Congratulations! You’ve survived the “deer in headlights” phase of your first 30 days and the “furious note-taking” phase of days 31-60. Now comes the fun part – or as I like to call it, the “let’s see what this leader is actually made of” phase. Welcome to days 61-90, where you transition from observer to orchestrator, from note-taker to game-changer.

Think of these final 30 days of your first quarter like the third act of a great movie. The setup is done, the characters are established, and now it’s time for some serious action. But unlike Hollywood, there’s no director yelling “cut!” if you mess up – so let’s make sure you don’t.

Making Bigger Strategic Moves

By days 60-90, leaders should take ownership, drive performance, and master talent management, and that means it’s time to think bigger.

The Art of Strategic Thinking

Strategic moves at this stage aren’t about reorganizing the entire company (please don’t do that). They’re about identifying key leverage points where your influence can create meaningful impact. Your strategic moves might include:

• Process optimization: Like Netflix’s famous “Keeper Test” culture, implement systems that help retain top talent while addressing underperformance
• Cross-functional initiatives: Break down silos that have been frustrating everyone but no one had the authority to address
• Technology integration: Finally tackle that “we’ve always done it this way” manual process that’s eating everyone’s time

Focus 80% of your strategic energy on the 20% of issues that will deliver the biggest impact. As one leadership expert puts it, what new managers should do is “slow down, take stock, and strategically focus on what matters most” rather than trying to fix everything at once.

Pro tip: If you’re not sure what those high-impact areas are, ask your team. They’ve been waiting for someone with decision-making power to ask them this question.

The SMART-ER Goal Framework

You’ve probably heard of SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound), but let’s add two crucial elements for leadership: Exciting and Reviewed.

• Exciting: Goals should energize your team, not feel like administrative burdens
• Reviewed: Regular check-ins prevent goals from becoming decorative wall art

Avoiding Goal-Setting Pitfalls

Don’t fall into the trap of setting goals that sound impressive in meetings but are impossible to execute. I once worked with a manager who set a goal for their team to “revolutionize customer experience.” Noble? Yes. Actionable? About as actionable as “achieve world peace.” Instead, break down big aspirations into concrete milestones. “Revolutionize customer experience” becomes “Reduce average resolution time from 24 to 12 hours while maintaining quality scores above 4.5/5.”

Establishing Your Leadership Rhythm

Your leadership rhythm is like a heartbeat for your team – it should be steady, reliable, and life-giving. But unlike your actual heartbeat, you get to consciously design it.

Weekly Rhythms That Work

• Monday Morning Momentum: Start the week with a brief team huddle (15 minutes max) to align priorities and celebrate wins from the previous week
• Wednesday Pulse Check: Mid-week one-on-ones or quick status updates to catch issues before they become problems
• Friday Reflection: End the week by acknowledging progress and identifying lessons learned

Monthly and Quarterly Rhythms

Consider how companies like Microsoft have structured their business rhythm around quarterly OKRs (Objectives and Key Results), providing clear focus while maintaining flexibility for adaptation. Your monthly rhythm might include:

• First week: Strategic planning and goal setting
• Second and third weeks: Execution and support
• Fourth week: Review, reflection, and preparation for the next cycle

Your Action Items for Days 61-90

1. Week 1 (Days 61-67): Identify your top 3 strategic opportunities and draft implementation plans
2. Week 2 (Days 68-74): Finalize and communicate long-term team goals with your team’s input
3. Week 3 (Days 75-81): Implement your weekly leadership rhythm and gather feedback
4. Week 4 (Days 82-90): Reflect, adjust, and prepare for your next phase of leadership

Days 61-90 are where good intentions meet reality, where your leadership philosophy gets stress-tested by actual challenges. You’re no longer the “new” manager – you’re just the manager. And that’s exactly where you want to be.

Remember, leadership isn’t about having all the answers; it’s about asking the right questions, making thoughtful decisions, and creating an environment where your team can thrive. If you can do that consistently over these crucial 30 days, you’ll have built a foundation for long-term leadership success.

The best part? By day 90, you’ll realize that becoming a great leader isn’t a destination – it’s a rhythm you establish and refine continuously. And you’ll be amazed at how much you’ve grown since that first “deer in headlights” moment on day one.

Ready to accelerate your leadership journey?

Whether you’re in your first 90 days or looking to refine your leadership approach, I’d love to help you develop the strategic thinking, goal-setting frameworks, and leadership rhythms that will set you apart.

Let’s connect and discuss how we can unlock your leadership potential. Contact me today to schedule a consultation and take your leadership to the next level.