Taking up a new manager role in an organization is exciting. The new opportunity comes with a lot of perks and a zeal to prove yourself. But it also comes with anxiety and uncertainty. Are you going to be an effective leader and deliver superior results for your business? Most importantly, do you know everything you need to be able to deliver effectively in your new role? The most effective way for a leader to create results and build culture is to adopt a rolling focus, 30 60 90 day plan for managers.
This plan is designed to help new managers focus on the 3 elements: people, process, and product, and help them prioritize areas of emphasis in the first 90 days. One of the key ingredients for a successful plan is the ability to define clear and realistic goals. Our first section clearly guides you through developing clear, relevant, and measurable smart goals.
Art Of Goal Setting
Identify – Classify – Prioritize
While the plan’s main objective is to help you transition smoothly to your new role, it should also push you to perform better and raise the bar for yourself. Hence the plan should consist of practical, measurable, and focused goals for you and your team.
To write challenging and realistic goals for each of the 30 60 90 day periods, follow the approach below:
Identify the key objectives of the business. What are the targets, milestones, and strategies needed to accomplish those objectives? How would these targets translate into objectives and timelines for your team?
It helps you to align yourself with your management and business objectives, and also understand the strategic initiatives of the organization. Find the quantifiable parameters, that allow you to gauge your success. For eg, for a sales team, the number of sales made in a month is a definite and quantifiable target.
Classify the above goals into four categories
Once you have listed and classified all your goals, they must be arranged in the order of their priority. For each of the 30,60 and 90 day periods, the listed goals must be prioritized, based on the business objectives, time constraints, and feasibility
Now that you know how to define and quantify realistic goals for 30 60 90 day plans, let us see what kind of goals go into different periods of the plan.
The 30 Day Plan
Be A Sponge, And Absorb As Much Information As Possible!
The 30-day period of your 30 60 90 plans is all about familiarizing oneself with as many aspects of your role and the organization as possible. Many managers are eager to get started and get into execution mode too soon. The first 30 days period requires a little bit of patience. The focus of the first 30 days should be all about absorbing and learning about the business, environment, and team as much as possible.
Spend time understanding your team’s existing strategy, and past triumphs. Understand their dynamics and recognize their strengths and weaknesses. Focus on your company’s vision the work ethic and the environment in the organization. The aim is to learn the exact purpose of your role, how it fits in the entire machinery of the organization, and how to perform it optimally.
Some examples of the different goals that can be a part of the 30 day plan are,
The 60 Day Plan
Become A Contributor And Let The Team And Management Get Confidence That You Are Ready To Get Actively Started On the Execution
At the end of 60 days of your 30 60 90 day plan, you should have already established a positive image for yourself. People must know you as a contributor, team player, and good listener. You should be able to share your ideas freely, speak more at meetings, contribute to the overall progress, and help improve the team’s functioning. You should increase your workload, and ramp up your personal progress.
The following goals can be a part of your 60 day plan,
The 90 Day Plan
Become A Leader Who Is Well Trusted And Respected
By the end of 90 days, you should really be feeling one with the organization. You should have a firm grasp of your role and the work culture around you. Personally, you should be familiar with everyone on your team and all the stakeholders that are related to your business. You must build on what you have learned in the first 60 days and work more towards execution. People must view you as a leader, and be comfortable with sharing ideas and experiences with you. Also by this time, you can take up projects outside of your roles, and collaborate more with the other teams.
The following targets can go in the 90 day plan,
Notice how with each period, the number of learning goals decreases, and the number of performance and initiative goals increases. Hence a 30-60 90-day action plan helps you to smoothly transition from a new manager to an integral part of the organization, with the greatest efficiency.
30 60 90 Day Plan Template Examples
Below you can find some 30 60 90 Day Plan Examples in PowerPoint Templates and Google Slides Templates to effectively articulate your plan to senior management.
1. This is a 30 60 90 day sample plan for new managers who have just been onboarded in the organization.
5. We have compiled an extensive collection of different ways of showing your 30 60 90 day plan.
The 30 60 90 Day Plan Templates allow you to decide on the key priorities and the action plan for the quarter. Using a 30-60-90 day plan for manager’s examples, you can effectively showcase your understanding of business and goals to senior management.