself, but deep down, there’s that nagging feeling:

 

    • Should I come across as the strong, authoritative leader to command respect?

    • Or should I focus on being approachable and building trust first?

    • Should I start making decisions right away, or observe before taking action?

The biggest mistake? Rushing to prove yourself by making impulsive decisions—only to alienate your team and set yourself up for failure.

The secret to success in your first 90 days as a manager is strategy, not speed. Let’s break it down step by step.

 

Phase One (Days 0-30): Do Nothing… Just Observe!

Yes, you read that right—don’t make any big decisions in your first month! Why?
Because you don’t fully understand the dynamics of your team yet, and acting too quickly could backfire.

Observe the team:

Identify the real influencers—not just those with titles, but the ones who hold power informally.
Analyze relationships: Who works well together? Who avoids whom? Who does the team naturally look up to?
Let the workspace talk: Pay attention to small details—how desks are arranged, how people interact, and whether the atmosphere is positive or tense.

What NOT to do:

Don’t make drastic changes.
Don’t impose authority without understanding the culture.
Don’t rush to fix things before identifying the real problems.

Phase Two (Days 30-60): Identify Key Players

Now that you have a clearer picture, it’s time to map out the power dynamics in your team.

 

Understanding Influence vs. Authority:

 

(High Power – High Influence) → The unofficial team leader. Get them on your side!
(Low Power – High Influence) → The “social influencer” whose opinions carry weight.
(High Power – Low Influence) → A manager with authority but little connection with the team—approach carefully.

 

Your game plan?

 

Invest time in building relationships with influential team members.
Involve them in minor decisions to establish trust.
Show flexibility in adapting while maintaining your leadership stance.

 

Phase Three (Days 60-90): Build Trust and Real Relationships

This is where leadership truly begins. After two months, your team has already formed an opinion about you—either they trust you, or they are waiting for you to fail.

 

Hold one-on-one meetings with every team member.
Your goal? Not to dictate policies but to listen. Understand their challenges, aspirations, and frustrations.

 

Empower strong performers and support weaker ones.
Start implementing small, meaningful changes to show progress.
Frame changes as improvements for the team, not as a top-down directive.

 

Phase Four (After 90 Days): Make Big Decisions with Confidence

 

After laying the groundwork, you can now:

 

Make informed decisions that will positively impact the team.
Enhance work processes for efficiency.
Step fully into your leadership role with credibility.

 

The ultimate leadership secret?

 

Don’t try to be a replica of the manager before you.
Don’t enforce rules just to show power.
Earn trust, understand your team, and then lead with clarity.

 

Have you ever stepped into a management role? What was your biggest challenge? Share your experience below!

 

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