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?
Leaders new to a team have the unenviable task of getting results, building trust, and establishing credibility in a relatively short period of time. The most effective way for a leader to create results and build culture is to adopt a rolling focus, 30 60 90 day game plan. This action plan is designed to help new managers focus on the 3 elements: people, process, and product and helps them prioritize areas of emphasis in the first 30, 60, 90 days.
A 30 60 90 day plan details the targets you plan to accomplish in the first 30, 60, and 90 days of your role. By setting concrete goals and a vision for your abilities at each stage of the plan, you can make your transition into a new organization smooth and empowering. This plan acts as your guiding rope through the initial days of your job and keeps you constantly moving towards your goals. Let us discuss how to make the perfect 30 60 90 plan for a new managerial position.
One of the key ingredients for a 30 60 90 day plan is the ability to define clear and realistic goals. These goals clearly lay down objectives and targets for you. Our first section clearly guides you through developing clear, relevant, and measurable goals.
ART OF GOAL SETTING: IDENTIFY — CLASSIFY — PRIORITIZE
While the plan’s main objective is to help you transition smoothly in 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 — 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 — Classify the above goals in four categories
a) Learning Goals — Learning goals help you absorb information about your organization: its culture, people, policies, competition, strengths, and weaknesses. These goals list the various facets you need to be aware of regarding your role, organization, team, etc. Being informed is critical for your success, as it allows you to make better and informed decisions. Not to mention that getting familiar with the company’s culture and people, helps you create better work relationships. Hence the more you know, the better you are!
b) Initiative Goals — These goals are the various leadership decisions you plan to take in the early days of your role. Based on your understanding of the business objectives, the company’s competencies, and competition; you need to identify a few important strategic initiatives which will help drive the objectives and performance of your business. This can be as big as suggesting a different strategy, or as small as changing your team’s work process to make it more efficient. These initiatives are what make you stand out in your organization.
c) Personal Goals — It is important to develop good professional relationships with team members and senior management. So, ensuring that you know your team members and other important stakeholders in the business is important. Choosing a mentor and ensuring you understand success factors for yourself in the company is equally important.
d) Performance Goals — These are the most important quantifiable goals. They describe the targets you wish to achieve regarding the basic responsibilities of your job. Based on your overall understanding of your organization’s vision, and how your role impacts the business, you need to set goals that increase your efficiency and contribution to the organization.
3. PRIORITIZE — 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, 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 is all about familiarizing oneself with as many aspects of their 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 the 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 and 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-
Learning Goals -
- Study the organization’s vision, mission, and strategy.
- Learn about the company hierarchy, culture, and code of conduct.
- Meet with the senior executives of the company.
- Understand the company’s target audience and the product/service it provides.
- Learn about the existing team and their expectations.
- Meet your manager and learn about their expectations.
- Read up on the company’s existing strategy, past triumphs, and past failures.
- Learn about all the different departments of the organization, and how they contribute to the organization.
- Research on the competition of your organization, and how your department can help the company to get ahead.
Initiative Goals -
- Run an initial stage experimental strategy, in consultation with your manager.
Performance Goals -
- Maintain the team’s current performance output.
Personal Goals -
- Interact with each team member, senior management, and get to know them better.
- Identify a mentor from senior management to take advice on a periodic basis to ensure you are on the right track and in alignment with company objectives
THE 60 DAY PLAN
Become A Contributor And Let The Team And Management Get Confidence That You Are Ready To Get Actively Started On Execution
At the end of 60 days of your role, 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 on your personal progress
The following goals can be a part of your 60-day plan -
Learning Goals -
- Learn about how to optimize the processes of your team and business.
- Understand the entire product roadmap, and identify key strategic areas where you can contribute.
Initiative Goals -
- Devise a strategy or define a roadmap based on the business objectives and get consensus from Senior Management and team members.
- Based on the approved strategy, spearhead the execution strategy by initiating many projects from scratch.
- Take more responsibilities in current initiatives
Performance Goals -
- Increase the team’s productivity.
- Smooth out the kinks in the team’s workflow.
- Take at least one existing project to successful completion.
Personal Goals -
- Develop relationships outside of your team.
- Actively organize team bonding events like team lunches or Fun Fridays, to increase team bonding.
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 -
Learning Goals -
- Take note of the key learnings that come from an analysis of the major successes and failures of the execution from the last 60 days
- Initiate a collaboration between cross-functional teams of the organization, and spearhead various initiatives
- Define new KPIs for the team.
- Now that you know the current policies adequately, you can propose changes to them for more effective business practices
Performance Goals -
- Deliver superior results on the projects that you head.
- Ramp up the output of your team by 10 per cent.
- Perform better on the business’s feedback.
- Hire all the vacant positions on the team
Personal Goals -
- Join an activity club or group in the organization.
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 plan helps you to smoothly transition from a new manager to an integral part of the organization, with the greatest efficiency.
Below you can find sample PowerPoint templates for 30 60 90 plans to effectively articulate your plan to senior management.
The above template shows how a simple 30 60 90 plan should look like. This helps you to think through your goals for each of the periods, by first thinking about the key priorities for that month and then deciding an action plan against it. This is the simplest and most effective way to summarize or minimally present your 30 60 90 plan.
The PowerPoint template below is a perfect example of how a detailed 30 60 90 day plan looks like. This template can be effectively used to show and get approval on your 30 60 90 day plan from senior management.
A single PowerPoint slide is used for each month. The PowerPoint template allows you to decide on the key priorities and the action plan for the month. You can then summarize your entire month plan, and present key points in the Summary section. Using this PowerPoint template, you can effectively showcase your understanding of business and goals to senior management
A few template ideas for showing your 30 60 90 day plan.
To get more creative ideas on how to structure and articulate a 30 60 90 day plan, please visit 30 60 90 day plan templates.
Learn more about how to make a 30 60 90 day plan for an interview and also how to make a 30 60 90 day sales plan.
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