Summary of The First 90 Days

Julia Gould, a successful marketing professional, was promoted to lead a major new product development project. However, she failed in her new role because she did not adapt to the challenges of leading a cross-functional team without direct authority. Julia's micromanagement and focus on her area of expertise alienated her team members and ultimately led to her removal from the position.

The mistake Julia made was assuming that she could continue doing what she did in her previous job, only more so. This kind of thinking is destructive because it can appear to work for a while, but eventually leads to failure. To avoid this, it is important to prepare oneself for a new role by embracing the necessary changes in perspective.

There are two types of transitions that leaders commonly experience: promotions and onboarding into new companies. Each type presents its own set of challenges that must be overcome.

When getting promoted, leaders need to balance breadth and depth by gaining a high-level perspective while still being able to drill down into the details. They also need to rethink what they delegate as the complexity and ambiguity of their responsibilities increase. Additionally, leaders must learn how to influence differently as they move up in the organization hierarchy. Decision-making becomes more political and less about authority.

Communication becomes more formal as leaders move up in their careers. They need to establish new channels for staying connected with what is happening at all levels of the organization and for communicating their strategic intent and vision.

Leaders who are promoted also need to exhibit the right presence by understanding what leadership presence means at their new level in the hierarchy and how they can make it their own.

Onboarding into a new company presents different challenges. Leaders must orient themselves to the business by learning about the company as a whole, not just their specific area of responsibility. They also need to develop relationships with key stakeholders both vertically and laterally within the organization.

Aligning expectations is crucial when joining a new company as assumptions made during the recruiting process may not be accurate once in the job. Leaders must have explicit conversations with their boss and other key stakeholders to ensure everyone is on the same page.

Cultural adaptation is another challenge when joining a new company. Leaders need to understand the overall culture of the organization as well as any subcultures that may exist within different units. This understanding will help them strike the right balance between adapting to the new organization and working to alter it.

To prepare oneself for a new role, it is important to establish a clear breakpoint between the old job and the new one. Mentally letting go of the past and embracing the new role is essential for success.

Assessing one's vulnerabilities is also crucial. Leaders should identify their problem preferences and determine if there are any potential blind spots or areas where they may be less eager to solve problems. Compensating for these vulnerabilities through self-discipline, team building, and seeking advice and counsel from others is important.

Leaders must also be aware of their strengths, as these can sometimes become weaknesses in a new role. Being open to learning and relearning how to learn is essential when facing a steep learning curve in a new position.

Reworking one's network by seeking out political counselors and personal advisers who can provide guidance in navigating organizational politics and maintaining perspective is important for success.

Finally, leaders should watch out for people who may want to hold them back, such as former bosses or colleagues who may resist change. Clear expectations should be negotiated early on to avoid misunderstandings or resistance.

Overall, preparing oneself for a new role requires self-awareness, adaptability, and a willingness to learn and grow. It involves embracing change, building relationships, aligning expectations, adapting to culture, compensating for vulnerabilities, leveraging strengths appropriately, relearning how to learn, reworking networks, and being mindful of potential obstacles. By following these principles for preparation, leaders can increase their chances of success in their new roles.